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City of Poznań
Investor Relations Department
pl. Kolegiacki 17, 61-841 Poznań
direct: +48 61 878 5428
[email protected]
Edited by:
Wydawnictwo Miejskie Posnania
ul. Ratajczaka 44, 61-728 Poznań
www.wmposnania.pl
Photos: fotoportal.poznan.pl,
City of Poznań Archives
Computer typesetting:
Studio Graficzne Wydawnictwa
Miejskiego Posnania
Poznań 2012
Sector of modern
business services
in Poznań agglomeration
Report prepared for the Poznań City Hall
by the Association
of Business Service Leaders (ABSL)
Hays Poland and Jones Lang LaSalle
Poznań 2011
1
Authors of the Report
Janusz Górecki
Expert in the Association of Business Service Leaders (ABSL)
e-mail: [email protected]
Jadwiga Naduk
Head of Market Research&Consultancy, HAYS Poland
Tomasz Szreder
Analyst in HAYS Poland
Jan Szczepanowski
Analyst in HAYS Poland
Anna Bartoszewicz-Wnuk
Head of the Department of Market Research and Consultancy in Jones Lang LaSalle
Mateusz Polkowski
Senior Analyst in Jones Lang LaSalle
Grzegorz Micek
Jagiellonian University, Institute of Geography and Spatial Management
Hays Poland Sp. z o. o.
ul. Złota 59, 00-120 Warsaw
tel.: +48 22 584 56 50, fax: +48 22 584 56 51
www.hays.pl
Association of Business Service Leaders (ABSL)
Rondo ONZ 1, 00-124 Warsaw
tel.: +48 22 445 33 58, fax +48 22 445 32 00
e-mail: [email protected], www.absl.pl
Table of Contents
Offer for investors in the City of Poznań.........................................................................................................................................................................5
Executive Summary....................................................................................................................................................................................................................7
1. Introduction............................................................................................................................................................................................................................. 11
1.1. Structure of the report...................................................................................................................................................................................... 12
1.2. Sources of information and methods of analysis............................................................................................................................ 13
1.3. Terminology............................................................................................................................................................................................................ 14
2. Investment attractiveness of Poznań for investors in the sector of modern business services.......................................... 15
2.1. Human resources................................................................................................................................................................................................. 16
Demography .............................................................................................................................................................................................................................. 16
2.2. Costs of business activity................................................................................................................................................................................ 40
2.3. Characteristics of a regional real estate market in the context of the needs of investors in the sector
of modern business services........................................................................................................................................................................ 48
2.4. Availabilityof communications.................................................................................................................................................................... 50
2.5 Quality of life............................................................................................................................................................................................................ 52
2.6. Summary – service centres location factors and their changes............................................................................................ 53
3. Characteristics of service centres in Poznań agglomeration.................................................................................................................... 55
3.1. History of development of modern business services sector in Poznań agglomeration...................................... 56
3.2. Employment in the sector and its changes........................................................................................................................................ 56
3.3. Types of business processes supported by the service centres............................................................................................. 57
3.4. Languages in which the centres provide services.......................................................................................................................... 57
3.5. Service centres and the country of origin of capital...................................................................................................................... 57
3.6. Non-wage benefits offered by the centres.......................................................................................................................................... 59
4. The business environment as a whole.................................................................................................................................................................... 61
4.1. The dynamics of the formation of new businesses........................................................................................................................ 62
4.2. The structure of business entities.............................................................................................................................................................. 62
4.3. The opinions of employers on employees........................................................................................................................................... 62
5. The effects of the operation of modern business services sector companies in Poznań agglomeration.................... 65
5.1. The main conclusions regarding the economic effects of the operation of service centres in Poznań
agglomeration:...................................................................................................................................................................................................... 66
5.2. Corporate Social Responsibility.................................................................................................................................................................. 66
Bibliography.................................................................................................................................................................................................................................. 68
Appendix 1 .................................................................................................................................................................................................................................. 69
Offer for investors
in the City of Poznań
Poznań is one of the main centres of investment loca-
computer science in 2010. University level schools also offer new
tions in Poland. The greatest asset of the city is its eco-
interesting fields of study related to IT, such as bioinformatics and
nomic potential: good and stable economic situation, high level
technological applications of the Internet (unique in the country,
of the entrepreneurship, and above all the human capital. Poznań
intercollegiate faculty created by three of Poznań universities, at
stands out among other Polish cities for a good situation on the
the initiative of the American telecommunications company Tel-
labour market – one of the lowest in Poland unemployment rate
cordia Technologies). The Institute of Computer Science at the
– 3.5% (October 2011). For the potential investors, however, the
Faculty of Computer Science at the Poznań University of Technol-
high quality of the labour market counts. The investors appreciate
ogy is considered one of the best in Poland, as evidenced by nu-
the high qualifications and effectiveness of the Poznań employ-
merous awards and honours earned by students in international
ees. Poznań is a city of young people, very well educated, speak-
IT competitions (such as Microsoft Imagine Cup).
ing foreign languages freely. Nearly 140 thousand students study
With these assets, as well as an attractive location, good telecom-
at the 27 university level schools in Poznań, almost 40 thousands
munication and office infrastructure, advanced network of the
graduate each year supplying the local labour market.
services for business and the support of the City, Poznań creates
The developed technical infrastructure and the infrastructure
the attractive conditions for the realization of highly specialized
of business environment and transport accessibility, particularly
investments.
international air connections and the A2 motorway, which links
Poznań is an attractive place to do business for both the inter-
Poland with western European network of motorways, are also
national corporations and the small businesses. All investors
important for the investors.
can count on the support of local administration. The system of
According to the adopted “Strategy for attracting investors to
incentives for investors was created, which include exemption
the city of Poznań” promotional activities are aimed primarily at
from property tax or subsidies to create jobs for the unemployed
attracting investors to the priority sectors:
(offered by the District Employment Office). Also the special sup-
− technologically advanced production,
port programs were created for investors pursuing investments
− outsourcing centres and shared services centres,
in highly specialized service sector and innovative investments.
− R&D (research and development),
For the innovative investors the program of scholarships
− convention and exhibition activities,
for students was created to finance the internships with
− recreational and entertainment facilities.
the employers investing in Poznań. All investors are pro-
Poznań offers attractive conditions for investors of the modern
vided with the assistance of Investor Relations Depart-
services sector [shared services centres (SSC), outsourcing cen-
ment and the protection of “the guide of investment,”
tres (BPO/ITO) and centres of research and development]. The
the officer responsible for handling the particular invest-
condition for the development of this type of investment is to
ment project.
provide highly qualified personnel, university graduates. The
Please feel invited to invest in Poznań!
potential of knowledge is the greatest asset that Poznań offers
investors. Investors can find job candidates especially among
graduates in economics and finance, IT, and philologists. Poznań
is a known centre of education in philological studies. The Faculty of Modern Languages at the Adam Mickiewicz University – the
largest such department in Poland – offers the opportunity to
Ryszard Grobelny
study almost all European languages and major non-European
languages.
Poznań stands out from other Polish cities as the centre for research and development and education in the field of modern
information technology. Information technology is one of the
Mayor of Poznań
most popular fields of study in Poznań, where the university level
schools currently educate more than 4,600 future IT professionals,
and 1,200 young professionals who graduated with a degree in
5
Executive Summary
Report prepared for the Poznań City Hall by the Association of Business Service Leaders (ABSL) Hays Poland and Jones Lang LaSalle
8
educate staff that meet this criterion at even more than
expected level. In addition, the Poznań inhabitants are
highly valued in the studies of the tendency to further
learning. Only 17% of employees do not express such a
will. The Poznań City Hall tries to support the ambitions of
most of those people by organizing the projects such as
“Top Skills for Wielkopolska”.
Poznań has the fifth largest population among the
cities in Poland (about 552 000 inhabitants). Within the
agglomeration live 877 thousands of people. The population density in the area is steadily decreasing. As other
major urban centres, Poznań is aging, which results in a
significant number of people of working age (70% of the
population) and small in the pre-working age (2010 – 83
thousands). For every 100 people of working age in retirement are 30. This is a very favourable result in relation to
the whole Poland (Łódź – 33.8; Warsaw – 33.1; Tri-City (the
Tri-City) – 31). The local community therefore assumes no
significant demographic burden.
The Capital City of Wielkopolska has, after Warsaw, the lowest
in Poland unemployment rate (3.5%). It is noteworthy that
as many as 24% of people without jobs have higher education, who are a base of workers with relatively low demands
and high competence. The duration of unemployment of
the potential employee is also a very important piece of
information, as it indicates the possibility of re-adoption to
perform the job. The number of the long-term unemployed
is very small and amounts to only 3% of the group.
The fact that over 80% of working population in Poznań is
engaged in service activity cannot be ignored. Of that in
IT, accounting and personnel – payroll services specialize
more than 13.5%.
The skills of personnel most valued by employers include:
knowledge of English, German, of the area associated with
the performed duties (IT, accounting), soft skills (communication skills and ability to work in a group), hard skills
(technical knowledge and practical skills), the ability to
quickly acquire knowledge and the willingness for further
development. At the same time, it is worth mentioning
that gone are the days in which the decisive factor in inducing to establish a service centre in Poland were the
labour costs. Now the key is to prepare the intellectual potential of human capital. Poznań university level schools
Poznań is the centre, whose population is characterized
by above-average level of competence and preparation
of human capital. The knowledge of English is declared
by nearly 100% of the employees, German – about 50%,
Spanish, Russian and French – about 30% each, Italian –
20% and Scandinavian languages – about 10%. Among
the students the results of the analysis provide similar information: English – 90%, German – 50%, Russian, Spanish
and French – 10% each and others – 7%.
In 2010, there were 27 university level schools in the Capital
City of Wielkopolska, including the Adam Mickiewicz University (“UAM”), the Poznań University of Technology and
the University of the Economics. This first offered 49 faculties and 183 specializations in 2011, which educated nearly
40 thousands of students (studies of the I and II degree) and
more than 1,300 graduate students. In the ranking of universities drawn up in 2011 by the magazines “Perspektywy”
and “Rzeczpospolita” UAM took the third place and maintains this position for three years now. In 2010, 10 departments and 24 faculties of the Poznań University of Technology educated nearly twenty thousands of people, while at
the University of Economics in Poznań almost 11.5 thousand of people. An extremely important factor determining
the location of service centres is the number of students
and graduates in a particular area. In Poznań, according to
data of the City Hall, study nearly 136,000 people. This puts
Poznań in the fourth place among the other Polish academic centres, before Łódź and the Tri-City. The most interesting
for investors, however, is the number of people gaining education in the fields of economic, IT and technology. In the
first Poznań is in fourth place in Poland, after Warsaw, Cracow and Wrocław, with the number of 9.5 thousand graduates, which is a huge potential for investors that support accounting processes. Four and a half thousand students of IT
allow Poznań to take the fifth place among the Polish cities.
But if we look at the number of graduates Poznań is moving
to the fourth place, slightly ahead of Wrocław.
The companies in the sector of modern business services
are also very eager to hire graduates of philology, especially those fluent in using rare or exotic foreign languages.
Executive Summary
Poznań has the widest range of language studies in Poland, in the 2009/2010 academic year were as many as 44
such directions, which together graduated 2697 people.
Most of them chose English philology, they were up to
28%. Also the faculties educating people who speak rare
languages are very important. At the Adam Mickiewicz
University, among others, an unique in Poland Vietnamese-Thai philology is offered, as well as Japanese philology
and sinology.
The additional skills and expanded knowledge of specific
subjects or courses are also increasingly important. This
is because of the farther-reaching specialization of the
economy. Those with niche knowledge, which is usually
not acquired under the program of study, explore the secrets of the art in an overtime period, eg. participating in
a wide range of scientific circles. At the Adam Mickiewicz
University only there are 120 scientific circles, with a broad
profile of activity. The Poznań University of Economics has
63 active scientific circles, and the University of Technology more than 40.
It is worth mentioning also the expectations of employees towards employers. In the first place is the friendly
atmosphere at work (60%), and only at the second the
perspective of high wages (57%). Further places take: the
type of implemented projects and the possibilities of selfimprovement and development of interests.
For employers an important determinant of the potential
of young personnel are the preferences for a particular
industry or specialization. The research shows that the
preferences of graduates are not fully clarified, the preferred industry has not chosen more than 20% of the respondents. The greatest interest among future personnel
enjoyed Marketing and HR as well as Training (respectively
19% and 13%). Also the customer service (8%) was chosen, further areas have reached no more than 6% of the
respondents. Extremely important is the change in the
perceptions of employers in the sector of modern business services for almost 60% of the respondents declared
that they wish to work for them.
The cooperation of the business with the research centres
makes mutual benefits. Poznań institutes and universities
are able to provide services in the field of research on a
large scale and at a very high level. In addition to the universities, among the best in the country, the city has about
50 research institutes, boasts that its economy is largely
based on knowledge and everything indicates that this
character will be maintained and further developed, because it has 27 university level schools and over 140 thousands of the students. The City Hall actively supports the
creation and maintenance of connections between the
science and the business, and for this purpose the Wielkopolska Innovation Platform was created – a platform for
communication in the form of a website which provides
information on current research and offer to private companies (www.wpi.poznan.pl). One of the examples of
good practices of cooperation between the science and
the business are joint ventures of the Poznań University of
Technology and Microsoft.
Among the 6.3 thousand people employed in the service
centres in the Poznań agglomeration, 2/3 are working in
the centres of BPO/ITO. About 2 thousand are employed in
the shared services centres and less than 200 people – in
the research and development centres. Interesting conclusions arise from analysis of the position of Poznań in terms
of employment in the service centres with foreign capital.
According to the data for the years 2008-2010, Poznań was
the second in Poland (after Wrocław), the fastest-growing
centre for offshoring services. The number of employees
in Poznań service centres at the end of 2010 was about
90% higher than at the end of 2008. The share of the City
in the total employment in the service centres in Poland
increased from 4.4% to 5.7% (as of 31.12.2010). Currently
the share of Poznań is about 6%, so the tendency is clearly
increasing. The plans of the centres assume that at the end
of 2012 in the Poznań sector will be employed nearly 8.2
thousand people (up by 1/3 compared to the present status). This value does not include the new jobs in centres
that have not yet announced a start-up. It can therefore
be assumed that the value eventually will be higher. Interesting is, that the average service centre in Poland employs 245 persons. In Poznań, the value is 197 persons (for
foreign centres) and 207 persons for all companies in the
sector. The Poznań centres employ fewer people than the
statistical average in the country.
The analysis of the structure of the services provided in the
centres of the SSC and BPO/ITO and R&D showed that the
business processes supported in the largest number of
centres in the Poznań agglomeration are the finance and
accounting (14 centres) and IT services (12). Most of the
respondents participating in the study, when questioned
about changes in the activity of the centres responded
that during their operation more advanced features were
introduced without reducing the scope of provided services.
9
The centres in Poznań agglomeration provide services in
over 21 languages, mostly European. Four of them (English, Polish, German and French) are used in over half of
them.
10
The enterprises from 12 countries invested in the activity
in the Poznań agglomeration. Most centres (almost 60%)
is owned by the companies from the European Union and
more than one quarter of all – American. The situation has
not changed significantly over the past few years. Five
centres belong to Polish investors and four – to German
ones.
The employers highly value the initiative and entrepreneurship among its own personnel. One of the indicators allowing to estimate it, could be number of businesses registered in the statistics (REGON) per 10 thousands of the inhabitants of the region. In Poznań, the
indicator’s value is 1773 and it is one of the highest in
Poland (greater number of entities is registered only in
Warsaw).
The Wielkopolska Province, and in particular Poznań, is a
very attractive place for foreign investors. The number of
entities with foreign capital grew in recent years, although
in 2009 the increase was insignificant due to the economic slowdown that has affected our country.
The best and most reliable way to verify the skills of personnel available in the city is the opinion of employers
about them. The opinion of the companies already present
on the market about their own employees is very good in
Poznań. All companies express the above-average satisfaction at their subordinates. Not even one of the respondents
interviewed by HAYS Poland sees weaknesses among their
own human resources. Another positive sign is the fact that
the turnover rate is much lower in comparison with other
large centres, and is estimated at a level of 2.5%.
1. Introduction
12
The modern business services sector in Poland
in recent years is rapidly expanding, already employing
about 100 thousands of persons (including R&D centres),
including 80 thousands in the service centres with foreign
capital. The Poznań agglomeration is one of the important
clusters of service centres, not only in the country but
also whole Central and Eastern Europe. The global competition among particular locations requires activities to
facilitate the development of the policy of the cities and
the regions, to increase the investment attractiveness.
Among these activities are: preparing the current characteristics of the industry and identify the changes that have
occurred in the sector in relation to previous years, identification of the factors influencing investment decisions,
identification of the investors’ needs and the recognition
of local and regional resources (development potential).
What is, therefore, the status of development of the sector in the area of the Poznań agglomeration and its future
in the context of the challenges awaiting him? What are
the needs of the investors in the sector? What is the impact of service centres on the local economy? These are
the chosen important questions that the authors of this
report want to answer.
The purpose of this report is to give a comprehensive
characteristic of the modern business services sector in
the Poznań agglomeration1 and to discuss investment
attractiveness of Poznań as a location for offshoring of
business services. In the report a broad definition of the
sector was adopted, which also includes the research and
development activities. The considerations for the sector
were based on the analysis of service centres with foreign
capital2 and with the Polish capital: the shared services
centres (SSC), the business process outsourcing (BPO/ITO),
and the research and development (R&D).
Despite the relatively low capital commitment by the service centres, they play a very important role in the local and
regional labour market, due to the size of employment. In
the area of the Poznań agglomeration 30 service centres
The spatial unit of analysis for the characteristics of the service
centres is in the report the Poznań agglomeration.
2
Centres, in which foreign investors hold at least 10% of the capital
are called in the report the ‘foreign service centres’ or ‘service
centres with the foreign capital.’
1
operate. In the fourth quarter of 2011 they were employing
6.3 thousand of people. Since 2008 in the sector appeared
almost 2.7 thousand of new jobs. Owing to the service centres, especially those with the foreign capital, significant
quantitative and qualitative changes in the labour market
of Poznań occurred. It should be noted that over 1/5 of the
today existing centres in the Poznań agglomeration was
established in the past two years, including four already in
2011. Among the currently operating service centres, 13 are
the shared services centres (SSC), 11 – the centres of outsourcing services (BPO/ITO) and 6 – the research and development centres (R&D). It is worth noting that the service
centres with the foreign capital accounted for a dominant
share of these entities and more than a quarter of all centres
belonged to companies with the American capital.
The authors wish to thank all the representatives of the
companies and institutions who have agreed to participate in the study and gave their time to prepare the data
for this study.
1.1. Structure of the report
In the introduction the key information was presented
about the sector of modern business services in the
Poznań agglomeration, the sources of information and
methods of analysis used in the report were discussed
and the basic terminology was set. The second chapter
the various elements of the investment attractiveness of
Poznań compared to Poland in total was discussed. The
information was presented on the availability and potential of human resources, the costs of doing business (along
with a detailed characteristic of the wages in the sector at
different positions), accessibility by the communications
and quality of life. The characteristic were presented of the
regional real estate market in the context of the needs of
investors in the sector of modern business services. Also
the opinions of the representatives of the sector on the
changes in the investment location factors for service centres were presented. The third chapter is a comprehensive
characteristic of selected elements of the activity of modern business service centres in the Poznań agglomeration
and the history of development of the sector in the area.
It contains also the information on non-wage benefits offered by the service centres. In the next part of this work
a description of Poznań business environment as a whole
is contained. The fifth chapter is a thorough analysis of the
effects of the functioning of the sector in the Poznań agglomeration: the financial multiplier effects, employment
effects arising from the operation of service centres and
service centres social responsibility.
1.2. Sources of information
and methods of analysis
The primary source of information used for analysis in this
report was data base of the service centres operating in
Poland. This specification is updated on an ongoing basis
for over two years by acquiring data from the companies,
the information contained in the industry reports and the
press query of the selected journals. It is worth noting that
the report also includes information from the in-depth
interviews, which HAYS Poland conducted with the representatives of the centres. A very important stage of the
study was an online survey addressed by the ABSL and
the Poznań City Hall to managers of the service centres
and filling in the questionnaires by the representatives of
15 of 30 centres operating in the agglomeration, employing 4 thousands of people, which represents nearly 2/3
of employment in the sector on the analyzed area. The
preparation of the report in the part regarding the quality
of life required the collection of information contained in
a nationwide survey Social Diagnosis3.
‘Social Diagnosis 2011’, J. Czapiński, T. Panek (ed.), 2011,
www.diagnoza.com, 23.10.2011.
3
The presentation of a detailed review of salaries for individual positions in the service centres in the Poznań agglomeration was made possible by obtaining direct information from the representatives of the companies from
the sector. The results of the recent studies by HAYS Poland of 2011 were also used in the report.
To estimate the additional employment created in the surrounding of the centres the interviews with the management of the service centres were used. The consumption
expenses structure necessary for the calculation of the income multiplier effects is derived from the publication of
the Central Statistical Office “Household budgets in 2009”
(2010). For the employees of the investigated sector the
structure of expenses typical for the households in the urban areas of over 500 thousands people was taken. For the
calculation of the revenue from the personal income tax
the value of average deduction from PIT was taken into account according to the latest available information of the
Ministry of Finance (Information relating to the settlement
of income tax ... 2011). To assess the value of revenue from
the participation of local governments in the corporate income tax (as of 2009) were used the financial statements
of the individual companies. It should be noted that due
to the unavailability of the data for some companies, the
revenues from the corporate income tax were estimated
according to the state in 2009.
13
The analysis of the real estate market in Poznań has been
done on the basis of the results of Jones Lang LaSalle researches.
1.3. Terminology
14
In this report three types of service centres were distinguished (due to the scope of the activity):
1. Business Process Outsourcing Centres (Business
Process Outsourcing Centres/ Centres of IT Outsourcing) –
specialized companies or their organizational units, which
on behalf of other companies take over the implementation of selected, non-productive business processes4.
2. Shared Services Centres – separate service units of
the company or individual business entities acting for the
benefit of the parent organization and its branches, supporting the assigned business processes.
3. Centres of research and development (R&D Centres) – specialized companies which lead the research
and development works on behalf of other companies or
separate units of companies operating in the field of research and development. Due to the adoption of a broad
definition of research and development, the technical and
engineering centres and the centres in which the main
activity is the work on the development of software5 were
also classified as this type.
It is worth noting that some of the centres serve both
the parent company as well as the external clients. This is
called the hybrid model of providing the services. In the
database a separate, mixed type centres BPO/SSC was not
distinguished, but th particular entities were assigned to
different basic types (BPO/ITO, SSC, R&D) basing on their
dominant business profile. The process of blurring the differences between the above mentioned types of centres,
however, requires caution in the undertaken analysis. It
seems that the most appropriate approach to this issue
Outsourcing of IT (ITO) was taken as the part of the BPO.
It is worth noting that the requirement for a given entity to
be treated as a research and development service centre is to
conduct its commercial activities primarily in the field of business
services. Therefore, this study does not include, among others Microsoft Innovation Center and a number of research institutions.
4
5
is simply analyzing the centres collectively, without detailing the information for each of their types. Such a solution
was adopted in this report (with some exceptions).
The local impact of modern companies on the environment is usually multidimensional. One of the obvious
manifestations of this kind of impact are the revenues of
the local governments from the property tax and from the
participation of municipalities, districts and provinces in
the corporate income tax (CIT) and personal income tax
(PIT) – for the purposes of this study they were called financial multiplier effects. Another measurable result of
the operation of enterprises are newly created jobs. They
are created:
− in the analyzed business entities (direct effects),
− in the sectors supplying the employees of the analyzed
companies in the services (income multiplier effects),
− in the companies providing products and services to
the service centres (supply multiplier effects).
The income and supplies, as well as the employment multiplier effects resulting from the business tourism, therefore, contribute to employment multiplier effects.
This report presents the cautious, minimum estimations of
the multiplier effects. The multiplier effects testing methods are also outlined in the publication of B. Domański
and K. Gwosdz (2008).
Due to the nature of modern business services sector
(BPO/ITO, SSC and R&D centres) the activity conducted
in the service centres can not be assigned to one section
of the PKD 2007. Most of them operate in line with the
characteristics of M section (professional, scientific and
technical activity), but the business processes in the other
centres are also classified as belonging to the K section
(financial and insurance) and J (information and communication). In this last section a particularly important section is the PKD 62 – that is, the activity related to software
and IT consultancy and related activities – which include
business of eg. certain centres of software development,
and ITO centres (IT outsourcing). In addition to N section
(Activity related to services in administration and support
service) can be included the processes of call and contact
centres.
2. Investment attractiveness
of Poznań for investors
in the sector of modern
business services
Age structure
16
Like all highly developed countries of Europe, Poland
is currently undergoing a process that is commonly
known as aging of the society. Due to the steadily declining birth rate and increasingly higher average life
expectancy the demographic structure of the society is
changing – more and more people are in the retirement
age, and the number of people in pre-productive age is
decreasing.
2.1. Human resources
Demography
Population
Poznań has the fifth largest population among the cities in
Poland. At the end of 2010, according to CSO data, more
than 550 thousand people were domiciled there. These
data, compared to other Polish cities, are shown in the Diagram 1. Additionally, in the district of Poznań, which consists of the municipalities located in the nearest vicinity of
Poznań, for example Kostrzyn, Swarzędz and Kórnik, lived
over 327 thousands people, who often commute to Poznań
to work. Therefore, the Poznań agglomeration numbered
in total to more than 877 thousand people. The density of
population in Poznań in 2010 was 2,107 people per square
kilometer and for a few years systematically decreased.
This process can also be seen on the example of
changing of the demographic structure of Poznań between 2005 and 2010, which is presented in Diagram
2. Slightly, because only about 1,360 persons has decreased the number of people in pre-productive age
since 2005, in 2010 there were over 83 thousands of
them.
Nearly 70 percent of the inhabitants is still of working
age, i.e. between the 15 and 60 (women) or between the
15 and 65 (men) years of age. For employers the most
attractive is the group of people with the greatest job
mobility, that is, at the age of 20 – 44 years. The share of
such persons in the total population in Poznań rose by
0.4 percentage points compared to 2005. And about 3
percentage points lowered the share of people in immobile productive age.
Diagram 1. The population domiciled in the major Polish cities at the end of 2010
(source: own elaboration based on CSO, Local Data Bank)
1 800 000
1720398
1 600 000
1 400 000
1 200 000
1 000 000
756183
800 000
737098
632996
600 000
551627
456967
400 000
405606
348450
Szczecin
Lublin
200 00
0
Warsaw
Cracow
Łódź
Wrocław
Poznań
Gdańsk
The share of people in the retirement age within those
5 years increased by 2.4 percentage points. At the end of
45,0%
2010 according to CSO data over 105 thousands people
of that age lived in Poznań, which accounted for 19.1%
40,0%
of all inhabitants. In 2010 the demographic depend35,0%
ency ratio in Poznań amounted to 29.2. This means that
for every 100 people of working age account almost 30
people in the retirement age. The height of this indica45,0%
tor compared to other large Polish cities is presented
39,9%for Poznań in
in Diagram
3. The value of this39,5%
indicator
40,0%
39,9% cities looks very facomparison to other 39,5%
large Polish
35,0%
vourable. So we can say that the society of Poznań in
31,3%
comparison to other cities is relatively low demographi28,3%
30,0%
31,3%
cally burdened.
28,3%
30,0%
25,0%
25,0%
20,0%of Poznań between 2005
Diagram 2. C
hanges in population age structure
20,0%
and 2010 (source: own elaboration based on CSO, Local Data Bank)
15,0%
12,5% 12,6%
15,0%
45,0%
39,5%
40,0%
39,9%
12,5%
10,0%
10,0%
12,6%
0,0%
31,3%
0,0%
30,0%
Pre-productive age
28,3%
Pre-productive age
Mobile, productive age
Immobile, productive age
2005
2010
2005
25,0%
2010
16,7%
12,5% 12,6%
10,0%
5,0%
0,0%
Pre-productive age
2005
Retirement age
2010
Diagram 3. The demographic burden ratio in selected Polish cities in 2010
35,0
33,8
34,0
33,1
33,0
32,2
32,0
31,1
31,0
30,0
29,0
29,7
29,8
Cracow
Wrocław
29,2
28,6
28,0
27,0
26,0
Szczecin
Poznań
Tri-City
Katowice
Warsaw
R
Retirement ag
19,1%
20,0%
15,0%
16,7%
5,0%
5,0%
35,0%
16
19,1%
Łódź
17
Migrations
Migration balance is the second factor, after the birth rate,
which affects the number of people in the given area. In
the case of Poznań since 2000 one can observe a growing
number of registrations. The exception was 2008, when the
Diagram 4. The number of registrations in Poznań in the years 2000-2010
8000
6983
7000
6000
4990
5000
5347
5940
5662
5618
5968
6444
5015
5125
5234
2009
2010
4000
3000
14 000
2000
14 000
12 000
1000
14 000
12 000
0
2000
2001
10 000 2003
2002
10 000
2004
2005
2006
2007
12 000
2008
8 000
10 000
4 000
6 000
2 000
4 000
Diagram 5. The comparison
8 000 of registrations in Poznań subregion and the de-registrations from Poznań district in the years 2005-2010 (source: own
6 000
8 000
elaboration6based
on CSO, Local Data Bank)
000
14 000
4 000
12 000
2 000
10 000
0
0
2000
8 000
2 000
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
0
De-registrations – Poznań
Registrations – Poznań subregion
2000
2001– Poznań
2002 subregion
2003
2004
2005
200
Registrations
6 000
4 000
2 000
0
2000
2001
2002
2003
2004
18
number of registrations dropped. Also the number of de-registrations decreased, so it can be inferred that the economic
slowdown, which in 2008 affected Poland decreased the
mobility of the Poles. In subsequent years, one could still observe a small increase. Diagram 4 presents the changes in the
number of registrations in Poznań in the years 2000-2010.
2005
2006
2007
2008
2009
Registrations – Poznań subregion
2010
Regist
At the same time increased the number of de-registrations the district of Poznań, this does not necessarily
mean that the City of Poznań is unattractive. The analysis of the number of de-registrations from Poznań district in comparison with the number of registrations in
the Poznań subregion, which is the districts located in
the nearest vicinity of Poznań (Oborniki, Poznań, Środa
Wielkopolska, Śrem and Szamotuły), show a clear relationship between these variables, which was presented
in the Diagram 5.
With the increase in the number of de-registrations from
Poznań, at a similar rate increased the number of registrations in the surrounding localities and when the number
of de-registrations fell in 2008, decreased also the number
of registrations in the subregion. This may indicate that
people who decide to leave Poznań did not move to the
other cities, but settled in one of the suburban towns,
where thanks to a well-developed transport infrastructure could commute to work in the city centre. Often the
corporations choosing to establish an office in Poznań are
likely to choose suburbs, due to lower rental price of the
office space. Then the access is even easier.
This direction of migration is now very popular and contributes to the creation of agglomerations, in which people live in the suburbs and nearby towns and work in the
city centre.
The level of unemployment in Poznań
The level of unemployment in Poznań in 2010 was the
lowest among major Polish cities. The lower unemployment rate occurred only in Warsaw. The data on the level
of unemployment in the major Polish cities is presented
in Diagram 6.
In 2005-2008, the unemployment rate in Poznań declined
steadily, reaching in 2008 a record low amount of 1.8 percent – even in Warsaw there was a higher unemployment
then. In 2009, the level of unemployment has increased
due to the economic slowdown which hit Poland at that
time. In 2010, the unemployment rate continued to rise,
but this increase was only 0.3 percentage points. This may
mean that the situation on the labor market is stabilizing
and in the year 2011 the decrease of the level of unemployment can be expected. The data on changes in unemployment rates in Poznań in 2005-2010 are presented
in the Diagram 7.
The valuable information are also provided by the study on
education structure of unemployed registered in Poznań.
In 2010, up 24% of unemployed people had higher education, representing more than 2.5 thousand highly skilled
job seekers. This is a great opportunity for employers to
quickly gain valuable employees, and at the same time
the possibility of obtaining funding from the Employment
Diagram 6. The unemployment rate recorded in 2010 in selected cities in Poland
12,0
10,0
10,0
9,7
9,6
8,0
6,0
5,4
5,3
4,7
3,8
4,0
3,5
3,4
2,0
0,0
Łódź
Lublin
Szczecin
Wrocław
Tri-City
Cracow
Katowice
Poznań
Warsaw
19
Diagram 7. The changes in the unemployment rate recorded in Poznań in 2005-2010 (source: own elaboration based on CSO, Local Data Bank)
8,0
20
6,0
6,2
5,0
4,0
3,2
2,9
3,5
1,8
2,0
0,0
2005
2006
2007
Office, for example, to equip the workplace. The structure
of unemployment in Poznań in terms of the level of education was presented at the Diagram 8.
For the potential investors the structure of the unemployed in the division due to the duration of unemployment is also important. The shorter the easier it will predispose the person to work.
2008
2009
2010
At this point there have been very positive changes in
Poznań in the last 5 years. First of all, about 27 percentage
points, from 30 to just 3 percent, decreased the share of
the long-term unemployed who remained unemployed
over 24 months. In 2010 there were only 312 of them at the
average in Poznań. Also the share of people who remain
without work for over a year decreased. However in the last
5 years increased the share of those who remained unemployed for shorter periods. Above all, inspire the optimism
the fact that as many as 45% of all unemployed people are
unemployed for less than 3 months. It gives them a much
greater chance of successful return on the labour market.
Employees
The structure of the employment
The Diagram 9 presents the structure of employment in
Poznań in 2008 in terms of a section of PKD 2004. About
20% of all workers found employment in the industry, and
only half a percent in agriculture. This means that nearly 80
percent of the working population in Poznań is engaged
in service activities. Most of them 18.7% of employees is
providing services in the section Trade and repair, in 2008
over 42 thousands. This number may be higher, however, as the data presented by the CSO do not include the
smallest economic entities employing less than 9 persons,
i.e. in this case, all the small shops and craft workshops.
The next in terms of number of employees is a real estate section, and services related to business activity. This
section includes many modern services such as IT service
and accounting and personnel-payroll services. In these
enterprises were employed 13.5% of the working inhabitants of Poznań. It is also a section that according to pro-
Diagram 8. The structure of unemployment recorded in Poznań in terms of the
level of education (source: own elaboration based on CSO, Local Data Bank)
20%
14%
24%
higher
post-secondary, secondary
vocational
secondary general
education
basic vocational
lower secondary and less
20%
22%
Diagram 9. The structure of employment in Poznań in terms of the sections
of PKD 2004 (source: own elaboration based on CSO, Local Data Bank)
2,5%
0,5%
7,1%
20,6%
11,8%
6,6%
5,1%
13,5%
18,7%
Agriculture
Industry
Building industry
Trade and repair
Hotels and restaurants
Transport, warehousing,
communication
Financial brokerage
Real estate services and
the services related to
conducting business
activity
Public administration
Education
Health and social care
Other services
4,8%
6,7%
2,2%
21
22
jections made by the City Hall will significantly increase
employment until 2014. Less, that is 11.8% of employees
are employed in the Education section, so are working in
kindergartens, schools and colleges. This industry is very
dependent on the demographics and due to the changes
described in Chapter Population demand for labor will
decrease in this section, if not reversal of demographic
trends.
The demand for skills
The foundation of the development of any business venture are its employees. They are the essence of the company and its future success depends on the quality of their
competence and preparation for work. Young investors
eagerly come to Poznań planning to establish the service
centres; they require employees with relatively high-skills,
mostly related to soft skills and language skills. To clarify
and crystallize the knowledge of employers’ expectations
in Poznań, HAYS Poland conducted a series of studies, interviews and analysis. On this basis it can be concluded
that the most valued is the knowledge of English. Almost
equally important is the ability of fluent communication
in German due to geographical proximity and strategic
business location. The investors also pay the attention,
certainly, to the candidate’s basic knowledge about the
field, department in which they will work (such as IT or accounting). Not only the soft skills are valued, such as communication skills and ability to work in a group, but also
the hard: technical and practical knowledge. Due to the in
depth specialization that characterizes the shared services
centres, the retraining of employees is sometimes necessary, therefore, absolutely needed is the ability to quickly
acquire knowledge and enthusiasm for the occasion of
its acquisition and expansion. Such knowledge would
not make sense for the employer, without the talent to
transfer it into practice. It is worth noting that most companies train employed people, which usually lasts from six
months to a year. The internship served in the company
is definitely an advantage, as well as the lack of need for
long-term training. Extremely valued is the experience
and language skills acquired eg. in Erasmus. One should
not skip the fact that knowledge of the basic tool for office
work, which is Microsoft Office, is valued.
The investors in the field of IT, however, are much more
demanding, for their activity is much more complicated. IT
industry is very dynamic and subject to significant changes in very short periods. The knowledge of new information technology, knowledge of fresh advanced products,
awareness of the network etc. are required in this area. Especially appreciated is the knowledge of the SAP system.
Among the soft skills the extremely important position
takes the motivation, flexibility and reliability; the assurance that the employee remains engaged and attached
to the job.
Finally, it is worth quoting a rather constructive and somewhat prognostic statement of one of the investors, namely,
that a good theoretical background of graduates of Polish
universities, more and more of which are also in Poznań,
makes it possible to implement in the country increasingly complex processes, requiring not only knowledge but
also creativity being the fruit of good intellectual preparation. Gone are the days when only low labour costs were
taken as an asset. The new advantage of Poland will become the ability to handle the most demanding business
needs. Poznań will be a city that could provide personnel
with the excellent intellectual preparation not only today,
but probably also in the future.
The tendency to raise the qualifications
The employees of Poznań service centres express the deep
will to extend their professional qualifications. They are
aware of the fact that activity in this field can be a source
of promotion, a better performance of actual duties, and
self-fulfilment. The basic, desirable form of the personal
development are the training and the courses, more than
65% of personnel is planning to take advantage of this
possibility in the next 6 months, typically provided by the
employer. Almost as much popular is, resulting yet solely
from their own initiative and involvement, reading articles
on the Internet (52%) or the industry press (38%) associated with their work. About 27% plan to start a language
course, so that will gain the opportunity to broaden the
competence of the most valued by employers. Natural
for each specialist should be involvement in seminars
and conferences (24%). This serves to broaden the theoretical knowledge; it is essential to acquire the knowledge
of the latest trends and technologies in the world that is
changing so rapidly and is subject to the technical transformation. The opportunity to exchange experiences and
acquire knowledge of the market is also important here.
One should not ignore also those who seek to supplement their theoretical information in a manner broader
than through one-time conferences. 24% of respondents
would like to gain new knowledge in college. The MBA
plans to take only about 7%. And only 17% do not have
any intentions in the matter of gaining additional profes-
sional competence. The results of this study are presented
in the Diagram 10.
Programs aimed at developing
the sought after skills
Poznań City Hall is very interested in raising the qualifications of the persons already present on the labour market,
by supplementing or updating knowledge, to make the
City’s human resources become more competitive. One
of the methods are the training projects such as “Top Skills
for Wielkopolska,” for persons interested in working in the
sector of the modern business services. The aim was to
broaden the skills in language, communications, financial
and IT field. The project lasted for two years, a total of 445
persons were trained.
The professions of the future
in the Poznań aglomeration
Forecasting the development of specific industries in the
region is of the great importance, since it allows to plan,
among others, educational reforms, so that the development was not hindered by the lack of the qualified staff.
To this purpose, the City of Poznań, in cooperation with
the District Employment Office in Poznań started the research project “The personnel demand of the business in
the Poznań agglomeration on the background the socioeconomic fields of the development of the region – diagnosis, prognosis, monitoring.” After the second stage
of the work the report was published, which contains,
among others, the prognosis for the strength of the individual industries and the changes in the employment in
the years 2009-2014.
Industries (included in the study as sections of PKD 2004)
were evaluated in terms of the development potential in
comparison to the average. A value below 1.0 means that
the industry is not crucial for the region, a value above 1.0
indicates a key industry. On the basis of the available data
also an attempted was made to forecast employment
growth in each of the industries. Forecast results are presented in the Table 1.
On the basis of the presented data the conclusion can be
drawn that in the year 2009 (the year in which the survey
was conducted), the strongest industry in the agglomeration was the Trade and repair. This sector was not as
strongly affected as the industrial sector by the economic
slowdown in 2008-2009 and will continue to increase the
Table 1. The prognosis of the personnel demand of the business in the Poznań aglomeration
The strength of the
industry in 2009
The prognosis
of the strength of
the industry in 2014
The change
in the employment
in 2014
Agriculture
0,88
0,94
0
Industrial processing
1,16
1,14
0
Building
0,88
0,97
++
Trade and repair
1,24
1,18
++
Hotels and restaurants
0,57
0,52
+++
Transport, warehousing, communication
0,78
0,71
+++
Financial brokerage
0,88
0,94
+++
Real estate services and the services
related to conducting business activity
1,19
1,20
++
0,88
0,89
++
Education
0,65
0,66
0
0,95
0,94
+
Other services
0,74
0,66
++
Industry
The source: The final report of the study ”Personnel demand of the business in the Poznań agglomeration,” 2010.
23
number of employees, which means that it will increase
the demand for employees presenting skills related to
trade and services industry. Part of the gaps in the staff will
be filled by unskilled people, but for certain activities, such
as the sale of more complex devices, it is necessary to have
24
appropriate education and experience in sales. Therefore,
the demand for such better-skilled employees will grow.
The strength of this industry, however, will decline and in
2014 it will be overtaken by the real estate-related services
industry and services related to business activity.
Diagram 10. The plans regarding professional development among the employees of the service centres in Poznań (source: survey by HAYS Poland,
n=100)
65,5%
Participation in the trainings and courses
Reading materials available on the Internet
(blogs, articles)
51,7%
Reading the industry press or other publica
tions
37,9%
Starting language courses
27,6%
Participation in conferences and seminars
24,1%
Starting the post-graduate studies
24,1%
6,9%
Starting the MBA studies
17,2%
None of the above
0%
10,0%
20,0%
30,0%
40,0%
50,0%
60,0%
70,0%
Diagram 11. The knowledge of foreign languages among the Poznań employees of the BPO/
SSC (source: survey by HAYS Poland, n=100)
100%
100,0%
90%
80%
70%
60%
48,3%
50%
40%
34,5%
30%
30,0% 27,5%
20,6%
20%
13,8%
10%
6,9% 6,8%
13,5%
4,0% 3,4% 3,3%
0%
English
German
Spanish
Russian
French
Italian
Swedish
Danish Norwegian Portuguese Finnish
Turkish
Other
languages
This sector will also significantly increase the employment, but due to the wide range of educational profiles
which can be used within it, a problem associated with a
deficiency of suitably qualified staff should not appear. It
can occur only for very specialized job profiles, especially
in the IT industry and biotechnology, where very specific
skills are usually required.
Small industry, but with a great development potential is
the financial brokerage. The employment will continue to
grow in it, but because of the very large number of university graduates with economic and administrative profile it is
not expected to show the deficiencies in the available staff,
on the contrary, there is a big “overproduction” of graduates
for this profile, which means that employers will be able to
select employees with the highest competence.
The industry, which remains extremely important for the
Poznań agglomeration, but during the next five years, will
not make a significant increase in employment is industrial processing. It is forecasted that in 2014 it only reach
the level of employment of 2007, the time before the
economic slowdown. The most rapidly growing types of
production in the Poznań agglomeration are: production
of food and beverages, production of motor vehicles, furniture production and the production of machinery and
electrical equipment. These industries were chosen because of the good position in the current regional economy and a high innovation.
Knowledge of foreign languages among employees
The most popular language among the workers of Poznań
centres BPO/SSC is obviously English, which is used by almost all respondents. This is not surprising, considering
that in most centres, it is a language whose knowledge is
required when applying for a job. The second place takes
German, which is about half less common than English.
The results of 25-35 percent reached also: Spanish, Russian
and French. The last of the most common European languages proved to be Italian, which is used by about 20%
of the respondents.
In Poznań, there is no shortage of language skills generally considered to be less popular or even niche. The top
ranked the Scandinavian languages: mainly Swedish, and
just after the Danish and Norwegian. The knowledge of
other shapes at about 3-4 percent, and even so is considerably higher than the Polish average, which does not exceed 0.5%. Test results are presented in the Diagram 11.
The result of these studies can prove a perfect personnel
environment prevailing in Poznań. The offer of the human
resources is rich and well qualified in terms of communicative competence.
Education
University level schools in Poznań
In 2010, according to data of the Poznań City Hall there
were 27 university level schools in the city, including 8
public and 19 private. The latest university level school,
founded just in 2010, is the Campus in Poznań of the Warsaw School of Social Sciences and Humanities. The list of
Poznań university level schools with the number of students are presented in the Table 2.
Among the largest and most famous universities include
Adam Mickiewicz University, Poznań University of Technology and University of Economics. The first offered in 2011,
49 faculties and 183 specializations. It was attended by almost 40 thousands students (studies of the I and II degree)
and more than 1,300 graduate students. In the ranking of
universities prepared in 2011 by the magazine “Perspektywy” and “Rzeczpospolita” the University took third place
and maintains this position for three years now.
In 2010, nearly twenty thousands people have been educated in 10 departments and on 24 faculties of the Ponań
University of Technology. The University was employing
over thousand persons of academic staff. In 1995, Poznań
University of Technology, as the first Polish technical university, has become a member of the Conference of European Schools for Advanced Engineering Education and
Research (CESAER), an organization binding together the
best technical universities in Europe.
Poznań University of Economics in the ranking of the
“Perspektywy” in 2011 took the third place among the
25
Table 2. The number of students in Poznań university level schools in the academic year 2010/2011
in thousands
26
In total
Full-time
Part-time
Public university level schools
96,20
65,00
31,20
1. Adam Mickiewicz University
39,70
26,10
13,60
2. University of Economics
11,40
7,60
3,80
3. Poznań University of Technology
19,20
13,50
5,70
4. Poznań University of Life Sciences
11,50
8,10
3,40
5. Poznań University of Medical Sciences
8,30
5,70
2,70
6. Academy of Physical Education
3,90
2,70
1,20
7. University of Arts in Poznań
1,40
0,80
0,60
8. Academy of Music in Poznań
0,70
0,60
0,20
39,70
7,90
31,70
1. Management and Banking College
2,40
0,00
2,40
2. Academy of Hotel Management and Catering
Industry in Poznań
1,60
0,90
0,70
3. Poznań School of Banking
6,20
1,30
4,90
4. College of Humanities and Journalism
4,20
1,10
3,10
5. Poznań Trade and Commerce College
0,70
0,20
0,60
6. College of Communications and Management
1,40
0,20
1,20
7. Poznań School of Social Sciences
2,50
0,50
2,00
8. College of Trade and Accounting
0,50
0,00
0,50
9. Poznań College of Modern Languages
1,90
0,80
1,10
10. College of Logistics
2,60
0,40
2,20
11. College of Health, Beauty and Education
1,00
0,40
0,60
12. Poznań College of Business
1,10
0,20
0,90
13. Wielkopolski College of Tourism and
Management
0,70
0,10
0,60
14. College of Pedagogic and Administration
8,10
0,90
7,20
15. College of Education and Therapy
1,60
0,40
1,20
16. College of Security
1,90
0,30
1,60
17. Vocational College “Personnel for Europe”
1,00
0,10
0,90
18. College of Integration and Intercultural
Education
0,04
0,00
0,04
19. School of Social Sciences and Humanities
0,30
0,10
0,20
135,90
72,90
62,90
Private university level schools
Total
The source: Socio-economic situation, 2010. http://www.poznan.pl, access: 23.10.2011.
66926
70 000
60 000
60 000
50 000
50 000
80 000
70 000
37754
40 000
Diagram 12: The number of students and graduates in economics
in selected 33489
37754
40 000
cities of Poland, 2010 (source: CSO, Local Data Bank)30 000
33489
30104
30 000
18375
20 000
18375
20 000
66926
10660
10 000
10 000
0
Warsaw
50 000
20 000
10092
9661
Warsaw
Cracow
Wrocław
22943
9661
8075
8075
5325
Cracow
Wrocław
Poznań
Poznań students
Łódź
Łódź
Tri-City
graduates
K
graduates
30104
24242
23872
18375
22943
14 000
10660
10 000
10092
9661 14 000 8075
Cracow
Wrocław
Poznań
5325
12 112
12 000
0
Warsaw
23872
10092
students
33489
24242
10660
37754
30 000
24242
0
60 000
40 000
30104
Łódź
12 000
12 112
10 Tri-City
000
6553
Katowice
10 000
graduates
students
8000
7192
Diagram 13: The number of students and8000
graduates in IT in selected cities of Po-7070
7070
land, 2010 (source: CSO, Local Data Bank)
60007192
6467
6467
4522
6000
4000
14 000
12 000
4522
4000
12 112
1693
2000
1693
2000
0
10 000
0
Warsaw
8000
7192
7070
1355
1355
1118
Warsaw
Cracow
Cracow
Wrocław
students
6467
1118
1933
Wrocław
4275
1933
1152
Łódź
Łódź students
Poznań
1152 2
616
Poznań
Tri-City
graduates
graduates
6000
4522
4000
2000
1693
1355
1118
1933
4275
2287
1152
616
601
Tri-City
Katowice
0
Warsaw
Cracow
Wrocław
students
Łódź
Poznań
graduates
university level schools with an economic profile. In
2010, on 5 faculties and 11 specializations, almost 11.5
thousand people gained their knowledge in total. In addition to full-time and part-time studies, the University
offers also a wide range of post-graduate studies, 69 faculties in total.
Faculties
Investors in the sector of modern business services very
willingly employ people right after studies, and therefore
an important factor determining the location of service
centres is the number of students and graduates in par-
27
K
28
and Higher Education and has taken appropriate action consisting mainly of the introduction of courses ordered. Partly due to that the situation began to change
for the better. Already at the admission for the academic
year 2010/2011 the average number of candidates for
the position of Universities of Technology exceeded
the number of applicants to study at the University. In
Poznań from studies of this type graduate every year
more than three thousands people. These data are presented in Diagram 14.
ticular area. In Poznań, according to data of the City Hall,
study nearly 136 thousands people, with over 96 thousands at public university level schools and nearly 40
thousands in private. This puts Poznań in the fourth place
in this respect among the Polish cities, ahead from Łódź
and Tri-City (Tri-City). In addition to the total number of
students, the number of persons expanding knowledge
in the specific fields: above all, economic, IT and technical
is also essential.
In the case of economics Poznań takes the fourth place in
Poland, after Warsaw, Cracow and Wrocław, and with the
number of over 9.5 thousand graduates is a popular choice
for centres serving the accounting processes. These data
are presented in the Diagram 12.
Philology
Enterprises from the sector of BPO/SSC also very willingly hire graduates of philology, especially those fluent in
speaking rare or exotic foreign languages. Such persons
are sought primarily due to the fact that the teaching
language for the communication proficiency takes a very
long time, so for the companies it is more profitable to
employ the person without accounting competence, and
proficiency in language; then the training follows.
Four and a half thousand students of information technology allow Poznań to take the fifth place among Polish cities. If we look at the number of graduates then Poznań is
moving to the fourth place, slightly ahead of Wrocław. The
data are presented in the Diagram 13.
29 220
For a long time there is a lack of engineers and techni- Poznań has30the
000 widest range of language studies in Poland,29in220
the 2009/2010 academic year were as many as 44
cally qualified persons on the Polish labor market. This30 000
is primarily due to less popularity of the technical stud- such directions, which together graduated 2697 people.
25 000chose English philology, they were up to
ies in comparison to the social sciences and humanities. Most of them
22181 people21648
28%. Also the faculties educating
who speak rare
This problem has recognized the Ministry of Science25 000
22181
21648
20 000
20 000
Diagram 14: The number of students and graduates in the field of technology
000 Bank)
in selected cities of Poland, 2010 (source: CSO, Local15Data
15 000
30 000
12 899
29 220
9332
10 000
4138
4138
5000
25 000
22181
3855
3057
3855
3057
21648
Warsaw
0
Warsaw
Cracow
Cracow
Wrocław
students
15 000
12 899
12 821
9332
10 000
3855
3057
3709
3109
1398
1424
0
Warsaw
Cracow
3109
1398 37
3109
0
20 000
4138
12 821
12 821
10 000
5000
5000
12 899
Wrocław
students
Łódź
Poznań
graduates
Tri-City
651
Katowice
1398
Wrocław
Łódź
Łódź
Poznań
students
graduates
1424
Poznań
Tri-City
graduates
K
Table 3. The number of graduates in foreign philology in Poznań university level schools in academic year
2009/2010
Faculty/specialisation
Number of
graduates
Number of
graduates
Faculty/specialisation
English Philology
760
Serbian and Croatian Philology
24
German Philology
348
Norwegian Philology
24
Applied Linguistics
242
Linguistics and scientific information
24
Ethnolinguistics
145
Swedish Philology
22
Russian Philology
144
Baltology – Lithuanian Philology
21
Roman Philology
139
Turkish Studies
17
Spanish Philology
98
Ugrofinistics – Hungarian Philology
17
Teaching of English
54
Linguistics and the information science
15
Japanese Studies
51
Classical Philology and Polish Philology
14
Italian Philology
45
Teaching of French
13
Teaching of German
43
Danish Philology
11
Russian-English Philology
42
Netherlands Philology
11
Applied Linguistics – Ecocommunication
42
Romanian Philology
10
Russian-Ukrainian Philology
39
Hebraic Studies
9
Korean Philology
35
Classical Philology
7
Sinology
35
Russian Philology with Applied
Linguistics
7
Slavic Philology and Polish Philology
32
India Studies
7
New Greek Philology
28
Mediterranean Studies
7
Bulgarian Philology
27
Latvia Philology
5
Arabic Studies
26
Hungarian Philology
3
Serbian Philology and Croatian Philology
26
Finnish Philology
2
Vietnamese-Thai Philology
25
Lithuanian Philology
1
TOTAL: 2697
Source: survey by the Poznań City Hall
languages are very important. At the Adam Mickiewicz
University, among others, a unique in Poland VietnameseThai philology is offered, as well as Japanese studies and
sinology.
Cross-border mobility
Foreign companies locating their activities in Poland are
increasingly paying attention to whether their employees
have spent some time abroad, eg. during an internship or
studying. This happens primarily for two reasons.
First, almost all companies, and especially companies with
foreign capital, must nowadays keep in touch with clients
or other branches located abroad. Often the knowledge of
English is not sufficient, and we need to know the culture
and customs of the country, and the easiest way getting
to know these things is by spending some time there. Sec-
29
ond, for the employer sometimes important is the fact of
departure, regardless of the destination country, because
it provides a high mobility of the future employee and his
willingness to relocate if, eg. the situation in the company
demanded it.
30
Currently the most popular program that allows students
to go abroad to study or practice is Erasmus, which allows
the trip for a semester or two to the college, with which
the student’s parent school has signed a contract.
In the 2008/2009 academic year 1499 students from
Poznań took advantage of this opportunity. More than
800 of them were taught at the Adam Mickiewicz University. The second took the University of Economics (234
students). The most popular destination countries were
Germany (354 persons), Spain (189 people) and France
(126 people). The share of people who went to different
countries is presented in the Diagram 15.
Students’ activity
Currently, important from the employer’s point of view is
not only a prestigious university diploma. It proofs first of
all that the candidate is theoretically prepared for the position. Such competences, however, are not enough, also
the practical knowledge is needed, and by far the most
important is slowly becoming the experience. This state of
matters is due to the growing number of university graduates with good substantial knowledge and poor expertise
in the practical field. Both the City of Poznań, as well as
universities try to prevent this by encouraging students to
be active already during their studies. Also, students are
doing everything to gain experience while learning at the
university, engage in different activities; work, participate
in internships, and also present their activity in the scientific circles, expanding their knowledge and skills through
cooperation, debates and discussions. They learn in this
way of working in a group and expand their communication skills.
Activity in these circles is an opportunity to get acquainted with the representatives of science from other
institutes, universities and centres, and also provides the
ability to commune with the practical sphere of business.
The numerous conferences are organized on various topics, which can enrich and complement the knowledge
gained at the university.
Diagram 15. The number of students from Poznań university level schools in terms
of destination country of the scholarship Erasmus in 2008/2009
as the percentage of all going out of country (own elaboration based
on FRSE data)
1%
2%
2%
2%
2%
1%
4%
3%
3%
24%
4%
4%
4%
13%
5%
5%
6%
8%
7%
Germany
Spain
France
Italy
Portugal
Turkey
Finland
Czech
Holland
Denmark
Sweden
Great Britain
Belgium
Austria
Greece
Norway
Hungary
Slovakia
Other countries
Diagram 16. The expectations of Poznań students towards the employers
(source: survey by HAYS Poland, n=190)
Friendly environment
58,1%
good perspectives on high wages
57,0%
48,8%
ambitious tasks and interesting projects
46,5%
professional training and development
44,2%
possibility of self-realization
possibility to keep the balance between the
work and private life
40,7%
27,9%
competitive basic salary
managers who support the development of
employees
20,9%
clear path of promotion
20,9%
good reputation of the company
19,8%
16,3%
security of employment
attractive additional benefits
15,1%
10,5%
high ethical standards of the company
0%
In Poznan, scientific circles involved in almost every
sphere, sub-fields or specialty are present. Their scope
covers such “exotic” aspects, like the ancient culture of
the East and dead languages, and so necessary and universal, like business law or medicine. All organizations
of this type, however, is characterized by one common
feature – focus on topics that in the course of study are
discussed only superficially, which means that for the
people with their good knowledge there is a high demand on the market.
At the sole Adam Mickiewicz University there are 120
scientific circles, their profile of activities is very wide,
because the university offers a very wide number of
faculties. Poznań University of Economics has 63 active
scientific circles, and the University of Technology more
than 40.
Expectations towards employers
HAYS Poland conducted in the summer months, a survey
among students of Poznań university level schools, asking them, among other things, about their expectations
towards their future employers. Test results are presented
in Diagram 16.
The most important criterion, which the potential candidates to work in Poznań followed, was a friendly atmos-
20,0%
40,0%
60,0%
phere at work (58% chose this answer). Employers can not
ignore this aspect of their business, and should even use
it, because it does not require any additional costs, and
may even convince the personnel that it is not worth to
change the job, despite lower earnings.
In second place is the perspective of wage growth in the
near future (57% of the respondents); starting salary is
not as important (27.9% declared that its height plays
an important role for them). This state of matters seems
to be quite interesting; it means that the population of
Poznań is focused on perspectives, innovation and responsibility. It prefers to sacrifice the actual moment for
the future.
At the observation of the market in terms of human capital one should not also ignore the factors such as the possibility of self-realization, expanding competences and
the implementation of ambitious tasks that determine
attitudes to the workplace. The secondary position when
selecting full employment, surprisingly, has the job security or additional benefits. This means that issues related
to working life are treated fairly instrumentally perceived
primarily as a source of income, but must be interesting;
while become irrelevant such things as the stability of social allowances. The lowest position occupied the ethical
standards, only 10% of potential employees is guided by
this feature when choosing the job.
31
Diagram 17. The answer of Poznań students to the question about the industry
in which they plan to work (source: survey by HAYS Poland, n=190)
32
18,8%
Marketing
HR & training
Customer service
Finance and accountancy
IT
Sale
Health Care
Law and Taxes
Banking and investment
Engineering
Education
Logistics and Purchase
Administration
Real Estate
Construction
Culture
Social Care
Production
Others
12,7%
8,1%
6,1%
5,6%
5,1%
5,1%
4,6%
4,6%
4,1%
3,6%
3,6%
2,5%
2,5%
2,5%
2,0%
2,0%
2,0%
4,6%
0%
2,0% 4,0% 6,0% 8,0% 10,0% 12,0% 14,0% 16% 18,0% 20,0%
Preferred Industry
Job fairs in Poznań
HAYS Poland studies have revealed in particular that the
planned industries, in which people are to work, are very
different – none of the answers was chosen by more than
20 percent of respondents. Greatest interest among future cadres enjoy the Marketing and the HR and Training
(respectively 19% and 13%). As the next Customer service
has been specified (8%), followed by other areas, which
achieved no more than 6% of respondents. Distribution of
answers to this question was presented in Diagram 17.
One method, which can benefit the employer in order to
find the desired staff, is to participate in job fairs organized
among others by university level schools. The list of most
important events of this type is presented below.
Interest of students in the sector
of modern business services
It is already widely known fact that the modern business
services sector in Poland is experiencing a dynamic and
dramatic growth. Is interested in a well-qualified specialists, preferably would employ graduates of such faculties
as Finance or Computer Science. Knowledge of foreign
languages is also important. Fortunately, the interest is
mutual. Most of the students have heard of the modern
business services sector, expressed interest in it and willingness to bind the professional life with the sector (58%).
31% expressed the lack of more precise plans in this matter,
which may indicate either lack of awareness of the sector or
unwillingness to make long-range career plans. Only 10%
openly expressed their unwillingness to work in the sector.
1. Poznań University of Technology Job Fairs
The fairs were organized in 2011 for the fifteenth time. On
15-16 March in the Technical Library and Lecture Centre of
University of Technology gathered more than 40 exhibitors, including the companies such as GlaxoSmithKline,
Deloitte and Bridgestone. There were also workshops conducted by the employers.
2. European Job Days
Were held on 4-5 March 2011 by the Regional Employment Office in Poznań within the European Employment
Services network – EURES. It was their sixth edition. It was
financed from the European funds.
3. Career Days
Career Days are the classic job fairs combined with workshops. It was organized by student organization AIESEC
Poland. It is the largest such event in Poland addressed to
the students. These fairs are traditionally held in 9 Polish
cities, including in Poznań, where the last edition took
place (22 March 2011, in the Main Building of the Univer-
sity of Economics). This important event was attended by
over 40 employers from across the Poland. The next edition is planned for March or April 2012.
The question about the method of learning a language
also provides interesting information. Replies of Poznań
students are presented in the Diagram 20.
Knowledge of foreign languages among students
The vast majority of students in Poznań broaden their
knowledge in a language in most widely available method
and requiring no additional funding, which is learning in
school or at the college. Small but observable deviation
was in the case of the English language. This was probably
due to the fact that knowledge of it is the most advanced.
To achieve this level the standard classes at the university
are not enough, it also requires a personal commitment
(self study), a living contact with the language (movies,
newspapers, books, etc.) or a personal tutor support or participation in courses run by specialist language schools.
From August 2010 to January 2011 the Polish Agency for
Enterprise Development conducted research on students
within the project Human Capital Balance. The surveys
relating, among others, to foreign languages knowledge
completed 2717 students in Poznań university level
schools. The results are shown in the Diagram 19.
The most popular language is English, just like in the
whole country; more than 90 percent of students in
Poznań are able to use this language. Second in terms of
being commonly known was in this group the German
language. His knowledge was declared by 47.7 percent
of those surveyed, surpassing the level of the national
average of 43.2 percent. Other popular languages are
Russian, Spanish and French, which use a similar number
of respondents (approx. 10%); in the case of French and
Spanish, it exceeds the Polish average. The 3.1% of respondents declared knowledge of Italian and 6% also
speak other languages, the mostly Scandinavian and
from the Far East.
Cooperation of science and business
Cooperation of the business sector with the research centres makes mutual benefits. Private companies do not often have sufficient resources to invest in the areas most
innovative, research, etc. The theoretical knowledge alone,
without the practical use of it, seems worthless from the
perspective of the employer. The programs of cooperation between the public sector specialised in advancing
the knowledge, doing research and discoveries with the
Diagram 18. The answer of the Poznań students to the question if they would
like to work in the future in the BPO/SSC sector (source: survey by HAYS Poland,
n=190)
23,3%
Definitely yes
Rather yes
Rather not
Definitely not
Do not know
31,4%
2,3%
8,1%
34,9%
33
Diagram 19. The knowledge of foreign languages among the students in Poznań (source: own
elaboration based on the Human Capital Balance – 2010, n=2717)
100,0%
90,5%
90,0%
34
80,0
70,0%
47,7%
60,0%
50,0%
40,0%
11,2%
30,0%
10,2%
10,1%
3,1%
6,0%
20,0
English
German
Russian
Spanish
French
Italian
Other
languages
Diagram 20. The methods of learning foreign languages among the students in Poznań
(source: survey by HAYS Poland, n=190)
0,5%
6%
3%
13%
7,5%
self study
classes in school / at the
university
language school
private lessons
travelling abroad
language courses abroad
70%
private sector which needs that knowledge, are therefore
the necessity. The City of Poznań understands the problem and is aware of strong connections between the
mentioned sectors of economy and makes an attempt to
widen their cooperation.
Poznań can provide services in the field of research on a
large scale and at a very high level. In addition to the university level schools, including ones among the best in the
country, the city has about 50 research institutes, boasts
that its economy is largely based on knowledge and eve-
rything indicates that this character will be maintained
and further developed, because of its 27 university level
schools and over 140 000 students.
The City Hall actively supports the creation and maintenance of links between the science and the business and
for this purpose the Wielkopolska Innovation Platform was
created – a platform for communication in the form of a
website which provides information on current research
and offers addressed to private enterprises (www.wpi.
poznan.pl)
The most important university level schools in Poznań
have a person dedicated to the promotion of academic
entrepreneurship. This facilitates the contact between students and academic staff with the private sector, which
helps in the application of specialist knowledge acquired
at university into practice, helps to see and become familiar with the realities of the private companies and to
understand their needs. The Project “Promoter of the academic entrepreneurship” is gathering bids from the scientists that might interest the entrepreneurs. It also takes
part in the potential process of commercialization of the
proposal.
A very good example of cooperation between the university and the business is a program of cooperation of
Poznań University of Technology with Microsoft. It is a
school belonging to the elite group of eleven European
and only two Polish universities that were selected for direct recruitment for the internship. The University is in one
group with the universities of Oxford and Cambridge. This
state of matters is hardly surprising, given the results in
international competitions that reach the students of this
University. In the famous Imagine Cup organized by Microsoft, in the first five years they occupied the first place
three times and the second place twice. In the last edition of the internships the most numerous group was the
group of Polish students.
The next step to facilitate the creation of networks of cooperation between universities and the private sector is a
project implemented by the Poznań University of Technology with the support of the European Social Fund. Its aim
is “the cooperation of the universities with the employers
regarding strengthening practical elements of teaching in
the form of practice and student internship.
The value of the education at the Poznań university level
schools in practice, which is the most valued in the labour
market, is extremely important. The Poznań students made
their achievements not only in competitions organized by
the private companies, but also by the European Union.
Future engineers from Poznań University of Technology
won the contest for young scientists for the study of spiral
diffraction lens. Also, the academic staff of the institutes
win in prestigious international competitions. Poznań University of Technology Institute of Computer Science won
the Second International Competition for the Design of
Computer Systems, which was held in Washington. They
defeated teams from 75 universities from around the
world.
It is also worth mentioning that the three students of
Poznań University of Economics took first place in the
sixth nationwide student contest for amateur of accounting. The above average knowledge of international financial reporting standards and tax law was required.
In addition the University won the international ranking
Eduniversal as the best school of business in the category
Excellent Business Schools.
Recruitment of employees – legal issues
Employing the personnel
Employment planning, requires careful examination of the
nature and form of the provision of work and place of its
execution by the prospective employees, and then implement regulations i.e. the type of employment contract,
working hours tailored to the needs and capabilities of the
employer, in order to optimize resources and reduce costs.
There is no ideal time to hire personnel, and the ability or
willingness to take up employment should be treated as
an individual issue. However, in the case when the employer plans to hire graduates, especially in mass projects,
the obligations associated with the completion of school
and holiday period should be considered. The largest
number of “fresh graduates” is ready to take up employment in November.
In the case of the planned employment of the specialists,
especially with years of experience at the given position,
the period during which the employee is still associated
with the previous employer, after deciding to change
the job and handing notice, must be taken into account.
Depending on the period of employment with the employer the notice period is:
35
36
− 2 weeks, if the employee has been employed for less
than 6 months
− 1 month, if the employee has been employed for at
least 6 months
− 3 months, if the employee has been employed for at
least 3 years
It should be noted that the remuneration for the work can not
be lower than the minimum wage for work, which is determined annually and shall be published in the Official Journal
of the Republic of Poland the “Monitor Polski,” by the Prime
Minister’s announcement, no later than on 15th September. In
2011 the minimum wage in Poland is PLN 1386 gross.
Establishing the employment
The Labour Code in Article 29 paragraph 2 states that the
contract should be made in writing and in case of failure
to be made in writing, the employer shall on commencement of work by an employee, confirm in writing the arrangements on the parties to the contract, the type of the
contract and its conditions.
According to the fundamental principles of the Polish
labour law, the creation and establishment of the conditions of employment, regardless of its legal basis, requires
concerted wills of both the employee and the employer.
(Article 11 of the LC6)
A properly worded employment contract should specify:
Through the establishment of the employment an employee undertakes to perform a specific type of work for
an employer and under his direction and in the time and
place designated by the employer, and the employer undertakes to hire an employee for the remuneration. (Article 22 paragraph 1 of the LC)
6 The Act of 26 June 1974 the Labour Code, uniform text. Journal
Of Laws of 1998 No. 21 item 94, as amended.
− the contracting parties,
− type of the contract,
− the date of concluding the contract,
− type of work,
− place to work,
− remuneration for work, appropriate to the type of work,
with an indication of its components,
− working time,
− start date.
The specifying the type of contract means the duration
of the intended duration of the employment relationship.
Depending on the needs and discretion of the parties, the
contract of employment may be either: for an indefinite
term, for a definite term, including the replacement of an
absent employee for that absence time – “an employment
contract for replacement,”, for the duration of a particular
job or for a trial period.
relationship, even though their subject is apparently very
close to a contract of employment. Distinguish a contract
of employment form the civil contracts is essential from
the viewpoint of the person providing the work. Employee’s rights such as: to the special protection of the salaries,
paid annual leave or paid occasional release from work,
are entitled only the persons employed under a contract
of employment.
In the case of a contract for an indefinite period the parties do not determine in advance the date by which the
employment relationship is to last, expressing by that the
intention of a permanent relation. An employment contract for a specified period gives a deadline of dismissal in
advance. In principle, this type of contract is not subject to
termination unless the parties entering into it for longer
than 6 months, anticipated the possibility of early termination on a two-week notice.
It should be noted that even when the content of the contract that this is one of the civil contracts, but in fact the
contractor is treated as an employee, he may claim before
a labour court to determine that between him and the
employing entity exists an employment relationship.
To curb the practice of concluding a series of successive
fixed-term contracts by employers, the Polish legislator
has introduced a provision (Article 25¹), under which the
conclusion of the next fixed-term contract, if the two parties previously entered into such an agreement twice, is
legally equal to signing a contract for an indefinite term
of the employment, if the interval between the previous
contract, and the establishing of another contract of employment does not exceed one month.
An employment contract for replacement is a special form
of fixed-term contracts and can be concluded in case of necessity of the replacement of an employee in his excused
absence from work. The contract of employment for the
duration of a particular job is initiated by indicating the job
(tasks) for the execution of which the employee is being
employed and completion of which results in termination
of the employment. In principle, this type of contract is not
subject to termination, except in cases provided by law.
The contract for a trial period is intended primarily to check
the suitability of the employee before hiring him permanently (for an indefinite term) or for a longer fixed period
of time. Since this is a period of mutual familiarizing and
checking of the parties, they benefit from the possibility
of termination of employment. The maximum duration of
the trial period is 3 months, while the parties may stipulate
in the contract a shorter period.
The civil law contracts such as: contract work, commission or agency contract do not establish the employment
Schedule and systems of the working time
Polish Labour Code provides a basic working system –
base system (Article 129 of the LC), which assumes the
following standards:
− daily maximum 8-hour standard working time
− average 5-day work week
− average 40-hour working week.
Settlement period in this system, i.e. the period for which
the job is planned and after which it is accounted for each
employee, may not be longer than 4 months.
Exceptionally, due to the nature of work such as agriculture and livestock and guarding or property protection, it
is permissible to introduce a six-month period, which can
be extended up to 12 months, in the event of unusual organizational or technical conditions affecting the of work
process.
The basic system, as the name suggests, is treated as a system that should be used in most of the workplaces, including service centres, except that the type or organization of
work do not allow the adaptation to the standards.
In this case, the Labour Code provides for several specific
systems whose introduction is permitted in exceptional
circumstances and under strictly defined rules.
Equivalent working time system, is characterized by a
possibility of extension of the daily standard of the working time to 12 hours, in the case when, in due time will be
balanced by a shortened daily working time standard. It is
important that in the adopted settlement period the aver-
37
38
age standards of 40-hour and 5 – day working week were
not exceeded. The introduction of this special scheme is
permissible if justified by the nature of the work or its organization. A frequently occurring example is the need for
twenty-four hour surveillance of equipment in the centres
of IT services. The standard settlement period in this system is 1 month, while in particularly justified cases, may be
extended to 3 or even up to 4 months.
The employer may introduce a system of the performance working time in cases justified by the kind of work
or the organization or place of work.
− weekend work system, introduced at the written request of the employee, which means the provision of work
only on Fridays, Saturdays, Sundays and public holidays.
In this system daily working time may be extended to 12
hours, in the settlement period not exceeding a month.
− reduced working time, allows to shorten the working
time below the standards, for example through the introduction of breaks included in the working hours, if it is justified by the type of work, i.e. work in the conditions that
are particularly harmful, monotonous work.
Schedule of the working time
The system is that the employee is not obliged to remain
at the disposal of the employer for a specified time, but is
obliged to perform the tasks set out with the employer
in fixed units of time (day, week, month). The entrusted
tasks should enable the job to be done in no more than
the specified standards, assuming the average worker efficiency and diligence. Task work time, as a rule, it may be,
when impossible or very difficult to control the worker, for
example, when working with a client or project work outside the workplace.
The Labour Code also provides for other systems of working time, classified as special:
− system of the working time in continuous motion,
is to ensure employee support of the production or service process, 7 days a week, 24 hours a day, at works, which,
because of the type can not be stopped. The system allows for an extension of weekly working time to 43 hours
on average over a reference period not exceeding 4 weeks
and one day in some weeks, within the stipulated period,
the daily working time may be extended to 12 hours.
- interrupted working time system, allows for one
break during the day at work, lasting no longer than 5
hours, which is not counted as the working time. The system can be entered only if it is justified by the type of work
or its organization, especially when the intensity of work is
variable and highly dependent on time of day.
− shortened work week system, introduced at the written request of the employee, allows performing of work
by an average of less than 5 days a week with simultaneously extended daily working time to no more than 12
hours and maintained 40-hour average weekly working
time standards, in the settlement period not exceeding a
month.
In the schedule of the working time the employer is
obliged to specify the days, hours, change system of work,
and breaks for all employees, for a specific group or for the
individual positions.
Schedule of the working time is fixed by collective agreements, regulations or announcements of the employer. At
the written request of an employee, an individual schedule of work can also be set, which becomes the part of the
content of contract of employment.
The employer is obliged to keep records of the working
time for each employee, in order to properly determine
the wages and other benefits. However, no records of the
working hours of employees are made in case of the performance working time of the employees managing the
workplace and those receiving a lump sum for overtime.
Mass recruitment projects (timeframe)
* Based on a recruitment project conducted by HAYS Poland.
Poland is perceived as one of the most attractive markets
in Central and Eastern Europe to locate the so-called service centres BPO/SSC, especially those that support the
processes of high-skilled, knowledge-based, so-called
KPO (Knowledge Process Outsourcing).
In the case of this type of projects the fast start-up and
development of the operation is required, often associated with the transfer of processes and services from other markets, and thus the employment of the numbers of
specialists in a very narrow timeframe.
HAYS Poland had the pleasure to participate in the investment process, as well as the company has been chosen the
main provider of recruitment services for one of such investors – Service Centre of worldwide famous corporations.
Threats to the project:
− an investor was looking for more than 100 experienced
professionals, with knowledge of most European languages, including such as niche as Scandinavian languages or
Dutch.
− the investor did not have legal personality in the Polish
market, was not recognizable as a potential employer
among a group of specialists sought.
− at that time, in the region, there were no service centres,
employing specialists with similar requirements.
In the absence of legal personality, and thus the lack of
the possibility of employment of personnel, investor took
advantage of the so-called services of staff outsourcing.
Within a month, two persons of the strict management
were acquired, which then grew the organization and actively participated in the process of the staff selection. At
the same time an active campaign was conducted aimed
at promoting the brand and the employer, using the advanced tools of the so-called Online Employer Branding.
The recruitment process itself has been divided into 5
phases (related, among others, to the transfer of processes
from other markets so-called Transitions), in every phase
there was a need of employment for approximately 20
professionals.
The issue of the project consisted not only of getting to
people with appropriate qualifications, but also on the
persuading many candidates (70%) to relocate to another
city (as mentioned, in this region at that time there was
not a lot of workplaces employing people with the required profiles).
Although such a complex operation, each phase went
successfully- an average of 20 professionals were being
39
employed in the period 2-3 months. After one year from
the date of commencement of the project, the Centre
had over 100 employees and has successfully served 15
countries. Currently the centre is actively developing, acquiring new processes.
40
In this project about 100 specialists were acquired in the
period of 1 year, which indicates an average rate of employment – 8 employees during the month. The complexity of the issues in the presented example, however,
should be noted.
tres is perceived as attractive, even among experienced
professionals, which enables rapid development of organizations in the comparatively narrow timeframe.
2.2. Costs of business activity
Labour costs are one of the major costs incurred by the company in almost all industries, in the case of modern business
services sector it is certainly the most important cost. Pressure
on the lowering it was the main driver of relocation to countries where labour costs are much lower, including Poland.
In case of recruitment of people with lower qualifications
such as graduates with knowledge of popular foreign languages, the average rate of recruitment is often greater
than 20 people during a month.
Note, however, that employee’s gross salary is only a portion
of labour costs incurred by the employer. Generally, that labour costs for employers are composed of three elements:
The image of employers in the sector of modern business services in recent years has changed significantly, the
present example shows that the work for the service cen-
• E mployee’s gross salaries including social security contributions paid by the employee and the advance on income tax;
Table 4. Gross monthly remuneration in the industry of Finance and Accounting in the Wielkopolska
Voivodeship
Position
Most often
offered
Minimum
Maximum
CFO/Board Member
30 000
20 000
45 000
Finance Manager
16 000
12 000
20 000
Finance Auditor
12 000
8 000
16 000
Finance Analyst
7 000
5 000
11 000
Internal Auditor
8 000
5 000
12 000
Accountant
4 500
3 000
6 000
Individual Accountant
5 000
4 000
8 500
Deputy Chief Accountant
9 000
7 000
11 000
Chief Accountant
13 000
11 000
16 000
Manager of Retail Locations
7 000
5 000
10 000
Leasing Specialist
5 000
3000
9 000
Dues Analyst
5 000
4 000
8 000
Actuarial Analyst
5 000
4 000
6 500
Actuary
9 000
6 000
12 000
Life Underwriter
6 000
5 000
10 000
Underwriter
5 000
4 500
7 000
Claim Specialist
5 000
4 000
6 500
Securities Broker
6 000
5 000
8 000
Investment Analyst
6 000
4 500
8 000
Manager, Capital Markets
13 000
10 000
20 000
Tax Adviser
11 000
9 000
14 000
Legal Advisor/In-house Lawyer
8 000
6 000
12 000
Manager of Legal Department
18 000
12 000
26 000
Junior Lawyer/Applicant
3 000
2 000
3 500
Lawyer/In-house
5 000
4 000
8 000
Lawyer/Associate
6 500
4 500
7 500
Senior Lawyer/ Law Office
8 000
6 000
10 000
Tax Manager
20 000
15 000
26 000
Tax Specialist
6 000
4 500
9 000
Source: Salary Report by Hays Poland
41
Table 5. Gross monthly remuneration in the industry of Pharmacy, Clinical research and Medical Devices in
the Wielkopolska Voivodeship
Most often
offered
Minimum
Maximum
Clinical Research Associate I
7 000
4 500
8 000
Clinical Research Associate II
9 000
7 500
11 000
Senior Clinical Research Associate
12 000
9 500
13 000
Lead CRA
14 500
12 500
16 000
Clinical Research Manager
17 000
15 000
19 500
Clinical Team Manager
16 000
14 000
17 000
Clinical Line Manager
16 000
14 000
17 000
Clinical Project Manager
18 000
16 000
20 000
Associate Clinical Operations Manager
19 000
16 500
22 000
Clinical Operations Manager
20 500
17 000
24 000
Medical Director
25 000
19 000
32 000
Quality Assurance Auditor
20 000
17 000
23 000
Regulatory Affairs Manager
16 000
14 000
19 000
Medical Advisor
13 500
12 000
18 000
Sales Representative
5 500
4 500
7 500
Key Account Manager
8 500
7 000
10 000
Sales Manager
17 000
15 000
19 000
Marketing Manager
18 000
15 000
22 000
General Manager
40 000
25 000
70 000
Business Unit Manager
23 000
20 000
27 000
Brand Manager
16 000
10 000
19 000
District Sales Manager
12 000
9 000
15 000
Product Manager
13 000
11 000
18 000
Sales Representative
8 000
6 000
10 000
Application Specialist
10 000
8 000
12 000
Product Manager
10 000
10 000
12 000
Position
42
Clinical research
Pharmacy
Medical Devices
Table 6. Gross monthly remuneration in the industry of IT and Telecommunication in the Wielkopolska
Voivodeship
Most often
offered
Minimum
Maximum
Java Programmer
7 000
4 500
9 000
C++ Programmer
5 500
4 000
6 500
.NET Programmer
6 000
4 500
7 000
SQL Programmer
6 500
6 000
8 000
Architect/Application Designer
8 000
7 000
12 000
System Administrator
5 000
3 000
10 000
Database Administrator
5 000
3 000
12 000
Network Administrator
5 000
3 500
7 500
System Analyst
8 000
7 000
12 000
IT Business Analyst
12 000
10 000
16 000
Project Manager
9 000
6 000
15 000
Network Security Engineer
8 000
5 000
10 000
Technical Support Engineer
3 500
3 000
5 000
IT Manager/IT Director
10 000
6 000
25 000
CRM/ERP Consultant
12 000
8 000
22 000
WEB Designer
4 800
3 000
6 800
Sales Support Consultant (presales)
8 000
3 500
9 000
The trader (base)
10 000
5 000
13 000
Account Manager (base)
12 000
6 500
16 000
Position
• The costs of social insurance and Labour Fund and Guaranteed Employee Benefits Fund contributions; Other
costs, including non-wage benefits, such as private
health care or mobile phone.
Gross salary, depending on the sector
Gross salary is the biggest part of the remuneration. Its
height depends on both the industry and the particular
position.
The costs of social insurance and Labour Fund, and
Guaranteed Employee Benefits Fund contributions
The costs of social insurance and Labour Fund, and Guaranteed Employee Benefits Fund contributions are the
contributions for pension, disability pension and accident
insurance and to the Labour Fund and Guaranteed Employee Benefits Fund.
Premiums for pension, disability pension and sick insurance pay also the employee. In addition, form the employee’s gross salary is collected health insurance and advance
on personal income tax. These contributions are deducted
from his gross pay, affecting the net salary.
The amount of premiums for accident insurance depends
on the size and the nature of the company and its activities. For companies reporting to accident insurance no
more than 9 employees the premium rate is 1.67%. If the
company notifies the insurance for more than 9 people
the height of the premium is determined either by the
43
Table 7. Gross monthly remuneration in the industry of Production, Purchasing and Logistics in the
Wielkopolska Voivodeship
Most often
offered
Minimum
Maximum
Production Director
15 000
8 000
20 000
Service Manager
12 000
6 000
16 000
Manager of Change
7 000
5 000
9 000
Process Engineer
5 000
4 000
8 000
Quality Manager
12 000
5 000
18 000
Quality Engineer
4 500
3 000
8 000
R&D Manager
12 000
8 000
16 000
Maintenance Department Manager
10 000
6 000
16 000
Purchasing Director
14 000
10 000
22 000
Indirect Buyer
5 000
3 500
8 000
Purchasing Manager
10 000
6 000
18 000
Purchasing Specialist
6 000
3 500
8 000
Director of Logistics
18 000
10 000
20 000
Manager of Logistics
14 000
8 000
18 000
Logistics Specialist
5 000
3 500
6 000
Logistics Solutions Sales Specialist
5 000
3 500
7 000
Distribution Center Manager
13 000
9 000
16 000
Manager of Transport
8 000
6 000
12 000
Shipping Manager
8 000
6 000
10 000
Position
44
Production
Purchasing
Logistics
Social Insurance Institution, or it depends on PKD section,
in which the company is registered. Minimally, it may be
0.67% for the financial and insurance business and a maximally of 3.33% for the mining industry.
The amount of contributions for social insurance and Labour Fund and Guaranteed Employee Benefits Fund as a
percentage of gross pay is presented in the Table 9.
In the event that we offer higher wages to employees, relevant to the overall cost is the exemption of the employer
from the obligation to pay contributions to the pension
fund at the moment in which the sum of the employee’s
annual salary exceeds PLN 100,770. Until then, the contributions are calculated in accordance with the approved
standard as described in the Table 9.
The exact method of calculating the individual contributions paid by an employer is presented in Tables 11 and 12.
Table 11 shows the method of calculating premiums for
individuals receiving a monthly salary of PLN 3,000 gross
and Table 12 for those with salaries of PLN 30,000 gross.
Table 8. Gross monthly remuneration in the sector BPO/SSC in the Wielkopolska Region
Most often
offered
Minimum
Maximum
Junior Accountant (up to 6 months)
3 000
2 500
4 000
Senior Accountant (more than 2 years)
4 500
4 000
6 000
Team Leader
7 000
4 500
8 000
Associate (up to 6 months)
2 500
2 000
3 000
Senior Associate (more than 2 years)
3 500
2 500
4 000
Team Leader
7 000
6 000
8 000
Transition Manager
10 000
8 000
14 000
Reporting Analyst (more than 2 years)
5 500
4 500
7 000
Business Analyst
6 000
5 000
7 000
Continuous Improvement Specialist (more than 2 years)
6 000
5 000
8 000
PMO Analyst
5 000
4 000
6 000
3 500
3 000
4 500
5 000
4 500
5 500
Team Leader
8 000
7 500
9 000
3000
2500
3 500
4 000
3 500
5 000
Team Leader
7 000
6 500
8 000
Transition Manager
11 000
9 000
15 000
Reporting Analyst (more than 2 years)
6 000
5 000
7 500
Business Analyst
7 000
6000
8 000
Position
English language
General Ledger Accountant
Accounts Payable/Accounts Receivable /Call Centre
Other Positions
English + French/ German/ Spanish/ Italian
Other Positions
English + Dutch/ Swedish/ Norwegian/ Finnish/ Turkish/ Greek
5 500
4 500
6 000
7 000
6 500
8 000
5 500
4 500
6 000
6 000
5 500
7 000
45
Table 9. The costs of social insurance and Labour Fund, and Guaranteed Employee Benefits Fund contributions for the employee and the employer
46
Employer’s
contribution
when the
remuneration
does not exceed
PLN 100,770 per
year
Employer’s
contribution
when the
remuneration
exceeds PLN
100,770 per year
Employee’s
contribution
when the
remuneration
does not exceed
PLN 100,770 per
year
Pension Fund
9,76%
-
9,76%
Disability Pension
Fund
4,50%
-
1,50%
Accident Fund
0,67% – 3,33%
0,67% – 3,33%
-
-
Sickness Fund
-
-
2,45%
2,45%
Labour Fund
2,45%
2,45%
-
-
Guaranteed
Employee Benefits
Fund
0,10%
0,10%
-
-
17,48% – 20,14%*
3,22% – 5,88%*
13,71%
2,45%
Total
Employee’s
contribution
when the
remuneration
exceeds PLN
100,770 per year
*depending on the height of the contribution to the Accident Fund (0,67% – 3,33%)
Source: own elaboration
Table 10. Approximate annual costs of popular non-wage solutions
Training
approx. 2,000 PLN
Sporting activities
approx. 1,000 PLN
Private Health Care
approx. 1,500 PLN
Mobile Phone
approx. 1,500 PLN
Car
approx. 60,000 PLN
In both cases, the final contribution rate was assumed as
0.93 percent. In the first case the sum of the contributions
represents 15.1% of the total costs of the employer, in the
second case, only 7.0%.
Popular non-wage solutions
Hays Poland on the basis of many years of experience in
the market, identified the most popular non-wage solutions offered by the companies operating in the Wielkopolska Province. These are mainly additional medical
care, training and use of mobile phones. The last one
exists in two versions, in the first only the business talks
are financed, and in the second, there is also a limit on
private conversations. The higher the position on which
the person is employed, the higher limit of private conversations is financed. Slightly less popular are the opportunities to participate in sporting activities such as cards
Multisport or similar and life insurance. Some companies,
usually large companies, also offer the possibility to use
the canteen. Using some or all of these opportunities, it
is possible to create a unique remuneration policy based
not only on the basic salary, but also on various non-wage
solutions. They can make the company able to stand out
from the competition and become a desirable employer
in the market.
Table 11. Calculating the employer’s costs for the monthly remuneration of PLN 3,000 gross
(Source: own elaboration)
Month
Gross
remunerapension
tion
Contribution for the Fund
disability
pension
accident
0.93%
labour
guaran- total conteed social tribution
benefits
the cost
for employer
January
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
February
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
March
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
April
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
May
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
June
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
July
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
August
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
September
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
October
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
November
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
December
3000 zł
292,80 zł
135 zł
27,90 zł
73,50 zł
3zł
524,40 zł
3524,40 zł
36 000 zł
3513,60 zł
1 620 zł
334,80 zł
882 zł
36 zł
Total
6 292,80 zł 42 292,80 zł
Table 12. Calculating the employer’s costs for the monthly remuneration of PLN 30,000 gross
(Source: own elaboration)
Month
Gross
remunerapension
tion
Contribution for the Fund
disability
pension
accident
0.93%
labour
guaran- total conteed social tribution
benefits
the cost
for employer
January
30 000 zł
2928 zł
1 350 zł
279 zł
735 zł
30 zł
5 322 zł
35 322 zł
February
30 000 zł
2928 zł
1 350 zł
279 zł
735 zł
30 zł
5 322 zł
35 322 zł
March
30 000 zł
2928 zł
1 350 zł
279 zł
735 zł
30 zł
5 322 zł
35 322 zł
April
30 000 zł
1051,15 zł
484,65 zł
279 zł
735 zł
30 zł
May
30 000 zł
- zł
- zł
279 zł
735 zł
30 zł
1 044 zł
31 044 zł
June
30 000 zł
- zł
- zł
279 zł
735 zł
30 zł
1 044 zł
31 044 zł
July
30 000 zł
- zł
- zł
279 zł
735 zł
30 zł
1 044 zł
31 044 zł
August
30 000 zł
- zł
- zł
279 zł
735 zł
30 zł
1 044 zł
31 044 zł
September
30 000 zł
- zł
- zł
279 zł
735 zł
30 zł
1 044 zł
31 044 zł
October
30 000 zł
- zł
- zł
279 zł
735 zł
30 zł
1 044 zł
31 044 zł
November
30 000 zł
- zł
- zł
279 zł
735 zł
30 zł
1 044 zł
31 044 zł
December
30 000 zł
- zł
- zł
279 zł
735 zł
30 zł
1 044 zł
31 044 zł
3 348 zł
8 820 zł
360 zł
Total
360 000 zł 9 835,15 zł 4 534,65 zł
2 579,80 zł 32 579,80 zł
26 897,80 zł 386 897,80 zł
47
Since 2000, a dynamic increase in the supply of modern
office space has been observed in the Capital City of
Wielkopolska. Only in 2003 on the market went more than
35,000 m2 of new offices. The years 2004-2006 were a period of slowdown in the housing market in Poznań. At that
time, developers put into use only 700 m2.
2.3. Characteristics of a regional
real estate market in the
context of the needs of
investors in the sector of
modern business services
Record in terms of new supply was undoubtedly the year
2009, in which developers have realized more than 46,300
m2 of offices. New buildings etched into the landscape
of Poznań and are associated with it. We are talking specifically about Szyperska Office Centre (formerly Garbary
250 000m2) and the Malta Office Park A, B, C and
Centre – 18,000
D (14,000 m2). A year later, on the market went the Scalar
Office Centre (14 500 m2) and the next phase of Malta Of200 000 E (8 000 m2). In the first half of 2011 the
fice Park building
supply of the modern office space in the city expanded
the Murawa Office Park (4,000 m2).
The supply of office space
Poznań with the total resources of modern office space
of approximately 240,000 m2 is counted among the seven
largest office markets in Poland next to Warsaw, Cracow,
250 000
Wrocław, Gdańsk, Katowice and Łódź. Most of the supply
built in Poznań has been intended for the purpose of renting. The market is diverse, office space is available in mod200 000
ern office buildings as well as commercial-office buildings
and renovated buildings.
150 000
150 000
Diagram 21. The supply of the modern office space in Poznań
100 000
100 000
250 000
50 000
50 000
200 000
0
0
150 000
<2000
2001
2002
<2000
2001
2002
2003
2003
2004
2005
2006
2007
2008
existing supply
existing supply
2004
2005
new realizations
100 000
50 000
0
<2000
2001
2002
2003
2004
2005
existing supply
48
The stagnation in the market ended in 2007. It is when
the building Andersia Tower was opened offering tenants
10,500 m2 and a few other smaller objects such as Nikel
Technology Park Poznań I, R&B House, Villa Grey or the
house at the 27th of December Street. A year later, another
16,800 m2 of modern office space went on the market in
Poznań, including buildings: New Garbary Office Centre
(6,800 m2), Omega (formerly Ataner Business Centre –
7,500 m2) and Arcade Gallery (2,500 m2).
2006
2007
2008
new realizations
2009
2010 H1 2011
Source: Jones Lang LaSalle,
II quarter of 2011
2006
2007
2
2009
2010 H1
new realizatio
Additionally, in progress in Poznań is almost 50,000 m2 of
office space. In the construction is, among others, the last
phase of Malta Office (building F with an area of approximately 6,500 m2), MM Gallery (6,000 m2), Andersia Business
Centre (14,000 m2), Okrąglak (5,100 m2) and Pixel (14,600
m2 – the future office of Allegro).
As for the location of the office buildings, more than half
of them were executed in the central part of the city,
especially along Roosevelt Street, Głogowska, Towarowa
and Anders Square. The main factor influencing such
placement of the office investments is the convenient
access to the railway station Poznań Główny and Poznań
Fairs.
Main office properties located in the city center are: Delta,
Globis Office Centre, Poznań Financial Centre, Andersia
Tower, New Garbary Office Centre, Szyperska Office Centre.
Additionally, to this project come the “mix-use” projects, i.e.
focusing on the retail and office functions. These include
objects such as Kupiec Poznański and Old Brewery Centre
of Trade, Arts and Business.
Another area in which there is a concentration of office
buildings is the western part of the city, which additional
attractiveness affects the vicinity of an international airport Ławica. Currently, the western areas focus in their
resources about 23% of modern office space in the city.
The largest office buildings in this part of Poznań are
PGK Centre I and II (17,700 m2), Poznań Business Centre
(5,400 m2) and Omega (7,500 m2).
The remaining part of the Capital City of Wielkopolska
Voivodeship office space falls on the eastern and northern
parts of the city. The importance of these areas, especially
Eastern, gradually increases due to growing over the past
years Malta Office Park complex at the Archbishop Baraniak Street.
Demand for office space
The tenants of office space in Poznań are the local companies, as well as large international corporations. At the end
of 2008, vacancy rate in existing buildings was 1%, which
was a significant decline from a peak of almost 40% recorded in 2003. It is worth noting that more and more the
local companies rent space in buildings of class A and B,
which increase the comfort of the working environment
and enhance their image.
Until recently, Poznań had a limited amount of the office space of a metric area of 1,000 m2 or more, satisfying the requirements, among others, of the companies
in the sector of modern business services. Given the
small scale of the market, the vacancy rate in the first
and second quarter of 2009 amounted to 4.6% and
Diagram 22. The level of rents bids in main cities, in the best office buildings
(€/ m2/ month)
Warsaw Centre
Warsaw Outside Centre
Wrocław
Poznań
Cracow
Tri-City
Katowice
Source: Jones Lang LaSalle,
the end of II quarter of 2011
Łódź
10
15
20
25
49
4.8%, which meant less than 9,000 m2 of available office space.
50
This situation changed with the completion of two
projects: Szyperska Office Centre (18,000 m2) and a Scalar
BC (14,500 m2), which at the time of putting in use had
more than a 70% vacancy rate. Consequently, the vacancy
rate has risen sharply and now fluctuates around 11.4%,
which translates to almost 27,000 m2 of vacancy office
space in existing buildings.
The level of rents in office buildings
Due to the relative scarcity of high-class office space in
Poznań, rents bids in the best facilities remain at a relatively high level of 14-15 €/m2/month. In this respect, only
Warsaw and Wrocław are ahead of Poznań.
Summary and Prognosis
One can expect that the new supply of the office space
throughout the 2011 will not exceed 16,600 m2, but we
anticipate that in 2012 the activity of developers will
slightly increase and the office space resources will widen by a further 42,600 m2 (including 14 600 m2 which
Allegro will take). According to the estimations to the
end of 2011 and the first half of 2012 rents bids will remain stable.
2.4. A
vailability
of communications
Among the most important factors influencing the location of service centres there is a good accessibility of the
facility. This means above all: the location by the important
communication routes, the operation of the airport in the
city with a wide network of connections with major European air hubs and the ability to adequately quickly reach
such an airport.
In October 2011 the Airport Poznań-Ławica had direct
connections to over 30 airports located in 11 countries in
Europe (Flight schedule, http://www.airport-poznan.com.
pl; access 23/10/2011). In 2010 the port handled 1419
thousands passengers, which gave him the sixth place
in Poland. It is worth noting that this meant an increase
of 144 thousands passengers compared to 2008 – the
higher was only in Gdańsk and Wrocław. As of 07.07.2010
Poznań had 64 weekly flights to major European air hubs:
London, Frankfurt, Munich, Paris and Stockholm, which
was the fourth result in the country. It is worth noting
that having direct connections with such centres is very
important from the viewpoint of management of service
centres.
An important advantage of Poznań for the investors in
the sector of modern business services is its position at
the A2 motorway. Already in December 2011 the last
section of the A2 motorway will be put into use, allowing fast and direct connection to the Poznań agglomeration area with the motorway network in Western
Europe.
51
Table 12. The overall indicator of quality of life in all samples from the years 2005-2011 in a cross-section
of major cities (lack of data means that the city was represented in a variable less than 60
respondents)
The rank
52
2011
2009
2007
2005
1
1
3
2
2
2
8
3
4
7
4
5
6
5
3
1
6
9
10
7
7
5
8
11
14
9
6
2
10
14
11
Quality of Life
City
2011
2009
2007
2005
Warsaw
0.46
0.42
0.27
0.21
Toruń
0.40
0.42
0.14
5
Poznań
0.36
0.32
0.18
0.16
4
Cracow
0.36
0.29
0.18
0.19
Gdynia
0.25
0.34
0.50
8
Szczecin
0.23
0.22
0.02
0.05
3
Wrocław
0.14
0.25
0.18
0.20
Bydgoszcz
0.14
0.09
-0.09
1
Gdańsk
0.11
0.25
0.27
0.27
12
10
Łódź
0.09
-0.03
0.00
-0.08
10
15
6
Lublin
-0.01
0.17
-0.15
0.10
12
12
9
Częstochowa
-0.02
0.08
0.03
13
15
11
Katowice
-0.03
-0.06
0.00
14
17
Sosnowiec
-0.03
-0.08
15
19
Zabrze
-0.06
-0.10
16
20
Białystok
-0.06
-0.11
17
13
Gliwice
-0.14
0.07
18
16
13
Wałbrzych
-0.16
-0.08
-0.07
19
18
16
Kielce
-0.22
-0.09
-0.17
20
21
Radom
-0.24
-0.24
-0.17
7
4
9
0.09
0.20
-0.01
Source: J. Chapiński, T. Panek (ed.) 2011, Social diagnosis, www.diagnoza.com, 23.10.2011.
2.5 Quality of life
In this part of the paper, using the results of recent survey
Social Diagnosis 2011, (Czapiński, Panek 2011) shows the position of Poznań in Polish cities rank in terms of quality of life.
By creating synthetic measures of the quality of life, sought
to maintain a balance between objective and subjective variables and also include in analysis of various aspects of life.
Eight sub-indicators of quality of life, which was considered
to be relatively independent, were used to create a synthetic
indicator of quality of life: social capital, mental well-being,
physical well-being, social welfare, the level of civilization,
material prosperity, life stress, pathologies. All of these indicators, which included the variables measured in different
scales, have been standardized, and the sum of their standardized values is a general indicator of quality of life for each
of the cities analyzed in the Social Diagnosis 2011.
Survey results indicate that Poznań is one of the top cities characterized by the highest quality of life. In 2011 the
town was in third place in Poland in terms of quality
of life index values (Table 12). Ahead of Poznań were
only Warsaw and Toruń. A similar value of the index presented Cracow.
Interesting are also the results of analysis of selected dimensions of quality of life. For example, Poznań has a second score in Poland in terms of material well-being index
value (after Warsaw) and the third position in terms of
civilisation level indicator value (which consisted of such
elements i.e. level of education and active knowledge of
foreign languages). An index value of social capital has
allowed the placing of the Poznań in fifth place in the
country.
2.6. Summary – service centres
location factors and their
changes
Distribution of service centres depends on – often multistage – investment processes. The most important from
the investor’s perspective is to ensure that location offers
appropriate combination of accessibility and quality of
personnel, costs of doing business and access to infrastructure. Generally, the above-mentioned location factors are important for all the investors of the sector. The
representatives of the centres operating in Poznań did not
differ significantly from the opinions of respondents from
other centres. It is worth noting that depending on the
strategy and associated location-specific preferences, the
companies can pay special attention to the factors of their
choice.
Diagram 23 presents the opinions of representatives of the
centres on the importance of individual factors in taken by
them investment decisions on the location of the company. The five-point scale was used where 1 meant the
evaluation as a completely irrelevant factor and 5 as a key
factor. As the most important location factor for the service
centre in Poznań, respondents considered the availability
of highly qualified staff. The least important when deciding on the location of the centre was from their point of
view of the city’s image. Among the other factors mentioned by respondents needs pointing out the operation
in the agglomeration of the parent company of the centre
(eg. possession of plant). Several of the analyzed centres
considered this factor as important or even crucial in making an investment decision.
In this part of the report the opinions of representatives of
the centres on the evolution of selected location factors
(determinants of conducting the business) were analyzed.
Study on this issue was made on the basis of the on-line
survey. The results indicate that the largest number of
representatives of the Poznań agglomeration centres saw
no significant changes in the context of an overall assessment of the location from the start of the activities centre.
In the case of as many as four of the five factors dominated
the respondents’ opinions about the lack of changes in
the analyzed field. In the case of one factor – the availability of qualified employees – most of the representatives
expressed the opinions about the negative changes. Interestingly, taking into account the evaluation of the analyzed factors in any case the positive opinions about the
current changes did not constitute a majority.
Table 13 presents the average values in the evaluation of
the changes of selected location factors. A certain number
of points were assigned to the individual opinions: the
positive assessment of the changes: 5 points, opinions
about the lack of change: 0 points, a negative assessment
of change: -5 points. The grading scale has thus range
from -5 (lowest obtainable score) to 5 (highest obtainable
score).
In general, the subjective assessment of respondents indicated a slight negative assessment of changes in the
selected location factors of investment in the sector (total value: -0.28). The impact on this result had primarily
Table 13. The evaluation of the changes of selected location factors.
average value
Accessibility
of personnel
Costs of
business
Availability of
modern office
space
Availability of
communications
City’s image
in opinion of
investors
-2,33
-1,78
1,07
0,00
1,67
53
Diagram 23. The opinions of the representatives of the centres on particular location factors
City’s image in opinion of investors
54
Availability of modern office space
Availability of communications
Costs of business activity
Accessibility of highly qualified personnel
1,0
1,5
the low score of the changes in the availability of qualified staff for the centres (-2.33). The deterioration of the
situation in this respect in the local market was noted
by most of the respondents. Similarly to other centres
in the country, also the changes in the context of the
costs of conducting business were negatively assessed
(-1.78). Average opinion on the availability of communication indicates that the respondents did not see the
significant changes in the situation in the context of this
2,0
2,5
3,0
4,0
4,5
5,0
factor (0.00). The analysis showed that the respondents
among all of the analyzed factors the best score gave to
the developments in the context of the image of the city
(1.67). It should however be added that the opinion of
the majority of respondents on the current cooperation
with the local authorities is neutral (middle rating on the
scale). Importantly, when comparing the number of positive and negative opinions, a clear predominance of the
first, however, can be seen.
3. Characteristics
of service centres in Poznań
agglomeration
centres were formed. Taking into account the service
centres with the foreign capital, the share of the city
in the general number of centres in Poland in 2008
amounted to less than 7%. At present (fourth quarter
2011) increased to almost 9%.
56
3.1. History of development
of modern business
services sector in Poznań
agglomeration
The average service centre in the Poznań agglomeration operates since 20067, as well as in the country
scale. The first foreign investors have appeared already
in the 90’s, but the vast majority of the centres (63%)
was established after 2005. Interestingly, in the Poznań
agglomeration initially invested only the companies
providing the outsourcing services (BPO/ITO), mostly
Polish and German. It was only in 2005-2006, when the
shared services centres appeared there (GlaxoSmithKline, MAN, Carlsberg, Dalkia Services, Duni). Each year
a few companies of the sector of modern business
services invest in Poznań. The largest annual increase
of the new investments so far there has been in 2006,
when five service centres were established. It is worth
noting that in 2010 there was a significant increase in
the number of new investments – in 2010-2011 seven
new service centres were established. Among the most
important factors that contributed to the significant increase in the number of new investments in the sector
from 2005 onwards was certainly the positive response
from the investors on the Polish accession to the European Union. The accession contributed to the growth
of the country’s political credibility, and changes in the
legal conditions of the business operation. The decisive
importance in the context of the “investment boom”
had, however, the development of the sector on a global scale and the related need to seek the new markets,
meeting the demand for the provision of the modern
business services (Górecki and others, 2011). Interestingly, since 2005 in Poznań, only two BPO/ITO were
established (External Services and Ciber). For comparison – in the same period, as many as 11 shared services
7 From the analysis were excluded two Polish service centers: ZETO
SA and Talex that have not yet provided outsourcing services at
the start of operations (respectively in 1965 and 1989).
3.2. E
mployment in the sector
and its changes
Among the 6.3 thousands persons employed in the
service centres in the Poznań agglomeration, 2/3 are
working in the centres of BPO/ITO (despite the fact that
they do not predominate in number over the centres of
the SSC). Approximately 1.9 thousands persons employ
the shared services centres and less than 200 people –
research and development centres. The dominant share
of BPO/ITO is due to the large employment in Poznań in
the companies of the call/contact centres industry (arvato
services, Contact Center and Holicon). These three companies are the largest investors in the modern service sector business in the Poznań agglomeration. Taken together
they employ more than half of the employees in the analysed area. It should be noted that this is a unique situation comparing to the competing with Poznań centres of
the offshoring of business services in Poland.
Interesting conclusions arise from analysis of the position of Poznań in terms of the employment in the service
centres with the foreign capital. According to the data for
the years 2008-2010, Poznań was the second in Poland (after Wrocław) the fastest-growing centre of
the offshoring services. Number of employees in the
Poznań service centres at the end of 2010 was about 90%
higher than at the end of 2008. The share of the city in
the total employment in the service centres in Poland
increased from 4.4% to 5.7% (as of 31.12.2010). Now the
share of Poznań is about 6%, so the clearly increasing
trend can be noticed.
The plans of the centres assume that at the end of 2012
in the sector in Poznań will be employed 8.2 thousands
persons (up by 1/3 compared to the actual status).
This value does not include the new jobs in centres that
have not yet announced a start-up. It can therefore be assumed that eventually the value will be higher. Interestingly, the average service centre in Poland8 employs 245
persons. In Poznań, the value is 199 persons (for foreign
8 Taking into account only the centres with foreign capital.
centres) and 209 persons for all. Statistically, therefore, the
Poznań centres employ less people than at average in the
country.
3.3. Types of business
processes supported by the
service centres
Analysis of the structure of the services provided in the
centres of the SSC and BPO/ITO and R&D showed9 that
the business processes supported the largest number of
centres in the Poznań agglomeration are the finance and
accounting (14 centres) and the IT services (12). In nine
centres the processes associated with the human resources management are conducted. Another position on the
list of processes takes the research and development activity (six centres), which is provided not only in the R&D
centres but also in some more advanced units providing
the IT outsourcing services. Also, six centres provide the
customer service (with the exception of the IT support).
Services in the field of the supply management are performed in four centres and the financial services in two.
Other, not previously mentioned services (including Decision Support and Knowledge Process Outsourcing and
the documentation management and other support services) are provided in four centres (Table 14). Most of the
respondents participating in the study, when questioned
about the changes in the activity of the centres responded that during their operation there was the introduction
of more advanced activities without reducing the existing
scope of the services provided.
Almost all (eleven) of the analyzed fourteen centres that
responded to the question about the geographical cover
9 It should be noted that the reported estimates regarding the
number of the centres providing particular services are the
minimum values. This means that in fact they can take higher
values. The estimates presented in the diagram do not sum up
to the total number of the centres, because in many of them are
provided several types of services.
age of the supported business processes, provide services
for the companies from the Western Europe. Of course,
this applies to both the external clients and the internal
one (the parent corporation). For the entities operating in
Poland work ten of the fourteen centres analyzed. Half of
the centres support the companies from the Central and
Eastern Europe, and just under one third the companies
from the area of North America. Another geographical
scope of the services was characterized by two centres
(CIBER and Grace), which also provided the services for the
clients from the Middle East and Africa and Asia, Australia
and Oceania.
The geographical scope of services provided by the
Poznań centres usually includes two or three of the analyzed areas. The main area of the provision of the services
for the five centres is Western Europe, for the next five Poland, for the three North America, and for one the Central
and Eastern Europe.
3.4. L
anguages in which the
centres provide services
Service centres in the Poznań agglomeration provide services in over 21 languages, mostly European. Four of them
(English, Polish, German and French) are used in more
than half of the analyzed centres. The first three positions
in terms of the number of languages in which services
are provided deal: IKEA, Ciber and Duni10. In each of these
centres are used at least 13 languages. Interestingly, in
Poznań, the number of languages in use does not depend
on the size of the centres. For example – each of the three
above-mentioned centres employed in the fourth quarter
of 2011 less than 100 people. It is also worth noting that a
smaller number of languages (mainly English or German)
is used in the most highly specialized centres, mainly of
ITO profile or R&D.
3.5. S
ervice centres and the
country of origin of capital
In the service centres in the Poznań agglomeration the
enterprises from 12 countries have invested11, moreover
the ownership structure of one of the centres is charac 10 Taking into account the 15 centres that responded to the question concerning the use of languages.
11 In the analysis as the country of origin of the investor was taken
the State from which the capital actually comes, and not the parent (to the Polish subsidiary) company’s country of registration.
57
58
x
x
2
Bridgestone
x
3
Business Consulting Center
4
Carlsberg
5
CIBER Polska
6
Contact Center
7
Dalkia Services
x
8
Duni EFF
x
9
External Services
10
Franklin Templeton
11
GlaxoSmithKline Services
12
Grace
x
13
Grant Thornton Frąckowiak
x
14
Holicon
15
IKEA Business Service Center
16
itelligence
17
Jerónimo Martins
18
Kennametal
19
Lorenz Snack-World Services
x
20
MAN Accounting Center
x
x
21
McKinsey
x
x
22
Mentor Graphics
23
Open Text
x
24
Roche
x
25
Samsung
26
Talex
27
Telcordia Poland
x
28
Unilever
x
29
WIKIA
30
ZETO S.A.
x
x
x
In total
14
12
9
other
x
financial services
human resources
management
arvato services
supply
management
IT services
1
customer service
(with the exception
of IT support)
Service Centre
research and
development
Item
finance and
accounting
Table 14. Business processes supported by the service centres in the Poznań agglomeration
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
x
6
6
4
x
2
4
terized by the international capital share. Most centres
(almost 60%) are owned by the companies from the European Union and more than one quarter of all centres
– the American companies. The situation has not changed
significantly over the past few years. Five centres belong
to the Polish investors, and four – to German.
Participation of the European Union in the employment
structure is much higher than in the case of the participation in a number of centres and is at the level of 82%.
More than 2.0 thousands persons are employed in companies with the German capital, and over 1.0 thousand is
working in the Polish and French centres. Just a little over
10% of employees of the sector are employed in the centres where the investors are the U.S. companies. A large
number of American centres, therefore, do not refer to the
high level of employment. Almost half of the employment
in the U.S. centres generates the largest investor from the
USA – Franklin Templeton Investments. Other employees
in the sector are working in centres owned by the investors from other countries, and also characterized by a majority international capital.
3.6. N
on-wage
benefits offered
by the centres
All the analyzed centres in the Poznań agglomeration offer
their employees non-wage allowances. In most of them
the employees have the possibility to use several allowances to choose from. Mostly offered benefit is a medical
package (in private medical centres). About 2/3 centres allow employees to access the Benefit Card or similar type.
Over half of the centres offer to employees the buying of
a life insurance. In most centres, employees can also benefit from the co-funding of sports activities. Less popular
non-wage privileges are: the purchase of shares on preferential basis, excursions, extra health insurance or pension
fund. In several centres are also offered some benefits not
listed above. Among them can be distinguished: subsidizing meals, tickets to the cinema or theatre, social events,
company cars. It should be emphasized that the possibility of using some of the non-wage benefits in some cases
depends on the positions occupied by employees.
59
4. The business
environment as a whole
4.2. T
he structure of business
entities
62
4.1. The dynamics of the formation of new businesses
The employers highly value the initiative and entrepreneurship among the employees. One indicator that allows
to estimate it could be the number of businesses registered in the register called the “REGON” per 10 thousands
inhabitants of the region. In Poznań, the figure is 1773 and
is one of the highest in Poland (more entities are registered only in Warsaw).
In Poznań, systematically more and more new companies
are established. Their number is larger than the number
of the deregistered companies, so that the overall intensity of companies in Poznań is growing, despite the economic slowdown in 2009, although this year the increase
was slower. These data were presented in the Diagrams
24 and 25.
The Diagram 28 presents the companies in Poznań, in division due to the section of PKD. Over 25 percent of all those
entities is active in the trade and repair sector, which covers a
wide range of the commercial businesses, from small shops
under the sole proprietor to the supermarkets employing
dozens or hundreds of people. The attention draws also a
very high share of businesses of the professional, scientific
and technical sector – 13.9 percent. Higher rate occurs only
in Warsaw. These companies are of such importance that
within them is the majority of the most important today,
essential services such as accounting, legal services and
market analysis, and other modern business services.
4.3. T
he opinions
of employers
on employees
The best and the most reliable way to verify the skills of
personnel available in the city is the opinion of the employers about them. The opinion of the companies already on the market on their own employees is very good
Diagram 24. The number of the companies registered in the REGON in Poznań in
the years 2005-2010 (source: own elaboration based on CSO, Local Data Bank)
10 000
8662
9000
7921
8000
7000
6000
6723
6697
2006
2007
7287
6161
5000
4000
3000
2000
1000
0
2005
2008
2009
2010
in Poznań. All companies draw above-average satisfaction
with their subordinates. Not even one of the respondents
interviewed by HAYS Poland paid the attention to any
weakness of own human resources.
Another positive is the fact that these resources are hardly
rotating. The turnover rate is at the level of 2.5% to 4%. According to research by HAYS Poland only in one company,
it has exceeded the above average.
Diagram 25. The number of the companies deregistared in the REGON in Poznań
in the years 2005-2010 (source: own elaboration based on CSO, Local Data Bank)
100 000
98092
98 000
96 000
94948
94 000
93250
91444
92 000
90666
89624
90 000
88 000
86 000
84 000
2005
2006
2007
2008
2009
2010
Diagram 26. The structure of the entities registered in the REGON
in Poznań in 2010 due to the PKD section (source: own elaboration based on
CSO, Local Data Bank)
1,6%
7,2%
8,3%
5,9%
0,1%
2,9%
9,9%
3,4%
13,9%
25,5%
4,4%
3,8%
4,0%
6,5%
2,5%
Industrial processing
Building industry
Trade and repair
Transport and
warehousing
Accommodation and
catering services
Information and
communication
Finance and insurance
Real estate services
Professional, scientific and
technical activity
Administration and
supporting activity
Education
Culture, entertainment
and recreation
Other services
63
5. The effects of the operation
of modern business services
sector companies in Poznań
agglomeration
glomeration as a result of direct activity of business service centres totalled to approximately 8.1 million PLN (revenues from PIT, CIT and property tax). Due to the practice
of paying taxes in the former place of residence nearly 3.0
million PLN is transferred outside the region.
66
The companies of the sector of the modern business services affect the local development in various ways.
Most studies relate to the economic and socio-cultural
aspects of that influence. The economic implications of
such businesses can be expressed through the employment maintained or newly created in their environment,
and taxes paid by the companies and their employees.
Both the values related to the total employment or the tax
revenues in the given spatial unit express the multiplier
effects of the operations of the companies. The methodology for estimating such effects have been widely presented in the work of B. Domański and K. Gwosdz (2008). This
report presents the cautious, minimum estimations of the
multiplier effects. Where it was possible the results were
compared with the results of similar studies obtained by J.
Górecki and others (2011) in Małopolska (Cracow).
5. As a result of multiplier effects on income in 2010 due to
the wages of the employees in the sector, more than 560
jobs operated, of which the most in the trade.
5.1. The main conclusions
regarding the economic
effects of the operation
of service centres
in Poznań agglomeration:
5.2. C
orporate Social
Responsibility
1. In 2010 the Polish local governments received an
amount of PLN 8.8 million derived from taxes paid by the
employees of Poznań service centres. The local government the Poznań agglomeration received from the title
an amount of PLN 4.7 million.
2. The revenue of local and regional governments from
participation in the corporate tax paid by the service centres amounted in total to PLN 2.4 million. In comparison
with Cracow relatively more of the centres note the profit
in Poznań.
3. In 2011, revenues from property taxes used by the business service centres in Poznań should reach the level of
about 1.0 million PLN.
4. The estimated amount that you was received in 2010
by the budgets of local governments in the Poznań ag-
6. Through the direct and the indirect supply for the service
centres about 675 jobs were created. The size of the effects
of supply is in Poznań over 1/3 higher than in Cracow
7. In total, the presence of centres has brought at the end
of 2010 more than 5.5 thousands jobs in the sole centres
and at their service, including as a result of multiplier effects about 1.2 thousand. Thus, for every 1,000 jobs in the
service centres in Poznań there are at least more than 220
jobs at its direct and indirect service. This gives about 20%
higher value of the results in relative terms than in the
case of Cracow.
The results of the study indicate that among the 15 service
centres that responded to the question of social commitment, a small majority (eight of them) take the initiative
to the benefit of the local community, getting involved in
sponsorship or charity activities. In the case of five of them
these are the single actions, mostly not continued. Often
they result from the initiative of the employees. Three of
the analyzed companies conduct the wide range activities
resulting from the assumptions of CSR strategy, characterized by a high degree of the social involvement. Typically,
the conducted activities are the participation and/or financial support for the events organized by NGOs and social
institutions, but also the individual philanthropic activities
of the companies take place. The common form of involvement of companies in the local environment is the voluntary work that occurs in most of the centres with a high degree of social engagement (the so-called Volunteers Day).
Corporate social responsibility has a specific spatial dimension. The analyzed centres generally engage in activities of the local range. Many representatives of the
centres make it clear that their companies are only interested in the local initiatives.
Bibliography
Statistical Bulletin, 2011, the Statistical Office in Poznań.
Household budgets in 2009 (2010), Central Statistical Office, Warsaw
Social diagnosis, J. Chapiński, T. Panek (ed.) 2011, www.
diagnoza.com, access 23.10.2011.
Multiplier effects of local and regional development, B.
Domanski, K. Gwosdz, 2008, [in:] JJ Parysek, T. Stryjakiewicz (eds.), Region of the socio-economic and regional
development, Bogucki Scientific Publishing, Poznań, 217235.
Modern business service sector in Małopolska, J. Gorecki, A.
Bartoszewicz-Wnuk, M. Polkowski, R. Kijonka, 2011, Report prepared for the Małopolska Regional Development
Agency by the Association of Business Service Leaders
(ABSL).
Information concerning the settlement of income tax from
natural persons for 2010, 2011, the Ministry of Finance,
http://www.mf.gov.pl , access 23/10/2011.
Service centres in Cracow and their relationships with the
local environment, Micek G., Parcel J, Górecki J., 2010, Publishing House of the Jagiellonian University, Cracow.
Personnel demand of the business in the Poznań agglomeration, 2010, The final report of the study.
Salary Report by Hays Poland, 2011, Warsaw.
Timetable, http://www.airport-poznan.com.pl; access
23.10.2011
Socio-economic situation, 2010. http://www.poznan.pl,
access: 23.10.2011.
67
Appendix 1
Service centers in Poznań metropolitan area
No.
Company name
Type of a center
Headcount
Location
1
arvato services Polska
BPO/ITO
>1000
Poznań, Plewiska
2
Contact Center
BPO/ITO
500-1000
Poznań
3
Holicon
BPO/ITO
500-1000
Poznań
4
MAN Accounting Center
SSC
250-500
Poznań
5
Franklin Templeton Investments
SSC
250-500
Poznań
6
Roche
SSC
250-500
Poznań
7
Carlsberg Accounting Service Centre
SSC
200-250
Poznań
8
GSK Services
SSC
200-250
Poznań
9
McKinsey EMEA Shared Services
SSC
100-200
Poznań
10
Talex
BPO/ITO
100-200
Poznań
11
Bridgestone EBS
SSC
100-200
Poznań
12
itelligence
BPO/ITO
100-200
Tarnowo Podgórne, Poznań
13
Jerónimo Martins
SSC
100-200
Poznań
14
Business Consulting Center
BPO/ITO
50-100
Złotniki (gmina Suchy Las)
15
ZETO
BPO/ITO
50-100
Poznań
16
Dalkia Services
SSC
50-100
Poznań
17
Kennametal
SSC
50-100
Poznań
18
Ciber
BPO/ITO
50-100
Poznań
19
Lorenz Snack-World Services
SSC
50-100
Sady k. Poznania
20
IKEA Business Service Center
SSC
50-100
Poznań
21
Unilever Polska
R&D
50-100
Poznań
22
Grant Thornton
BPO/ITO
<50
Poznań
23
Duni EFF
SSC
<50
Poznań
24
Samsung
R&D
<50
Poznań
25
Telcordia
R&D
<50
Poznań
26
Wikia
R&D
<50
Poznań
27
Mentor Graphics
R&D
<50
Poznań
28
External Services
BPO/ITO
<50
Złotniki
29
Grace
R&D
<50
Poznań
30
Open Text
BPO/ITO
<50
Poznań
COMMENT: Units that according to ABSL’s definition are not service centers are not included: Microsoft Innovation Center, contact centers of BZ WBK, Kleffmann and Starter, IT division of Allegro,
Invest Bank, BZ WBK, Komputronik.
Source: „Modern business services sector In Poznań metropolitan area”, prepared for Poznań City Hall by Association of Business Service Leaders in Poland (ABSL), Hays Poland and Jones Lang
LaSalle, Poznań, 2011
68
City of Poznań
Investor Relations Department
pl. Kolegiacki 17, 61-841 Poznań
direct: +48 61 878 5428
[email protected]
Edited by:
Wydawnictwo Miejskie Posnania
ul. Ratajczaka 44, 61-728 Poznań
www.wmposnania.pl
Photos: fotoportal.poznan.pl,
City of Poznań Archives
Computer typesetting:
Studio Graficzne Wydawnictwa
Miejskiego Posnania
Poznań 2012

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