Author Supervisor Barcelona, December 2012 IV V Dedicated to my family VI VII TABLE OF CONTENTS TABLE OF CONTENTS VII
INE, in 2009 there were 3, 283,495 companies with between 0 and 249 employees. Over the decade (1999-2009), there was a cumulative increase of 26.7%of these companies
employ between 10 and 249 employees and whose annual turnover does exceed not â 50 million or whose
of information by a firm or its employees but also to the organization†s ability to exploit
compared with reference to the ROA and number of employees. The results revealed no significant differences between the two groups.
terms of age, number of employees, or any of the research variables assessed in this study. These results suggest the absence of response bias
number of employees, total sales, and total assets have been introduced. Then, the 59 variable which best fits the model was number of employees,
used in logarithmic form lnsize). ) Also rates of leverage (gearing) receive special attention when explaining the
According to the perception of the executives surveyed, companies were classified as entrepreneurial or conservative considering the magnitude of their entrepreneurial
average number of employees in the period (2007-2009) in logarithmic form Lev used as control variable
and employees is critical in building external relations (Lechner and Dowling, 2003. In this vein, the larger the
managers or employees can influence the number of ties developed by firms and, in turn, be directly related to the degree of involvement in the use of networks and their
reference to the ROA and number of employees. The results revealed no significant difference between the two groups.
of employees, or any of the research variables assessed in this study. These results suggest the absence of response bias
calculating the change of the number of employees (Capelleras and Greene, 2008 Capelleras and Rabetino, 2008;
sample was divided into two groups of firms based on their number of employees. This procedure gave one group of small firms (minimum 10 and maximum 49 employees
and another group of medium-sized firms (minimum 50 and maximum 249 employees The t-test confirmed the significant difference of network usage on EO development
between small and medium-sized firms; however, these differences were reflected not in the relationship of network usage on firm growth.
terms of sales and number of employees, probably influenced by the peculiar environment of the economic crisis in which our research is inserted.
The reporting companies had a mean of 5. 66 employees (2007) and 4. 72 employees (2008),
and about two-thirds of the companies operated in the domestic market, while about one-third of the companies had at least 1%or more of their total
size 1-9 employees 10-49 employees 842 135 86.18 13.82 1, 266 183 87.37
12.63 age less than 10 years more than 10 years 376 601 38.49 61.51 568 881 39.20
the natural log of the number of employees (Andersson et al. 2004; Cassiman and Golovko, 2011) reported in year of the GEM survey
This is an Executive Summary of an Executive programs member report Each report covers a relevant and compelling CIO topic and contains
Executive programs equips CIOS and senior technology executives with the tools and insights they need to deliver exceptional business
associates, including more than 1, 480 research analysts and consultants, and clients in 85 countries fc
4 Expert group to the European commission, 2008 5 The globalisation of production can also be measured by input-output tables on trade,
report of an independent expert group chaired by Mr Esko Aho 13 Tsipouri, L. Paper presented at the European commission Mutual Learning seminar, 2012
14 Expert group report to the European commission, 2009, †Le monde en 2025. La montã e en puissance de l†Asie et la transition socio-à cologiqueâ€
15 Expert group report to the European commission, 2007, report of the taskforce on sustainable construction
16 Expert group report to the European commission, 2008, †Challenging Europe†s Research: Rationales for the European Research Area (ERA) â€
19 See the report of the independent expert group on R&d and Innovation chaired by Mr Esko Aho,
for e-commerce experts and invitees 2 +jobs directly or indirectly via e-commerce 645,000 +estimated online businesses
GOMSEC), interviews with e-commerce experts and clear tables and infographics, we provide online retailers and other stakeholders with practical
In addition, we are very grateful to the experts across the world who selflessly invested their time
market research experts combine their passion with Gfk†s 80 years of data science experience. By using innovative technologies and data
and more than 400 payments experts help our clients elevate their payment strategies to become a strategic asset to their companies
Unfortunately, it is not possible anymore to match one employee to one customer at a time. Therefore, you will have to find new ways to accomplish personalization
These employees can then deal with customer requests or complaints in the required language and, equally important, in the right time
Distribution of the number of employees in biotechnology firms in the Cambridge cluster...176 Figure 5-23:
Consultants Universities Public research institute manufacturing total R&d intensive industries Note: Multiple sources per enterprise allowed.
Skills of employees, and the ability to further develop these skills, are often a key resource in this respect
experts, each KET has been defined by a list of IPC codes or a combination of them (see
consultants in recent years. The main purpose of this exercise is to determine how large
makers, and specialist consultants System characteristics have to be supportive, including the right infrastructure, well-trained
nanotechnology particularly vulnerable to shortages in labour markets for qualified personnel A lack of skilled labout is therefore one of the highest ranked barriers in the nanotechnology
productive team of experts from different backgrounds Policy options Advancing the commercialisation of nanotechnology in Europe requires a variety of activities
In a survey of industry executives, KPMG predicts increasing sales of 6 to 10 percent over the next three years (KPMG, 2009.
number of employees or levels of investment little meaningful. However, one shared commonality across clusters is the excellence of their applied research (Collet, 2007.
and high skill labour supply that innovative firms thrive on. CEA-LETI through its Minatec initiative takes a special role of a anchor organisation at the cluster that at other cluster a large
Networks and the Federal government to attract highly qualified experts, notably from the United kingdom. In the 1970s and 1980s a vibrant cluster emerged around the quickly
problems in the high skilled labour supply in the late 1990s contributing to the problems the
High quality labour supply, a commercial environment and a well functioning cluster are at least as important Public procurement and lead markets
A critical scale of employment having positive effects for the local labour markets by attracting and retaining highly skilled labour
Highly skilled labour force Strong focus on collaboration between top -research and leading corporations Strong focus on design(>50 percent of
Highly skilled labour force Generation of successful entrepreneurs is about to retire leaving a gap Market demand Research activities very application oriented
biotechnology companies have combined a number of employees of around 10,000: the whole biotechnology cluster, including universities and supporting activities, employs 25,000
Although there are larger biotechnology companies with more than 250 employees, most firms in the Cambridge cluster have approximately 11-20 employees (see Figure 5-22.
These SMES focus on R&d and license-out technology to larger players with manufacturing and marketing capabilities.
Furthermore, there are many companies with less than six employees indicating the continuous development of start-ups within the cluster
Distribution of the number of employees in biotechnology firms in the Cambridge cluster 0 5
also by large established biotechnology organisations (number of employees higher than 250 which offer potential knowledge transfers
and property advisers, and regional biotechnology associations. Finally, they want to associate the new company with the image
advisers and services (including biotechnology associations), a culture that respects risks, and last but not least a strategic location close London†s large financial market, providing access
firms with 90,000 employees and generating over $2 billion in exports annually. 56 More specifically, the 69 public biotechnology firms generated $17. 7 billion in revenues (2006). 57
biotechnology firms, founded either by former employees of Genentech or by former university staff. There, the anchor company took the dominant role
services to the area (think of specialist lawyers, brokers, marketing experts, international IPR specialists) and complementary services and activities, giving the clusters the full dynamism
graduates and ex-employees of large companies that start their own company Capabilities World leading scientists on biotechnology
however, account for the largest proportion of turnover and employees. But important for cluster development, these large firms do not actively develop the cluster
over (20 percent) and employees (12 percent Very strong focus and concentration on niches Strong international orientation
industrial employer and an important driver of economic growth in the region (ECRN, 2010 82 We only consider those clusters in Europe with high focus
mainly SME€ s (as 80 percent of Walloon companies account for less than 50 workers employs around 10,000 people (40 percent of employment of the Walloon chemical industry
can be translated into highly motivated managers and employees and successful mobility and training programmes Public policy
regional job market every year) and maintains cost advantages over other inland cities KPMG, 2009 Public policy and funding
entrepreneurs, firm employees, government representatives and strategic investors have become more effective throughout time. An example of this is the evolution of the Hunan
10,000 employees â 5. 6 billion annual sales 136 companies 340,000 technical staff Classification Emerging new cluster/revitalisation of old
technologies (skills of workers, coordination among departments, integration of suppliers and customers). ) Adjustments to AMT may as a result lead to adjustments to the product produced
expected to combat the expected shortage of 6 million skilled labourers by 2020. Moreover there is a pressing requirement for increasing productivity through robot usage as labour costs
As a result, health of the employees can be expected to improve as work-related accidents go down
dealing with new technologies (skills of workers, coordination among departments integration of suppliers and customers
in-house capabilities for dealing with new technologies-skills of workers, coordination among departments, integration of suppliers and customers-may be missing and cannot
Labour markets An essential success factor for KETS is skilled a highly labour force and a thick labour market
Wolfe, 2008. In all clusters that have been analysed, the quality of the labour force was emphasised as being crucial to success,
with the best clusters attracting talented people from all over the world (e g. Grenoble, Silicon valley. Whereas the importance of skills is widely
employees starting new (supplier) firms. Examples of this were observed with CEA in the Grenoble, and Nortel in the Ontario microelectronics cluster
-skills of workers, coordination among departments, integration of suppliers and customers -may be missing and cannot be built up in short term.
Executives †Fourth Quarter 2009 Kutas, G.,C. Lindberg, R. Steenblik (2007), Biofuels †at What Cost?
 workers    Smart  spaces  and  cool  co- †working
 employees  too  † education  interests  personality  and  their
 employee  of  UK  Post  Office  Telecoms  8  http://techcitynews. com/2014/06/10/silicon- †roundabout- †tops- †uk- †startup-Â
 employees  want  to  be  located  §ï§Business  complementarity
 employees  •Networking/partnering  organisations  † networking  competencies  partnership
 Employees  look  forward  to  interacting  with  colleagues  customers
 workers  is  not  lost  or  diluted  as Â
 employers  With  regular  transport  links  to  central Â
availability of highly-educated workers; venture capital; state-of-the-art knowledge. Furthermore, the author concludes that the resulting changes in NSI stimulated
states, a high-quality labour force is one of the major prerequisites of OI as it allows knowledge to spill over to other organisations
Developing and maintaining a skilled labour force requires governments to deliver and implement high-quality education at
such as retired skilled workers, and the valuable knowledge of former staff, have been excluded generally from the task of advancing the frontiers of innovation.
retirees, graduate students, professional workers in various disciplines, ordinary citizens, and research-based and proï t-seeking
Finally, OI hinges on the supply and mobility of highly-skilled knowledge workers Hence, education and training need to be linked closely to innovation policies
retired skilled workers; internet-based communities; innovation intermediaries. Next, NSI effectiveness can be boosted through greater labour specialisation in the innovation ï eld.
knowledge workers. Sixth, policy-makers may need to move away from funding innovation in single ï rms and towards networks
past two and a half years she has been working as a strategy consultant at Atos.
CIO Executive, IBM Tom Velema EMEIA IT Advisory Leader, EY Michael Golz CIO Americas, SAP
Subject matter experts See demographics for a full overview of the research methodology Our thanks go to the more than 180 CIOS, CTOS and further IT leaders from across the
executives, we know that there is a distinctive subset of CIOS who have embraced already the digital world and seem to have been born digital.
carried out by MITSLOAN, 1 of executives from different business functions across a wide range of industries, nearly eight out of ten
strong engagement from senior executives across the business As would be expected, much is being done digitally in these
More often a member of the executive management team One of the most striking differences is that IT-intensive industry
CIOS are far more likely to hold a place on the executive management team. A little more than half (53%)do compared
they need to be a part of their executive management team However, it†s also apparent that many IT-intensive industry CIOS are
Areas in which CIOS actively engage with the executive management team IT-intensive industry CIO †board member
model, with IT issues pulled together at a board or executive committee level, †he explains.
American CIO Executive, IBM As might be expected of a leading technology brand, IBM is engaged deeply with digital.
Inevitably, when executives are pushed to focus on higher-level strategic issues, there is a consequent shift in the skills that they
attract more female executives The IT industry is the sector that has been the most successful in
Areas in which CIOS actively engage with the executive management team Discussing IT budgetary issues and
skill, †says Diego Calegari, Spanish South american CIO Executive at IBM, who explains that true storytelling requires a deep grasp of
consultants to help bring a fresh perspective on what the core of the narrative ought to be:
upon for advice by executives in the rest of the business 31born to be digital
other executives. †Anonymous, CIO, leading Chinese telecommunications company Darryl West, CIO, Barclays Group 32 Born to be digital
allows a CIO to switch roles with other executives, †she notes Chart 13 Requirements for becoming a CIO
peers, external consultants, the print media, online webcasts or others They are interested strongly in building their career upon
Consultant Business and Information Strategy, Capgemini Consulting 2007 †2012 Post graduate Management, Otto -Friedrich-University
Consultant, Centrum fã r betriebliche Informationssysteme 2001 †2002 Product Portfolio Manager, Atraxis Swissair 2000 †2001
Consultant Strategic Product Management Lufthansa Systems 1993 †2000 Master in business Informatics, Otto -Friedrich-University Bamberg and Friedrich
CIO and Executive Vice president Nykredit 1997 †2002 Executive Vice President Retail Business and Development
Various executive posts at Nykredit primarily on the business side within Nykredit retail customer segment
From our interviews with leading experts and CIOS, we gathered advice and guidance on how to prepare for a digital world †and to
CIOS take non-executive directorships at other firms or have joined external committees or think tanks.
and IT experts, to add additional context to our data and findings We focused on those sectors independently identified as
Worldwide number of employees 7%Up to 249 2%250†499 2%500†999 4%1, 000†1, 999
executives series, EY, 2013 7. â€oewhy does Kenya lead the world in mobile money? â€
5 insights for executives series, EY, 2013 •The digitisation of everything: how organisations must
At the moment, companies hiring less than 10 employees produce more than 20%of Europe†s value added and offers employment for approximately 50 million European Union†citizens
Development Advisers and an intensive round of new meetings started in September. A number of projects have been identified in Q4 2011 to be developed further
displaced Talk Talk workers. The specific actions to be progressed are set out below C1. IDA actions underway
of the Talk Talk employees, the ready-togo facility and the Gateway location of Waterford
Indeed, some employers have offered employment to the existing employees in other regions within the country
 IDA has developed a prospectus on the Waterford facility particularly focusing on the workforce skills sets and the composition of the facility and its suitability as a modern
EI is progressing a number of actions to support the Talk Talk workers impacted. Initiatives to
date included EI/CEB representatives were available to employees on site every Wednesday during September/October since the announcement of closure.
information day for employees held in September and is engaged in follow-up initiatives Further initiatives planned include
 †Idea generation†and start your own business workshops for employees of Talk Talk
 Active liaison with outplacement consultants (working with employees on site commenced in Mid september to identify potential start-up projects and discussions
 Mentor appointed to one group of employees exploring business opportunity in call centre related activities
educational attainment within both the labour force and the unemployed compared to the national average. The fall off in opportunities in construction and traditional manufacturing
across a wide range of courses, to assist job seekers with re-entry to the labour market and to
support workers in redundancy situations In October 2011 Skillnets announced an investment of â 250,000 for the immediate provision
of training for Talk Talk employees, to be delivered through the CCMA Ireland Skillnet and Waterford Chamber Skillnet, which is welcome
The following labour market actions are proposed to assist in supporting those impacted by high rates of unemployment in the region
Labour market Activation  The merits of a further Labour market Activation fund should be considered given the
unemployment rate in the region2. In relation to future Springboard calls for proposals, consideration should be given to increasing the regional weighting in
of employers within the region D3. Skills upgrading for contact centre employees  Skills upgrading initiatives for contact centre employees to be progressed, in
particular for multilingual skills through Skillsnet. On 17 october 2011 Skillnets announced an investment of â 250,000 for the immediate provision of training for Talk
Talk employees, to be delivered through the CCMA Ireland Skillnet and Waterford Chamber Skillnet, which is welcome
D4. European Globalisation Fund  Continue to progress the application for workers who have lost employment to benefit
for training and other support under the European Globalisation Fund D5. Construction Projects  Accelerate planning for infrastructure projects in the region already prioritised by
to close its contact centre in Waterford City is a devastating blow to the workers concerned
scale, physical extent and labour force catchment Table 1: Principal urban centres in the South East region, 2002-2011
After a period of sustained growth, employment levels in the region have declined significantly over the past three years.
Labour force participation rates have dropped from 62.7 percent in 2007 to 58.1 percent in 2011 (below the State average
Agriculture (primary production) remains a significant employer in the region, and at 9. 6 percent is more than twice the State average and the highest proportion across all regions
Education) and Q (Human Health and Social work)- P&q may contain private sector employees 5 Employment in companies that are clients of the enterprise agencies;
There are 20,947 micro enterprises with less than 10 employees in the South East region and an additional 1, 556 small businesses with between 10 and 49 employee †taken together this
is about 11.5 percent of the total small enterprises in the State7. The region has a
date has 170 members, many very significant employers from the region. The projects that are
between WIT and Aberystwyth University and between leading experts and network participants The project is being undertaken by the Centre for Enterprise Development and Regional Economy
The Labour market and Skills Educational profile Overall educational attainment: In line with the trend nationally, educational attainment in
educational attainment in the labour force within the South East (34 percent of those in the
labour market have third level qualifications and above, compared to 40 percent nationally) †see Figure 4 below.
significant challenges from a labour market activation perspective, in that those with lower levels of qualifications are generally hardest to reach
Figure 4 Labour force by Highest Level of Educational Attainment-South East, State Source: FAS SLMRU/CSO QNHS Data
building and civil engineering labourers; processing labourers; farm workers and counter-hands and catering assistants The occupational profile in the South East (as in all regions) has been affected by the
economic downturn. Persons employed in Craft and Related Occupations have declined by 49 percent in the South East since Q2 2007, compared to a 39 percent decline nationally.
lower than average labour force participation rate. This presents a number of challenges for the region including reduced disposable income and its impact on the
significant employers and exporters, including Glanbia, Greencore, AIBP, Bulmers, Irish Country Meats, and Slaney Foods
employment opportunities for skilled individuals emerging from activities in decline The Environmental protection agency (EPA) is located in Co. Wexford
from lower cost locations will impact on employment levels overall and could result in a net
partnerships and through labour market dynamics The South East is placed well to leverage its particular strengths in manufacturing to support
Employment levels in agency supported firms (typically internationally trading) almost tripled over the 2001 †2010 period
availability of skilled people as against a tighter labour market in Dublin, and a lower relative
region seem to be affected less by current adverse labour market conditions Unemployment by Age Cohort In the South East, those aged under 35 account for 51 percent of total unemployment, even
though this cohort only accounts for 38 percent of the total labour force in the region
relative to their contribution to the labour market. This largely mirrors the national average with the under 35†s accounting for 54 percent of total unemployment even though they only
account for 39 percent of the labour force Labour market Activation 2010 Labour market Activation Fund A number of education and training providers from the South East were successful in
tendering for services under the 2010 Labour market Activation Fund The Labour market Activation Fund is currently being evaluated in relation to programme
outputs and outcomes Under the previous labour market activation programmes of 2009, WIT provided 44 places at
Level 7 & 8  Bachelor of science (Level 8) in Applied Computing †5 Places  Bachelor of Engineering (Level 8) in Electronic Engineering †11 Places
 Bachelor of science (Level 8) Pharmaceutical Science †2 Places  Bachelor of arts (Level 8) in Finance and Investment †9 Places
 Bachelor of science (Level 7) Information technology †17 Places 42 Refer to Appendix X for data tables
Table 5. 1 Education Providers in the South East participating in the 2010 Labour market Activation Fund Initiative
and improve the training options available to Job seekers to assist with re-entry to the labour market
FAS will continue to provide employment relevant training in the two training centres in the
FAS has facilities to train apprentices for fourteen trades, from general engineering, core employment, welding, fabrication, hairdressing to information and communications
environment in the Region, together with research and analysis of employment opportunities in the South East Region
According to the Jobbridge website, on 2 december 2011, there were 189 employers from the South East advertising internships, comprising Carlow (19), Kilkenny (31), Tipperary South
A number of former Waterford Crystal employees were funded under the EGF and enrolled in WIT across a range of disciplines including social studies, visual art, electronic engineering
approved the mainstreaming of the Job seekers Support Programme (JSSP) in 2011. The uniqueness of the JSSP is the provision of skills
with direct access to employers and the workplace. The initiative is aimed solely at the unemployed and grant funded at 100 percent to ensure that job seekers can participate at nil
additional cost in line with other available Labour market Activation Fund programmes Both the CCMA and the Waterford Chamber Skillnets have responded to the redundancy
announcement at Talk Talk in Waterford. On Sept 14th, a Job Fair was held in Talk Talk with
companies and developed a prospectus of education programmes for Talk Talk employees to review and request a place.
Of the 230 Talk Talk employees that completed profile sheets for CCMA, about 25 percent were qualified to ordinary degree (Level 7) or higher, while just over
Waterford Chamber Skillnet held a Jobs Fair where member companies with job vacancies will meet with Talk Talk employees at end October
Both the CCMA and the Waterford Chamber made applications for additional funding under the Supplementary call of the JSSP which will allow them to provide for the training needs
identified through their engagement with the Talk Talk employees. On 17 october 2011 Skillnets announced an investment of â 250,000 for the immediate provision of training for
Talk Talk employees, to be delivered through the CCMA Ireland Skillnet and Waterford Chamber Skillnet Work permits issued in the South East43
contraction in the number of new employment permits issued to workers in the South East
the permits were issued to workers in the personal services occupations, agriculture related occupation, sales and healthcare.
From a labour market activation perspective, the general trends of unemployment disproportionately affecting younger and lower skilled cohorts generally reflects the trend
attainment within both the labour force and the unemployed compared to the national average. This cohort is generally harder to reach and engage
job search, training, education and employment opportunities  Upskilling †Boosting our human capital by enhancing education
relevant skills upon entering the labour market  The Springboard initiative should be monitored as a future model for re-skilling people
Learnings from the 2010 Labour market Activation Fund, which is currently being evaluated, should also be taken on board
people close to the labour market. The effectiveness of the programme in reaching and engaging those that are unemployed also needs to be monitored
the level of upskilling undertaken by employees 50 Acronyms BPO Business Process Outsourcing CC Contact Centre
workers. Although the South East is home to some major BPO/SS/SSC activities such as Rigney Dolphin
assist the displaced Talk Talk workers, and these are set out at the end of this chapter This review of the BPO/SSC indicates potential for growth and transformation for the sector
the urban area that offers a range of potential employers as well as a dynamic and vibrant quality of life
As a sector, BPO/Contact Centres experience high employee churn †however, in more regional locations employee churn can be as low as 8 percent (compared
with 20 †25 percent in Dublin Services offered by these companies are delivered through The english language in the main
in what is a high employee churn sector is a real challenge. Often individuals see BPO/Contact Centre as offering limited
skill sets of the Talk Talk employees, the ready to go facility and the Gateway location of
Indeed, some employees have been offered employment to the existing employees in other regions within the country
 IDA has been actively working to develop a prospectus on the Waterford facility particularly focusing on the workforce skills sets and the composition of the facility and
Globalisation Fund) support for the Talk Talk employees Enterprise Ireland Immediate Talk Talk Related Activities Undertaken
 Enterprise Ireland participated in the agency information day for employees held at end September 2011
 Idea generation and start your own business workshops for employees of Talk Talk in
 EI/CEB representatives were available to employees on site every Wednesday and CEBS are continuing discussions with a number of participants
 EI actively liaised with the outplacement consultants that were working with employees on site from Mid-september to identify potential start-up projects
 A mentor was appointed to one group of employees exploring business opportunity in call centre related activities
program is currently upgrading the skills of around 30 Sun Life employees The TSSG has collaborated with 425 partners in 35 countries †industry and academic partners
largest ICT employers in the local region The TSSG and WIT established Arclabs in response to the lack of a critical mass of ICT
employees from companies including Dawn Meats Group, Glanbia plc, Bausch & lomb, Inc Genzyme Corp.,IVAX Corp.,Glaxosmithkline plc, Guidant Corp. and Merck Sharpe & Dohme
training programme to healthcare workers and its co-ordination of a series of master classes
orthopaedic consultants examining materials for biomedical applications 68 In collaboration with Teagasc, WIT has developed a Postgraduate Diploma in Farm Financial
The Centre Manager, a WIT employee, cooperates with Wexford County Enterprise Board and County Wexford Partnership to deliver education and training programmes for SME
Development Advisers and an intensive round of new meetings started week commencing 19th september. In addition, EI will
displaced Talk Talk workers. The specific actions to be progressed are set out below C1. IDA actions underway
skill sets of the Talk Talk employees, the ready-togo facility and the Gateway location of
Indeed, some employers have offered employment to the existing employees in other regions within the country
 IDA has developed a prospectus on the Waterford facility particularly focusing on the workforce skills sets and the composition of the facility and its suitability as a modern
EI is progressing a number of actions to support the Talk Talk workers impacted. Initiatives to
date included EI/CEB representatives were available to employees on site every Wednesday during September/October since the announcement of closure.
information day for employees which was held on Friday 30 september. Further initiatives planned include  Idea generation and start your own business workshops for employees of Talk Talk in
co-operation with the Waterford City Enterprise Board took place in WIT and further workshops will be held in 2012
 Active liaison with outplacement consultants (working with employees on site commenced on 15 september to identify potential start-up projects
 Mentor appointed to one group of employees exploring a specific business opportunity related to the call centre sector
educational attainment within both the labour force and the unemployed compared to the national average. The fall off in opportunities in construction and traditional manufacturing
The following labour market actions are proposed to assist in supporting those impacted by high rates of unemployment is the region
Labour market Activation  The merits of a further Labour market Activation fund should be considered given the
unemployment rate in the region70. In relation to future Springboard calls for proposals, consideration should be given to increasing the weighting in assessments to
the linkages between proposals and the current and future needs of employers within the region
Skills upgrading for contact centre employees  Skills upgrading initiatives for contact centre employees to be progressed, in
particular for multilingual skills through Skillsnet. The Skillsnet investment of â 250,000 in Q4 2011 is welcome in this regard
 Continue to progress the application for workers who have lost employment to benefit for training and other support under the European Globalisation Fund
Economic/Employment statistics Table A4: Employment and Unemployment in the South East & the State 2007-2011
Number of employees in active enterprises by size and region, 2006 and 2009 2006 2009
Other Occupations (Labourers) 20,300 138,300 10.6 7. 4 Other not stated-4, 600-0. 2
Other Occupations (Labourers) 20,700 23,400 25,500 24,900 24,600 21,200 20,300 Grand Total 192,200 198,400 213,900 223,400 225,400 203,500 192,200
Other Occupations (Labourers) 175,300 186,200 201,700 203,800 187,300 144,100 138,300 Other NEC 8, 400 6, 100 6, 800 4, 600 5, 800 22,200 4, 600
significant contraction in the number of new employment permits issued to workers in the South East region between 2004 and 2010 †the number declined from approximately 940 to
Most of the permits were issued to workers in the personal services occupations, agriculture relayed occupation, sales and healthcare
Manpower Dublin Conduit Dublin Sportingbet. com Dublin CPL Managed Services Dublin Reed Recruitment Dublin Meridian Global Services Dublin
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