Suchergebnisse

"A properly trained and experienced HR professional not only understands what kind of employees an employer needs but is also able to smooth out disagreements that can lead to the loss of valuable human labour or the weakening of the employer's economic position. The research examines the out-of-court settlement of conflicts in the field of employment in the strict sense, which can make labour conflict resolution not only more rapid but also cheaper than litigation and more effective than termination of employment. Last but not least, it also opens up space for innovation.
The literature on innovation is extensive, with many also researching how a company can grow through innovative solutions arising from exchange of views between employer and employee. However, little research is done on how workplace conflicts and their solutions can steer parties towards innovative corporate leadership. In resolving conflicts, new ideas, concepts, and strategies can emerge in both the employee and the employer that can become the key to shared development, and thus mediation as a hidden resource can participate in corporate operations."

Mentoring, job search programmes, further training and support to facilitate daily living are the primary tools for public bodies to deal with long-term unemployment. In a report published in 2019, the European Commission assessed the progress made by Member States following the 2016 Council Recommendation on the integration of the long-term unemployed into the labour market. An important factor in examining the dynamics of the labour market is that long-term unemployment generally affects well-defined groups of people (such as the undereducated, the disabled, disadvantaged minorities) on the one hand and that, though the long-term unemployed make up half of the total number of unemployed persons in the Union, they account for less than a fifth of the participants in active labour market measures on the other hand. All this has a wide potential for development. The study examines in three parts the conceptual, practical, and regulatory contexts of long-term unemployment, taking into account the aspirations of the Union, the regulatory issues to be answered by national legislators, and, finally, the internal dynamics of the labour market.