Creation of new opportunities on labour market (example, work at home; A more efficient management of enterprises, especially of small and medium sized enterprises,
in Germany. 1989--2004 he was founder and director of the EURES Institute for Regional Studies in Europe, Freiburg i. Br.
of economic and social players through structures such as CREA (www. crea. es) and CEPYME (www. cepymearagon. es) on the employers'side.
2 1. 3 LABOUR MARKET EVOLUTION...3 2 SCIENCE AND TECHNOLOGY: A PRIORITY FOR THE REGIONAL GOVERNMENT OF CASTILLA Y LEÓN...
Background document 3 1. 3 Labour market evolution Due to the important rates of growth of our economy,
They comprise a diverse range of organisational forms such as employee-owned businesses, credit unions, cooperatives, development trusts, social firms, intermediate labour market organisations,
Following changes to the national rules on procurement, The french city of Nantes introduced labour market inclusion conditions into its procurement of public works (CEC, 2013a.
Similarly the Catalan Region and Barcelona City33 have applied social clauses in procurement for all its large contracts to integrate groups at risk of exclusion in the labour market.
employers, industry representatives, unions, labour market and training intermediaries (temporary work agencies and group training companies), local and regional government agencies,
and implementing new labour market integration processes, new competencies, new jobs, and new forms of participation,
collaborative research opportunities, services for knowledge transfer (e g. innovation brokers, labour mobility schemes, programmes for the commercialisation of university research),
Promote local labour mobility such as through university-industry staff exchange programmes. Use the concept of related variety to guide policy.
and making diaspora populations aware of local job vacancies. Learning processes are at the core of entrepreneurship and SME innovation.
Promote greater participation of SMES in local training programmes through the engagement of employers, unions and individuals.
External ideas for innovation can come from many places from collaborations with universities and other firms or business angels, from labour mobility among firms and organisations and from informal social capital contacts.
and a central role of unions and employers in regulating the economy and society in partnership with government.
The social contract included regulation of labour markets and a strong welfare state. The reduced power of large firms and unions,
and labour market flexibility increased the strain upon it. Social entrepreneurs and social enterprises such as nonprofit organisations have stepped into this breach (OECD, 2003;
labour market regulation, finance markets and intellectual property protection. OECD research shows for example how unbalanced taxes on company profits
which have been employers for a period of up to five years, with average annualised growth in employees greater than 20%a year over a three-year period and with ten or more employees at the beginning of the period. 2. See also NESTA (2009). 3. The OECD/Eurostat Entrepreneurship
Haltiwanger, J. 1999), Job creation and Destruction by Employer Size and Age: Cyclical Dynamics, in Z. Acs, B. Carlsson and C. Karlsson (eds.
20 30 40 50%Lack of access to additional funds Lack of skilled persons within business or labour market Lack of access to knowledge or technology Uncertain demand for new
As to external constraints the second strand of the literature heavy labour market regulations and market entry requirements are deemed traditionally to discourage entrepreneurship,
good quality of infrastructure and other facilities, proximity to natural resources that are key to the production process, a better match between employers and employees or buyers and suppliers, etc.
The establishment of spin-off enterprises from multinational companies and the normal flows of workers and managers between companies within the local labour market are some of the clearest examples of passive knowledge transfers.
Labour mobility accelerates knowledge flows within an innovation system. More generally, labour mobility within an innovation system should be promoted as a tool enabling local knowledge flows and spillovers via the transfer of skills and experience,
although marked inter-firm labour mobility can deter private investments in training, especially in SMES. University-industry staff exchange programmes should also be considered,
although rigid university employment practices and the very university incentive structure (e g. the pressure to publish on peer review journals) can render this specific type of labour mobility difficult.
Promote cross-fertilising technologies with multiple industrial applications. Considering that every technology implies several possible entrepreneurial opportunities
where the trainee is based mainly with an employer. Apprenticeship programmes are widespread, with countries like Denmark, Australia,
These incentives bring employer commitment to the system; they also create and fund intermediary bodies such as Group Training Organisations and New Apprenticeship Centres,
Training packages and apprenticeship schemes have been very successful in some countries as employers use the national qualification system to upgrade the skills of their workforces.
In addition, there should be transparency and clarity of objectives and information to both employers and employees and provision of standardised accreditation.
understand the roles, rights and responsibilities of individuals as employees, managers, employers, entrepreneurs, investors, customers and global citizens;
such skills constitute a competitive advantage for these routine workers in the labour market. Working with engineers also helps routine employees to further analyse their own activities
employers, industry representatives, unions, labour market and training intermediaries (temporary work agencies and group training companies), local and regional government agencies,
Adult learning and links with the labour market. Regional development, including capacity building for Business Support Providers (BSPS) and SME development agency staff.
increase transparency and clarity of objectives and information to employers and employees; give standardised accreditation.
Promote greater participation of SMES in local training programmes through the engagement of employers, unions and individuals,
I. and P. Braidford (2008), Engaging Employers in Continuing Training: An International Review of Policies and Initiatives, Research Report 30 march, UK Sector Skills Development Agency, United kingdom. Tether, B.,A. Mina, D. Consoli and D
and help with career planning and job applications, the project offers information, advice, and guidance services free of charge to all (students and non-students alike).
identifying and implementing new labour market integration processes, new competencies, new jobs, and new forms of participation,
identifying and implementing new labour market integration processes, new competencies, new jobs, and new forms of participation,
Strengthen the contribution of local skills ecosystems to entrepreneurship and SME development through greater engagement of employers,
include industry, universities, colleges, employment agencies, unions and training organisations/associations, and are supported by integrated policy approaches to skills development.
and training and integration into employment of persons excluded from the labour market. Social entrepreneur A person who recognises a social problem
Social innovations can, for instance, concern new competencies, jobs and forms of participation in the labour market,
creating employment opportunities for young people of that community, who are mostly black, training them for a music career.
In contrast, declining living standards for the majority and the lack of employment opportunities for young people are two of the foundations of the renewed spectre of political extremism
Consequently, those who are not academically successful are structurally shutout of stable and well-paid employment situations (Barrett 2010.
Disadvantaged Groups in the Labour market. Economic and Labour market Review 4 (6): 18 24. doi: 10.1057/elmr. 2010.78.
Barroso, J. M. 2009. How to Boost Social Innovation. http://europa. eu/rapid/press-release ip-09-81 en. htm. Bateman, M. 2010.
p. 1 Employers tackle‘unpredictable'skills mismatch in ICT sector...p. 2 EU's‘digital champions'make plea to next Commission...
Employers also have to be better at explaining that the opportunities in ICT are attractive,
as well as private employment services. Employers tackle‘unpredictable'skills mismatch in ICT sector Although ICT experts disagree on how big the future skills gap in the sector will be,
they are convinced that employers need to tackle the issue today through better training programmes, better start-up environments,
and recruiting more women. The past years'financial crisis is reflected still in the overall unemployment rate in the EU's 28 member states which at the start of the year was at around 10%.
No image problem Higgins said that employers face a big challenge in communicating what sort of exciting job opportunities the industry is providing, especially since fewer people study computer science.
The solution could be better cooperation between employers and the academic sector when designing courses.
many of those who fit the existing job market or can create their own start-ups, leave for the single US market
DG Employment is also running an initiative called New Skills for New Jobs to develop better matching-up of skills and labour market needs.
Government Options for the Labour market. Cambridge: Cambridge university Press, 1997, pp. 433-63.26 Gordon, Robert J.,Monetary Policy in the Age of Information technology:
or receiving online job applications 21.1 Ordering or booking online 16.9 Online order tracking 11.1 Website customisation for regular users 8. 4 Possibility of customers customising or designing
the respondents state that knowledge-sharing and collaboration opportunities with universities and public research organisations, quality and quantity of R&d personnel in the labour market, proximity to other company sites,
whereas the quality of R&d personnel in the labour market stood out in the EU. Market growth
Above average attractiveness was stated for knowledge-sharing and collaboration opportunities with universities and public research organisations, quality and quantity of R&d personnel in the labour market, proximity to other company sites,
and skills than the corresponding knowledge transfer strategies. 27 Quality and quantity of R&d personnel in the labour market rated clearly before labour costs.
That quantity of R&d personnel in the labour market is stated as a top three attractiveness factor contrasts with the observed lack of sufficient quantity in Germany. 30 Other factors are stated twice (proximity to other company
whereas the quality of R&d personnel in the labour market and public R&d support via grants & direct funding and fiscal incentives stood out in EU countries.
b1) quality of R&d personnel in the labour market (b2) quantity of R&d personnel in the labour market (b3) labour costs of R&d personnel (c) Proximity to:(
For instance, a database administrator may only obtain administrative privileges over the tables owned by its employer. 2. For a given task at hand,
Active labour market policy is a top priority to sustain employment, strengthen social cohesion and reduce the risk of poverty.
it focuses on labour market practices and the delivery of services. As such, it is at odds with other definitions
identifying and implementing new labour market integration processes, new competencies, new jobs, and new forms of participation,
focusing primarily on labour market changes. Instead of these we have adopted a simpler and sharper alternative. Social innovations are innovations that are social both in their ends and in their 18 means.
which provides flexibility for employers and security for employees against labour market risks and holistic early years'provision in Reggio Emilia, Italy);
returning to the labour market. In the West it had its roots in the humanism of the 18th century and the Industrial revolution,
Germany, France and the UK) and economic (helped by women's growing power in the labour market.
Thanks to their battles, legislation conferred new rights and obligations on employers and planners; and technologists accelerated their efforts to innovate.
These might include employers seeking new types of skills (e g. better ability to work in teams, or software programming.‘
which focus on integrating highly excluded groups into the labour market, it is highly likely that these figures significantly underestimate the true scale of social enterprise activity in the country.
or disadvantaged and marginalised groups into the labour market. lxviii A study of the WISE sector in Europe carried out by research network EMES,
Its three main activities are to get marginalised job seekers back into work; to buy, restore and sell low-priced 46 second hand recycled products (including clothes and furniture) to those on low incomes;
and reintegrate them into the labour market. The Koispe is a relatively unique organisational form in that it is both an independent trading enterprise and an official mental health unit,
which play a key role in integration various marginalised groups into the labour market 47 including adults with learning difficulties,
Partnership working with local municipalities and businesses has created sustainable employment opportunities and the various activities undertaken by Barka over the last 20 years have had a major influence in facilitating the emergence of civil society and social enterprise in post communist Poland.
Mindlab are also carrying out work on climate change, gender divisions in the labour market, breaking down barriers to employment faced by young immigrants. c SILK,
few resources are being devoted to labour market development and there is a dearth of skills, across sectors and relating to all stages of the innovation lifecycle.
as yet, been devoted to labour market development. Our analysis suggests that this is as important an issue as finance.
Having under-skilled staff has a detrimental impact on organisations-often leading to an increase in the workload of other employees-and many employers,
While a majority of employers formally assess whether individuals have gaps in their skills and/or hold a training and development policy,
or focused on transitions into the labour market. -Coordination, design, and implementation of different projects. This should include setting stricter protocols for evaluation
and growth have not fared well compared to more modest theories focused on such things as the dynamics of labour markets or monetary policy.
2001) The Emergence of Social Enterprise, London and New york, Routledge. lxix Spear, R. & Bidet, E. 2003)‘ The Role of Social Enterprise in European Labour markets',Working papers Series
identifying and implementing new labour market integration processes, new competencies, new jobs, and new forms of participation,
attracting talent (particularly younger people who want to believe that their employer has a social conscience;
As yet, very few resources have been devoted to labour market development. However, developing skills within the field of social enterprise is critical to the growth
delivered by prestigious graduate employers, business schools, think tanks, sector leaders and others. 486) Lessons in social entrepreneurship such as the programmes offered by INSEAD and the Skoll Centre for Social Entrepreneurship at Oxford's Saïd Business school.
which link people's spare hours to employer needs. This was proposed originally in the mid-1990s as a Guaranteed Electronic Market (GEM),
especially research, education, labour market and development policies. Secondly, we also need to understand more about the growth of the spaces over time,
and arts at national/regional level, improving the labour market for researchers, promoting better policies for employment, education and training,
Education and Culture but other experts drawn from student organisations, employer organisations, the OECD, the Bologna Follow-up Group and a number of Associations of Universities.
Stakeholder workshops were held four times during the project with an average attendance of 35 representatives drawn from a wide range of organisations including student bodies, employer organisations, rectors'conferences, national university associations and national representatives.
%)Academic reputation survey (40%)Employer reputation survey (10%)General Sum of all indicators, divided by staff number (10%)Ratio international mix,
Surveys among stakeholders such as staff members, students, alumni or employers. Surveys are strong methods to elicit opinions such as reputation or satisfaction,
Various categories of stakeholders (student organizations, employer organizations, associations and consortia of higher education institutions, government representatives, international organizations) have been involved in an iterative process of consultation to come to a stakeholder-based assessment of the relevance
existence of external advisory board (including employers) Problems with regard to availability of data. 56 13 Inclusion of work experience into the program Rating based on duration (weeks/credits) and modality
Although the indicator may reflect the extent to which employers value the institution's graduates,
and include employers and other clients of higher education and research institutions, but that would make the task even bigger.
The indicator‘inclusion of work experience'is a composite indicator using a number of data elements (e g. internships, teachers'professional experience outside HE) on employability issues;
In addition access to and navigation through the web tool will be made highly user-driven by specific‘entrances'for different groups of users (e g. students, researchers/academic staff, institutional administrators, employers) offering specific information
requiring the involvement of many key players 160 (governments, European commission, higher education associations, employer organizations, student organizations).
b) Funding/sponsorship from other national and international partners interested in the system. c) Charges from the ranking users (students, employers etc..
but there is a possibility of some cross-subsidization from selling more sophisticated products such as data support to institutional benchmarking processes, special information services for employers, etc.
The commerce sector has long been striving for the goals of increased competitiveness, sustainability, innovation, environmental protection and a skilled, mobile labour market.
and competences. 4 of 12 Skills More still needs to be done to ensure that further education qualifications produce skills that employers value.
necessary measures should be taken to allow initiatives led by employers, to be recognised by Member States as being of equivalent status. This is even more important given the lengthening of working lives
Flexibility of labour markets: The dynamic and rapidly changing nature of the sector, responds to consumers'changing shopping habits and professional clients'needs.
The EU needs to encourage Member States to reform their labour markets towards more flexibility so that retail and wholesale an create jobs and offer career development.
labour markets in some Member States are inflexible, preventing retail and wholesale from adapting to customers'needs;
Encourage Member States to reform their labour markets towards more flexibility and continuous skills development, so that retail and wholesale can create jobs
Member States should be encouraged to reform their labour markets towards more flexibility and continuous skills development,
However, at work places, 56%of employers do not allow access to non-work related resources or websites and 63%ban their employees from saving personal data and files on company's computers.
a recent research claim that nearly half of all the workers (46%)surveyed have graded their employers with extremely low marks for applying IT consumerization strategy 5. Table 5. 5 Sample IT support policy Devices Operating systems Files
His professional experience includes practice in the fields of accounting and finance as an analyst, auditor,
innovation and employment opportunities they present. Figure 3 shows that SMES in different European countries have performed very heterogeneously,
including licensing, tax and labour market regulations. Market framework refers to the availability of necessary inputs
labour market interventions to improve access to talent, and projects to improve framework conditions for crossstakeholder or cross-regional collaboration between various actors.
poor links between universities and the labour market don't help. We should be giving tax incentives to start-ups.
Individual attitudes and skills can be influenced effectively by direct experience in a start-up environment, for example through internship programmes or employment opportunities.
among members about immigration or labour market issues, and on identifying avenues for consensus with external partners on the protection of personal data?
2. Policies and regulation of the business environment (what to reform) Getting the basics right Stable and prudent macroeconomic policies, efficient and simple taxation, a flexible labour market, openness to trade and foreign
Creating one connected regional labour market linked to a multimodal transportation network should give a boost to the region's ability to attract investors.
generating employment opportunities, shaping the public infrastructure service provision and enhancing other vital facilities like education.
The government-linked corporate sector is extremely powerful in domestic capital, land and labour markets. This has crowded probably out domestic private-sector development.
The labour market is flexible, without the intrusive and bureaucratic employment legislation that characterizes the West and many developing countries.
Businesses now complain of labour shortages and rising costs. This hits SMES particularly hard, as they are most reliant on low-wage labour.
and, employment opportunities, education and health services attracted a large population to these growing cities. The economic downturns that affected the growth of Mexico's GDP in the early 1980s were an incentive for the main industries in Monterrey to enter international markets.
i e. stable and prudent macroeconomic policies, efficient and simple taxation, a flexible labour market, openness to trade and foreign direct investment, simple and transparent domestic business regulation.
Stable and prudent macroeconomic policies, efficient and simple taxation, a flexible labour market, openness to trade and foreign direct investment, simple and transparent domestic business regulation, a safety
Economic policy Officer Kenneth Woei-A-Tsoi, Executive director Swaziland Federation of Swaziland Employers and Chamber of commerce Mduduzi Lokotfwako, Coordinator, Trade & Commerce Nyakwesi Motsa, Administration & Finance
strong labor-employer relations; and a very high percentage of women in the labor force. Despite the drop of one position that leads to Belgium's 18th place in the rankings, the country has improved slightly its competitiveness score thanks to a better macroeconomic performance with a lower public deficit,
although cooperation in labor-employer relations and the flexibility of wage determination are perceived more favorably (52nd and 43rd, respectively) than in last year's edition,
this in turn could result in more employment opportunities for the country's rapidly growing population. Despite the abundance of low-cost labor, India has a very narrow manufacturing base.
and continuing significant tensions in labor-employer relations (144th). Raising education standards and making its labor market more efficient will
and labor-employer relations are reasonably good (57th). Moreover, Senegal hosts relatively good ports (58th),
although concerns about the quality of labor-employer relations (97th), hiring and firing practices (78th),
50%7. 01 Cooperation in labor-employer relations 7. 02 Flexibility of wage determination 7. 03 Hiring and firing practices 7. 04 Redundancy costs
creates productive employment opportunities for the majority of the country's population, and reduces poverty. 4 Reductions in excessive income inequality have emerged also as a prerequisite for inclusive growth,
For example, Germany performs well on the social sustainability pillar despite an existing trend of decreasing wages in Germany where, according to the Federal Employment agency,
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 7...37 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 7...37 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 6...130 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 2...142 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 5...135 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 7...42 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 9...109 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 4...12 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...66 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 1...20 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...104 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 9...33 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...78 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...62 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 7...120 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...69 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 7...123 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 9...111 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...94 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 4...138 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...74 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 6...128 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 0...26 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 9...114 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 6...127 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 6...48 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 4...58 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 6...47 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 4...13 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 7...40 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 7...126 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 8...36 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 5...52 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...6. 0...3 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 5...55 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...95 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...81 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 9...28 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...97 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 0...27 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 6...129 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 9...113 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 7...38 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...80 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 2...19 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...85 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 9...108 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 2...18 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 7...124 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...73 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 8...116 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 7...41 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 5...9 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...71 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 4...11 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...90 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 6...46 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 5...134 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 4...16 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...76 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 4...137 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...75 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 6...6 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 6...44 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 5...49 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...70 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 6...132 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 5...56 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...88 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 1...21 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 8...35 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...82 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...102 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...103 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...87 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 4...15 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...63 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...77 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...68 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 4...14 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 5...53 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 8...34 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 4...136 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 9...31 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 6...45 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...86 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...92 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...106 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...83 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 6...131 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 8...115 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...101 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 2...141 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 5...7 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 5...8 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...67 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 4...61 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 8...4 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 0...25 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 9...107 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 5...51 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 4...59 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...64 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 9...29 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...100 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...65 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 9...30 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 7...5 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 7...125 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...89 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 0...24 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 5...50 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 4...57 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 3...140 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...99 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...84 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...6. 1...2 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...105 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 7...121 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...2. 5...144 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...93 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 7...39 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 7...122 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 3...72 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 4...17 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...6. 2...1 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 1...23 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 5...54 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 8...117 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 9...32 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 9...110 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 5...133 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 8...118 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...96 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 1...91 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 8...119 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 5...10 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...5. 1...22 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 7...43 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 4...139 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...2. 9...143 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 2...79 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 0...98 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...4. 4...60 7. 02 Flexibility of wage determination...
Labor market efficiency 7. 01 Cooperation in labor-employer relations...3. 9...112 7. 02 Flexibility of wage determination...
483 7. 01 Cooperation in labor-employer relations...484 7. 02 Flexibility of wage determination...485 7. 03 Hiring and firing practices...
2. 5 7. 01 Cooperation in labor-employer relations In your country, how would you characterize labor-employer relations?
International labour organization, Key Indicators of the Labour markets, 8th Edition; national sources 2. 2: Data Tables The Global Competitiveness Report 2014 2015 493 2014 World Economic Forum 2014 World Economic Forum Pillar 8 Financial market
profit or corporate income tax, social contributions and labor taxes paid by the employer, property taxes, turnover taxes,
Labor market efficiency 7. 01 Cooperation in labor-employer relations In your country, how would you characterize labor-employer relations?
International labour organization, Key Indicators of the Labour markets, 8th Edition; national sources Pillar 8: Financial market development 8. 01 Availability of financial services In your country, to what extent does the financial sector provide a wide range of financial products and services to businesses?
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