Labour Market Trends

The working life of today is rapidly changing in Europe. The forces behind these large changes are probably quite a few. Today’s globalisation, technical and organisational development and changes in the public policies are factors that effects the competition. It also makes the labour market and the differences between countries more complex. The employers as well as the employees have to be flexible in many ways. Flexible both numerical and functional, towards each other and to the customers fluctuations in demand. It has become more and more important to be flexible to meet the productivity demands of today.

The tools of flexibility are also many. The temporary employment contracts have grown in number rapidly over the last years. Also other forms of flexible working arrangements have become more usual, like subcontracting and teleworking.

All this for the benefit of greater efficiency in the use of resources (including human resources), greater productivity (continuing pressure to lowering costs), improving competitiveness and greater ability to respond to fluctuations in customers demand.

We need to initiate more research about flexibility in the labour market and further analyse this very complex phenomenon. Is Flexibility one of the answers to help solving Europe’s employment situation in future? If Yes, we need to make it work the way we want it and minimise it’s less profitable or undesired side effects.

Major Trends in the "Changing World of Work":

· New Technologies

There is a growing use of information and communication technology in all sectors.

· Growing Occupations in Service Sector

As an ever-higher proportion of workers is employed in the service sector, new burdens arise, such as ergonomic problems in information-intensive work, musculo-skeletal disorders, etc. Increasing part of work in the Service Sector is about personal contact with people - clients, customers, patients etc. which can lead to increased stress and even violence at work.

· New Forms of Work

There is a shift away from the traditional concepts of work towards new forms, such as telework, self-employment, subcontracting work, temporary employment, etc.

· Integration and Globalisation

The development of new technologies resulted in increased integration and globalisation of work, so that national solutions become increasingly dependent on European and international conditions.

· Ageing of Workforce

Demographic changes mean that in 2005, more employees will be in their fifties than in their thirties.

· Raising employability through new qualifications

With the changes in the job market, employees’ priorities are also changing. There is increasing interest in autonomous work, self-realisation, staying healthy, etc.

Who should go into the hospitality business?

people who:

can communicate easily and openly,

can interact well with guests and colleagues,

take a sincere interest in their jobs,

are interested to turn a job into a career,

are willing to work flexible hours,

think that the glass is always half full,

can manage the change,

are committed to innovative thinking,

are full of creative ideas,

are thinkers as well as doers, should go into the Hospitality business.

In short, our industry is looking for "Nice people with a positive attitude and who are willing to learn and develop themselves."

Дата добавления: 2015-11-16