labour market

Labour market

Employer (467)
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Eures (11)
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Job application (39)
Job mobility (4)
Job vacancy (8)
Labour flexibility (7)
Labour market (338)
Labour mobility (31)
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New type of employment (3)
Professional experience (6)
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Worker adaptability (7)

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

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

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

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

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

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

External ideas for innovation can come from many places â€ from collaborations with universities and other firms or business angels, from labour mobility among firms and organisations and from informal social capital contacts.

and a central role of unions and employers in regulating the economy and society in partnership with government.

The social contract included regulation of labour markets and a strong welfare state. The reduced power of large firms and unions,

and labour market flexibility increased the strain upon it. Social entrepreneurs and social enterprises such as nonprofit organisations have stepped into this breach (OECD, 2003;

labour market regulation, finance markets and intellectual property protection. OECD research shows for example how unbalanced taxes on company profits

which have been employers for a period of up to five years, with average annualised growth in employees greater than 20%a year over a three-year period and with ten or more employees at the beginning of the period. 2. See also NESTA (2009). 3. The OECD/Eurostat Entrepreneurship

Haltiwanger, J. 1999), â€oejob Creation and Destruction by Employer Size and Age: Cyclical Dynamicsâ€, in Z. Acs, B. Carlsson and C. Karlsson (eds.

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

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

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

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

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

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

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

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

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

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

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

profits and tax revenues needs also to take account of the potential for labour market displacement. Our assessment has been informed by Forfã¡

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

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

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

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

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

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

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

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

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

s March 2014 Regional Labour markets Bulletin 2013 EGFSN March 2014 Action Plan for Jobs 2014 Forfã¡

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

as well as their success in the job market, their tendencies to innovate and their likelihood to start their own companies. 4 Much progress has been made in Ireland with initiatives such as the County & City Enterprise Boards â€ Student Enterprise Awardsâ€ 5, RTÃ â€ s

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 wasnâ€ t being exploited by their existing employer and built a business around it. â€¢Applied Research.

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 Jobseekerâ€ 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 Protectionâ€ s website, contains more details on these supports and services.

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 insuranceâ€ those who can most afford health care receive the highest income tax exclusion.

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

Jonathan Gruber, â€oethe Tax Exclusion for Employer-Sponsored Health Insuranceâ€ 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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

ï§Publish regional labour market profiles to better reconcile available skills with employersâ€ needs; and 2015 ACTION PLAN FOR JOBS 31 ï§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 ï§Allocate a nominated account manager to large employers

and implement the â€ employer charterâ€ (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,

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

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

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

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

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

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

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

a payment of â 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 â 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,

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

ï§Targeting more places and opportunities for young unemployed people and those who are unemployed long term;

ï§Promoting employment supports; and ï§Ensuring the effectiveness of referral from Intreo to further education and training.

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

ï§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;

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Smart Futures volunteers sourced ï§Meet employer demand for employment permits in the ICT sector,

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

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.

org Ms. Linda Van Beek Advisor European Affairs VNO-NCW (Confederation of Netherlands Industry & Employers) beek@vno-ncw. nl Mrs. Joke

Employers) bandt@vno-ncw. nl Mr. Bruno van Pottelsberghe Professor, Senior Fellow Economics & Management of Innovation ULB and Bruegel bruno. vanpottelsberghe@ulb

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

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