'It'is'also'affects'the'attractiveness'of'the'public'sector'as'an'employer.''In'our'research,'we'also'paid'attention'to'followers,'late'adopters'and'laggards,
'The'latter'is implemented'through'decentralized'negotiations'between'employers'and'unions'at'the'organizational'level.''Yet,'the'legislation'has'to,
employers,!, employees! and teleworkers.!Within! this! general! framework,!, telework! relationships! can! be! then arranged! in!
'This'implies'the'establishment'of'clear'rules,'rights'and'duties'for'employers,'employees'and'teleworkers.'
employment services and leisure facilities and to make better use of existing and future investments in public
employment opportunities 16 Regional Planning Guidelines for the Southeast Region 2010-2022 Section 1: Context 17 17
strong rural areas and ensuring an effective supply of employment opportunities and services. This enables areas to hold on to existing population, both urban and rural,
To provide a wider range of sustainable employment opportunities that would reflect both the current and
broad employment opportunities and a wide range of services including education, healthcare and childcare facili -ties, transport systems and ready access to entertainment and amenity facilities
significant employers and exporters Although the performance of the region in terms of High-Potential Start-up (HPSU) companies has been compara
targets can provide many benefits for employers, employees and to members of the wider community.
8. Promoting employment and supporting labour mobility 9. Promoting social inclusion and combating poverty 10. Investing in education, training and vocational training for skills and lifelong
8. To promote employment and support labour mobility 7. To promote sustainable transport and remove bottlenecks in
8. Promoting employment and supporting labour mobility 9. Promoting social inclusion and combating poverty 10. Investing in education, training and vocational training for skills and lifelong
8. To promote employment and support labour mobility 7. To promote sustainable transport and remove bottlenecks in
of labour), context conditions for the operation of the cluster, labour market situation, etc It also involves an analysis of the linkages between the cluster and other clusters or
outmigration, providing new employment opportunities for specific categories of the population combating social divide, etc. These justifications go much beyond the alleged classical benefits
of local stakeholders to implementing active labour market policies. For the next programming period, social innovation is treated in a horizontal way in the ESF regulation.
•Social enterprises also provide employment opportunities and contribute to the social fabric of local communities,
•Social enterprises also provide employment opportunities and contribute to the social fabric of local communities,
not help explain how falling employment levels could coincide with a very tight regional labor market Table 3 highlights the West†s low unemployment rate (along with North West and Bucharest) relative to
as well as its fall in employment levels. While the comparator group of similar regions also experienced strong decline in employment levels over this period, this process came along with a
high and growing unemployment rate, at more than twice the level of the West Table 2: Unemployment rates (ages 15 and over) and growth rates of employment (ages 15-64), 2000-2011
generating and capturing greater employment opportunities. By contrast, in the Timis-Arad agglomeration, the challenge is managing the transition toward a more knowledge and skills intensive
The auto industry is by far the biggest employer in the region among manufacturing sectors with an importance in terms of total employment that is similar (17%)to the combined share
universities (as well as vocational training facilities) and employers. It may also pay to make strategic investments in promoting disciplines
employers and contributors to Tax incentives, subsidies and better financing terms on productive investments, especially on
programs in correlation with labour market demands, especially for sectors with significant growth potential, in order to ensure complementarity with the competitiveness strategy.
•Creation of new opportunities on labour market (example, work at home •A more efficient management of enterprises, especially of small and
 EURES  Institute  for  Regional  Studies  in  Europe  Freiburg
through structures such as CREA (www. crea. es) and CEPYME (www. cepymearagon. es) on the employers'side
1. 3 LABOUR MARKET EVOLUTION...3 2 SCIENCE AND TECHNOLOGY: A PRIORITY FOR THE REGIONAL GOVERNMENT OF CASTILLA Y LEÃ N...3
1. 3 Labour market evolution Due to the important rates of growth of our economy, the rate of unemployment in Castilla y Leã n, was been
employers industry representatives, unions, labour market and training intermediaries (temporary work agencies and group training companies), local and regional government agencies
and community representatives, in order to develop skill strategies and deliver training The final thematic chapter concerns social entrepreneurship and social innovation
and implementing new labour market integration processes, new competencies, new jobs, and new forms of participation, as
e g. innovation brokers, labour mobility schemes, programmes for the commercialisation of university research), and intelligence functions aimed at anticipating future needs and
Promote local labour mobility such as through university-industry staff exchange programmes â Use the concept of â€oerelated variety†to guide policy.
making diaspora populations aware of local job vacancies Learning processes are at the core of entrepreneurship and SME innovation.
programmes through the engagement of employers, unions and individuals. Create integrated training strategies combining training located in higher education, vocational
universities and other firms or business angels, from labour mobility among firms and organisations and from informal social capital contacts.
stable employment in large firms and a central role of unions and employers in regulating
regulation of labour markets and a strong welfare state. The reduced power of large firms and unions,
turbulence and labour market flexibility increased the strain upon it Social entrepreneurs and social enterprises such as nonprofit organisations have
enterprises 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
Haltiwanger, J. 1999), â€oejob Creation and Destruction by Employer Size and Age: Cyclical Dynamicsâ€, in
labour market Lack of access to knowledge or technology Uncertain demand for new goods or services
As to external constraints †the second strand of the literature †heavy labour market regulations and market entry requirements are deemed traditionally to discourage
resources that are key to the production process, a better match between employers and employees or buyers and suppliers, etc.
workers and managers between companies within the local labour market are some of the clearest examples of â€oepassive†knowledge transfers.
â Labour mobility accelerates knowledge flows within an innovation system â More generally, labour mobility within an innovation system should be promoted as a
tool enabling local knowledge flows and spillovers via the transfer of skills and experience, although marked inter-firm labour mobility can deter private investments
in training, especially in SMES. University-industry staff exchange programmes should also be considered, although rigid university employment practices and the very
render this specific type of labour mobility difficult â Promote cross-fertilising technologies with multiple industrial applications
employer. Apprenticeship programmes are widespread, with countries like Denmark Australia, Germany and France often being referred to as good practice.
These incentives bring employer commitment to the system; they also create and fund intermediary bodies such as Group
some countries as employers use the national qualification system to upgrade the skills of their workforces.
objectives and information to both employers and employees and provision of standardised accreditation Another step that can be taken to fit the vocational training offer more closely to
employers, entrepreneurs, investors, customers and global citizens â are willing to take responsibility for and accept the consequences of their own actions
competitive advantage for these routine workers in the labour market. Working with engineers also helps routine employees to further analyse their own activities and how
employers, industry representatives, unions, labour market and training intermediaries temporary work agencies and group training companies), local and regional government
â Adult learning and links with the labour market â Regional development, including capacity building for Business Support Providers (BSPS
and clarity of objectives and information to employers and employees; give standardised accreditation â Embed an entrepreneurship mindset through the school education system
engagement of employers, unions and individuals, such as in programme design and management SMES, ENTREPRENEURSHIP AND INNOVATION Â OECD 2010182
Stone, I. and P. Braidford (2008), Engaging Employers in Continuing Training: An International Review of
job applications, the project offers information, advice, and guidance services free of charge to all (students and non-students alike
identifying and implementing new labour market integration processes, new competencies, new jobs, and new forms of participation,
â identifying and implementing new labour market integration processes, new competencies, new jobs, and new forms of participation,
greater engagement of employers, unions and individuals involved in new and small firms with lo
universities, colleges, employment agencies, unions and training organisations /associations, and are supported by integrated policy approaches to skills development
of persons excluded from the labour market Social entrepreneur A person who recognises a social problem and uses entrepreneurial principles to
competencies, jobs and forms of participation in the labour market, each of which contributes to improving the position of individuals in the workforce
creating employment opportunities for young people of that community, who are mostly black, training them for a music career.
majority and the lack of employment opportunities for young people are two of the foundations of the renewed spectre of political extremism and heightened social tensions
successful are structurally shutout of stable and well-paid employment situations Barrett 2010. Failure to address the skills gap will impact on the general well-being
Barrett, R. 2010. â€oedisadvantaged Groups in the Labour market. †Economic and Labour market Review 4 (6:
with the task of drafting a document to consider what steps can be taken to improve the employment situation,
The development of a specific Labour market Activation Programme for those with literacy and numeracy needs
Create greater opportunities for engagement with employers in the important areas of training, re-skilling and up-skilling
Identify gaps in further education course provision across the region to serve the needs of local employers
An audit of the wider creative and cultural sector in the Southeast to quantify current activity, the net contribution to the region, employment levels,
Current employment situation in the Southeast Recent statistics indicate that the Southeast region has the highest regional unemployment rate.
and creating employment opportunities The Southeast has a significantly lower percentage of students reaching third level than other regions.
WIT has a strong track record in the support of vocational and labour market oriented education at all levels.
The establishment of ETBS provides a platform for a strengthened, more coordinated Further Education sector at local level and the potential for greater engagement, both with employers and the higher education sector as well as a better learning experience
or its successor needs greater flexibility to respond to the needs of employers, unhindered by caps on post-Leaving Cert numbers,
There is also a need to identify gaps in course provision across the region to serve the needs of employers in the region.
For example, Carlow College is now offering a food science course aimed at food manufacturing to fill an identified gap in the labour market
The Institutes of Technology and a future Technological University need to work more collaboratively with the vocational sector and labour market orientation education.
Currently there are a number of programmes designed to assist people who are unemployed to gain access to the labour market through developing their skills.
The PA Consulting report on the first round of Labour market Activation Measures found that the most successful projects were those with a high level of collaboration.
For example, the EURES expo two years ago was a highly successful event organised by the Department of Social Protection where different local providers provided information to members of the public about information on education and employment options.
Create greater opportunities for engagement with employers Under the new legislation, each ETB will have an employer†s representative.
which the employers sector can assist in the delivery of education and training at local level.
However, the role of employers must go beyond this and a number of mechanisms should be established
ETB structures should allow for engagement with employers at a number of levels Employers must also be encouraged to see that they have a role to play in the re-skilling
and up-skilling agenda. Awareness-raising activities and information campaigns which highlight the benefits of supporting staff to engage in training
where opportunities are established for employers locally to engage with all education stakeholders (from primary right through to FET and third level
This document proposes to create a generic, short-term labour market activation initiative which builds on examples of best practice in the area.
In their consultation, Carlow VEC made the point that at the pre-employment level, many young people lack the confidence
and employers so that both can benefit The PLUTO preparation for work programme in Waterford City, run by St brigids Family Resource Centre
but draw on the experience of the successful NALA programme under the Labour market Activation Fund. 20:
The development of a specific Labour market Activation Programme for those with literacy and numeracy needs
Create greater opportunities for engagement with employers in the important areas of training, re-skilling and up-skilling
Identify gaps in further education course provision across the region to serve the needs of local employers
Nolan Transport is one of the leading transport operators in Europe and one of the largest employers in Wexford
but on the role employers can play in providing on-site childcare where feasible Key Proposals
and cities in the region and provide employment opportunities for those carrying out the work and for those businesses benefitting from their urban area becoming a more pleasant visitor experience
to quantify current activity, the net contribution to the region, employment levels, as well as the potential of the various elements of this sector to expand
•An audit of the wider creative and cultural sector in the Southeast to quantify current activity, the net contribution to the region, employment levels,
•are more stable employers, as their members are in the community where they are located
Supported Employment services (Kilkenny/Carlow Paula Murphy Anthony Ryan Kilkenny Chamber of commerce & Kilkenny Industrial Development Company, Ltd.
For example, County Waterford has employers in a range of indigenous and FDI companies. These include
Employers tackle †unpredictable†skills mismatch in ICT sector...p. 2 EU€ s †digital champions†make plea to next Commission...
Employers also have to be better at explaining that the opportunities in ICT are attractive,
employment services Employers tackle †unpredict -able†skills mismatch in ICT sector Although ICT experts disagree on
how big the future skills gap in the sector will be, they are convinced that employers need to tackle the issue
today through better training pro -grammes, better start-up environ -ments, and recruiting more women The past years†financial crisis is still
Higgins said that employers face a big challenge in communicating what sort of exciting job opportunities the industry is
between employers and the academic sector when designing courses. A common certification for standards across countries
job market or can create their own start-ups leave for the single US market which is still
matching-up of skills and labour market needs. The commission already runs a series of initiatives across different
Government Options for the Labour market. Cambridge: Cambridge university Press, 1997, pp. 433-63 26 Gordon, Robert J.,â€oemonetary Policy in the Age of Information technology:
Posting vacancies or receiving online job applications 21.1 Ordering or booking online 16.9 Online order tracking 11.1
by its employer 2. For a given task at hand, an administrator â€oechecks out†the required priv
Active labour market policy is a top prior -ity to sustain employment, strengthen social cohesion and reduce the risk of poverty
it focuses on labour market practices and the delivery of services. As such, it is at odds with other definitions which
•identifying and implementing new labour market integration processes new competencies, new jobs, and new forms of participation, as diverse
provides flexibility for employers and security for employees against labour market risks and holistic early years†provision in Reggio
Emilia, Italy -the third sector (for example, Emmaus in Europe or Dialogue Social Enterprise which tackles issues of disability and marginalisation in
skills programmes for mothers returning to the labour market In the West it had its roots in the humanism of the 18th century and the Industrial revolution, and
power in the labour market. Many of its ideas were crystallised through legislation: Norway†s ruling Labour Party†s recent proposal that big
employers and planners; and technologists accelerated their efforts to innovate. The Center for Independent Living, founded in 1972 by disability
These might include employers seeking new types of skills (e g. better ability to work in teams, or
integrating highly excluded groups into the labour market, it is highly likely that these figures significantly underestimate the true scale of social enterprise
marginalised job seekers back into work; to buy, restore and sell low-priced 46 second hand recycled products (including clothes and furniture) to those on
problems and reintegrate them into the labour market The Koispe is a relatively unique organisational form in that it is both an
role in integration various marginalised groups into the labour market †47 including adults with learning difficulties, people with physical disabilities
created sustainable employment opportunities and the various activities undertaken by Barka over the last 20 years have had a major influence in
innovation, few resources are being devoted to labour market development †and there is a dearth of skills,
devoted to labour market development. Our analysis suggests that this is as important an issue as finance.
employees-and many employers, particularly smaller ones, resort to volunteers to cover the work. While a majority of employers formally assess
whether individuals have gaps in their skills and/or hold a training and development policy, a lack of time and/or funding for training and
transitions into the labour market -Coordination, design, and implementation of different projects. This should include setting stricter protocols for
things as the dynamics of labour markets or monetary policy. The big social changes that have accompanied industrialisation have had some common features:
identifying and implementing new labour market integration processes, new competencies, new jobs, and new forms of participation,
people who want to believe that their employer has a social conscience and to stimulate cultures of innovation in the mainstream business through
to labour market development. However, developing skills within the field of social enterprise is critical to the growth and development of the sector
employers, business schools, think tanks, sector leaders and others 486) Lessons in social entrepreneurship such as the programmes
to employer needs. This was proposed originally in the mid-1990s as a Guaranteed Electronic Market (GEM), a web-based market for people to
labour market and development policies Secondly, we also need to understand more about the growth of the spaces over time
R&d in sciences and arts at national/regional level, improving the labour market for researchers, promoting better policies for employment, education and training, immigration
sustainability, innovation, environmental protection and a skilled, mobile labour market Eurocommerce has welcomed therefore the EU 2020 strategy right from the outset
skills that employers value. Without undermining official recognitions of skills and diplomas, necessary measures should be taken to allow initiatives led by
employers, to be recognised by Member States as being of equivalent status. This is given even more important the lengthening of working lives and the need to keep
Flexibility of labour markets: The dynamic and rapidly changing nature of the sector responds to consumers†changing shopping habits and professional clients†needs.
needs to encourage Member States to reform their labour markets towards more flexibility so that retail and wholesale an create jobs and offer career development
ï labour markets in some Member States are inflexible, preventing retail and wholesale from adapting to customers†needs
ï Encourage Member States to reform their labour markets towards more flexibility and continuous skills development,
Member States should be encouraged to reform their labour markets towards more flexibility and continuous skills development,
places, 56%of employers do not allow access to non-work related resources or websites and 63%ban their employees from saving personal data and files on
workers (46%)surveyed have graded their employers with extremely low marks for applying IT consumerization strategy 5
and develop innovative labour markets and to continue this situation into the future. These international experts also state that there is a need to develop attractive conditions to entice innovative migrants
and successfully using an innovative labour market. We have started the momentum, we need to build on this momentum
WIT has a strong track record in the support of vocational and labour market oriented education at all levels.
All sectors of the community including policy makers, entrepreneurs, business owners, employers, educators and the youth must embrace the concept of job mobility, brain circulation and labour/skills circulation.
Instead of putting barriers in place to hinder mobility and the free flow of personnel, stakeholders should encourage it knowing that the circulation of knowledge,
According to Hilpert (2013) â€oeone needs to understand that though this geography of innovation is built on Islands of Innovation and their regional labour markets,
and whether innovative labour markets provide additional instruments for appropriate policies to have a positive influence on advanced socioeconomic development.
Thus, in the end, it is not sufficient to study both the regionalisation of innovative labour markets and the migration of such labour to Islands of Innovation,
rather it is necessary to discover more about the role of innovative labour markets in building Islands of Innovation
growth, innovation and employment opportunities they present. Figure 3 shows that SMES in different European countries have performed very heterogeneously,
company, including licensing, tax and labour market regulations †Market framework refers to the availability of necessary
finance, labour market interventions to improve access to talent, and projects to improve framework conditions for cross
poor links between universities and the labour market don†t help We should be giving tax incentives to start-ups.
or employment opportunities. These experiences build on school-based programmes and often lead to employees founding their own businesses
or labour market issues, and on identifying avenues for consensus with external partners on the protection of
Federation of Swaziland Employers and Chamber of Commerce Mduduzi Lokotfwako, Coordinator, Trade & Commerce Nyakwesi Motsa, Administration & Finance Manager
strong labor-employer relations; and a very high percentage of women in the labor force Despite the drop of one position that leads to
specifically, although cooperation in labor-employer relations and the flexibility of wage determination are perceived more favorably (52nd and 43rd, respectively
continuing significant tensions in labor-employer relations 144th). ) Raising education standards and making its labor market more efficient will
and labor-employer relations are reasonably good 57th). ) Moreover, Senegal hosts relatively good ports 58th), although all other modes of transport require
concerns about the quality of labor-employer relations 97th), hiring and firing practices (78th), and the alignment
%7. 01 Cooperation in labor-employer relations 7. 02 Flexibility of wage determination 7. 03 Hiring and firing practices
employment opportunities for the majority of the country†s population, and reduces poverty. 4 Reductions in excessive
to the Federal Employment agency, over the past four years the number of individuals who require state support to get by despite
7. 01 Cooperation in labor-employer relations...4. 7...37 7. 02 Flexibility of wage determination...4. 1...121
7. 01 Cooperation in labor-employer relations...4. 7...37 7. 02 Flexibility of wage determination...4. 1...121
7. 01 Cooperation in labor-employer relations...3. 6...130 7. 02 Flexibility of wage determination...4. 6...104
7. 01 Cooperation in labor-employer relations...3. 2...142 7. 02 Flexibility of wage determination...4. 1...122
7. 01 Cooperation in labor-employer relations...3. 5...135 7. 02 Flexibility of wage determination...2. 6...140
7. 01 Cooperation in labor-employer relations...4. 7...42 7. 02 Flexibility of wage determination...5. 1...65
7. 01 Cooperation in labor-employer relations...3. 9...109 7. 02 Flexibility of wage determination...3. 7...132
7. 01 Cooperation in labor-employer relations...5. 4...12 7. 02 Flexibility of wage determination...2. 5...142
7. 01 Cooperation in labor-employer relations...4. 3...66 7. 02 Flexibility of wage determination...5. 4...40
7. 01 Cooperation in labor-employer relations...5. 1...20 7. 02 Flexibility of wage determination...5. 8...12
7. 01 Cooperation in labor-employer relations...4. 0...104 7. 02 Flexibility of wage determination...4. 8...85
7. 01 Cooperation in labor-employer relations...4. 9...33 7. 02 Flexibility of wage determination...4. 9...81
7. 01 Cooperation in labor-employer relations...4. 2...78 7. 02 Flexibility of wage determination...3. 8...129
7. 01 Cooperation in labor-employer relations...4. 3...62 7. 02 Flexibility of wage determination...5. 2...59
7. 01 Cooperation in labor-employer relations...3. 7...120 7. 02 Flexibility of wage determination...4. 0...124
7. 01 Cooperation in labor-employer relations...4. 3...69 7. 02 Flexibility of wage determination...5. 4...42
7. 01 Cooperation in labor-employer relations...3. 7...123 7. 02 Flexibility of wage determination...4. 0...125
7. 01 Cooperation in labor-employer relations...3. 9...111 7. 02 Flexibility of wage determination...5. 4...44
7. 01 Cooperation in labor-employer relations...4. 1...94 7. 02 Flexibility of wage determination...5. 3...50
7. 01 Cooperation in labor-employer relations...3. 4...138 7. 02 Flexibility of wage determination...5. 1...61
7. 01 Cooperation in labor-employer relations...4. 2...74 7. 02 Flexibility of wage determination...4. 8...92
7. 01 Cooperation in labor-employer relations...3. 6...128 7. 02 Flexibility of wage determination...4. 7...98
7. 01 Cooperation in labor-employer relations...5. 0...26 7. 02 Flexibility of wage determination...5. 4...46
7. 01 Cooperation in labor-employer relations...3. 9...114 7. 02 Flexibility of wage determination...4. 9...80
7. 01 Cooperation in labor-employer relations...3. 6...127 7. 02 Flexibility of wage determination...5. 1...66
7. 01 Cooperation in labor-employer relations...4. 6...48 7. 02 Flexibility of wage determination...5. 6...25
7. 01 Cooperation in labor-employer relations...4. 4...58 7. 02 Flexibility of wage determination...4. 8...84
7. 01 Cooperation in labor-employer relations...4. 6...47 7. 02 Flexibility of wage determination...5. 3...53
7. 01 Cooperation in labor-employer relations...5. 4...13 7. 02 Flexibility of wage determination...5. 0...76
7. 01 Cooperation in labor-employer relations...4. 7...40 7. 02 Flexibility of wage determination...4. 7...95
7. 01 Cooperation in labor-employer relations...3. 7...126 7. 02 Flexibility of wage determination...5. 5...34
7. 01 Cooperation in labor-employer relations...4. 8...36 7. 02 Flexibility of wage determination...4. 5...108
7. 01 Cooperation in labor-employer relations...4. 5...52 7. 02 Flexibility of wage determination...5. 4...43
7. 01 Cooperation in labor-employer relations...6. 0...3 7. 02 Flexibility of wage determination...4. 5...107
7. 01 Cooperation in labor-employer relations...4. 5...55 7. 02 Flexibility of wage determination...5. 2...55
7. 01 Cooperation in labor-employer relations...4. 0...95 7. 02 Flexibility of wage determination...5. 1...67
7. 01 Cooperation in labor-employer relations...4. 2...81 7. 02 Flexibility of wage determination...3. 9...126
7. 01 Cooperation in labor-employer relations...4. 9...28 7. 02 Flexibility of wage determination...6. 2...1
7. 01 Cooperation in labor-employer relations...4. 0...97 7. 02 Flexibility of wage determination...5. 0...74
7. 01 Cooperation in labor-employer relations...5. 0...27 7. 02 Flexibility of wage determination...2. 4...143
7. 01 Cooperation in labor-employer relations...3. 6...129 7. 02 Flexibility of wage determination...4. 8...87
7. 01 Cooperation in labor-employer relations...3. 9...113 7. 02 Flexibility of wage determination...4. 5...111
7. 01 Cooperation in labor-employer relations...4. 7...38 7. 02 Flexibility of wage determination...5. 7...23
7. 01 Cooperation in labor-employer relations...4. 2...80 7. 02 Flexibility of wage determination...5. 6...26
7. 01 Cooperation in labor-employer relations...5. 2...19 7. 02 Flexibility of wage determination...3. 4...136
7. 01 Cooperation in labor-employer relations...4. 1...85 7. 02 Flexibility of wage determination...3. 3...137
7. 01 Cooperation in labor-employer relations...3. 9...108 7. 02 Flexibility of wage determination...4. 2...118
7. 01 Cooperation in labor-employer relations...5. 2...18 7. 02 Flexibility of wage determination...5. 7...21
7. 01 Cooperation in labor-employer relations...3. 7...124 7. 02 Flexibility of wage determination...5. 3...47
7. 01 Cooperation in labor-employer relations...4. 3...73 7. 02 Flexibility of wage determination...5. 0...70
7. 01 Cooperation in labor-employer relations...3. 8...116 7. 02 Flexibility of wage determination...5. 1...62
7. 01 Cooperation in labor-employer relations...4. 7...41 7. 02 Flexibility of wage determination...4. 7...97
7. 01 Cooperation in labor-employer relations...5. 5...9 7. 02 Flexibility of wage determination...6. 1...4
7. 01 Cooperation in labor-employer relations...4. 3...71 7. 02 Flexibility of wage determination...5. 1...64
7. 01 Cooperation in labor-employer relations...5. 4...11 7. 02 Flexibility of wage determination...4. 1...120
7. 01 Cooperation in labor-employer relations...4. 1...90 7. 02 Flexibility of wage determination...4. 4...113
7. 01 Cooperation in labor-employer relations...4. 6...46 7. 02 Flexibility of wage determination...4. 4...114
7. 01 Cooperation in labor-employer relations...3. 5...134 7. 02 Flexibility of wage determination...3. 8...130
7. 01 Cooperation in labor-employer relations...5. 4...16 7. 02 Flexibility of wage determination...4. 9...79
7. 01 Cooperation in labor-employer relations...4. 2...76 7. 02 Flexibility of wage determination...4. 9...78
7. 01 Cooperation in labor-employer relations...3. 4...137 7. 02 Flexibility of wage determination...3. 0...138
7. 01 Cooperation in labor-employer relations...4. 2...75 7. 02 Flexibility of wage determination...5. 4...38
7. 01 Cooperation in labor-employer relations...5. 6...6 7. 02 Flexibility of wage determination...5. 9...9
7. 01 Cooperation in labor-employer relations...4. 6...44 7. 02 Flexibility of wage determination...5. 0...73
7. 01 Cooperation in labor-employer relations...4. 5...49 7. 02 Flexibility of wage determination...5. 7...20
7. 01 Cooperation in labor-employer relations...4. 3...70 7. 02 Flexibility of wage determination...5. 0...69
7. 01 Cooperation in labor-employer relations...3. 6...132 7. 02 Flexibility of wage determination...5. 2...58
7. 01 Cooperation in labor-employer relations...4. 5...56 7. 02 Flexibility of wage determination...5. 2...56
7. 01 Cooperation in labor-employer relations...4. 1...88 7. 02 Flexibility of wage determination...5. 7...16
7. 01 Cooperation in labor-employer relations...5. 1...21 7. 02 Flexibility of wage determination...5. 7...22
7. 01 Cooperation in labor-employer relations...4. 8...35 7. 02 Flexibility of wage determination...6. 0...6
7. 01 Cooperation in labor-employer relations...4. 2...82 7. 02 Flexibility of wage determination...5. 3...51
7. 01 Cooperation in labor-employer relations...4. 0...102 7. 02 Flexibility of wage determination...4. 0...123
7. 01 Cooperation in labor-employer relations...4. 0...103 7. 02 Flexibility of wage determination...4. 9...82
7. 01 Cooperation in labor-employer relations...4. 1...87 7. 02 Flexibility of wage determination...6. 0...8
7. 01 Cooperation in labor-employer relations...5. 4...15 7. 02 Flexibility of wage determination...4. 7...96
7. 01 Cooperation in labor-employer relations...4. 3...63 7. 02 Flexibility of wage determination...5. 7...18
7. 01 Cooperation in labor-employer relations...4. 2...77 7. 02 Flexibility of wage determination...5. 2...57
7. 01 Cooperation in labor-employer relations...4. 3...68 7. 02 Flexibility of wage determination...5. 3...48
7. 01 Cooperation in labor-employer relations...5. 4...14 7. 02 Flexibility of wage determination...5. 5...33
7. 01 Cooperation in labor-employer relations...4. 5...53 7. 02 Flexibility of wage determination...4. 7...94
7. 01 Cooperation in labor-employer relations...4. 8...34 7. 02 Flexibility of wage determination...5. 3...52
7. 01 Cooperation in labor-employer relations...3. 4...136 7. 02 Flexibility of wage determination...4. 6...101
7. 01 Cooperation in labor-employer relations...4. 9...31 7. 02 Flexibility of wage determination...4. 7...99
7. 01 Cooperation in labor-employer relations...4. 6...45 7. 02 Flexibility of wage determination...4. 8...88
7. 01 Cooperation in labor-employer relations...4. 1...86 7. 02 Flexibility of wage determination...5. 5...30
7. 01 Cooperation in labor-employer relations...4. 1...92 7. 02 Flexibility of wage determination...5. 7...17
7. 01 Cooperation in labor-employer relations...4. 0...106 7. 02 Flexibility of wage determination...5. 0...75
7. 01 Cooperation in labor-employer relations...4. 2...83 7. 02 Flexibility of wage determination...5. 4...37
7. 01 Cooperation in labor-employer relations...3. 6...131 7. 02 Flexibility of wage determination...3. 9...128
7. 01 Cooperation in labor-employer relations...3. 8...115 7. 02 Flexibility of wage determination...5. 5...36
7. 01 Cooperation in labor-employer relations...4. 0...101 7. 02 Flexibility of wage determination...4. 8...91
7. 01 Cooperation in labor-employer relations...3. 2...141 7. 02 Flexibility of wage determination...4. 4...115
7. 01 Cooperation in labor-employer relations...5. 5...7 7. 02 Flexibility of wage determination...3. 5...135
7. 01 Cooperation in labor-employer relations...5. 5...8 7. 02 Flexibility of wage determination...5. 8...14
7. 01 Cooperation in labor-employer relations...4. 3...67 7. 02 Flexibility of wage determination...4. 8...90
7. 01 Cooperation in labor-employer relations...4. 4...61 7. 02 Flexibility of wage determination...5. 5...35
7. 01 Cooperation in labor-employer relations...5. 8...4 7. 02 Flexibility of wage determination...3. 7...133
7. 01 Cooperation in labor-employer relations...5. 0...25 7. 02 Flexibility of wage determination...5. 6...27
7. 01 Cooperation in labor-employer relations...3. 9...107 7. 02 Flexibility of wage determination...4. 6...103
7. 01 Cooperation in labor-employer relations...4. 5...51 7. 02 Flexibility of wage determination...4. 6...106
7. 01 Cooperation in labor-employer relations...4. 4...59 7. 02 Flexibility of wage determination...5. 5...32
7. 01 Cooperation in labor-employer relations...4. 3...64 7. 02 Flexibility of wage determination...5. 4...39
7. 01 Cooperation in labor-employer relations...4. 9...29 7. 02 Flexibility of wage determination...4. 8...86
7. 01 Cooperation in labor-employer relations...4. 0...100 7. 02 Flexibility of wage determination...5. 6...29
7. 01 Cooperation in labor-employer relations...4. 3...65 7. 02 Flexibility of wage determination...4. 7...93
7. 01 Cooperation in labor-employer relations...4. 9...30 7. 02 Flexibility of wage determination...5. 7...19
7. 01 Cooperation in labor-employer relations...5. 7...5 7. 02 Flexibility of wage determination...6. 0...5
7. 01 Cooperation in labor-employer relations...3. 7...125 7. 02 Flexibility of wage determination...5. 0...68
7. 01 Cooperation in labor-employer relations...4. 1...89 7. 02 Flexibility of wage determination...5. 6...28
7. 01 Cooperation in labor-employer relations...5. 0...24 7. 02 Flexibility of wage determination...5. 3...54
7. 01 Cooperation in labor-employer relations...4. 5...50 7. 02 Flexibility of wage determination...5. 8...13
7. 01 Cooperation in labor-employer relations...4. 4...57 7. 02 Flexibility of wage determination...4. 5...112
7. 01 Cooperation in labor-employer relations...3. 3...140 7. 02 Flexibility of wage determination...5. 4...45
7. 01 Cooperation in labor-employer relations...4. 0...99 7. 02 Flexibility of wage determination...4. 9...83
7. 01 Cooperation in labor-employer relations...4. 1...84 7. 02 Flexibility of wage determination...5. 0...71
7. 01 Cooperation in labor-employer relations...6. 1...2 7. 02 Flexibility of wage determination...6. 0...7
7. 01 Cooperation in labor-employer relations...4. 0...105 7. 02 Flexibility of wage determination...4. 6...102
7. 01 Cooperation in labor-employer relations...3. 7...121 7. 02 Flexibility of wage determination...3. 9...127
7. 01 Cooperation in labor-employer relations...2. 5...144 7. 02 Flexibility of wage determination...2. 7...139
7. 01 Cooperation in labor-employer relations...4. 1...93 7. 02 Flexibility of wage determination...4. 2...117
7. 01 Cooperation in labor-employer relations...4. 7...39 7. 02 Flexibility of wage determination...5. 4...41
7. 01 Cooperation in labor-employer relations...3. 7...122 7. 02 Flexibility of wage determination...5. 0...72
7. 01 Cooperation in labor-employer relations...4. 3...72 7. 02 Flexibility of wage determination...4. 5...109
7. 01 Cooperation in labor-employer relations...5. 4...17 7. 02 Flexibility of wage determination...3. 6...134
7. 01 Cooperation in labor-employer relations...6. 2...1 7. 02 Flexibility of wage determination...5. 7...15
7. 01 Cooperation in labor-employer relations...5. 1...23 7. 02 Flexibility of wage determination...5. 5...31
7. 01 Cooperation in labor-employer relations...4. 5...54 7. 02 Flexibility of wage determination...4. 8...89
7. 01 Cooperation in labor-employer relations...3. 8...117 7. 02 Flexibility of wage determination...4. 6...105
7. 01 Cooperation in labor-employer relations...4. 9...32 7. 02 Flexibility of wage determination...4. 3...116
7. 01 Cooperation in labor-employer relations...3. 9...110 7. 02 Flexibility of wage determination...4. 5...110
7. 01 Cooperation in labor-employer relations...3. 5...133 7. 02 Flexibility of wage determination...4. 6...100
7. 01 Cooperation in labor-employer relations...3. 8...118 7. 02 Flexibility of wage determination...4. 2...119
7. 01 Cooperation in labor-employer relations...4. 0...96 7. 02 Flexibility of wage determination...5. 3...49
7. 01 Cooperation in labor-employer relations...4. 1...91 7. 02 Flexibility of wage determination...6. 2...2
7. 01 Cooperation in labor-employer relations...3. 8...119 7. 02 Flexibility of wage determination...4. 9...77
7. 01 Cooperation in labor-employer relations...5. 5...10 7. 02 Flexibility of wage determination...6. 1...3
7. 01 Cooperation in labor-employer relations...5. 1...22 7. 02 Flexibility of wage determination...5. 8...10
7. 01 Cooperation in labor-employer relations...4. 7...43 7. 02 Flexibility of wage determination...5. 6...24
7. 01 Cooperation in labor-employer relations...3. 4...139 7. 02 Flexibility of wage determination...2. 4...144
7. 01 Cooperation in labor-employer relations...2. 9...143 7. 02 Flexibility of wage determination...3. 7...131
7. 01 Cooperation in labor-employer relations...4. 2...79 7. 02 Flexibility of wage determination...5. 1...60
7. 01 Cooperation in labor-employer relations...4. 0...98 7. 02 Flexibility of wage determination...5. 8...11
7. 01 Cooperation in labor-employer relations...4. 4...60 7. 02 Flexibility of wage determination...5. 1...63
7. 01 Cooperation in labor-employer relations...3. 9...112 7. 02 Flexibility of wage determination...2. 6...141
7. 01 Cooperation in labor-employer relations...484 7. 02 Flexibility of wage determination...485 7. 03 Hiring and firing practices...
7. 01 Cooperation in labor-employer relations In your country, how would you characterize labor-employer relations?
1=generally confrontational; 7=generally cooperative 2013†14 weighted average SOURCE: World Economic Forum, Executive Opinion Survey.
International labour organization, Key Indicators of the Labour markets, 8th Edition; national sources 2. 2: Data Tables The Global Competitiveness Report 2014†2015 493
contributions and labor taxes paid by the employer, property taxes, turnover taxes, and other small taxes.
7. 01 Cooperation in labor-employer relations In your country, how would you characterize labor-employer
relations? 1=generally confrontational; 7=generally cooperative 2013†14 weighted average Source: World Economic Forum, Executive Opinion Survey
Labour markets, 8th Edition; national sources Pillar 8: Financial market development 8. 01 Availability of financial services
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