Pursuant to the concept of inclusive growth, the authors analyze the transition economies of Central and Eastern European countries, which have become EU members (Bulgaria, Croatia, the Czech Republic, Estonia, Latvia, Lithuania, Hungary, Poland, Romania, Slovakia, and Slovenia). CEE countries characterized by comparable historic and economic backgrounds now seem to reach diversified stages of development. The objective of the study is to identify the level of inclusive growth among CEE countries by taking into account indicators assigned to its seven pillars. The article’s thesis is that CEE countries represent social and economic heterogeneity as well as varied levels of sustainable development. Research methods included the application of the principal components analysis and the multivariate analysis. For a literature review, the bibliometric analysis was conducted with the visualization prepared by the VOSviewer software. The main findings suggest that Estonia, Slovenia, and the Czech Republic seem to exhibit the highest level of inclusive growth while Bulgaria and Romania represent the lowest level of indicators measured.
Research background: In the era of demographic changes and the need for rationalization of public expenditure, the European Union social policy promotes the activation approach. In addition, a growing importance of increasing the effectiveness and efficiency of public entities can be noticed. These phenomena are visible in the implementation of the labour market policy. However, the EU countries represent a different approach to spending public funds on issues related to the implementation of labour market policy. Purpose of the article: The authors are presenting the main theoretical assumptions concerning effectiveness and efficiency of labour market policy. Moreover, in the paper the EU countries are classified in clusters according to their level of expenditure on different categories of LMP. A comparison of the situation over ten years — in 2004 and 2014 — has also been conducted. In 2004, ten new members entered the EU, and the year 2014 presents the most current data in the analyzed area. Methods: As a research method cluster analysis was applied. Cross-country labour market situation throughout the EU is presented by the analysis of the Eurostat data. The countries are grouped in clusters following Ward's and k-means methods. Findings & Value added: There is a need to work out a complex evaluation of labour market policies in the EU to provide comparative analysis of the EU countries (or groups of countries). It would allow to determine the level of development of the country in terms of the efficiency of labour market policies. The EU countries with the best labour market indicators represent diverse levels of LMP expenditure.
Research background: The article presents the problem of youth unemployment from the perspective of employers in Poland exemplified by the research results conducted in Podlaskie province. The unemployment rate of young people in Poland in the age range 15-29, reached 14.2% in 2015. For comparison, at that time the average for the EU was higher by almost two percentage points, and the decline compared to the year 2013 was lower than in Poland. It turns out that higher education in Poland has lost its importance in the process of hiring staff. Employers are increasingly less likely to look at the educational background of candidates, as they focus more on their experience and specific skills. Purpose of the article: The purpose of this article is to present the results of re-search regarding the diagnosis of the situation of young people on the labour market in Poland from the perspective of employers. In particular, there were competency gaps and other reasons for not recruiting young people which have been identified. Methods: Two types of research were carried out with employers from Podlaskie province: quantitative, using CATI/CAWI and qualitative, using the technique of IDI. Quantitative research was carried out on a sample of 346 respondents. A qualitative study was carried out among 16 companies registered in Podlaskie province. Findings & Value added: Among the reasons for not employing young people which were most often mentioned by the entrepreneurs in quantitative research there were financial reasons. During the interviews, employers indicated the reasons for not employing young people such as "lack of appropriate qualifications," "specific skills" or simply "practical preparation for work." Employers were asked about the competence gaps of young people, and they pointed out that they lack experience, initiative and entrepreneurship, as well as learning skills.
Stakeholder participation is particularly important when dealing with mobility problems in touristic remote areas, in which there is a need to find sustainable solutions to increase transport accessibility. However, the literature lacks research linking the issues of establishing stakeholder groups with the most desirable level of involvement and methods ensuring involvement on the indicated level. The aim of the paper is to fill this gap on example of project dedicated to six Baltic Sea Regions. In the first stage key stakeholder groups were identified, then different methods and tools were proposed depending on levels of engagement of given group of stakeholders on solving the problems of local mobility. Two research methods were implemented–the case study and the content analysis of documents. The results of the research point to the existence of five key groups of stakeholders interested in solving transport problems of touristic remote areas: authorities, business and service operators, residents, visitors and others (like experts and NGOs). Among the five–authorities and business representatives–should be to a higher degree engaged. However, the main conclusion is that engagement local government units, when developing their own, long-term strategies for social participation, should adapt the selection of participation methods and techniques to a specific target group and the desired level of their involvement so as to include stakeholders in the co-decision processes as effectively as possible and achieve effective regional co-management.
C areer development has become a process of managing learning, experience, and change in order to achieve a personally determined, preferred professional future. In the context of dynamic social, economic, and technological changes, the role of career counseling services increases, although their character also evolves. New competences and abilities to use innovative tools that enable effective processes of creating career visions in a systemic manner are expected. In this context, the adaptation of Futures Studies to both practice and education of career counseling seems to be an interesting prospect. Exploring the future not only develops individual planning and adaptation skills, but also allows for detecting and identifying upcoming trends. It means the ability to adapt to new conditions, or the proactive creation of the future, in a way that is favorable. The aim of this article is to present a comprehensive methodology and the
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