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1
Wright, Chris. „Employment, Selection and Training Procedures in Australian Manufacturing, 1940-1960“. Journal of Industrial Relations 33, Nr. 2 (Juni 1991): 178–95. http://dx.doi.org/10.1177/002218569103300202.
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While contertrporary Australian industrial relations studies are focusing increasingly on the workplace, our understanding of the historical development of workplace industrial relations remains hazy. Nowhere is this more apparent than in the area of workplace labour management, and the role of the personnel manager. This paper seeks to rectify this neglect by analyzing the origins and development of the personnel function in manufacturing industry since the Second World War. Personnel initiatives in the areas of employment, selection and training are examined. The paper concludes that, while a tight post-war labour market provided a general impetus for the more widespread use of specialist personnel work, the nature of personnel practice varied widely between firms.
2
Muda, Merle. „Estonian Labour Law Reform: The Successful Implementation of the Idea of Flexicurity?“ International Journal of Comparative Labour Law and Industrial Relations 26, Issue 3 (01.09.2010): 347–66. http://dx.doi.org/10.54648/ijcl2010021.
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Over the past ten years, the EU has been seeking ways to increase the adaptability of employees and enterprises and the flexibility of labour markets. Since 2006, the keyword has been flexicurity, and the implementation of this concept is intended to achieve the desired changes in labour relations. Accordingly, Estonia has attempted to reform labour relations in the light of the idea of flexicurity and adopted the Employment Contracts Act in 2008. This law comprises several amendments, the aim of which is to make labour relations more secure and flexible. This article focuses on the reforms that have had the greatest impact on the functioning of labour relations: the form of employment contracts; entering into and termination of fixed-term employment contracts; the employer’s obligation to provide training; the employer’s right to reduce wages; and the termination of the employment contact at the initiative of the employer. The author analyses whether the implementation of the idea of flexicurity has been successful with regard to these issues.
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Georg (Hrsg.), Walter, Klaus Rütters (Hrsg.) und Winfried Schneider-Deters (Hrsg.). „Vocational Education and Training, Employment and Labour Relations in the Republic of Korea“. Verfassung in Recht und Übersee 26, Nr. 3 (1993): 344–45. http://dx.doi.org/10.5771/0506-7286-1993-3-344.
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Sydorenko, V., O. Sakhno, A. Lukiianchuk, A. Denysova und V. Kharahirlo. „Labor relations in the field of professional (vocational) education: theoretical and applied aspect“. Fundamental and applied researches in practice of leading scientific schools 38, Nr. 2 (30.04.2020): 122–26. http://dx.doi.org/10.33531/farplss.2020.2.22.
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The article examines theoretical and applied aspects of labor relations in the field of professional (vocational) education. The authors highlight the problems, indicators and mechanism of regulation of labor relations in the field of professional (vocational) education. There is the analysis of the state of normative-legal regulation of conditions and grounds for hiring scientific and pedagogical workers, as well as the grounds, procedure and guarantees for dismissal of employees of this category. The authors focus in the article on the description of the conditions for concluding, performing and terminating an employment contract and substantiate the differences between the employment treaty, employment agreement and contract, employment treaty and civil law employment treaty. The article identifies the procedure for competitive selection during the filling of vacant positions of scientific and pedagogical workers and concluding contracts with them as a special form of employment treaty.
The materials of the article can be used to improve the system of professional (vocational) education in Ukraine by ensuring the need for quality training of qualified specialists.
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HAVEMAN, ROBERT H., und DANIEL H. SAKS. „Transatlantic Lessons for Employment and Training Policy“. Industrial Relations: A Journal of Economy and Society 24, Nr. 1 (Januar 1985): 20–36. http://dx.doi.org/10.1111/j.1468-232x.1985.tb00979.x.
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Driver, Neville. „Bridging the gap—the oil and gas industry“. APPEA Journal 49, Nr. 2 (2009): 595. http://dx.doi.org/10.1071/aj08068.
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The oil and gas industry is prone to skills shortages resulting from financial cycles, as is the case with many other industry sectors. Bridging the gap in indigenous employment is in part a solution to this problem and in the Northern Territory this has become easier due to innovative developments and smart partnerships. When smart partnerships are formed that involve like-minded organisations, successful employment outcomes are inevitable. Partnerships, involving APPEA, Industries Services Training Pty Ltd (IST), the Australian Government through the National Shills Shortage Strategy (NSSS), plus the Structured Training and Employment Program—Employment Related Services (STEP ERS), which are funded through the Department of Employment Education and Workplace Relations (DEEWR) and the Department of Education and Training (DET) in the Northern Territory, have provided funding for Indigenous pre—employment training programs that are leading to positive employment outcomes in the oil and gas Industry. The model developed and implemented in the Northern Territory by IST ensures Indigenous employment outcomes follow the delivery of the Indigenous pre-employment training programs. Key factors include: Indigenous mentors; culturally appropriate trainers; Monitoring employment activities; and, Specialist project management from APPEA and IST. Methodologies and strategies employed by various partners ensure employment outcomes through the cooperation of principal subcontractors who require staff and who can service contracts let by major APPEA members. Of the 18 Indigenous and Torres Strait Islander participants who commenced the eight-week program in 2008, 16 graduates received their nationally recognised Statements of Attainment at the graduation ceremony held at the Darwin Convention Centre in October 2008. There were six female graduates of the program. Competencies included first aid, dogging, safe working at heights and OHS including risk and hazard analysis training. You may ask yourself why these courses were so successful when many others have failed. The presentation will outline difficulties; successful methodologies and strategies used by IST to ensure employment outcomes are achieved. These strategies include full-time Indigenous mentors throughout the course plus culturally appropriate trainers, smart recruitment strategies, dedicated employment service brokers soliciting employment opportunities, industry site visits, industry guest speakers and the commitment of Governments and APPEA. As a result of the successes to date, the relevant government departments have committed to further courses throughout 2009.
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Williams, Steve, und Peter Raggatt. „Competence‐based Vocational Training Policy: a case study of the decollectivisation of employment relations“. Journal of Vocational Education & Training 48, Nr. 4 (Januar 1996): 315–32. http://dx.doi.org/10.1080/1363682960480401.
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Schindler, Steffen, Felix Weiss und Tobias Hubert. „Explaining the class gap in training: the role of employment relations and job characteristics“. International Journal of Lifelong Education 30, Nr. 2 (März 2011): 213–32. http://dx.doi.org/10.1080/02601370.2010.547613.
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Murphy, Philip, Paul L. Latreille, Melanie Jones und David Blackaby. „Is There a Public Sector Training Advantage? Evidence from the Workplace Employment Relations Survey“. British Journal of Industrial Relations 46, Nr. 4 (Dezember 2008): 674–701. http://dx.doi.org/10.1111/j.1467-8543.2008.00699.x.
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Robaj, Avdullah. „VOCATIONAL TRAINING AND LABOUR MARKET IN THE REPUBLIC OF KOSOVO“. Journal Human Research in Rehabilitation 13, Nr. 1 (14.04.2023): 82–92. http://dx.doi.org/10.21554/hrr.042310.
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To analyse democratic and legal labour relations in the current conditions of economic and social development means, first and foremost, to highlight their essence and main features, as well as the development trends and future improvements of these relations.The year 2021, like 2020, has been characterized, among others, by the COVID-19 pandemic. This has produced various effects. As an effort to mitigate these effects, the Government of Kosovo has undertaken measures to support employment through the economic recovery package. Based on this context, the main and only purpose of the 1st Measure of economic recovery is the support of employment. Active employment measures have played a very important role in the integration of unemployed persons into the labour market. One of these measures with the largest number of beneficiaries is Vocational Training. Vocational training is a fundamental and very important process to get a job. In this sense, even the latest statistical data (2021) of the official authorities of Kosovo prove that the largest beneficiaries of active labour market measures are the persons who have undergone vocational training. The purpose of Vocational Training is to enable an increase or adoption of professional knowledge, namely to acquire additional knowledge,skills and abilitiesto perform efficient work, in order to increase the prospect of employment or retain their employment. Based on the international aspect, employment and the labour market are under the pressure of many factors, such as demographic, technological, economic and political ones; therefore, vocational training is considered as one of the mostsuccessful active labour market measures.
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Triantafillidou, Eleni, und Theodore Koutroukis. „The Impact of Covid-19 Pandemic on The Work Landscape and Employment Policy Responses: Insights From Labor Policies Adopted in The Greek Context“. European Scientific Journal, ESJ 17, Nr. 31 (13.09.2021): 179. http://dx.doi.org/10.19044/esj.2021.v17n31p179.
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This study explores the impact of Covid-19 on labor relations and public labor relations policies. Focus is given to the worldwide effects of the pandemic on employment, the impact of Covid-19 on the European labor landscape, the impact of the pandemic on the Greek labor context, and the main labor policies and measures adopted in Greece during Covid-19. The analysis of the effects of the pandemic on employment is based on published research material from ILO, Eurofound and the database of the Greek Ministry of Labor. The section concerning the impact of Covid-19 on the labor relations policies and the measures adopted in the Greek context is based on the analysis of the Greek institutional framework and the related legislative acts. The main employment policy responses to Covid-19 pandemic are ensuring workers’ safety, maintaining adequate paid sick leave, upholding support for workers with caring needs, adapting job retention schemes, ensuring adequate income protection, expanding employment services and training and giving the young people the support they need. Planning and implementing effective labor policies is a demanding goal that requires cooperation and synergies among economic, research, innovation and lifelong education policies.
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Pavlovskaya, O. Y. „Employers' activities for the implementation of employment policy“. Voprosy trudovogo prava (Labor law issues), Nr. 4 (20.04.2023): 228–33. http://dx.doi.org/10.33920/pol-2-2304-06.
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The article highlights the issues of employers’ assistance to employment of the population. Among them: participation in events for the organization and conduct of public works; creation of conditions for vocational education,vocational training and additional vocational education of employees, including women, during the period of parental leave until they reach the age of three years; compliance with quotas for the employment of disabled people. The author analyzes the problems of law enforcement practice, which give reason to believe that negative trends in the enforcement of existing norms in the sphere of the relations under consideration persist. This is especially true of the application of norms on job quotas. Special attention is paid to the novelties of legislation in the sphere of the relations under consideration.
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Świątkowski, Andrzej Marian. „ARTIFICIAL INTELLIGENCE AND LABOR LAW AND RELATIONS“. Polityka Społeczna 562, Nr. 1 (31.01.2021): 1–11. http://dx.doi.org/10.5604/01.3001.0014.9570.
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This study deals with the need and difficulties in its implementation, legal regulation of the position of artificial intelligence in labor relations, its impact on the labor market in the near and distant future, the deficit of trust and limited awareness of contemporary and future employees about its potential and its positive and negative possibilities. The ideal for which “learned machines” can be considered in our society is still far from. We will have to wait for the integration of intelligent robots with employees. At present, one can only consider whether artificial intelligence can help or harm people in employment relationships. Artificial intelligence taking over millions of jobs will not take people away from all the work that exists in the labor markets and is currently performed by people. Instead, it can compete effectively with the types of routine work performed by humans. It will create new, more favorable employment conditions. It will force people of the working age to prepare for the necessary necessity of permanent vocational training.
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Jönsson, Ingrid. „Policy Perspectives on Changing Intergenerational Relations“. Social Policy and Society 2, Nr. 3 (25.06.2003): 241–48. http://dx.doi.org/10.1017/s1474746403001313.
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The combination of population ageing, changing family structures and patterns of employment is having an increasing impact on intergenerational relations in Western societies. The ‘generational contract’ is being affected by women's growing labour market participation, especially among mothers with young children, the extension of the period spent in education and training and the curtailment of welfare expansion. Since women carry the main burden of care work, the organisation of social care is a key issue in understanding changing intergenerational relations. This article explores the perceptions that European families in different socio-political contexts have of changing intergenerational relations and their expectations of policy actors.
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García Trascasas, M. Ascensión. „Young People and Training Contracts: The Spanish Experience“. International Journal of Comparative Labour Law and Industrial Relations 24, Issue 2 (01.06.2008): 289–306. http://dx.doi.org/10.54648/ijcl2008015.
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Two kinds of training contracts have co–existed in Spain for many years: work–placement contracts and job–training contracts, and their legislative development has brought to the forefront the tension between their training objective and their potential as instruments of employment policy. These contracts usually provide forms of employment designed for young people to facilitate access to the labour market and provide on–the–job training. However, they have not always been limited to young people, nor have they ensured training for workers, especially in the case of job–training contracts. This paper provides an overview of the transformations that training contracts have undergone in the Spanish system with special attention to the groups they are designed for.
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Assan, Joseph, und Violette Nalutaaya. „Africa’s Youth Unemployment Challenge and the Pursuit of Soft Skills Development by University Students“. Review of European Studies 10, Nr. 3 (12.06.2018): 58. http://dx.doi.org/10.5539/res.v10n3p58.
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This paper seeks to address the growing challenge of youth employment in Kenya. The study explores how the provision and acquisition of soft skills by university students influence their employability in the current labour market in Kenya. The objective of the paper is to examine the current training programs in soft skills development being offered to university students and the extent to which they enhance the ability of the participants to obtain employment. We use a case study approach to ascertain the opportunities provided by the Employment Training Program which offers mentoring and coaching to young people in key soft and employment skills as they transition from tertiary institutions into the workforce. The paper triangulates quantitative and qualitative methodologies that draw on a pre-training survey, key informant interviews, a post training survey and focus group discussions to inform the study. The research shows that addressing the information gap for job opportunities can help reduce youth unemployment. The development of entrepreneurship, interpersonal skills, public relations and online jobs search skills are amongst the observed training gaps. The findings of the study further indicate that employers are interested in young people who are consistent, reliable, have good communication and presentation skills as well as realistic career expectations. The study concludes that whilst several students seem keen on obtaining soft skills, some are unable to capitalize on the acquisition of such skills to enhance their employment prospects. The paper recommends incorporating employability programs into the Kenyan educational curriculum at the secondary and tertiary levels to address the vicious cycle of unemployment.
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Rahastine, Mareta Puri, Silvina Mayasari und Natasha Sasmita. „STRATEGI PUBLIC RELATIONS PT INDOTAMA KARYA GEMILANG DALAM MENINGKATKAN PEMAHAMAN PROSES PROSEDURAL TENAGA KERJA INDONESIA“. Cakrawala - Jurnal Humaniora 19, Nr. 2 (16.09.2019): 237–42. http://dx.doi.org/10.31294/jc.v19i2.6487.
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Indonesian Workers (TKI) are domestic workers who work abroad. TKI is the largest foreign exchange earner for Indonesia. For official migrant workers, they will receive employment training conducted at the Overseas Employment Training Center which is managed by Indonesian Manpower Services Distributors as their suppliers abroad. Since the height of the news about Human Trafficking / non-procedural human trafficking has become a special concern by the Indonesian government, various ways of prevention are carried out by the government together with related official institutions. The author uses descriptive-qualitative research method, which is done by direct observation and in-depth interviews with the parties concerned, and the data collected later on analysis by descriptive analysis by describing the results of research in the form of research reports. With the holding of campaigns by the government and related institutions such as that carried out by PT Indotama Karya Gemilang about understanding the importance of the procedural process for migrant workers, they can add their understanding of the process procedurally.
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Tiraboschi, Michele. „Productive Employment and the Evolution of Training Contracts in Italy“. International Journal of Comparative Labour Law and Industrial Relations 22, Issue 4 (01.12.2006): 635–49. http://dx.doi.org/10.54648/ijcl2006030.
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Mason, Susan G. „Regional Cooperation in Employment and Training Policy: A Matter of Collective Action or Intergovernmental Relations?“ Community Development 39, Nr. 4 (Oktober 2008): 1–16. http://dx.doi.org/10.1080/15575330809489655.
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Dobrowolska, Małgorzata. „Subjective Predictors of Safe and Risky Behaviours. Presentation of Selected Results of the Studies Among Workers in Non-Traditional Forms of Employment“. European Journal of Social Sciences Education and Research 6, Nr. 1 (30.04.2016): 71. http://dx.doi.org/10.26417/ejser.v6i1.p71-77.
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The paper presents selected results of the studies carried out among Polish workers in non-traditional forms of employment, using the Occupational Safety Culture Scale (Milczarek, 2000) consisting of 6 sub-scales: management commitment and participation; OSH training and analysis of accidents; values; relations between employees and affiliation to the company; responsibility and awareness; safe behaviours. All groups of the nine examined forms of flexible employment have declared the evaluation of occupational safety culture at the average level of 5-6 Sten, which shapes its following features. The paper presents selected results of the Author’s own broader research project on a sample of workers in non-traditional forms of employment
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Сабирова und Daniya Sabirova. „Employers and High Education Institutions: Interaction and Prospects“. Administration 2, Nr. 2 (16.06.2014): 80–85. http://dx.doi.org/10.12737/4174.
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This paper’s basis was formed by understanding of the fact that for full-fledged development of education an talented youth, as well as for effective use of human resources, improvement of labor relations, professional training in Russia it’s necessary an interaction between higher education institutions and employers. The
purpose is the consolidation of efforts of employers and high education institutions in addressing the issue of effective professional training and employment of graduates.
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Srijani, Ninik, Ramadhan Prasetya Wibawa, Intan Rafika Dewi, Ervi Aulia Rahma und Aning Prasetyo Sari. „Analysis Of Youth Characteristics Not in Education, Employment, Or Training (NEET)“. Economic Education Analysis Journal 12, Nr. 2 (30.06.2023): 42–50. http://dx.doi.org/10.15294/eeaj.v12i2.68867.
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This study aims to determine the characteristics of NEET and the macro conditions in which the individual lives against the probability of an individual entering the NEET group (NEET status) in Madiun. This research uses a qualitative approach, with a purposive sample with certain considerations with informants a few 20 alumni of economics education in 2020-2022 who are not yet working. The results show factors that influence a person to become a NEET such as age, education and job qualifications needed in the field, and not having a link to work. Some informants are still choosing and sorting out the jobs to apply for, want to enjoy the process of consulting someone in the neighborhood, have fun instead of working and come from rich families. Informants have all the characteristics of NEET, namely not wanting to work and looking for work, anti-social, depending on other people to fill their days with less useful activities. The visible characteristics of NEETs are that they must fulfill their own needs, in order to actualize themselves. Starting from meeting physical needs, the need for security, being recognized by society, feeling affection, and being valued so that they are able to achieve the best version of themselves. Starting from improving relations with family, then trying to get out and socialize with society.
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Nesterovich, O. „Experience of foreign countries in legal regulation of employment of graduates of educational institutions“. Uzhhorod National University Herald. Series: Law, Nr. 71 (25.08.2022): 186–90. http://dx.doi.org/10.24144/2307-3322.2022.71.31.
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The article examines the experience of foreign countries in the legal regulation of employment of graduates of educational institutions, as for the best settlement of relations on youth employment, it is advisable to pay attention to foreign experience in solving similar problems. The study briefly examines the experience of some European countries in solving youth employment problems at the national level, taking into account national specifics, economic and social situation. It is concluded that the experience of countries with developed market economies shows that the scale of state intervention in the system of the labor market is significant. A special place in the employment policy of these countries is occupied by measures to promote the employment of young people who have no practical training. States encourage employers to hire young people by providing them with special guarantees, subsidies, and tax breaks. Vocational training and retraining are important in regulating the world’s youth labor market, as the economic costs of providing these services far outweigh the costs of unemployment benefits. Currently, most Member States of the European Union are trying to facilitate the process of adaptation of young people to enter the labor market after graduation through a combination of so-called supply and demand strategies. Proposal strategies mainly include programs focused on vocational training of young people. Although each country takes into account its national, economic and social specificities when implementing youth employment programs, all youth employment programs have one thing in common - facilitating the entry of different categories of young people into the labor market by providing them with vocational training, qualifications and providing the first work experience. Mechanisms of close cooperation and interaction between the education system and the labor market play an important role in this process.
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Benirobin, P. R., Muchlis Hamdi, Rossy Lambelanova und Reydonnizar Moenek. „PERANAN PEMERINTAH DAERAH DALAM MEMFASILITASI KETENAGAKERJAAN UNTUK MENINGKATKAN INVESTASI PUBLIK DI KABUPATEN MELAWI, PROVINSI KALIMANTAN BARAT“. PAPATUNG: Jurnal Ilmu Administrasi Publik, Pemerintahan dan Politik 3, Nr. 2 (03.09.2020): 66–83. http://dx.doi.org/10.54783/japp.v3i2.93.
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The research objective is to obtain a picture of the sub-optimal role of the Melawi Regency Government in facilitating employment to increase public investment in Melawi Regency. The research method is qualitative with interviews, observation and documentation. The researcher conducted an analysis guided by the scope of facilitating manpower contained in Law Number 13 of 2003, namely facilitating job training, facilitating employment placement and expanding job opportunities and facilitating industrial relations; and using Siagian's role theory which states that the role of government is as a stabilizer, innovator, modernizer, pioneer and implementer.
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Numhauser-Henning, Ann. „Flexible Qualification — a Key to Labour Law?“ International Journal of Comparative Labour Law and Industrial Relations 17, Issue 1 (01.03.2001): 101–16. http://dx.doi.org/10.54648/337855.
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This article argues that flexible knowledge (and thus continuous education) has the potential to out-date employment protection versus new forms of works as the touchstone of labour law discourse in the Knowledge Society. Hitherto labour law discourse has usually focused on labour market segmentation in terms of a core group of permanently employed workers and more peripheral groups of workers in atypical employment. However, recent Swedish labour market statistics show that employability in terms of qualification appears to be the crucial quality, regardless of mode of employment, when it comes to the risk for the individual of being subjected to unfavourable labour conditions, transfers and unemployment. This implies new challenges to labour law. Legally defined or negotiated rights to education and training is an important way forward. It is argued that while such rights as part of employment protection schemes seem to imply a strengthening of employer prerogatives as regards the functional flexibility dimension, a right to education and training as part of more general conditions of employment may work to the 'empowerment' of individual employees. What we need is 'a normative shift' as regards the employer's obligation, from an obligation to guarantee continued employment to an obligation to guarantee continued employability.
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Anatiychuk, V. V. „Transformation of labor relations in conditions of digitalization“. Analytical and Comparative Jurisprudence, Nr. 6 (16.12.2024): 376–83. https://doi.org/10.24144/2788-6018.2024.06.61.
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The article analyzes the general theoretical aspects of the transformation of labor relations in view of the development of information technologies. The labor market and employment are undergoing significant changes due to various factors that characterize the global economy. In particular, progress in technologies, the emergence of non-standard forms of employment, demographic shifts, rapid urbanization, scarcity of resources, climate change, wars, epidemics of various kinds affect all spheres of life and accelerate the processes of transformation of social relations in the sphere of work, Digitization of the economy and production shifts its emphasis to the Internet environment, where the success of work depends on digital capital. It is noted that the transformation of labor activity means changes in social and labor relations, where modern technologies form a digital labor market, digital employment, and a digital workplace. The gig economy sector is forming new work models characterized by long and short duration, contractual nature of working conditions. Digitalization entailed a radical transformation of labor relations, changing the nature of labor relations, changing communication between the employee and the employer, ensuring the confidentiality of information, and the emergence of new forms of employment using software platforms. All this brought significant changes to the labor legislation regarding remote work, home work, the introduction of electronic document management, etc. It is asserted about the need for reform, ensuring the flexibility of labor legislation and optimal coordination of the interests of the employee and the employer in labor relations. It is noted that digitalization has significantly changed the organization of work at enterprises, institutions, and organizations. Today, the work process functions and is managed in a remote mode, which cannot fail to reflect both the status of the specialist and his functional duties. Significant changes are also taking place in the area of labor migration. The fundamental task is the development of conceptual foundations for the development of non-standard labor relations. It is necessary to develop new approaches to the training of personnel and their entry into the labor market in the conditions of the digital economy.
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Anggraini, Enggartiasti Sherly. „Peran Serikat Pekerja dalam Hal Perselisihan Hubungan Kerja yang Berdampak pada Pemutusan Hubungan Kerja“. Jurnal Syntax Admiration 4, Nr. 3 (25.03.2023): 349–61. http://dx.doi.org/10.46799/jsa.v4i3.565.
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In every company, of course, always strive to create a cooperative and comfortable work environment for each worker. This study aims to analyze the role of trade unions in overcoming labor relations disputes that can have an impact on termination of employment. The research method raised in this study is Normative research. Normative Law Research is legal research conducted by examining library materials or secondary data". The results showed that trade unions have a very important role in handling labor relations disputes that can have an impact on termination of employment. The role of trade unions includes being a mediator in dispute resolution, providing legal opinions and advice to members, and protecting workers' rights through negotiations and protests. The study recommends the need to increase the role of trade unions in addressing labor disputes that can have an impact on termination. This can be done through providing training and education to union members on labor relations law and the role of unions in resolving disputes. Thus, it is expected to create a more stable and conducive work environment for workers.
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Valeev, R. M., und R. R. Valeeva-Khakimova. „Training in the field of cultural heritage and tourism in the Republic of Tatarstan“. Heritage and Modern Times 5, Nr. 3 (27.01.2023): 222–31. http://dx.doi.org/10.52883/2619-0214-2022-5-3-222-231.
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This article deals with the experience of the Institute of International Relations of KFU in training personnel in the field of cultural heritage and tourism, examines main features of curricula, its scientific and applied components, innovation in the educational process and its uniqueness. It analyzes the current key areas with high demand for graduates of these specialties and its reasons, as well as the main spheres and organizations of employment of alumni.
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Kappo-Abidemi, Christiana, Chux Gervase Iwu und Charles O. K. Allen-Ile. „Employment Relations, Service Quality and Professionalism within the Nigerian Public Service“. Journal of Economics and Behavioral Studies 10, Nr. 2(J) (19.05.2018): 155–64. http://dx.doi.org/10.22610/jebs.v10i2(j).2225.
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This paper was written with the following in mind: (1) to determine the effect of employee wellness on public servants’ professionalism, and (2) to establish the relationship between trade union activities and employee professionalism. Within organisations, employment relations are established to facilitate an interactive working relationship between an employer and an employee as well as determine how labour and social security law provisions addressed to employees are applied. We reviewed pertinent literature that guides employment relations and adopted the mixed methods to enable a rigorous study that will offer profound insight into the employment relations climate in Nigeria and how it affects professionalism. Subjects were drawn from the database of a public funded training provider, whichcaters exclusively for senior public servants. The data are presented in a graphical and narrative form owing to our use of themes in analysing the focus group interviews. Some interesting and at the same time confusing revelations emerge from this study. The distinct difference in the responses holds implications for research and practice. A future study that can clarify this confusion may start by identifying champions (trade unionists, managers at the coalface with unions and other employers) and then engaging them through indepth interviews to understand the real conditions which public servants are exposed. On a practical side, as confusing as the responses seem, they provide a serious opportunity for enhanced studies on Nigeria’s public service constitution. We make this call against the backdrop of what some social scientists have termed intense structural decay in the Nigerian public service.
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Kappo-Abidemi, Christiana, Chux Gervase Iwu und Charles O. K. Allen-Ile. „Employment Relations, Service Quality and Professionalism within the Nigerian Public Service“. Journal of Economics and Behavioral Studies 10, Nr. 2 (19.05.2018): 155. http://dx.doi.org/10.22610/jebs.v10i2.2225.
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This paper was written with the following in mind: (1) to determine the effect of employee wellness on public servants’ professionalism, and (2) to establish the relationship between trade union activities and employee professionalism. Within organisations, employment relations are established to facilitate an interactive working relationship between an employer and an employee as well as determine how labour and social security law provisions addressed to employees are applied. We reviewed pertinent literature that guides employment relations and adopted the mixed methods to enable a rigorous study that will offer profound insight into the employment relations climate in Nigeria and how it affects professionalism. Subjects were drawn from the database of a public funded training provider, whichcaters exclusively for senior public servants. The data are presented in a graphical and narrative form owing to our use of themes in analysing the focus group interviews. Some interesting and at the same time confusing revelations emerge from this study. The distinct difference in the responses holds implications for research and practice. A future study that can clarify this confusion may start by identifying champions (trade unionists, managers at the coalface with unions and other employers) and then engaging them through indepth interviews to understand the real conditions which public servants are exposed. On a practical side, as confusing as the responses seem, they provide a serious opportunity for enhanced studies on Nigeria’s public service constitution. We make this call against the backdrop of what some social scientists have termed intense structural decay in the Nigerian public service.
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Grmanová, Eva. „EMPLOYMENT DEVELOPMENT IN THE CONTEXT OF AGENDA 2030“. Sociálno-ekonomická revue 21, Nr. 2 (Dezember 2023): 14–23. http://dx.doi.org/10.52665/ser20230202.
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The aim of our scientific study was to identify and assess the specificities of the EU countries in the field of employment improvement based on the indicators “young people neither in employment nor in education and training” (NEET) and “employment rate” within the EU and to evaluate the position of the Slovak Republic. The selected indicators are determined in Agenda 2030 in the area of “Decent work and economic growth” as indicators with quantitative targets. In the scientific study, the method of analysis of the development of time series and linear regression analysis is used. We can say that the development in the Slovak Republic is favourable. However, the values of both indicators are worse than the average values in the EU. The linear regression points to a strong connection between indicators. From the derived relations, the possibilities for improvement also follow.
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Arzul, Husna Fitria, Afriva Khaidir und Adil Mubarak. „Peranan Dinas Tenaga Kerja dan Perindustrian dalam Meningkatkan Kesempatan Kerja Bagi Penyandang Disabilitas“. JESS (Journal of Education on Social Science) 3, Nr. 2 (31.10.2019): 135. http://dx.doi.org/10.24036/jess/vol3-iss2/134.
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The purpose of this study is to explain the role of the Department of Labor and Industry in Padang City in increasing employment opportunities for persons with disabilities. This research is a qualitative research using descriptive methods. Data in this study were obtained from observation, interviews, and documentation studies. The validity test of the data in this study is the method of triangulation method. Based on the results of research and discussion, it was found that the role of the Department of Labor and Industry in Padang City in increasing employment opportunities for persons with disabilities in policy management was still limited to providing skills training and recommending persons with disabilities to companies. employment, in financial management is budgeting in accordance with the RAB, in information management in the form of submission of information on job vacancies, and in the management of external relations has not been implemented properly because there has been no collaboration with providers of employment.
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Agus, Dede. „Ruang Lingkup Pengaturan Perlindungan Buruh/Pekerja Pasca Berlakunya Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja“. Ius Civile: Refleksi Penegakan Hukum dan Keadilan 6, Nr. 1 (30.04.2022): 182. http://dx.doi.org/10.35308/jic.v6i1.5146.
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Tahune protection of Labour/worker can be enforced by various laws, including Law Nomor 13 of 2003 on Manpower which several articles were deleted and amended (added/revised) by Tahune Job Creation Law Nomor11 of 2020. Of course Tahunis has resulted in changes to Tahune terms of substance and scope of employment regulation. Tahunerefore, Tahunis paper is aimed to discuss Tahune protection of labour/worker in terms of Tahune scope of Tahune regulation, at Tahune pre-employment, during and post employment according to Law Nomor 13 of 2003 on Manpower post Tahune Law Nomor11 of 2020 on Job Creation. Tahunis research meTahuNomord, Normative juridical based on Tahune secondary data and Tahune satute approach and Tahune conceptual approach, and qualitative descriptive analysis. Tahune results showed Tahunat Tahune regulated pre-employment, such as: Manpower Planning and Employment Information, Job Training, Labour Placement and Expansion of Employment Opportunities. Tahune regulated during employment, such as: Employment Relationships (work agreements), Protection, Wages and Welfare and Industrial Relations. Tahune regulated post employment, such as: Termination of Employment and Tahune rights Tahunem. From Tahune scope of Tahunis regulation, Tahunere have been fundamental and basic change to some of its provisions post Tahune enactment of Tahune Law Nomor11 of 2020 on Tahune Job Creation, which have an impact on regulating Tahune content/material of Tahune manpower act.
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Arakantseva, T. A., O. V. Zavodilkina und E. A. Romanova. „Features of Assessment of Readiness for Employment of Pupils of Organizations for Orphans with Mental Disabilities“. Social Sciences and Childhood 2, Nr. 2 (2021): 47–58. http://dx.doi.org/10.17759/ssc.2021020204.
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The article presents materials that show how preparation for employment of young people with mental disabilities in adapted workplaces is organized, and how the results of this training are assessed. The study involved 61 people, aged from 14 to 23 years old, 90% of them are pupils and graduates of organizations for orphans. The method of structured participatory observation was used. On the basis of the collected data, an integral indicator of increasing competence in the field of labor relations was calculated. The method of structured participatory observation was used. On the basis of the collected data, an integral indicator of increasing competence in the field of labor relations was calculated. It is noted that the increase in competence in the field of labor relations is associated at a statistically significant level with the passage of an internship at an adapted workplace.
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Kirov, Vassil N., und Patrick Thill. „The impact of crisis and restructuring on employment relations in banking: The cases of France, Luxembourg and Romania“. European Journal of Industrial Relations 24, Nr. 3 (09.01.2018): 297–313. http://dx.doi.org/10.1177/0959680117752047.
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This article discusses the dynamics of collective bargaining in the management of restructuring, drawing on the example of the banking sector in France, Luxembourg and Romania. We show that the organized decentralization of the corporatist or statist models of France and Luxembourg helped sustain employment relations systems and cushion crisis effects. Bargaining outcomes included internal mobility and training. In Romania, by contrast, disorganized decentralization meant that solutions were left to the company level and to market forces.
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Delton, Jennifer. „Before the EEOC: How Management Integrated the Workplace“. Business History Review 81, Nr. 2 (2007): 269–95. http://dx.doi.org/10.1017/s0007680500003366.
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This article examines how the human-relations managerial techniques of the 1950s prepared large companies for the mandated racial integration required by the Equal Employment Opportunity Commission (EEOC) after 1964. Drawing from management's “howto” publications, as well as archival materials from the Lukens Steel Company and the Du Pont Corporation, the article expands on recent work that has emphasized the importance of internal labor markets, training programs, and managerial policies in determining the shape and pace of integration.
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Penz, Otto, Birgit Sauer, Myriam Gaitsch, Johanna Hofbauer und Barbara Glinsner. „Post-bureaucratic encounters: Affective labour in public employment services“. Critical Social Policy 37, Nr. 4 (06.01.2017): 540–61. http://dx.doi.org/10.1177/0261018316681286.
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This article explores the activation regime in three European countries – Austria, Germany, and Switzerland – and the related transformation of state bureaucracies into customer-oriented service providers. In the case of employment services affective labour tends to characterise the work process, in which public employees seek to guide, motivate, and control jobseekers. Our study focuses on organisational mechanisms, which govern the affect management of employment agents; we ask, how these actors are affectively subjectivated at the workplace and how they develop affective self-technologies to effectively govern jobseekers in counselling sessions. We conclude that state power and social policies increasingly revolve around subtle, affective means of governance, and we regard ‘affective entrepreneurialism’ as the dominant mode to govern public employees as well as citizens. The findings of the study are based on ethnographic fieldwork in three cities, where we conducted interviews, examined training materials, and observed and videotaped interactions at selected employment agencies.
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Yu, Jie, und Fang Luo. „Theoretical Research and Trend of Employment and Entrepreneurship for International Students from Countries along the “Belt and Road”“. Yixin Publisher 2, Nr. 4 (30.04.2024): 21–32. http://dx.doi.org/10.59825/jet.2024.2.4.21.
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With the in-depth progress of the “Belt and Road” construction, China has closer relations with the countries along the “Belt and Road”. Cultural and people-to-people exchanges and educational cooperation are among the top priorities. In the context of the opening up of education in the new era, Chinese government established the “four beams and eight pillars” educational frame to attract a large number of international students to study in China. Meanwhile, it puts forward new requirements for colleges and universities to improve the quality of education and training for international students, in which include the cultivation of international students' employment competitiveness and entrepreneurship ability. This paper summarizes the theoretical research on the employment and entrepreneurship of international students at home and abroad, and reviews status of empirical research on employment and entrepreneurship of international students in countries along the Belt and Road. Then based on the discussion, it proposes the direction of future research.
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Razumova, Tatiana, und Olga Zolotina. „Employment Characteristics of University Graduates in the Russian Labor Market“. Moscow University Economics Bulletin 2019, Nr. 2 (30.04.2019): 138–57. http://dx.doi.org/10.38050/01300105201928.
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The article presents the results of study of the positions of university graduates in the Russian labor market. The relevance of the subject is due to the fact that getting higher education instead of starting to work directly after school is now considered a social norm, and the fact that the structure of training in specialties and its quality, as stated by the top officials, does not meet the needs of the economy. The research is based on data of the first selective observation of employment of graduates of Rosstat, obtained in 2016, and the Ministry of Education and Science monitoring of graduates employment of 2015-2017. In the paper we assess the employment rate of young people with higher education by age groups; highlight regional features of university graduates employment; evaluate employment characteristics by groups of specialties; we study the distribution of employed university graduates by types of economic activity in comparison with the all-Russian structure of employment. It is concluded, that with an increase in the level of education the probability of success employment, including finding a job in the specialty, increases; and that job satisfaction is higher for those who work in their professional field. For NEET youth with higher education, recommendations on how to integrate into the labor market relations have been suggested.
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Podvoisky, G. L. „The World of Labour: Challenges and Opportunities“. World of new economy 13, Nr. 3 (03.12.2019): 6–13. http://dx.doi.org/10.26794/2220-6469-2019-13-3-6-13.
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The article is devoted to the analysis of changes due to the influence of digitalisation in the sphere of employment and socio-labour relations. The author considered various estimates of the size of technological unemployment as a result of automation and robotisation of the production of goods and services. Also, the author presented the strategic development goals of the Russian Federation and developed by the government the national projects in 12 areas. In particular, the author analysed the project “Productivity and employment support”, which fully or partially reflect most of the Sustainable Development Goals (SDG’s) adopted at the UN General Assembly. The article presents the possible directions of the government’s activity and the main actions that will contribute to economic growth. The article emphasises the need to accelerate the adaptation of Russian education to the changes taking place in the economy, the use of new training technologies and best teaching practices, the introduction of new forms of cooperation between the state and business in the field of training and retraining of personnel.
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Chernyshov, Iliya, Aleksey Terentiev und Zayrula Tokubaev. „Organization of jobs for convicted disabled people and people with limited physical abilities“. International penitentiary journal 1, Nr. 1 (26.04.2019): 21–45. http://dx.doi.org/10.33463/2712-7737.2019.01(1-3).1.021-045.
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The problem of this research work is to improve the efficiency of convicts’ social adaptation through the process of effective employment, training and re-training in correctional institutions, as well as a complex of actions for post-penitentiary support. The object of the study is the existing system of organization of convicts’ work in correctional institutions. The subject of the study is the social and labour relations within the organization of jobs for a specific category of convicted disabled people and people with limited physical abilities. The aim of the study is to create an approximate mechanism for increasing the availability of correctional institutions’ production facilities for the employment of convicted disabled people. This goal predetermined the solution of the following tasks: analysis of the current state of employment of convicted disabled people at correctional facilities; analysis of international, national and departmental legal acts affecting the work organization of people with limited physical abilities; study of the main regulatory and technical requirements for the work organization of convicted disabled people; development of approximate variants of workplaces’ organization and production sites for employment of disabled people on the basis of the existing requirements.
The method of research involves the study of general theoretical questions of work organization, the domestic theoretical literature on the problem of convicts’ work organization, normative-legal and normative-technical documents, and analysis of statistical data of the Federal penitentiary service of Russia.
The structure of the work is typical. The first part contains a brief theoretical and statistical analysis of the problem. In the second – were covered general questions of convicted disabled people’s workplace organization on the basis of technical, ergonomic, sanitary and hygienic basic requirements. In the third – the requirements for the planning of workplaces and production facilities are analyzed in detail; the approximate options for convicted disabled people’s organization of work are given.
The theoretical significance of the study consists in the formation of a systematic view of employment and socio-labour relations in prisons, taking into account the specifics of convicts as a social group. This formation can contribute to the improvement of state policy in the field of convicts’ employment at the federal and regional levels.
The practical significance of the work is that the recommendations can be used in the preparation of specific projects of production sites for convicted disabled people’s work organization, in the development of monitoring programs of the existing state of convicts’ work organization, analytical and forecast materials on the employment of convicted disabled people in places of detention, for development of effective measures in the field of regulation of social and labour relations in places of imprisonment and improvement of production and economic activity by authorized bodies of the state power of Penal system, and also streamlining of normative legal and methodical base in the field of convicts’ work organization.
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Pedrero, Juan Chozas. „The Luxembourg Process and the Spanish Experience“. International Journal of Comparative Labour Law and Industrial Relations 15, Issue 4 (01.12.1999): 403–18. http://dx.doi.org/10.54648/256553.
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This article analyses the Luxembourg Process and its subsequent effects on Spanish employment policies. The measures that have been implemented as a result of the Luxembourg Process in Spain, including life-long training, fixed-term contracts, the fostering of part-time work, and the calculation and distribution of working time, have shown very promising results. In addition, the new emphasis placed on social dialogue and the employment guidelines have also played an important role in the upsurge of growth in the Spanish economy.
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Acar, Aslı Beyhan, und Mine Afacan Findikli. „Employment of disadvantaged groups in OECD countries“. International Journal of Research in Business and Social Science (2147- 4478) 9, Nr. 4 (05.07.2020): 330–42. http://dx.doi.org/10.20525/ijrbs.v9i4.763.
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In the labour relations literature, groups such as women, students, youth, youth who are neither employed nor in education or training (15-29-year-olds) disabled people, and retirees are accepted as “disadvantaged”. Although the employment of disadvantaged groups or unemployment indicators vary across countries, the employment of disadvantaged groups appears to be a common problem in many countries. In this context, in this study, it was conducted to investigate the dissimilarity of some disadvantaged groups in terms of employment and unemployment among OECD countries, including women, youth, youth who are neither employed nor in education or training. The most dissimilar countries tried to be determined in terms of variables handled within OECD countries. This determination was considered important to make comparisons correctly between countries. Since the most recent data in OECD and World Bank databases belong to 2018, countries that belong to this year and cover the most variables whenever possible are tried to be addressed. Multidimensional scaling analysis (MDS) was used in the research. In macro studies, Cluster or MDS analyses are generally preferred for cross country comparisons. MDS analysis is a method especially used to determine the dissimilarity between units. In this study, it was found that Turkey was the most dissimilar country in other OECD countries in terms of the variables that are used in the study. This study is due diligence and the results should not be considered as good or bad. There are very good examples of countries in the field of employment and social policy, and it is also important to evaluate the locations according to these countries in determining the main results.
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Bal-Domańska, Beata. „The Situation of Youth on the European Labour Markets – Econometric Analyses“. Acta Universitatis Lodziensis. Folia Oeconomica 2, Nr. 347 (03.04.2020): 23–37. http://dx.doi.org/10.18778/0208-6018.347.02.
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The phenomenon of low professional activity of young people, especially those not in employment, education or training represents an important element of socio‑economic policy considered on the global forum. The Reports covering the problem of youth on labour markets are highlighting the difficult situation in this respect in many countries worldwide. The situation of youth on the markets in individual EU countries is strongly diversified, e.g. in terms of time of starting professional activity. The purpose of the paper is the classification of European labour markets according to the characteristics of the situation of young people. The cluster methods for analysis of youth labour markets diversification have been conducted, and econometric models have been used to assess the relations between the employment rate among youth and the part‑time agreements popularity.
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Murdapa, Purnama Andri, Khoiri Najib, Moh Sholihin und Luluk Priyanti. „ANALISIS INOVASI PELAYANAN PUBLIK PROGRAM KIOS 3 IN 1 DI BALAI LATIHAN KERJA DAN PENGEMBANGAN PRODUKTIVITAS DIY“. ALBAMA: JURNAL BISNIS ADMINISTRASI DAN MANAJEMEN 16, Nr. 2 (14.12.2023): 99. http://dx.doi.org/10.56606/albama.v16i2.148.
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In the modern era of today, kios 3 in 1 is a service provided for employment, where one of them through work training halls and development of productivity of BLKPP DIY.Work training halls and productivity development are an appropriate institution in empowerment of society, because BLKPP DIY provides work skills training with a wide range of programs.The concept used by Kios 3 in 1 is the form of a development system of SDM or where the labor utilizes software or technological systems that can improve the relations between governments and other parties of society. energy of effort, the world, as well as in the field of workforce training, Working training halls throughout Indonesia have become the point of point in implementation of the 3 in 1 system.The 3 in 1 concept was then facilitated by the Ministry of Workforce through the 3 in 1 kios application available.The research method used in this study is a qualitative descriptive, where it was obtained.
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Gokhool, Suneila, Harshana Kasseeah und Verena Tandrayen-Ragoobur. „Vulnerable employment in Mauritius: experience of an upper-middle-income country“. International Journal of Development Issues 17, Nr. 2 (02.07.2018): 187–204. http://dx.doi.org/10.1108/ijdi-11-2017-0180.
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Purpose The purpose of this paper is to shed light on the socio-economic characteristics of workers engaged in vulnerable jobs in Mauritius. The study has a particular focus on the gender and youth dimensions of vulnerable employment. The study also provides a pre-crisis and post-crisis analysis of vulnerable employment. Design/methodology/approach The paper uses several waves of the continuous multi-purpose household survey, which is a high-quality individual-level data set, to study vulnerable employment. Several definitions of vulnerable employment are used to identify the workers employed in vulnerable jobs. These include “own-account” workers and “contributing family workers”. Findings The results obtained suggest that women and young workers have a lower probability of being in vulnerable employment. Marital status, age and education are also important variables influencing the probability of being in vulnerable employment. Research limitations/implications The paper has important policy implications regarding welfare and education policies. Appropriate mechanisms need to be put in place for the social protection and training of workers so that they do not end up in vulnerable jobs. Originality/value This paper studies Mauritius as it is a small island economy vulnerable to external shocks. Vulnerable unemployment has often been understudied as the focus of many studies has been solely on employment, and the quality of employment has often not been considered.
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Peetz, David, Olav Muurlink, Keith Townsend, Adrian Wilkinson und Madeleine Brabant. „Are new organisations at the cutting edge of employment relations innovation?“ Personnel Review 46, Nr. 7 (16.10.2017): 1397–413. http://dx.doi.org/10.1108/pr-09-2016-0249.
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Purpose The purpose of this paper is to explore differences in the degree of innovation in employment relations (ER) between emerging and established firms, Design/methodology/approach A large national telephone survey (N=1,416) of both emerging (<5 years) and established firms was conducted. Findings Emerging firms were more casualised, less unionised, and experiencing higher levels of market expansion and unpredictability. Despite these differences, younger firms showed otherwise remarkable similarity to older firms across a range of ER practices, and both categories showed a reliance on business networks, rather formal training, for ER knowledge. While introducing ER changes more rapidly than older (and larger) firms, they were converging towards a suite of ER practices similar to that adopted by older firms. The results suggest that, if anything, established firms may have been engaged in greater innovation in more unusual ER practices. Research limitations/implications Only managers were surveyed. The data are cross-sectional rather than longitudinal. As the study was undertaken in only one country, replication in other settings would be desirable. Originality/value The results raise major doubts about the notion that new firms represent the cutting edge of innovation, and highlights the degree to which newer firms match or mimic older firms’ ER architecture.
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Watts, Anthony Gordon. „Les services d'orientation scolaire et professionnelle pour les jeunes au Royaume-Uni. Deuxième partie : Les relations entre les services“. L’Orientation scolaire et professionnelle 17, Nr. 4 (1988): 353–69. http://dx.doi.org/10.3406/binop.1988.1680.
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This is the second part of a two-part article on careers guidance services for young people in the United Kingdom, prepared in June 1986 for the European Commission. It focuses particularly on linkages between the Careers Service and schools, colleges of further education, employers, and transition programmes. Attention is also paid to linkages with informal guidance sources and with placement agencies, and to the implications of these various linkages for the role of careers officers and the training provided for them. A concluding section focuses on the need for more effective guidance services for young people who are outside the structures of education, training and employment. In addition, a general need is identified for more effective harmonisation of guidance services, particularly for young people who have left school.
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Ostrovidov Jakšić, Ana, und Tereza Rogić Lugarić. „Usluge tržišta rada“. Revija za socijalnu politiku 29, Nr. 2 (27.10.2022): 229–57. http://dx.doi.org/10.3935/rsp.v29i2.1748.
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The paper analyzes labour market services, as one of the labor market interventions. Labour market services represent all activities of the public employment service and other publicly funded services for jobseekers, which include counseling the unemployed, mediation between workers and employers, informing, monitoring the unemployed and sanctioning in the case of non-compliance, and are considered to be the most cost-effective labour market intervention. Although in recent decades the main focus of labour market policy has been on measures of active labour market policy (such as training or employment incentives), in recent years, with the actualization of the activation concept, labour market services have taken their turn. This paper presents the main features, development, advantages and disadvantages of this intervention in the Republic of Croatia and the opinion of the main actors of this intervention, the Employment Advisors of the Croatian Employment Service. Key words: labour market services, counseling the unemployed, labour market, Croatia.
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Lysytsia, Nadiia, Maryna Martynenko, Tamara Prytychenko, Oleksandra Gron und Inna Liakh. „Differentiation of employers as potential partners of higher educational institutions“. Economics of Development 18, Nr. 2 (25.07.2019): 29–40. http://dx.doi.org/10.21511/ed.18(2).2019.04.
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Employment of graduates of higher educational institutions (HEIs) is an important task worldwide. The main problems of employment are due to the existing discrepancy between the education re-ceived by graduates and the needs of business environment. The modern world should focus on the formation of graduates’ competencies in accordance with the demands of employers, which will pro-vide greater access to practical skills for students throughout the entire period of university studies. The purpose of the article is the differentiation of employers, analysis of their needs for graduates of economic specialties, readiness for partnership with HEIs. A survey of experts among employers and HEI professors allowed us to reveal the advantages of their social and professional partnerships and possible problems hampering the process of forming partnership relations. Discriminant analysis became the basis for classifying employers by the degree of their readiness to cooperate with HEIs. Three groups were employers are singled out: “business-focused”, “optimists” and “flagships”. Analysis of employers, taking into account their readiness to form partnership relations with HEIs, will contrib-ute to improving the quality of training personnel in business structures and HEIs.