Diverse and educated workforce –requirement in the recovery context

The existence of a highly skilled workforce is a key factor to the new challenges of globalization, population growth, aging, development of new information technologies and the need for appropriate and rational use of resources. Investing in training in terms of ensuring equal opportunities is a requisite for ensuring a healthy, creative and innovative workforce, with appropriate professional skills and knowledge to produce tangible and intangible goods and services that can meet the challenges of economic recovery, being the main driver of innovation and progress. Also, a diverse workforce with varied characteristics, perspectives and ideas, is more effective in today's society where creativity and innovation are essential.

Using diverse workforce in Romania, in the perspective of flexible working

In the knowledge economy, labor has become a complex process. Thus, flexibility came as a response to the traditional labor market rigidities in an attempt to control change and new possible risks, considering the relaxation of labor market regulation, the focusing on human factors, unlocking the potential of knowledge and creative learning as engine of the knowledge-based society. Meanwhile, in the current context of regionalization and globalization of labor markets, effective management of diverse workforce is essential in developing the knowledge economy. In Romania, labor market flexibility is limited, so that opportunities offered by flexible employment are less valued. Flexible forms of employment are insufficiently used in the labor market, considered more as a form of precarious, temporary employment in the absence of a job with a conventional program, more than as a real opportunity, indicating an inefficient management of the employment potential and an inappropriate correlation of labor supply with labor demand.diverse workforce, flexible working, part-time, temporary employment.

More challenging and complex responsibilities in current jobs

In this article, we give some remarks on how the recent evolution of work tasks and job responsibilities come in relation with challenging and high competitive work environment. Analyse is based on self-assessment of how job responsibilities and problem solving is perceived in the opinion of employed persons. Finally, many Romanian employed persons said that their responsibilities are more challenging and complex, especially in last years, demanding their great effort to adapt and fulfil objectives. These conclusions are important because if we have a correct interpretation of work environment challenges, evolutions and responsibilities, we can imagine the best alternatives to cope with the change in the workplace and improve adaptive performance

Flexibilizarea muncii în sprijinul traversării perioadei de criză economică

In many European companies, if there were in force internal legal provisions and instruments, an important role for mitigating the negative effects of the economic downturn had the work flexibility and using the flexible forms of work, allowing them to avoid the loss of skilled employees. It is also necessary to realize the challenges and risks that accompany the implementation of flexible working.crisis, workflexibility, flexibility practices, jobsecurity

JOB MISMATCH – EFFECTS ON WORK PRODUCTIVITY

Job matching and finding the best person to the right job inside the right company has become one of the most important and actual challenges of productivity. Not only full employment but the match between the employee and the job, in terms of educational level or field of activity, qualifications and skills of workforce; all have been the new gain of work productivity. Present article synthesizes the theoretical and empirical findings on effects of job mismatch by selecting the main findings about influence of job mismatches on work productivity including both employees and companies sides. on short term overeducation and overqualification could have a positive effect on productivity for one company, but on long term, mismatched worker would be affected by decreasing job satisfaction and lower wages. Also, at macroeconomic level, from a perspective of economy as a whole, job mismatches mean a loss of resources and human capital and could have negative effects on overall productivity. The opposite effects stay at the crossing between the employees, companies, policies and future development. In fact the effects of skill mismatch and productivity is a lost of work potential through inefficient resource (re)allocation

HUMAN CAPITAL FLIGHT - ROMANIA’S CASE

Knowledge, qualifications of workforce and human capital became key factors for progress. Human capital flight transfers not only people but work, knowledge, tangible and intangible capital and development potential. In this article, trying to answer whether Romania is a source country for emigration of highly skilled or well-educated individuals (ie human capital flight) I flew over those two dimensions that have traditionally characterized human capital flight namely: shrinking work resource and lossing high educated peoples. Therefore, Romania was faced with decreasing the number of resident population due to the evolution of demographic phenomena with negative projections and declining number of working age population and young educated and highly skilled workers and professionals. This will generate complex problems for economy, labour market, difficulty in finding highly skilled workers, talent shortages etc so it’s critical to monitor the labour migration or brain drain phenomenon

CAREER QUIDANCE SERVICES – BENEFITS FOR WORKERS AND COMPANIES

This paper proposes a theoretical review of career counseling services with a focus on identifying the benefits of these services in the complex process of adapting to the changing requirements of the labor market. For individulas, career counseling services are part of the process of lifelong learning process and for companies they are part of human resources eficiency. We do that because even if such specific actions were practically already applied in Romanian companies, there is an actual recognized need for certification and standardization which allows us to integrate into the European trend. Using scientific methods and tools for identifying the skills and competencies of workers, the services of career counseling help employees to find the efficient career pathway, in a systematic plann so as to finally contribute to the 'intersection' of goals and development requirements of the organization with personal preferences and skills of workforce

STRENGTHENING THE USE OF COMPETENCES FOR ORGANIZATIONAL PERFORMANCE

In the actual dynamic, challenging and higly competitive environment there are new milestones for successfull organisations like: atracting the best qualified people, using and developing competences, creating multidisciplinary teams and harness top capabilities. This article aims to shape a new perspective on competence, particularly regarding the focus on competencies that will enhance the superior value creation. In this paper, I conceptualize the "competence" as accumulation of knowledge, skills and evidences of expertise that mutually reinforcing themself to perform activities and superior value creation. The identification is based on observable behaviors that are relevant for high performance as key factor for obtaining and maintaining competitive advantage. Then I present the prerequisites for creating a framework for defining-identifying-developing competences in order to collect qualitative information. Finally, the development of competencies should be considered a source of competitive advantage if there are met some goals including strategical approach, collaborative network and responsability for integrating competence development as an intrinsic part of sustainable development

DESIGNING THE RETURN MIGRATION OF ROMANIAN STUDENTS

Romanian youth migration is an increasing phenomenon, due to subjective and objective factors as economical reasons, professional carrer and increasingly more international competition for talent. In these circumstances, the present article aims to evaluate determinant factors that contribute to the decision of Romanian graduates to return national labour market. We sustain that young Romanians consider carefully and hardly decide their professional future. A particular attention is given to their personal reasons and motivations as well as family and friends network. For designing returning factors we present the results of a questionnaire survey, asking young pupils and students about their future educational way and personal reasons underlying the decision to study in a foreign country and taking into consideration the returning decision. As far international student migration is seen as a first step to migration for work, our work desires to fight for returning home of Romanian well-educated graduates