Katarína Stachová, Zdenko Stacho, Zuzana Papulová and Marek Jemala
The need for adaptation to rapid changes in the business environment, both on the part of employees and employers, implies dealing with new challenges, acquisition of new knowledge and skills and assumption of new roles and responsibilities. The base for companies is the availability of qualified human resources, which is ensured by the human resource management department mainly through an effective process of employee selection. The paper is oriented at the analysis of the current state of focus of organizations operating in Slovakia on systematicity and complexity of the selection process, the existence of an effective internal labor market and the regularity of development of used selection tools in the context of technological progress and changes in labor market requirements in regions of Slovakia. Results of the survey on (n = 343) enterprises show a positive trend, an increase of more than 10 percent in the orientation towards improvement of the process of employee selection, but on the other side it also confirm an increase in disparities between individual regions of Slovakia, some regions (Eastern Slovakia) progress much slower than the developed ones (Bratislava).
The increasing attention granted to improving gender equality in all the economic and social sectors, on all levels, is manifested in concrete actions undertaken by both different international bodies and national authorities. Even though the majority of EU member states have adopted the necessary legislative framework to ensure gender equality, the practical application of wage equality still remains a real problem. Studies in the field show that in Romania, remuneration differences between men and women are much lower in comparison to other states, but the effects are fully felt due to the low level of wages present on the internal labor market.
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Ecoplan (Economic Research and Policy
Pablo de Pedraza, Marcos Álvarez-Díaz and Marcos Domínguez-Torreiro
The concept of flexicurity was originally coined in the Netherlands in the mid-1990s. It referred to a policy strategy to modify job protection for workers on standard contracts and to improve job and income security for flexible workers on temporary contracts ( Bredgaard, 2010 ; Wilthagen, 1998 ). In the early 2000s, the concept was adopted by Danish policymakers and academics to describe an internallabormarket characterized by three elements: liberal dismissal protection, relatively generous unemployment benefit system, and active labor