Matching Supply and Demand in Bulgarian labour market: Sector-based Approach- Statements and Comments
|
|
- Annice Candice Webb
- 6 years ago
- Views:
Transcription
1 Matching Supply and Demand in Bulgarian labour market: Sector-based Approach- Statements and Comments Iskra Beleva, Institute of Economics, Bulgarian Academy of Science There are at least two facts that presently outline the importance of matching labour supply and demand in Bulgarian, namely: (a) the increasing demand of labour as a result of the stable economic development and (b) the delay in the restructuring of the educational, incl. vocational system. These two facts deepen the existing skill gap accumulated in the period of economic restructuring. There are also other factors contributing for increasing skill gap e.g. the labour emigration and especially that of skilled labour, the aging of the population, the relatively low economic activity, compared to EU average etc. Due to this the discussion of the sector based approach and the relevant mechanisms, applied in Wales as well as the lessons learned until now could be useful and helpful for Bulgarian policymakers in the field of the labour market. 1. Assessment of the policy context, economic circumstances and institutional/legal background in Bulgaria relevant to matching demand and supply of labour 1.1 The policy context Bulgarian policy makers commonly recognized the improvement of the quality and the competitiveness of the human capital as a basic foundation for sustained growth and higher competitiveness 1. There are a number of documents of the Council of Ministers e.g. National Strategic Reference Framework Republic of Bulgaria, ; Operational Program Human Capital Development: ; Employment Strategy ; National Strategy for Continuing Vocational Training ; Life-long Learning Strategy, Social Inclusion Strategy; etc. that deal with this issue. There are also Annual Action Plans that supplemented the pointed strategic documents. In all these documents the politicians shared the understanding of the need of consistent policies and respective measures to encourage employers to invest in human capital and stimulate employees to be active in education and training. Despite the existing common understanding and the adopted documents it is difficult to conclude that there is a common concept about the policy and the mechanisms that should be in practice. We still miss strategic views of economic request to the education and qualification of the labour force, as well as conceptual, methodological and planning instruments that should put together the existing separate strategic documents. Several reasons could be numbered to explain this fact among which the lack of systematic observation of labour demand in view of labour force quality, the lack of a complete system for professional orientation and information; the need of more closer engagement of employers in labour market projections; the poor schools practical equipment and exiting difficulties for access to the system for vocational training and education of the elderly people. 1.2 The economic circumstances 1 National Strategic Reference Framework Republic of Bulgaria, For the Programming period , Council of Ministers, 2007, p, 29; government.bg
2 The upward and stable economic development in the last ten years causes increasing demand for labour as a result of which unemployment went down from 13.7% in 2003 to 9.1% in 2006 and continues to fall in 2007 (numbering 259 thousand people or 7% in August). With an economic growth of over 6 percent in the last three years ( ), stable inflation (6.1 in 2004, 5.0 in 2005 and 7.3 in 2006), increasing direct foreign investments from million EURO in 2004 to 4104 million EURO in 2006 the economic circumstances favour labour demand. Both economic activity and employment increase (the former from 49,2% in 2003 to 51.3% in 2006 and the latter from 42.4% in 2003 to 46,7% in 2006). Total employment increased by 10.8% in 2006 compared to 2003 and from a branch point of view there was an increase in employment in 10 out of 14 industrial sub-sectors, 2 as well as in most of the service sub-sectors construction, trade, hotels, finance, real estate business, etc. Increasing employment in the above mentioned branches corresponds to increasing registered vacancies, mainly by the private sector, as reported by the National Employment Agency in its Annual Report Labour Market The highest number of vacancies was registered in manufacturing industry, followed by trade, agriculture, construction, etc. Within the increasing demand of labour its structure points out quite contradictive tendencies depending on the source of information on it. Following data on registered vacancies that come from monthly registers of the labour offices one should conclude that demand for low educated and qualified labour prevailed. However, this information should be interpreted bearing in mind that, on the one hand, only some of the available vacancies are registered with the labour offices. 4 On the other hand, labour market program registered about one-fourth of the vacancies. It is well known that these programmes are often targeted to specific, vulnerable groups who are low educated and not qualified. However, if we compare the registered vacancies and the occupied vacancies within a month we will find out that more than half of them are hard to fill vacancies. This fact confirms the serious skill and qualification gap between demand and supply, although the hard to fill vacancies could be a result of bad working conditions as well as low payment, etc. There are several case studies that present additional information on matching supply and demand. A case study on labour demand and supply, 5 pointed out that 86% of the respondents have difficulties to find relevant staff as well as they face lack of relevant personnel in the regions. The employers complained that labour force lacks experience, qualification and motivation. Meanwhile people have higher expectations than offered by employers, which comes to outline not only skill mismatches but expectation mismatch as well. Further, the outcomes of this study point that the experts are the most demanded group (53%), while only 3% need managers; 29% of the firms need administrative staff, among them 15% need workers. People point that the main source of information about labour demand are the mass media and on-line portals. Only 8% of employers search to hire staff through labour offices. 2 Processing industry, manufacturing of vehicles, mineral and non-mineral resources, food and textile products. 3 Labour Market 2006, Annual Report, NEA, p.53 4 According to a case study only 8% of employers registered their vacancies with the labour offices. 5 The study was performed by Manpower Consulting in 2006 and the sample included 300 firms.
3 A more present case study 6 confirmed to a great extent the already described picture and additionally expands the profile of the mismatch with a lack of qualification in languages; ability to work with computers and internet; team work; low communication. This study outlines that present demand for labour in Bulgaria is concentrated in the medium positions (positions that do not need special educational level, but need some special ability) and that there are significant regional imbalances in labour demand and supply. Despite increasing labour demand, on the supply side there are certain groups in the market that are difficult to be reintegrated in employment e.g. long-term unemployed people (55.8% of total unemployment in 2006), of whom 35% are with lower secondary and 11% are with primary or lower education. Nearly one-fifth of the unemployed people are people, looking for their first job, which means that they have no work experience and among them 44% are those, who look for a job after leaving school or university. These facts indicated some aspects of the problems with the supply of labour, as well as lack of correspondence between educational system and labour demand. One reason for this is the missing system for monitoring labour demand as well as the lack of effective system for professional orientation and motivation. In the absence of a system for continuous monitoring and reporting of the labour market s needs of work force with particular professional skills and qualities several surveys reported such needs in certain moments. The study of three branches in a project named Development of a system for identification and monitoring of the employers needs of professional education and development a strategy for education of elderly people (EuropeAid/120163/D/SV/BG) 7 confirmed that there is a direct relation between the changes in the technologies and the changes in the qualification of the labour force and this relation was stronger in textile industry (55.6), followed by construction (53.2%) and hotels (46.6%). The results also outlined that relevant qualification is a factor of first priority for employers in all three studied branches, while relevant education was of highest importance for employers in hotels branch (51.5%). The assessment of the need of new skills, e.g. re-qualification, was pointed by 37.2% of employers in the three studied branches and ranged as second important factor determining labour demand. This need was identified by 45.9% of employers in construction, followed by 34% of employers in textile and hotels. 35.6% of employers reported that their demand for labour will expand in the future. This was valid for 42.3% of employers in construction, followed by 42.5% of all employers in textile and 21% of employers in hotels. By the moment of the survey the employers most frequently point the following jobs as unoccupied in the area of construction: welder, shuttering worker, mason, plasterer, steelconstruction worker. The most unoccupied jobs in the hotel business are: waiter, cook, barman; in the production of clothes (of textile) these are: tailor of male/female clothes, machine operator for sewing, performer of models. According to above mentioned study named Study and projection of employers need of labour force with special qualification 8 in the period , labour demand in Bulgaria will be concentrated on positions in the middle scale of qualification like sales assistants, tailors, cooks, real estate agents, drivers, hotel room attendants, staff accepting and transferring information. 6 Matching and Projections on Demand for Labour, Industry Watch and Vitosha Research, May The project was performed by GOPA Worldwide Consultancy and Balkan Institute for Social Policy. Pilot study was completed in It covered 8 regions and was tested in three branches hotels; textile and construction. 8 Study and projection of employers need of labour force with special qualification performed by Industry Watch and Vitosha Research, May2007 Report, prepared for the Ministry of Labour and Social Policy
4 The demand in the specialized positions will be directed towards mechanics, fitters, civil construction engineers, nurses, civil construction technicians, etc. 1.3 The institutional and legal background Describing the existing infrastructure for matching demand and supply of labour in Bulgaria we have to say that the institutional and legal base develop in a satisfactory way Institutional framework The institutional net for matching labour market needs in respect to education and training is developed at national, regional and local level. At national level it includes the following institutions: Council of Ministers, which determines the national policy in the field of education and labour market; Ministry of Education and Science; Ministry of Labour and Social Policy; National Employment Agency; National Agency for Vocational Education and Training (NAVET); Ministry of Culture; Ministry of Health, etc. The branch ministries are important institutions of this net. They participate in the development, coordination and actualisation of the state educational standards for acquisition of qualification under specific skill. There are 208 skills in the present register of skills in the country, disaggregated to over 5000 work positions. The branch ministries are also participants in the process of development, coordination and upgrading the Register of skills in regard to the professional education and qualification. They are closely involved in the planning and the coordination of the state quotes for vocational education, financially contribute for this education due to which they participate in the distribution of the financial resources for vocational education and training within the state quotes. They are also participants in the process of controlling the usage of financial resources through their participants in the managing bodies and the different expert groups in the NAVET. The representative organisations of employers and employees are also members of the institutional net at national level as well as two councils the Council for encouraging employment with the Minister of Labour and Social Policy and the National Consultancy Council regarding Profession Qualification of the Labour Force. At regional level the institutions, responsible for matching supply and demand in respect to education, training and qualification are the Regional Directions for Employment; the Regional Educational Inspectors; the uniformly and the temporary employment commissions with the regional development councils as well as the regional administration. At a local level the municipalities are the institutions that consult the policy makers regarding the professional education within the municipality, the need of skills and the professional orientation of scholars, unemployed people, as well as about the existing capacity, incl. the financial resources for the development of the professional education, the centres for professional orientation and the efficiency of the active labour market measures in the field of education and professional training. There are also councils for cooperation with the local labour offices that monitor the realisation of the programmes and measures, included in the National Employment Action Plan. As seen from all above pointed there is a net, including both horizontal and vertical institutions, that is supposed to be able to match the interests of all agents regarding supply and demand of labour at national, regional and local level. It includes branch interests, but only as an element of
5 the national, regional or local structure, while in the Welsh case the branch approach is the leading when the institutional structures are set up Legal framework The existing legal base is relatively new and favours the improvement of the quality of the human capital and the labour force in particular. The Constitution of the Republic of Bulgaria includes the basic principle for peoples rights to free education. There are a number of other laws and legal acts that regulate the vocational education Labour Code; Education Act; Professional Education and Training Act; Higher Education Act; Employment Promotion Act; Crafts Act; The Chitaliste 9 Act; Convention on Technical and Professional Education, etc. Each of these legal acts regulates certain areas from the process of formation of labour force with the necessary skills and qualifications. Despite the availability of this relatively good legal base the problems with matching labour supply and demand remain The international experience and assistance During the period of transition and in more present time, in particular Bulgaria has been quite open in studying the international experience in labour market, and has been assisted in the process of organization and application of a number of market tools and mechanisms, as well as in policy design. It is worth to mention the UK assistance in the sphere of labour office administration and services development, the German assistance in vocational and training education, the Dutch consultancy support in the development of monitoring system in different fields of the labour market and the building up of a relevant system for assessment of labour market programs. There are many other examples that could be provided, however, the point is that based on the international experience Bulgaria has reached progress in some fields of the labour market but still has to progress in another and matching supply and demand and forecasting skill needs is one of these fields. 9 Chitaliste this is a type of local cultural centre typical for Bulgaria.
6 2. Assessment of the potential transferability of the Welsh policy/measures experience to Bulgarian practice The presented transferability of the Welsh policy/measures experience in marching supply and demand of labour to Bulgarian practice could be discussed at least from two points of view: regarding the applied approach and regarding the applied mechanisms. Transferability regarding the applied approach to match demand and supply Comparing Welsh and Bulgarian structures, that are supposed to contribute for matching demand and supply of labour we have to say, that many of the contained elements of the systems are similar as far as institutions and relevant infrastructure are concerned. However, the Bulgarian approach to managing the system is based on vertical levels of market organization (national, regional and local institutions and respective obligations including the sectoral level ), while the Welsh approach relays mainly on horizontal market structures. From this point of view we have to say that Welsh labour market is to a higher extent unregulated compared to Bulgarian labour market. Bearing in main these significant differences the transferability of the experience, as an approach seems to be relatively low. Transferability related to the applied mechanisms As far as applied mechanisms are concerned the transferability of different elements and mechanisms could be very useful for Bulgarian practice; The first point is the regular system for studying and monitoring market need of specific labour; The second point is the evaluation practices and the assessment of the impacts; The third point is the need to have strategic views on economic and labour market development so as to build a Strategy as a guidance for the policy; Quite interesting and provocative are the views whether the economic growth and the sustainable development should be based only on high skill level strategy; Quite interesting and transferable to a high extent is the method used of building networks, open enough to engage the participation and the contribution not only of governing bodies and social partners, but the non-governmental organisation and other structures of the civil society.
7 3. Important issues and further developments More than a half of the employers in Bulgaria expected an increase in demand of qualified labour as a result of the technological updating of the capital. 10 This means that there is a need of more effective debate on the strategic issues of matching supply of labour with market requests. This debate should result in a clear political decision with respective operational tools for completing the integration of the institutions in an integrated system including: (a) an effective information system for monitoring and projecting labour market skill matching; (b) complete system for professional orientation and information ensuring effective and timely orientation of supplier of labour about future labour market needs; (c) closer integration between the providers of training and employers; (d) a system for regular assessment of the efficiency of existing matching system related to matching demand and supply from the point of view of labour skill and qualification; (i) evaluation of the impact of existing system on matching demand and supply. Further to above mentioned it is worth to discuss the Welsh practice and encourage the development of more active sectoral dialogue for describing the sectoral development and its need of skilled labour, creating sectoral skill networks, that could integrate all interest agents incl. the providers of training so as to uncertain specific sectoral labour needs. With regard to the relatively low level of payment and living standard and skilled labour emigration as a specific for Bulgaria issue that needs political and respective operational decisions is labour migration. There is a need of political decision about the dilemma to export qualified labour and import low qualified labour to fill the skill gap. This means to have clear idea whether the country will focus the policy on attracting local labour force by improving labour conditions, incl. payment of skilled labour, or will invest in increasing the quality of low qualified immigrants. This question concerns also the way of distribution of financial resources, incl. EU fund, for investments human capital. References 1. National Strategic Reference Framework Republic of Bulgaria, For the Programming period , Council of Ministers, 2007, p, 29; government.bg 2. Operational Program Human Capital Development: ; Council of Ministers, 3. Employment Strategy ; Council of Ministers 4. National Strategy for Continuing Vocational Training ; Council of Ministers 5. Life-long Learning Strategy, Council of Ministers 6. Social Inclusion Strategy; Council of Ministers 7. Labour Market 2006, Annual Report, National Employment Agency, Matching and Projections on Demand for Labour, Industry Watch and Vitosha Research, May Some outcomes of case study on labour demand, published in news paper 24 hours, 1 October, 2007, 10 Development of a system for identification and monitoring of the employers needs of professional education and development a strategy for education of elderly people (EuropeAid/120163/D/SV/BG), GOPA Worldwide Consultancy and Balkan Institute for Social Policy, 2006.
Bottleneck Vacancies in Bulgaria
Bottleneck Vacancies in Bulgaria Health care, ICT and manufacturing sectors affected The majority of vacancies exist within health care, IT sector and manufacturing. Since 2008 the vacancies have decreased
More informationBottleneck Vacancies in the Czech Republic
Bottleneck Vacancies in the Czech Republic Bottlenecks appearing in the construction and manufacturing sectors Difficulties with recruitment are reported only by 14% of employers (based on a survey published
More informationIvanka Mihailova -National ECVET team Coordinator, HRDC Evgenia Pekaj - National ECVET Expert, Managing Partner, "Epsilon HR Penka Nikolova -
Ivanka Mihailova -National ECVET team Coordinator, HRDC Evgenia Pekaj - National ECVET Expert, Managing Partner, "Epsilon HR Penka Nikolova - National ECVET Expert, NAVET 1. Role of Work-based learning
More informationBottleneck Vacancies in Slovakia
Bottleneck Vacancies in Slovakia Motor vehicle manufacturing industry driving skill demand Slovakia has the highest per capita car production in the world and 26% of GDP is created by the manufacturing
More informationBottleneck Vacancies in Romania
Bottleneck Vacancies in Romania Recruitment difficulties for manufacturing sector Evidence from studies and reports indicates that the, the main bottlenecks appear within craft and related trades workers,
More informationPES approaches and measures for low-skilled young people Support for transfer visit, Amsterdam, 15 July 2011
The European Commission Mutual Learning Programme for Public Employment Services DG Employment, Social Affairs and Inclusion PES approaches and measures for low-skilled young people Support for transfer
More informationKeywords: Skill development, Economic growth, Human resource
Skill Development Impact on Economic Growth Dr. Ragini Sharma Abstract Human resource is an essential determinant of economic growth and development. It consists of different factors like education, health,
More informationBottleneck Vacancies in Latvia
Bottleneck Vacancies in Latvia Bottleneck vacancies mainly in skilled manual occupations Main bottlenecks are identified within the ICT sector, manufacture of textiles and construction. Health care is
More informationWork activity of MLSA in the context of 4 th industrial revolution
Work 4.0 - activity of MLSA in the context of 4 th industrial revolution Mutual Learning Programme Seminar Work 4.0 digitalisation of the labour market 28 February 2018 Czech Republic industry republic
More informationSituation on Alytus labour market Services provided to employers
Instruments to support employers on the Polish and Lithuanian labour market Suwalki, December 15, 2014 Situation on Alytus labour market Services provided to employers Agnė Žygaitė EURES adviser Alytus
More informationPES approaches and measures for low-skilled young people Support for transfer visit, Amsterdam, 15 July 2011
The European Commission Mutual Learning Programme for Public Employment Services DG Employment, Social Affairs and Inclusion PES approaches and measures for low-skilled young people Support for transfer
More informationBULGARIA E-government Strategy
BULGARIA E-government Strategy TABLE OF CONTENTS 1. INTRODUCTION...3 2. REALITIES...3 3. VISION AND STRATEGIC OBJECTIVES...5 4. GOALS...7 5. GENERAL PRINCIPLES...8 6. ORGANISATION AND MANAGEMENT...9 ANNEX
More informationThe role of skill policies to support employability. Anastasia Fetsi Agnieszka Majcher-Teleon
The role of skill policies to support employability Anastasia Fetsi Agnieszka Majcher-Teleon EU approach to skill policies: Lifelong Learning Provision of training opportunities to all; young and adults,
More informationConcept paper for strengthening the Institute for Public Administration and increasing its role in modernizing the state administration
Concept paper for strengthening the Institute for Public Administration and increasing its role in modernizing the state administration 2014 2016 *The concept paper has been discussed and approved in the
More informationEurope Direct is a service to help you find answers to your questions about the European Union. Freephone number (*):
POSITION PAPER PROPOSAL FOR A STRUCTURED COOPERATION BETWEEN PUBLIC EMPLOYMENT SERVICES (PES) AND THE EDUCATION SECTOR FOR BETTER SCHOOL-TO-WORK TRANSITIONS European Network of Public Employment Services
More informationMeasures and tools to anticipate restructuring
Measures and tools to anticipate restructuring Henrik Mahncke October 2010 Oxford Research A/S Falkoner Allé 20 2000 Frederiksberg C Denmark Oxford Research AB Box 582 201 25 Malmö Sweden Oxford Research
More informationTHE DECENT WORK COUNTRY PROGRAMME FOR THE REPUBLIC OF ARMENIA
THE DECENT WORK COUNTRY PROGRAMME FOR THE REPUBLIC OF ARMENIA 2007-2011 Introduction The Decent Work Country Programme in the Republic of Armenia (further the Programme) seeks to promote decent work as
More informationStrengthening Growth in an Era of Demographic Change. BIAC Statement to the Meeting of G8 Labour and Employment Ministers
Business and Industry Advisory Committee to the OECD Comité Consultatif Economique et Industriel Auprès de l OCDE Strengthening Growth in an Era of Demographic Change BIAC Statement to the Meeting of G8
More informationWho is (not) needed at the labour market in Podlasie? Characteristics of job supply and demand in the voivodship.
Białystok 2010 Voivodship Labour Office Who is (not) needed at the labour market in Podlasie? Characteristics of job supply and demand in the voivodship. It is not enough to secure a job The inhabitants
More informationRegulations and practice of road safety audits on the roads in Bulgaria
member of Regulations and practice of road safety audits on the roads in Bulgaria Dipl.eng.Ivan Tabakov MSc member of section Road safety auditors at Bulgarian Branch AssociationRoad Safety 07.10.2016
More informationTRACER STUDY of graduates labour market integration
Background TRACER STUDY of graduates labour market integration The water and sanitation sector in Moldova is in great need of highly qualified labour force that would install, operate and troubleshoot
More informationTOWARDS A JOB-RICH RECOVERY
RESOLUTION on Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions TOWARDS A JOB-RICH RECOVERY The 2012
More informationHEALTH AND SAFETY COMMITTEES & GROUPS: COMPOSITION, ACTIVITIES AND PROBLEMS Survey data analysis in the transport sector
HEALTH AND SAFETY COMMITTEES & GROUPS: COMPOSITION, ACTIVITIES AND PROBLEMS Survey data analysis in the transport sector 1. Background 1.1. Legislative framework In the process of negotiations for the
More informationEVALUATION OF THE YOUTH EMPLOYMENT INITIATIVE IN LITHUANIA EXECUTIVE SUMMARY
EVALUATION OF THE YOUTH EMPLOYMENT INITIATIVE IN LITHUANIA EXECUTIVE SUMMARY The evaluation was implemented by JSC PPMI Group and public entity Public Policy and Management Institute, according to November
More informationJoint conclusions of the Spanish Presidency EU Youth Conference youth employment and social inclusion, Jerez, Spain April 2010
Joint conclusions of the Spanish Presidency EU Youth Conference youth employment and social inclusion, Jerez, Spain 13-15 April 2010 Youth Employment is the common theme of the three EU Youth Conferences
More informationThe Riksbank s Business Survey. The economic boom continues
The Riksbank s Business Survey The economic boom continues February 2018 THE RIKSBANK S BUSINESS SURVEY FEBRUARY 2018 1 The Riksbank s Business Survey in February 2018 1 The economic situation is deemed
More information1. A brief assessment of economic circumstances and the institutional background in Romania relevant for assisting disadvantaged groups
Assisting the Disadvantaged Groups Statements and Comments Florin-Marius Pavelescu Institute of National Economy-Bucharest 1. A brief assessment of economic circumstances and the institutional background
More informationSkills for future Europe: New evidence from new forecast
Skills for future Europe: New evidence from new forecast Vladimir Kvetan Cedefop The new Cedefop skills forecast provides projections of skill supply and demand Including first analysis/indicators of LM
More informationUniversity of National and World Economy
University of National and World Economy www.unwe.bg University of National and World Economy established in 1920; the oldest and the largest economic university in Southeastern Europe; More than 20 thousand
More informationDr Andrzej Zadura Agricultural Property Agency Poland
Dr Andrzej Zadura Agricultural Property Agency Poland azadura@anr.gov.pl DFEE and FAO International Workshop Tonder Denmark, March 17 th 20 th, 2004 Land Banking/Land Funds as an Instrument for Improved
More informationTowards an effective Skills Strategy for Norway - The Norwegian experience working on a national Skills Strategy
Towards an effective Skills Strategy for Norway - The Norwegian experience working on a national Skills Strategy April 2016 The Norwegian Ministry of Education and Research is looking at the process of
More informationSocial entrepreneurship and other models to secure employment for those most in need (Croatia, October 2013)
Social entrepreneurship and other models to secure employment for those most in need (Croatia, 29-30 October 2013) Czech Republic 1 Petra Francová P3 People, Planet, Profit, o.p.s. Pavel Dudek Ministry
More informationSOLIDAR CONTRIBUTION TO EUROPEAN COMMISSION GUIDE ON SOCIALLY-RESPONSIBLE PUBLIC PROCUREMENT
SOLIDAR CONTRIBUTION TO EUROPEAN COMMISSION GUIDE ON SOCIALLY-RESPONSIBLE PUBLIC PROCUREMENT Introduction SOLIDAR welcomes the invitation by DG EMPL to contribute to the Commission Guide on socially-responsible
More informationSubmission to the RSA Inclusive Growth Commission Inclusive labour market instrument: Job rotation
Submission to the RSA Inclusive Growth Commission Inclusive labour market instrument: Job rotation Dr David Etherington and Professor Martin Jones October 2016 Introduction This paper relates to the RSA
More informationThe contribution of operational program Human Resource Development for encouraging employment and labour productivity in Bulgaria
MPRA Munich Personal RePEc Archive The contribution of operational program Human Resource Development 2007-2013 for encouraging employment and labour productivity in Bulgaria Iskra Beleva 2015 Online at
More informationBottleneck Vacancies in Germany
Bottleneck Vacancies in Germany Germany s biggest sectors affected most by recruiting difficulties Approximately eight out of the 20 most important bottleneck vacancies relate to Germany s two biggest
More informationMutual Learning Programme
Mutual Learning Programme DG Employment, Social Affairs and Inclusion Peer Country Comments Paper- Finland Flexicurity new challenges arising? Peer Review on Flexicurity Copenhagen (Denmark), 20-21 November
More informationG20 Information Centre provided by the G20 Research Group
Follow @g20rg Tweet G20 Summits G20 Ministerials G20 Analysis Search About the G20 Research Group [English] [Français] [Deutsch] [Italiano] [Portuguesa] [Japanese] [Chinese] [Korean] [Indonesian] G20 Information
More informationFORECASTS OF EMPLOYMENT NEEDS IN THE CYPRUS ECONOMY
SUMMARY OF STUDY FORECASTS OF EMPLOYMENT NEEDS IN THE CYPRUS ECONOMY 2017-2027 The systematic monitoring of employment trends over time and projecting the future situation of the labour market are key
More informationDidactic challenges for the future how to predict future skill needs on the labour market
Didactic challenges for the future how to predict future skill needs on the labour market GRASPING THE FUTURE A Challenge for learning and innovation 1-3 October 2008, Helsinki MORPiE (Polish abbreviation
More informationPES and older workers: Qualification counselling and training subsidies
The European Commission Mutual Learning Programme for Public Employment Services DG Employment, Social Affairs and Inclusion PES and older workers: Qualification counselling and training subsidies Study
More informationEXPANDING EVIDENCE ON SKILLS SUPPLY AND DEMAND CRISTINA MEREUTA, LABOUR MARKET SPECIALIST, ETF TURIN, OCTOBER 3 RD, 2017
EXPANDING EVIDENCE ON SKILLS SUPPLY AND DEMAND CRISTINA MEREUTA, LABOUR MARKET SPECIALIST, ETF TURIN, OCTOBER 3 RD, 2017 WORKSHOP S FLOW I. Key sources of evidence to inform education, training and employment
More informationINTERSESSIONAL PANEL OF THE UNITED NATIONS COMMISSION ON SCIENCE AND TECHNOLOGY FOR DEVELOPMENT (CSTD) Budapest, Hungary January 2016
INTERSESSIONAL PANEL OF THE UNITED NATIONS COMMISSION ON SCIENCE AND TECHNOLOGY FOR DEVELOPMENT (CSTD) Budapest, Hungary 11-13 January 2016 Contribution of the Republic of Bulgaria to the CSTD 2015-16
More informationPartnerships for Employment to Employability
Partnerships for Employment to Employability Dr.pol.cand. El na Egle General Director of Employers Confederation of Latvia Presidency Conference: Anticipating and managing restructuring in a socially responsible
More informationUEAPME position on the Commission s communication New skills for new jobs Anticipating and matching labour market and skills needs
UNION EUROPEENNE DE L ARTISANAT ET DES PETITES ET MOYENNES ENTREPRISES EUROPÄISCHE UNION DES HANDWERKS UND DER KLEIN- UND MITTELBETRIEBE EUROPEAN ASSOCIATON OF CRAFT, SMALL AND MEDIUM-SIZED ENTERPRISES
More informationin partnership with LABOUR MARKET OUTLOOK Winter VIEWS FROM EMPLOYERS REGIONAL INSIGHTS: SCOTLAND
in partnership with LABOUR MARKET OUTLOOK VIEWS FROM EMPLOYERS Winter 2017 18 REGIONAL INSIGHTS: SCOTLAND The CIPD is the professional body for HR and people development. The not-for-profit organisation
More informationRestructuring Employment Service for Expanding Youth Employment
, pp.61-65 http://dx.doi.org/10.14257/astl.2015.114.12 Restructuring Employment Service for Expanding Youth Employment Ji-hyun Oh 1, Young-min Lee 2 1 Graduate program of Human Resource Development Policy,
More informationMyCompetence - The Bulgarian National Workforce Competence Assessment System
Bulgarian Presidency of the Council of the EU Directors General for Higher Education meeting 19 21 February 2018, Sofia, National Palace of Culture MyCompetence - The Bulgarian National Workforce Competence
More informationCzech Republic ILO COOPERATION RESULTS OVERVIEW
Czech Republic ILO COOPERATION RESULTS OVERVIEW December 2012 1. INTRODUCTION The International Labour Organization (ILO) is the lead institution responsible for drawing up and overseeing international
More informationAcademic Journal of Interdisciplinary Studies MCSER Publishing, Rome-Italy
Equitable Representation of Communities in Public Administration in Republic of Macedonia as One of the Copenhagen Political Criteria for EU Membership Associate Prof. Abdula Azizi Doi:10.5901/ajis.2014.v3n3p66
More informationEmployers Confederation of Latvia (LDDK) has carried out interviews in 30 companies in Latvia from 19 th November, 2015 to 8 th January 2016.
Developing Apprenticeship: In- Company Trainer Training and Apprenticeship Promotion No. - - LT- KA- Company Needs Questionnaire SUMMARY Employers Confederation of Latvia (LDDK) has carried out interviews
More informationFlemish Minister for Finance, Budget, Work, Town and Country Planning and Sport
Policy Paper 2009-2014 WORK A new labour market vision for Flanders Philippe Muyters Flemish Minister for Finance, Budget, Work, Town and Country Planning and Sport Design: Department of the Services for
More informationMutual Learning Programme Key messages from the Peer Review on
Mutual Learning Programme Key messages from the Peer Review on Measuring labour market tightness to improve employment policies and reduce skills mismatches Paris (France), 18 December 2018 Full materials
More informationThe Qualifications Triangle and Competency Development A vision for the collaboration between practical training companies, educational institutions
The Qualifications Triangle and Competency Development A vision for the collaboration between practical training companies, educational institutions and knowledge centres Aequor Ede Competency Development
More informationMorten Kjaerum Director of the European Union Agency for Fundamental Rights
PLANNING HUMAN RIGHTS ACTION BEST PRACTICES HELSINKI, 12 OCTOBER 2011 Morten Kjaerum Director of the European Union Agency for Fundamental Rights Ladies and gentlemen As you may know the European Union
More informationRESOLUTION on. "THE REALIZATION OF YOUNG PEOPLE ON THE LABOUR MARKET" (own-initiative resolution) Sofia, 2015
RESOLUTION on "THE REALIZATION OF YOUNG PEOPLE ON THE LABOUR MARKET" (own-initiative resolution) Sofia, 2015 The Action Plan for 2016 of the Economic and Social Council included the elaboration of a resolution
More informationYOUTH EMPLOYMENT IN MALAYSIA; SKILLS DEVELOPMENT AND
YOUTH EMPLOYMENT IN MALAYSIA; SKILLS DEVELOPMENT AND EMPLOYMENT PROGRAM FOR YOUTH TO MEET DEMAND FOR HIGH INCOME ECONOMY Foundations of Thematic Analysis 1 Malaysia Population Clock (2012) 35,000.00 30,000.00
More informationESIMeC: Skills Forecasting Masterclass
ESIMeC: Skills Forecasting Masterclass Presentation 1: Introduction to Skills Forecasting and Why Skills Matter Graeme Harrison, Oxford Economics 1 st March 2012 Outline Why skills matter Definition of
More informationRecruitment and Retention of the Health Workforce in Europe
Recruitment and Retention of the Health Workforce in Europe Executive Summary European Health Management Association April Consumers, Health, Agriculture and Food Executive Agency Directorate D Health
More informationProposal for a DECISION OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL
EUROPEAN COMMISSION Brussels, 13.9.2012 COM(2012) 502 final C7-0292/12 Proposal for a DECISION OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL on the mobilisation of the European Globalisation Adjustment
More informationNorway: : country report
REPORT ON THE COMPARISON OF THE AVAILABLE STRATEGIES FOR PROFESSIONAL INTEGRATION AND REINTEGRATION OF PERSONS WITH CHRONIC DISEASES AND MENTAL HEALTH ISSUES BASED ON FIVE CATEGORIES OF SOCIAL WELFARE
More informationEuropass Curriculum Vitae
Europass Curriculum Vitae Personal information First name(s) / Surname(s) Address(es) Irena ZAREVA 3 Aksakov Str., 1040 Sofia, Bulgaria Telephone(s) + 359 2 8104015 Mobile: + 359 887 871393 Fax(es) + 359
More informationWorld Chambers Competition
World Chambers Competition Best education and training project Eskişehir Chamber of Industry Turkey FINALIST 2017 World Chambers Competition For the Category of Best Job Creation and Business Development
More informationStandard Summary Project Fiche. 1.2 Title: Support for the Design and Implementation of Development and Assessment Programme for Senior Civil Servants
Standard Summary Project Fiche 1. Basic Information 1.1 CRIS Number: 2004-016-919.06 1.2 Title: Support for the Design and Implementation of Development and Assessment Programme for Senior Civil Servants
More informationScottish Sector Profile
Scottish Sector Profile 2011 www.alliancescotland.org 1 Introduction 01 2 Summary of findings 02 3 Sector characteristics 03 4 Recruitment 05 5 Qualifications sought from candidates 06 6 Skill gaps 07
More informationPublic attitudes to work in South Africa: a missing link. Bongiwe Mncwango 15 July 2016
Public attitudes to work in South Africa: a missing link Bongiwe Mncwango 15 July 2016 OUTLINE 1 Introduction 2 The LMIP research 3 4 Research methods Highlights of study findings 5 Implications for skills
More informationMutual Learning Programme
Mutual Learning Programme DG Employment, Social Affairs and Inclusion Peer Country Comments Paper - Czech Republic Still long way to go to establish sustainable LM forecasting system, but initial conditions
More informationU.S. TALENT SHORTAGE SURVEY
2015 U.S. TALENT SHORTAGE SURVEY OVERVIEW ManpowerGroup surveyed over 5,000 hiring managers in the United States for the 10th annual Talent Shortage Survey. For the past decade, U.S. employers have experienced
More informationREGIONAL CONFERENCE ON SKILL DEVELOPMENT FOR NORTH-EASTERN STATES ATTEMPTS AND EXPERIENCES OF TRIPURA. 22 nd May 2012 Agartala
REGIONAL CONFERENCE ON SKILL DEVELOPMENT FOR NORTH-EASTERN STATES ATTEMPTS AND EXPERIENCES OF TRIPURA 22 nd May 2012 Agartala SKILL DEVELOPMENT IN TRIPURA Overview: Skill Development concerns all Departments
More informationPOSITION PAPER TWO YEARS AFTER: THE IMPLEMENTATION OF THE YOUTH GUARANTEE
POSITION PAPER TWO YEARS AFTER: THE IMPLEMENTATION OF THE YOUTH GUARANTEE 1 The European Youth Forum has always welcomed the ambition of the Youth Guarantee (YG) to provide all young people, especially
More informationTHE INWENT CAPACITY BUILDING CONCEPT
THE INWENT CAPACITY BUILDING CONCEPT Personnel and Organisational Development in International Co-Operation Status: 24 April 2006 InWEnt Internal Strategy Paper Written by: Ingrid Jung and Hinrich Mercker
More informationCOAL MINING SECTOR TRANSITION IN SLOVAKIA
COAL MINING SECTOR TRANSITION IN SLOVAKIA Zuzana Furmanczuk Slovak Renewable Energy Agency November, 2018 INTRODUCTION In the past years the European union has been working towards reducing its carbon
More informationAlberta Ministry of Labour 2017 Alberta Wage and Salary Survey (AWSS)
1 Alberta Ministry of Labour 2017 Alberta Wage and Salary Survey (AWSS) The Alberta Wage and Salary Survey is undertaken by the Alberta Ministry of Labour to provide current wage rates and skill shortage
More informationThe Brazilian National Employment System (SINE) and its link with the private sector
MINISTRY OF LABOR AND EMPLOYMENT (MTE) SECRETARIAT OF PUBLIC POLICIES FOR EMPLOYMENT (SPPE) The Brazilian National Employment System (SINE) and its link with the private sector Workshop Decentralized Public
More informationDemographic: by reduction of the birth rate, aging of the population, one-parent families, immigration, etc.
Analysis of the situation of the homelessness in Spain Dolores Ruiz Bautista Ministry for Health, Social Policy and Equality The Context The European commitment with the situation of homeless people has
More informationHaving examined the Civil Service Law No 19 of 1964, and it s amending Legislation No 58 of 1970, (Labour);
NATLEX Database LYB-1973-R-66859 Unofficial translation prepared for the International Labour Office. The translation is based on a source document which is unclear in parts. This translation is intended
More informationThe road to Tomorrow s Jobs is not Yesterday s Training
Prof. Dr. Reinhold Weiss The road to Tomorrow s Jobs is not Yesterday s Training Greening of the Economy Auswirkungen auf Beschäftigung und Bildung Friedrich-Ebert-Stiftung / Hans-Böckler-Stiftung Berlin,
More informationHuman Resources Development OP Estonia
Human Resources Development OP Estonia Margus Haidak Ministry of Education and Research National Strategic Reference Framework 2007-2013 Human Resources Development OP Economic Environment Development
More informationThe Presidency Delegations Second Euro-Mediterranean Ministerial Conference on Employment and Labour (Brussels, November 2010)
COUNCIL OF THE EUROPEAN UNION Brussels, 26 November 2010 17042/10 SOC 805 MED 124 ILO 4 NOTE from: to: Subject: The Presidency Delegations Second Euro-Mediterranean Ministerial Conference on Employment
More informationEvaluation of the ESF activities supporting the institutional system of labour market and social assistance. Summary of the final report
Evaluation of the ESF activities supporting the institutional system of labour market and social assistance Summary of the final report 5th June 2008 The final report of the research Evaluation of the
More informationAEBR ANNUAL CONFERENCE. November 27/28, Karlovy Vary, Euregio Egrensis, Czech Republic
AEBR ANNUAL CONFERENCE November 27/28, 2003 Karlovy Vary, Euregio Egrensis, Czech Republic EDUCATION, TRAINING AND LABOUR MARKET 1. Context and Overall Trends Education, training and labour market development
More informationPeer Review Report. Peer Review on Corporate Social Responsibility Stockholm (Sweden), 25 September 2013
Peer Review Report Peer Review on Corporate Social Responsibility Stockholm (Sweden), 25 September 2013 Introduction The Swedish Ministry for Foreign Affairs hosted the third Peer Review (PR) the first
More informationnewstats Hot Jobs - Northwest Territories NWT Bureau of Statistics
newstats NWT Bureau of Statistics Hot Jobs - Northwest Territories 2018 wwwstatsnwtca Overview Hot Jobs is a list of occupations currently in high demand in the Northwest Territories (NWT) An occupation
More informationNational Employment Agency new services on the labour market and return migration.
National Employment Agency new services on the labour market and return migration. I.Holban, General Director of the National Employment Agency, Republic of Moldova Migration and skills seminar ETF, Turin
More informationHRD IN THE EUROPEAN UNION: INTERNET INFORMATION SOURCES
CARDS 2004 Local Partnerships for Employment Phase 2 This project is funded by the European Union EuropeAid/121013/C/SV/HR: Service Contract No. 107603 EU CARDS 2004 Local partnerships for employment -
More informationFig. 1: The indexed development of unemployment based on international methods chosen from. selected EU countries.
14 500 s The Public Employment Service in Ringkoebing amt, Denmark AF s Regulatory and Business Environment etc. Being the most important instrument in implementing Danish labour market policy, we would
More informationEstonian Unemployment Insurance Fund DEVELOPMENT PLAN FOR
APPROVED by Supervisory Board of the Estonian Unemployment Insurance Fund Decision no. 11 16 th of December 2015 Estonian Unemployment Insurance Fund DEVELOPMENT PLAN FOR 2016-2019 Tallinn, 2015 1 Mission...
More informationGOOD PRACTICE 27 BULGARIA - JOBS PROJECT JOB OPPORTUNITIES AND BUSINESS SUPPORT FOR ROMA
GOOD PRACTICE 27 BULGARIA - JOBS PROJECT JOB OPPORTUNITIES AND BUSINESS SUPPORT FOR ROMA Municipality SOFIA Action type JOBS PROGRAMME (3 Roma-targeted components implemented within the programme: JOBS
More information15 SOCIAL ASSISTANCE TRAINING AND EMPLOYMENT PLACEMENT INITIATIVES
Clause No. 15 in of was adopted, without amendment, by the Council of The Regional Municipality of York at its meeting held on November 21, 2013. 15 SOCIAL ASSISTANCE TRAINING AND EMPLOYMENT PLACEMENT
More informationTORINO PROCESS
TORINO PROCESS 2016-17 GEORGIA EXECUTIVE SUMMARY Executive summary of the Torino Process 2016 17 Georgia report. Find the full report on ETF Connections: Torino Process Platform Library at: https://connections.etf.europa.eu/communities/service/html/communitystart?communityuuid=79f686f5-87e0-4f04-90e1-a1fa53900ca2
More informationEmployer Skills Survey Skills in the labour market
Employer Skills Survey 20 Skills in the labour market 2 The definitive source of intelligence on the skills challenges employers across the UK are facing INTRODUCTION In examining the experiences and practices
More informationCountry programme document for Jordan ( )
24 May 2012 Country programme document for Jordan (2013-2017) Contents Paragraphs Page I. Situation analysis 1-5 2 II. Past cooperation and lessons learned.. 6 3 III. Proposed programme.. 7-14 4 IV. Programme
More informationPES and EU2020: making the employment guidelines work. Adopted by Heads of PES in Budapest, Hungary on June 2011
PES and EU2020: making the employment guidelines work Adopted by Heads of PES in Budapest, Hungary on 23-24 June 2011 Public Employment Services (PES) are recognised by the Employment Guidelines 2020 1
More informationTraining. management of Training Training centers Consulting Integrated Training Services
Training management of Training Training centers Consulting Integrated Training Services This way ahead Training at steep The steep GmbH is a service company that is specialised on individual, innovative
More informationHUMAN RESOURCE DEVELOPMENT IN ALBANIAN PUBLIC ADMINISTRATION
HUMAN RESOURCE DEVELOPMENT IN ALBANIAN PUBLIC ADMINISTRATION Ornela Shqarri Phd. Candidate (Faculty of Economy, University of Tirana) Abstract The social-economic changes occurring in Albania the latest
More informationTHE USE OF MARKETING COMMUNICATIONS MIX IN THE ORGANIZATIONS IN THE MARKET OF INFORMAL EDUCATION IN LATVIA
THE USE OF MARKETING COMMUNICATIONS MIX IN THE ORGANIZATIONS IN THE MARKET OF INFORMAL EDUCATION IN LATVIA Tatyana Golubkova Baltic International Academy Maxim Rapoport Riga, Latvia Annotation The use
More informationTORINO PROCESS REGIONAL OVERVIEW CENTRAL ASIA
TORINO PROCESS REGIONAL OVERVIEW CENTRAL ASIA CENTRAL ASIA Since the first round of the Torino Process in 2010, social, economic and demographic developments in Central Asia have pushed education, including
More informationMore and better skilled staff for the Egyptian tourism sector February 2018 in Hurghada, Egypt
More and better skilled staff for the Egyptian tourism sector 05 08 February 2018 in Hurghada, Egypt Source: World Travel and Tourism Council 2017; Bundesinstitut für Berufsbildung 2017; UNWTO World Tourism
More informationProf. dr Branko Glavonjić, University of Belgrade. Social aspects of the forest sector workforce in Serbia and Western Balkans
Prof. dr Branko Glavonjić, University of Belgrade Social aspects of the forest sector workforce in Serbia and Western Balkans CONTENTS How is the forest sector workforce changing? What are the drivers
More informationSkills and jobs mismatch. ILO findings from global research
21 22 November 2017 International seminar, Bogota Skills mismatch and anticipation of skills needs Methodologies and experiences Skills and jobs mismatch. ILO findings from global research Olga Strietska-Ilina
More information