| Employer (555) |  |
| Employment service (23) | |
| 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) | |
| Employer (555) | |
| Employment service (23) | |
| 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) | |
Culture is one of the biggest employers in Europe. We moved from factories to offices.
, employee benefits, legal services, small item purchasing, employee travel) fail to adequately solve the employee or employers PTBS.
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.
and a central role of unions and employers in regulating the economy and society in partnership with government.
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.
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.
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.
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
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 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,
and employer demand continues to grow, with over 100,000 jobs advertised on the Governments Jobsireland
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.
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,
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;
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;
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.
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
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,
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
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
& volunteers with employers and people with personal care budgets to spend Eslife (ES) Flexible work matching for household & family tasks,
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.
Flexibilisation of the workforce which, in the absence of counterbalancing employment security measures, tends to put more power in the hands of employers.
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,
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
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,
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:
reciprocity and cooperation between employers and workers/volunteers on top of the technology platforms provided. This seems to be
and putting power directly in the hands of the employer on the one hand and the worker/volunteer on the other.
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
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.
as employers of tomorrow's talent, they share a common interest in improving education. The academic side is led by the University of Melbourne,
Businesses have maintained their position as the largest employer of FTE researchers and reached 55.9%of the total in 2012,
Businesses have maintained their position as the largest employer of (FTE) researchers since 2006, reaching 55.9%in 2012,
The employer can quit the employee in case the previous position terminated or the employer cannot offer similar position to the person coming back from maternity leave
and the person rejects the offered new position. At the same time the employer is obliged not to extend the employment period of a fixed-term contract.
Gender quotas have been discussed in various areas in order to reduce the gap between the representation of men and women in various professions and bodies,
In addition, it reduced employers'social security contribution rate in Shanghai and enhanced the electronic system for filing and paying taxes.
and mandatory contributions borne by the employer (figure 10.6). ) Estonia increased the unemployment insurance contribution rate twice during 2009
Iceland increased the social security contribution rate for employers from 5. 34%to 7%in July 2009
or employer to terminate the employment relationship at any time for any or no reason at all) Limitations on clauses limiting liability,
social contributions and labor taxes paid by the employer, property taxes, property transfer taxes, dividend tax, capital gains tax, financial transactions tax, waste collection taxes, vehicle and road taxes,
Paying taxes Indonesia made paying taxes less costly for companies by reducing employers'health insurance contribution rate.
Paying taxes Kenya made paying taxes more costly for companies by increasing employers'social security contribution rate.
enhancing the electronic system for filing corporate income tax returns and reducing employers'social security contribution rate. Lithuania Starting a business Lithuania made starting a business easier by eliminating the need to have a company seal
Furthermore, Moldova increased the employers'health insurance contribution rate and introduced new filing requirements for VAT.
On the other hand, it increased employers'pension fund contribution rate. Enforcing contracts The Seychelles made enforcing contracts easier by establishing a commercial court,
Trinidad and tobago Starting a business Trinidad and tobago made starting a business easier by introducing online systems for employer registration and tax registration.
Paying taxes Turkey made paying taxes more costly for companies by increasing employers'social security contribution rate.
or unfair treatment and to ensure efficient contracting between employers and workers. They increase job stability
and can improve productivity through employer-worker cooperation. They benefit both workers and firms. 1 Labor market regulations encompass a wide spectrum,
Albert Babayan MINISTRY OF ECONOMY Anush Baghdasaryan AVENUE CONSULTING GROUP Vahagn Balyan AVENUE CONSULTING GROUP Irina Belubekyan UNION OF MANUFACTURERS AND BUSINESSMEN (EMPLOYERS
Ghazaryan UNION OF MANUFACTURERS AND BUSINESSMEN (EMPLOYERS) OF ARMENIA Hayk Ghazazyan KPMG Suren Gomtsyan CONCERN-DIALOG LAW FIRM Armine Grigoryan THE STATE COMMITTEE OF THE REAL PROPERTY CADASTRE
Zakri Baharudin MALAYSIAN EMPLOYERS FEDERATION Anita Balakrishnan SHEARN DELAMORE & CO. Shamsuddin Bardan MALAYSIAN EMPLOYERS FEDERATION Abdul Murad Bin Che Chik ZAIN MEGAT & MURAD Mohd Nawawi bin
Hj Said Abdullah TENAGA NASIONAL BERHAD Nawawi bin Hj. Said Abdullah ENERGY COMMISSION Ahmad Fuad bin Md Kasim TENAGA NASIONAL BERHAD Che Adnan Bin Mohamad NADI CONSULT ERA SDN BHD Tahir
NAMIBIAN EMPLOYER'S FEDERATION Hugo Van den berg KOEP & PARTNERS NEPAL Anil Chandra Adhikari CREDIT INFORMATION BUREAU LTD.
Oluwapelumi Asiwaju G. ELIAS & CO. SOLICITORS AND ADVOCATES Popoola Atilola Omosanya LATEEF O. FAGBEMI SAN & CO. Olusola Ayodele NIGERIA EMPLOYERS'CONSULTATIVE
F. J. & G. DE SARAM, MEMBER OF LEX MUNDI Ayomi Fernando EMPLOYERS'FEDERATION OF CEYLON P. N. R. Fernando COLOMBO MUNICIPAL COUNCIL
COUNCIL Ravi Peiris EMPLOYERS'FEDERATION OF CEYLON Dayaratne Perera COLOMBO MUNICIPAL COUNCIL K. L. G. Thilak Perera DEPARTMENT OF CUSTOMS Nissanka Perera
NSIBANDE Bongani Mtshali FEDERATION OF SWAZILAND EMPLOYERS AND CHAMBER OF COMMERCE George Mzungu M&e CONSULTING ENGINEERS Jerome Ndzimandze FJ BUILDING CONSTRUCTION Knox Nxumalo ROBINSON
an employers'organsiation for Swedish engineering companies in 2011 on its member companies that had particpated in the 2008 study.
Backgroundin 2009, findings from an Engineering Employers'Federationreport 43 revealed that services account for between 15%and20%of total revenue earned by UK manufacturers (comparedwith 66%across UK industry as a whole.
National Centre for Product Design and Developmentresearch (PDR), Cardiff Metropolitan University, Walessupport Programmes43engineers Employers Federation (2009.
and the United states) only 43 per cent of employers said they could find employees with the right skills. 14 This mismatch between
what employers are looking for in new workers and the skills young people possess is particularly wide in theoretical and hands-on training, problem solving,
and Underemployed Among those in the Labour force%Unemployed%Underemployed%Employed full time for an employer 15-to 29-year-olds 15 26 43 30-to 49-year-olds 5 13 46
and the difference is largest in the Southern Cone countries. 31 This difference reflects how many employers continue to offer certain jobs only to men,
and for skilled blue-collar workers. 46 The region has high numbers of university graduates in fields highly desired by employers today, like science, technology,
and math. 47 This mismatch is demonstrated in surveys indicating high rates of employer dissatisfaction with the availability of skilled workers, 40 per 39 World bank, The Road Not Traveled:
Employers may find it hard to identify lower-skilled workers for entry-level jobs in developing countries as many of the job matching services target more qualified candidates.
'or access online resources. 84 Souktel's Jobmatch Program connects thousands of job seekers in the Arab States with employers who are looking for staff through an easy-to-use SMS and mobile audio technology.
Employers enter job openings into Souktel's database. Young job seekers use their mobile phones to create
Crowdsourcing is becoming increasingly popular as a way for employers to instantaneously increase their workforce without the investment
Even in many jobs that do not entail contact with a computer employers are screening for basic computer skills as a minimum qualification for employment. 117 An increasing number of non-IT positions also expect people to have advanced more skills
An analysis of frameworks,"(European commission, Joint Research Centre IPTS, 2008). 117 Author Chris Coward's interviews in southern Viet nam of several light manufacturing facilities revealed that employers
For employers, certificates remain an important mechanism to assess the credentials of potential job candidates. Companies require evidence that new employees possess the skills needed for tasks that they will perform in their jobs.
Employers assign great weight to such certificates when the credentialing entity is recognized well known and in the country for high quality education and rigorous testing.
Learners collect badges in a backpack where they can be displayed online for potential employers and others to view.
and other metadata that can be useful to employers to understand, for example, precisely what skills have been learned, a level of granularity that is unavailable in other forms of accreditation.
and other alternative certification systems. 8. 4 Public-private partnerships One of the chief complaints from employers is that they cannot find qualified labour to fill the vacancies.
Jobs. 198 OECD, OECD Science, Technology and Industry Outlook 2012.199 Cisco, QA Apprenticeships, http://apprenticeships. qa. com/employers/corporate-bespoke-apprenticeships
regional and local authorities, social partners and employers, service providers, etc. a joint Guide to Social Innovation was published under the responsibility of the European Commissioners for employment and social policy (László Andor) and for charge of regional policy (Johannes Hahn) in February 2013.
which will be their employer. In this respect, the Commission will follow the procedure laid down in Article 154 of the Treaty (TFEU.
and practical know-how that make them attractive for future employers. At the same time, businesses will benefit from better skilled young workers
attracting talent (particularly younger people who want to believe that their employer has a social conscience;
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),
or corporate income tax Social contributions and labor taxes paid by the employer Property and property transfer taxes Dividend,
(%of profit) Notes on total tax rate Employer paid-Social security contributions 1 online filing 90 30.9%gross salaries 35.68 Corporate income tax 1 online
Between 2009 and 2011 the World bank Group worked with a consultative group including labor lawyers, employer and employee representatives,
or unfair treatment and to ensure efficient contracting between employers and workers. Many economies that changed their labor market regulation in the past 5 years did so in ways that increased labor market flexibility.
iii) whether the employer needs to notify a third party (such as a government agency) to terminate 1 redundant worker;(
iv) whether the employer needs to notify a third party to terminate a group of 9 redundant workers;(
v) whether the employer needs approval from a third party to terminate 1 redundant worker;(vi) whether the employer needs approval from a third party to terminate a group of 9 redundant workers;(
vii) whether the law requires the employer to reassign or retrain a worker before making the worker redundant;(
viii) whether priority rules apply for redundancies; and (ix) whether priority rules apply for reemployment.
whether employers are required legally to provide health insurance for employees with permanent contracts. Doing Business also assesses the mechanisms available to resolve labor disputes.
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