Labour market

Employer (555)
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Employment statistics (1)
Eures (6)
Job access (84)
Job application (34)
Job vacancy (5)
Labour flexibility (1)
Labour market (381)
Labour mobility (28)
Manpower needs (8)
Professional experience (9)

Synopsis: Employment & working conditions: Labour market: Labour market:

Culture is one of the biggest employers in Europe. We moved from factories to offices.

It made it clear that this problem should be addressed using an overall approach communities needed to be provided with greater educational opportunities for the island's youth to ensure that young adults were qualified for the new jobs that ought to be there (rather than training young people for the existing job market),

, employee benefits, legal services, small item purchasing, employee travel) fail to adequately solve the employee or employers PTBS.

The most typical concept used in defining a functional region is that of labour markets (OECD, 2002:

Being involved with European project management for ten years Lysann has grown her professional experience in national and European R&d policy and international technology transfer.

and employers to increase levels of workplace learning and upskilling. Lifelong learning Education and training can no longer be seen as a phase that individuals go through before their career starts;

The provision of individual learning accounts funded jointly by the State, employers and employees; Improving arrangements for employee training leave;

Essentially, this has involved the Government working together with trade unions, business and employers, farming organisations and community and voluntary bodies to determine key aspects of economic and social policy.

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.

and new employment opportunities) then the nature of these cash flows is increasingly important for government growth and economic policy.

nuclear reactors, mainframe computers Largely internal ideas Low labour mobility Little venture capital activity Few, weak start-ups Universities unimportant Examples of industries:

PCS, movies Many external ideas High labour mobility Active venture capital Numerous start-ups Universities important Source: Chesbrough (2003) With open innovation such a widely deployed term for describing organisational activities,

++o+XVI Organised diffusion+++o/++Education policy XVII General stimulation+++XVIII Entrepreneurship education+o o o Labour market policy XIX Aim for flexibility+o

Active Labour market Schemes in Finland 149 Appendix II: Grant Evaluation 151 Appendix III: Forfás Board members 154 Appendix IV:

Thus, the turnover and employment levels of new firms, export and productivity performance together with their longevity are indicators of a successful entrepreneurial performance. 1. 2 Ireland's Enterprise Policy Context

education and training initiatives be focused on the needs in the labour market. The concept of developing entrepreneurs through education and training was echoed again in Towards Developing an Entrepreneurship Policy for Ireland, 2007.

Active labour market programmes and market-driven programmes are considered also separately126. Scenario 126 The outcome of a programme targeted at entrepreneurship may be that of securing employment for unemployed persons

Active labour market programmes international review In Finland Start-up Grants (SUG) are provided by TE centres which aim to get people out of unemployment and into employment.

In conclusion and based on these preliminary investigations, business support tools to stimulate the labour market are generally a success in reducing unemployment.

However, these schemes often come at high costs, with relatively high levels of deadweight. 127 The Centre for Labour market Research.

profits and tax revenues needs also to take account of the potential for labour market displacement. Our assessment has been informed by Forfás'appraisal methodology for projects seeking support from the industrial development agencies which concludes that no more than 20 per cent of the wage,

depending on a range of deadweight scenarios and average firm employment levels. Given the robustness of the mechanisms employed by CEBS in the assessment of applications of financial supports (outlined above),

if cost benefit breakeven were to be achieved (based on 60 per cent deadweight and employment levels of 2 FTES per firm.

These calculations suggest that even allowing for a high level of labour market displacement in the period 2004-2010,

In particular, because of reduced employment levels, labour productivity has shown a significant increase across a range of efficiency indicators.

FÁS'objectives in providing these courses relate to the labour market. If the course succeeds in bringing a person from a position of being unemployed

and out of the labour market to a situation where they are a proprietor of a business,

Turning to impacts on wages, profits and tax revenues, these additional impacts are likely to be relatively small in the period up to 2008, because of the low levels of unemployment and consequent high levels of labour market displacement.

This translates into potential employment levels of between 10,700 and 21,500 depending on the scale of employment in assisted firms

Comparing the annual benefits to the fully loaded costs indicates that even allowing for a high level of labour market displacement in the period 2004-2010,

Impact Forfás March 2014 Regional Labour markets Bulletin 2013 EGFSN March 2014 Action Plan for Jobs 2014 Forfás, DJEI February 2014 Consumer

so that a multitude of entrepreneurial people will emerge in future years and build strong Irish businesses that offer exciting employment opportunities for local communities.

as well as their success in the job market, their tendencies to innovate and their likelihood to start their own companies. 4 Much progress has been made in Ireland with initiatives such as the County & City Enterprise Boards‘Student Enterprise Awards'5, RTÉ's Junior Dragons'Den

Lastly, Government should ensure that a female employer is entitled to the same welfare benefits as a female employee.

Currently a female employer must have 52 weeks of PRSI contributions as opposed to a minimum of 39 for an employee.

The Department of Social Protection also requires female employers to give 12 weeks of advanced notice for maternity leave,

or technology niche that wasn't being exploited by their existing employer and built a business around it.

a programme that allows those who are receiving benefits on the Live Register to work for companies in Ireland for up to a period of 9 months while receiving their job seeker's allowance plus €50 per week in additional payments.

giving them the real work experience that is generally sought by employers. We believe that formalising a programme to enable youth to develop work skills would benefit youth, employers and the economy as a whole.

Therefore the Forum recommends that companies should be allowed to offer work placements to youth (those without work experience,

More work was envisaged in automating this process further34 to provide certainty to the employer and to the employee that the visa could be issued in a matter of two weeks

Those who have established their entitlement benefit by working for an employer for a number of years should get a longer period to retain their Jobseeker's benefit.

%Furthermore, a higher proportion of Irish early stage entrepreneurs expect to become employers (85%)than their counterparts in Europe as a whole (72%)and those in all OECD countries (71%.

financial assistance through Jobs Plus and a range of workplace support schemes to support employers who employ a person with a disability.

An Employer Pack, available on the Department of Social Protection's website, contains more details on these supports

The value of the relief in each of the three years is capped at the amount of employers'PRSI paid by a company. 2. 1. 2 Start Your Own Business The Start Your Own Business (SYOB) scheme provides relief

which facilitate employers who wish to allocate shares, or grant options to buy shares, to their employees.

Under current law, full-time employees pay a portion of their employer-provided health insurance premiums with before-tax dollars.

and fewer low-income workers have provided employer health insurance those who can most afford health care receive the highest income tax exclusion.

OECD, Employment and Labour market Statistics (summary tables; accessed October 15, 2013), http://dx. doi. org/10.1787/lfs-data-en. 41.

Jonathan Gruber, The Tax Exclusion for Employer-Sponsored Health insurance NBER Working Paper no. 15766 (February 2010.

Gruber writes that keeping the tax exclusion for employers but removing deductibility of cafeteria plans raises only $42 billion

Aligning the supply of graduates with the demand of the regional labour market necessitates actions that target the improvement of the curricula, the services and the research capacities of the relevant higher education institutions.

on Market size Labour market efficiency Higher educa: on/Training and Lifelong Learning Infrastructure Macroeconomic stability Ins:

It is indispensable to align the supply of graduates with the demand of the regional labour market,

the primary task of the former group is to ensure alignment between the supply of graduates and the demand of the regional labour market,

Higher education/Training and Lifelong Learning 69,00 67,86 70,07 2010 RCI 98,5 101,7 Labour market efficiency 47,00 40,86 55,03 2010 RCI 85,4 115,0

Our work in 2015 will also have a particular focus on regional development, medium-term labour market activation and welfare reform,

as well as strategies for a number of other specific sectors. 2015 ACTION PLAN FOR JOBS 5 This Government has worked hard to return stability to the economy and to the labour market.

An updated labour market activation and welfare reform strategy; A medium term strategy for early years and school age care to support increased parental participation in the labour force;

and enhancing employer engagement at all levels, using collaborative funding initiatives to ensure skills supply meets demand to underpin the New Economy.

and Youth Activation Charter, begin the new account management approach to employers, roll out Jobpath, continue to roll out the Youth Guarantee initiatives,

It places a strong emphasis on mobilising employers to play their part in the employment

Meet employer demand for employment permits in the ICT sector, which is expected to reach 2, 000;

and take up employment opportunities. Social welfare income supports, if poorly designed can make it difficult for unemployed people to return to work.

Particular focus is required to address domestically influenced cost factors in the labour market in the energy sector and in the property market as rapid increases in prices have the potential to produce adverse knock-on consequences in terms of prices and wage expectations across the entire economy.

and training system and employers to deliver on skills needed to build the New Economy.

but must continue to demonstrate responsiveness to the changing needs of society and employers. This Disruptive Reform is being rolled out in the context of significant reform in the education

and strong engagement between the education and training system and employers. This will include a cohesive approach on competitive

and the development of strong partnerships, between the education and training system and employers at a national and regional level.

It also includes employer focused programmes for unemployed under Springboard/ICT Conversion Programmes and Momentum through systematic, continuous engagement and collaboration between education and training institutions and employers at national and regional level,

Strong co-operation between employers and the education and training system has proved to be crucial in developing responses to skills needs,

Clear arrangements to connect employers, enterprise development agencies and the education and training system are crucial to strengthening engagement in areas such as:

employer input to the development of education and training provision, creating sufficient and sustainable work placement opportunities and the development of apprenticeships in new economic sectors.

The aim of the plan is to ensure that employers will be able to fully source their ICT skills needs in Ireland, through a mixture of domestic supply and skilled inward migration (both from within the EU and through the reformed employment permit system.

The Action Plan commits the Government to meet employer demand for employment permits in the ICT sector,

Although the labour market continues to be characterised with an excess supply, and unemployment remains unacceptably high,

improvements are evident in labour market indicators and employer demand continues to grow, with over 100,000 jobs advertised on the Governments Jobsireland

. ie website in 2014 and the Expert Group on Future Skills Needs has reported some shortages in some niche skill areas.

and training system and employers to deliver high quality skills; Attract and retaining world class talent,

Publish regional labour market profiles to better reconcile available skills with employers'needs; and 2015 ACTION PLAN FOR JOBS 31 Publish the Further Education

and Training Services Plan. 2015 Actions A Step Change in employer engagement to build skills for the New Economy. 1 Review the National Skills Strategy

HEA, HEIS, Employers) 4 Incentivise 1, 250 additional places in 2015 on Level 8 ICT programmes.

HEIS, HEA, Employers) 7 Enhance industry input to programme content, provision of work placements and promotion of ICT programmes as part of the implementation of Skillnets ICT Conversion Programmes.

by employers to progress graduates to employment. HEA, HEIS, Employers) 12 Increase the pool of researchers strongly positioned to take up employment in industry in Ireland.

SFI) 13 Roll out the 2015 call for proposals for Springboard courses, with a particular focus on priority areas identified by EGFSN including ICT;

HEIS, HEA, Employers) 14 Publish an integrated 2015 Further Education and Training (FET) Services Plan that includes provision to meet the FET skills needs identified in various published EGFSN reports and sectoral studies.

SOLAS) 15 Target provision to meet regional employer needs, identified through regional labour market profiles and through local and regional employer engagement.

SOLAS, ETBS, HEIS) 16 Develop new Apprenticeships in response to proposals from key sectors of the economy.

DES, SOLAS, HEA, Apprenticeship Council, Employers and Education Bodies) 17 Implement the provision of places under the second iteration of Momentum.

DES) 18 Consider the provision for a 3rd iteration of Momentum with strong employer input that will provide additional education and training places for the unemployed.

DES) 21 Publish the national employer survey of higher and further education outcomes. DES, HEA, SOLAS, QQI) 22 Progress curricular change in the context of the phasing in of the Junior Cycle reform with the new Specification for English being implemented from September 2014.

DES) 23 Roll out the a new account management approach to employers under Pathways to Work:

and sales capability within Intreo targeted at employers Allocate a nominated account manager to large employers

and implement the‘employer charter'(DSP) 24 Review the potential contribution of the Excellence through People programme to developing the competencies and retention of employment in Irish based companies.

D/Justice and Equality, INIS) 26 Continue to ensure employers are able to secure Employment Permits for the critical skills they need,

DJEI) 27 Initiate a Trusted Partner Registration Scheme for Employment Permits open to all eligible employers.

DJEI, Low pay Commission) 31 Conduct a study on the prevalence of zero hour contracts (ZHC) and low hour contracts (contracts of 8 hours or less per week (LHC)) among Irish employers and their impact on employees,

Únag) 47 ETBS and higher education institutions to target provision to meet local and regional employer needs,

identified through regional labour market profiles and through local and regional employer engagement. SOLAS, ETBS HEIS) 38 Support for Local and Rural Development 48 Each Local authority will make an integrated Plan, for the promotion of economic development and local and community development in its area.

and generate additional employment opportunities. The SBCI's new forms of credit will give SMES a greater capacity and, indeed incentive,

DES, SOLAS, HEA, Apprenticeship Council, Employers and Education Bodies) 82 Enterprise Ireland will support a total of 115 firms across all levels and activities, through its Leanstart, Leanplus and Leantransform Programmes.

Prior to this there were already a suite of measures that supported employers to employ or provide access to the labour market for those on the Live Register,

but take-up of some schemes was low. Consequently, the Government decided to replace the PRSI exemption and Revenue Job Assist schemes with a simplified initiative.

easily understood and attractive scheme that encourages employers to recruit from the cohort of the long term unemployed.

a payment of €7, 500 over two years to an employer for each person recruited who has been unemployed for more than 12 but less than 24 months,

and €10, 000 over two years to an employer for each person recruited who has been unemployed for more than 24 months.

Since its launch in the summer of 2013, over 2, 500 employers have availed of the opportunity to give over 3,

Working more closely with employers; Increasing the capacity of the Public Employment service; Evaluating the effectiveness of labour market programmes;

Targeting more places and opportunities for young unemployed people and those who are unemployed long term; Promoting employment supports;

and Ensuring the effectiveness of referral from Intreo to further education and training. Progress against the delivery of the Pathways to Work objectives will be reported separately, with updates on progress of the above items included in the reports on the Action Plan for Jobs.

Employers who sign this Charter commit that at least 50 per cent of candidates considered for interview will be taken from the Live Register;

Begin the new account management approach to employers within the Department of Social Protection. This will mean employers who interact with the Department to find recruits for their businesses will have dedicated a accounts manager to assist them;

Roll out Jobpath, through which third-party providers with proven track records will be hired to provide additional employment services focused on the long-term unemployed. 74 Continue to rollout the Youth Guarantee initiatives to support young jobseekers;

and Introduce a Back to Work Family Dividend which will help lone parent and long-term jobseeker families to return to work. 2015 Actions Increasing Activation of the Unemployed 127 Continue the development

and reform of the State's public employment services to help ensure that the number of people on the Live Register is reduced as the economy recovers

and that the labour market responds flexibly and efficiently to employment growth. DSP) 128 Implement the actions agreed under the Comprehensive Employment Strategy for Persons with Disabilities.

sensible steps across the public sector that we can continually improve the operating environment for hundreds of thousands of employers across the country, making business easier, cutting costs,

DCENR) 220 Develop/procure a new employer vacancy and job-matching system. DSP) New e-Services to Make Business Easier 221 Incorporate provision in the forthcoming Planning Bill to allow planning authorities

This will enable both employers and employees to access just one piece of legislation and also ensure as far as possible a consistent approach to such leaves.

Customers and prospective employees are more conscious than ever of the ethical record of companies. 40 per cent of job seekers read a company's sustainability report,

and graduates increasingly cite a company's CSR policy as a factor in determining their employer of choice.

we will work with the construction industry to ensure that employers are aware of incentives to recruit people who are unemployed long-term

and deliver employment opportunities through recruitment of recruits and cadets. 2015 Actions Other Areas 340 Progress the intake and training of 100 new Garda recruits.

and deliver employment opportunities through recruitment of recruits and cadets to the Defence forces. D/Defence) Wi A fla In 2 see whi pow wor com com The m vari well The Plan esta than and The each Biol gen site, perf cost

The opportunity will also be taken to explore the potential for the development of new employment opportunities in the Green Economy at regional level as part of the development of Regional Enterprise Strategies.

DJEI, EI, OGP) 362 In developing Regional Enterprise Strategies, explore the potential for the development of new employment opportunities in the Green Economy at regional level.

DCENR) 370 Undertake a qualitative research project to follow-up on key issues identified in the national employer survey.

DES, HEA, SOLAS, QQI) 371 Review and disseminate of findings of 2014 Joint HEA/SOLAS employer survey.

employer demand for employment permits in the ICT sector, which is expected to reach 2, 000 Investing in 1,

'The activities of the SI Park aim at creating employment opportunities in an area of economic and social decline, at finding innovative solution to unmet social needs,

Storrie D. and Bjurek H. 1999), Benchmarking European labour market performance with efficiency frontier technique, Discussion Paper FS I 00-2011.

Our values are aligned to the needs of employers in all sectors and we ensure that, through our qualifications,

and their delivery meet the diverse needs of trainee professionals and their employers. We support our 147

and equipping them with the skills required by employers. We work through a network of 83 offices and centres and more than 8, 500 Approved Employers worldwide,

who provide high standards of employee learning and development. Through our public interest remit, we promote the appropriate regulation of accounting.

-EIB k. uppenberg@eib. org Ms. Linda Van Beek Advisor European Affairs VNO-NCW (Confederation of Netherlands Industry & Employers) beek@vno

-ncw. nl Mrs. Joke van den Bandt-Stel Permanent Delegate Brussels Office VNO-NCW (Confederation of Netherlands Industry & Employers) bandt@vno-ncw

‘Users'include policymakers and government agencies, universities, public or private research organisations (PROS), researchers or graduate students, employers, civil society and the media.

Increasingly, employers use such data to identify likely sources of potential employees. o Private firms and entrepreneurs o Public organizations o Employers Civil Society and Civic Organizations

and teaching Employers Quality, sustainability, relevance and impact of research activity Identify potential partners and expertise Identify consultancy,

and quality while industry and employer groups want to be able to identify potential employees. 3. Some of the required data may be readily available

graduate employment is a proxy for the adequacy of graduates for labour market requirements; budget and research expenditure is a proxy for the quality of the infrastructure;

and a good mixture of academic, industrial and policymaking backgrounds and professional experiences. This group includes fifteen (15) members (including the Chairperson

Using subjective inputs peer reviews from academics and employers and quantitative data, such as the numbers of international students and faculty,

and global presence, with the quality of each determined by a combination of qualitative, subjective inputs peer reviews from academics and employers and quantitative data,

6, 354 responses in 2008.40%Employer Review Score based on responses to employer survey. 2, 339 responses in 2008.10%Faculty Student Ratio Score based on student faculty ratio 20%Citations per Faculty Score based on research performance factored against the size of the research

R. Tiwari and S. Buse (October 2007) Page 17 of 31 47,998 engineer job vacancies in 2006 resulting in a loss of 3. 5 billion euros (Koppel, 2007.

Similarly, all the areas of national policy that may impact universities'role in their territories Labour market and employment policies, Science, technology and innovation policies, Competition policy and Regional and urban planning policies

and reducing society's costs Finding employment Slivers of time (UK) Flexible work matching for job seekers

& volunteers with employers and people with personal care budgets to spend Eslife (ES) Flexible work matching for household & family tasks,

tackling high unemployment in local area Skillendar (UK) Skills calendar to match job seekers & volunteers with people who need work/tasks done in neighbourhood Creating

which attempt to provide a framework combining flexibility for employers to hire and fire workers as well as security for workers through active support to maximise their employability rather than keep them in a particular job.

Elsewhere in Europe, institutional and regulatory frameworks include the continental corporatist models of central-West europe with strong social partners but rigid labour markets, the low social transfer models of southern Europe countries

8 Clear goals for activating labour markets, including the target of 70%labour market participation, low unemployment and flexi-curity policies.

Social and Economic Councils at the different levels of the labour market. The overall goal is to improve employability and increase the quantity and quality of jobs.

Flexibilisation of the workforce which, in the absence of counterbalancing employment security measures, tends to put more power in the hands of employers.

Youth unemployment, where job-churn in the labour market has reduced considerably so many older workers are staying put in the context of job loss

'which, although this should in principle create more employment opportunities, has happened not yet to any significant extent, probably due to labour market rigidities across sectors and localities,

and training and skill problems. The changing roles of different interest groups and the reduction of the postwar political consensus concerning labour markets and their embedded social contracts (both formal and informal), resulting inter alia in trades unions and worker representatives generally losing power

and influence. Labour market reforms towards less regulation and trends towards a‘race to the bottom'in terms of pay levels, working conditions and workers'rights, especially in the context of economic globalisation.

Low pay minimum wage regulation in some countries and campaigns for a so-called‘living'wage. Problems in integrating disadvantaged groups within the dynamic complex of the above changes.

and de-unionisation of the labour market as exemplified by much more occasional, intermittent, casual and‘unsocial'hours employment,

On the one hand, some see a brave new world of highly skilled individuals selling their talents in a global market place over the Internet, playing off potential employers against each other (Tapscott & Williams2006),

such as pensions and health insurance as provided by a given employer and a consequent reduction in employee rights within the existing regulatory and insurance system.

as well as employers and policy makers need to be aware of these and similar challenges. It is also clear ICT does change work at a fundamental level

and for employers to find skilled workers as labour markets become more transparent. Because ICT has the potential to connect workers to work irrespective of their location,

Evidence from Poland, for example, shows that traditional private job centres only help about 5%of young job seekers find a job,

and job centres themselves today undertake job matching mainly by using ICT. Much more often, young job seekers use family and other contacts as well as the Internet.

The Internet can also be used to match work or tasks which people need doing with those willing and able to do them in real or very quick time,

or become stronger in the labour market who are excluded more or less from the traditional labour market, such as the disabled, older persons,

and matches both job seekers and potential employers, also with administrative support-Public funding (€800, 000 pa 2013-15), private partners, private operation-3 cities, 483 trained,

& volunteers with employers and people with personal care budgets to spend-Digital fast and flexible matching to recruit

growing to>25 cities in 2014 Skillendar (UK) 20 Skills calendar to match job seekers & volunteers with people who need work/tasks done in neighbourhood-Digital fast and flexible matching at neighbourhood level

and also uses ICT-based planning tools for interaction with job seekers. The ICT used by the job seekers themselves depends on their individual starting skills,

and they are also provided with a self-service interface which can be personalised for their own needs.

and for matching assets (the job seekers and their skills and competences) with the needs of prospective employers.

It is used also to build complementary online and offline knowledge communities amongst the service operators and to some extent with jobseekers and employers,

and bridging types), amongst job seekers. This takes place through both ICT-enabled networks that 24 supplement face-to-face and other traditional networks of a small-world nature (i e. mainly within the existing community.

Slivers of Time's portal can be tailored to specific needs linking employers wanting short-term staff with workers offering flexible work,

'which prospective employers can access online. Eslife has a website with simple navigation in 3 steps:

and overall skills, including in ICT, of people on edge of labour market. Mission Leben: Improvement of all-round work and ICT skills of unemployed people with a mental illness,

80,000 job seekers with loose links to the labour market, with 13. 7m potential, facilitated by 9 full-time-equivalent staff across the UK.

data entry and stewarding with flexible labour supply. Eslife: Over 1, 000 unemployed, underemployed and volunteers looking for work,

helps thousands of people on the edge of the labour market find additional jobs in their neighbourhood

but also rely on physical and traditional activities to assist people with problems entering the labour market. Good and inclusive relationships with vulnerable beneficiaries are also crucial

reciprocity and cooperation between employers and workers/volunteers on top of the technology platforms provided. This seems to be

and others finding it hard to access the job market, for employment. Finding employment The main barrier is the difficulty of overcoming established ways of working and attitudes, especially with mainly low skill beneficiaries.

or find it hard to access the job market for various reasons. This will of course depend on the specific individuals involved

'in this case employment agencies) who only delay the process, and putting power directly in the hands of the employer on the one hand

and the worker/volunteer on the other. This enabling and indispensable role of ICT is comparable to the role of ICT in the sharing economy theme and in the smart places cases in the place making theme.

Policy and regulation will need to be adapted to become enablers of these beneficial aspects of new ICTENABLED forms of labour market matching,

The Mission Leben case illustrates this with individuals traditionally completely excluded from the labour market, and demonstrates how they can be included in an economically sustainable business model.

however many limitations employers, or the individuals themselves, imagine they have. New types of productive work can be created

if ICT is used intelligently for the benefit of both society as a whole and of employers. Seen from both the economic as well as the social perspective,

hours worked and working conditions if all the power concentrates on the employers'side. The creating and doing work cases illustrate a strong inclusion policy of catering for people previously excluded from the labour market

and by creating new types and areas of work, thus also increasing the productive deployment of unused or underused assets with similar caveats as above.

quick-time and highly flexible matching of labour supply and demand is a relatively standalone and coherent function.

what can be done rather than what can't Inclusion policy for people previously excluded from the labour market

and talent One of the conundrums of advanced labour markets is that there are fairly fixed valuations of different kinds of time and talent based on job-position, education, skill-sets, labour market regulation and legislation

Opening up the labour market in this way, as long as there are still appropriate regulations to counter exploitation and unfair remuneration where money does change hands many exchanges are non-monetary could enable young inexperienced people

local time exchanges, where time mostly is exchanged one-to-one regardless of the labour market price tag on the skills exchanged;

or exchanged in ways that do not happen in the mainstream labour market. Underutilised time and skills get utilised

Employers are looking for employees who have developed skills for teamwork, problem-solving and interpersonal skills rather than punctuality and regularity (Davis 2013.

which encourages the absorption of skills that are more in line with the inquiries of today's employers.

and can therefore quickly adapt to the demands of the job market. 109 Source: http://www. envisioning. io/education 113 Figure 7. 3:

as employers of tomorrow's talent, they share a common interest in improving education. The academic side is led by the University of Melbourne,

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