Vukovar-Srijem County LOCAL LABOUR MARKET … · Vukovar-Srijem County LOCAL LABOUR MARKET ANALYSIS ... A Brãadin promet Ltd Vukovar ... F BORO - GRADNJA Ltd

Vukovar-Srijem County

LOCAL LABOUR MARKET ANALYSIS

Vukovar, May 2005

LOCAL PARTNERSHIP FOR EMPLOYMENTLocal Partnership for Employment, Croatia (EuropeAid/117375/D/SV/HR)BBJ Consult AG (D), Aarhus Technical College (DK), Employment Service of Slovenia (SL)

CARDS 2002 Local Partnership for Employment - Local Labour Market Research, Vukovar-Srijem County

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TABLE OF CONTENTS

1. Introduction 3

2. Sampling Methodology and Principles 5

3. Labour Market Research Results Analysis 8

3.1. Employment Trends and Profiles 8

3.1.1. The trends of economic indicators according to the line of businness and company size 8

3.1.2. Current and expected number of employees according to the line of business and

company size 10

3.1.3. The changes in the technology and work organization according to the line of business and

company size 11

3.2. Labour Force Problems 12

3.2.1. The problems with employment according to the company s line of business and size 13

3.2.2. The structure of the jobs in short supply 13

3.2.3. Current vacancies 15

3.3. Education and Training 16

3.3.1. The existence and organization of Personnel (Human Resources Department) 16

3.3.2. The necessity for continuous education 17

3.3.3. Occupation, knowledge and skills structure for continuous education 17

3.3.4. Ways of organizing continuous education 18

3.4. Occupations Profiles 19

3.4.1. Workplaces of great importance to the company 20

3.4.1.1. Driver 20

3.4.1.2. Sales specialist 21

3.4.1.3. Salesperson 21

3.4.1.4. Bricklayer 22

3.4.1.5. Agronomist 22

3.4.2. The evaluation of the employment candidates characteristics 23

3.5. The Central Employment Office Services 24

3.5.1. The usage of the Central Employment Office services 24

3.5.2. The structure of the Central Employment Office services 25

3.5.3. The methods of employing new staff 25

4. Final Reflections 26


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1. INTRODUCTION

This report describes the methodology and the results of the labour market research in the frameof the phase 1 EU Cards project Local Partnership for Employment that has been implemented in 4counties: Sisak-Moslavina, Vukovar-Srijem, ibenik-Knin and Zadar County. The research will contribute toachieving the project goal - to improve the comprehension of the labour market state at County level.

Changes in the frame of the transitional period in Croatian economy bring new chances as well asnew risks to the employers. For the purpose of maintaining the competitive position and viable growth theemployers have to pay attention to the quality of their labour force. Inadequate or insufficient businessskills can cause serious problems in the local economy as well as the growth of unemployment.

On the other hand modern Central Employment Office, colleges, vocational schools and otherinstitutions that implement vocational education and trainings have to be ready to insure adequte changesof the existing labour force and to react to every deficit in the skills they need now or they will in future.Furthermore, they have to prepare the young unemployed for the labour market needs and to increasethe employment possibility of those who are unemployed at the moment through further training orretraining.

Common goal of the labour market research is to improve the present statistic base and analiticabilities of vocational schools, other training institutions and Croatian Central Employment Office in theframe of following the labour market and the regional economic trends analysis for the purpose of betterdirecting the elementary education and additional vocational education and increasing capacities ofschools and other institutions for additional schooling through programmes change and the way thechange is implemented.

The research has three specific goals.

Firstly, to identify the employment trends i.e. the need for schooling and training in order todevelop relevant and necessary schooling and training programmes.

Secondly, to support the development of the regional Human Resources Development Strategyin the second phase of the project. Identified problems and needs will help with improving andformulating the measures financed from the budget, EU Preadmission Funds and later from the EuropeanSocial Fund (ESF).

Thirdly, to improve the knowledge and skills connected with the labour market research at locallevel in vocational schools, institutions that implement trainings and regional services of the CroatianCentral Employment Office.

Conducted activities

In February 2005 a working group consisting of 14 representatives of vocational schools, traininginstitutions and regional offices of the Croatian Central Employment Offices was formed and educated byexperts in order to prepare and carry out a quantitative and qualitative labour market research.

To insure the identical labour market research methodology in all four counties a working groupat national level was formed (National Core Group). Members were one representative of every countyfrom a vocational school and one representative of the Croatian Central Employment Office. Mentionedworking group has unified the questionnaire and the final report form on the joint meeting in Zagreb. Inthe course of research it became obvious that closer cooperation between the Croatian CentralEmployment Office, vocational schools and employers is indispensable to insure qualitative informationabout the necessary working skills of the employees. Positive results have been achieved in the frame ofthe labour market analysis in the Croatian Central Employment Office, vocational schools and other


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training institutions. All schools that participated as well as the regional offices of the Croatian CentralEmployment Office showed desire and willingness to try the new approach and accept new challenges.

Participants in the labour market research come from the following institutions:

Nr. Regional service of Croatian Central Employment Office Name

1 Vukovar Mirela Glava 1

2 Vukovar Jasna Kolar

3. Vukovar Jasna Bo evi

4. Vukovar Milka Stojanovi

5. Vinkovci Ivanka Mandi ¹

6. Vinkovci Vedrana Koba

7. Vinkovci eljko Peji

Nr. Vocational schools Name

8. The Second Secondary School Vukovar Dra en Koba evi

9.Teaching Establishment Sla ana Dabro Institution for training

and improvementSnje ana Franji

10. Secondary School Ilok Vlado Bur ak

11. Technical School Ru er Bo kovi Vinkovci Davor Savi ¹

12. Industrial - Vocational School S.S. Kranj evi Vinkovci Josip Loli

13. Woodprocessing - Technical School Vinkovci Jozo Petru

14. Vocational - Industrial School upanja Krunoslav ai

1 Member of the working group at national level


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2. SAMPLING METHODOLOGY AND PRINCIPLES

The suggested model of data gathering is based on the European Employment Strategy especiallyon EU document Strengthening the Local Dimension of the European Employment Strategy thatemphases involvement / partnership with the focus on local participants and the approach that begins atlocal level.

During the preparation and implementation of the research close cooperation has beenestablished, because in Vukovar-Srijem County mixed teams were formed, consisting of therepresentatives of the Croatian Central Employment Office and vocational schools. For both teammembers this was practice and experience of learning through working together that both sidesevaluated positively in the end.

The conducted research had fieldwork character and was divided in two phases.

The aim of the first phase – quantitative aspect of the labour market research - was togather basic data about companies and other organizations, number of employees, structure according tothe sex, employment development in the last few years and expectations (estimations) of futureemployment based on occupations (growth or fall). Finally, the questionnaire offered the possibility tocomment on the current cooperation with the Croatian Central Employment Office and propositions forimproving the cooperation. The questionnaire (enclosure nr. 1) was sent to 311 business subjects(companies and trades), and 55, i.e. about 18% returned it. In the chosen sample, which makes about7% of all business subjects in Vukovar-Srijem County, the most important companies and trades areincluded.

The second phase was the qualitative research carried out through personal interviews onthe sample of the chosen companies (target sample). In this phase the questionnaire concentrated on 5main areas:

• Employment profiles and trends• Lacking professional skills• Profiles of the most important occupations• Need for training in companies• Croatian Central Employment Office services.

The aim of the questionnaire was to provide a glimpse into the expected need for employmentaccording to the occupations in the chosen branches / sectors for up to five occupations in everycompany. (The questionnaire is enclosure nr. 2).


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Due to the limited amount of time and number of people not all branches / sectors of theinternational (ISIC) classification were included. Working group participants chose 7 most importantbranches, and two branches were joint into one to make the approach simpler (municipal services andelectric power, water and gas distribution). The choice of the sample was based on the following criteria:

• Regional operative programme (ROP)• The potential of economic growth (of the branch / subject)• The potential for the future creating of the work places• The potential of the entrepreneurs growth (SME development)• The support of rural area development (entrepreneurship in agriculture)• The importance for the vocational schools in the region.

Three groups of companies were formed considering the number of employees: 1-9 (small), 10-49(medium), 50 and more (large). Sample consisted of 72 companies: 8 x 3 x 3 = 72.

The following table presents the sample of the chosen companies:

Branch /sector Company / trade Place

A Farming Cooperative Komletinci KomletinciA VUPIK plc VukovarA AGRO-TOVARNIK Ltd TovarnikA Farming Cooperative LOVAS LovasA Kisilj Ltd PetrovciA Farming Cooperative Jarmina JarminaA Farming Cooperative OSTROVO OstrovoA Br adin promet Ltd VukovarA Farming Cooperative AGRO-IVANKOVO IvankovoA PIK - Vinkovci plc VinkovciA Farming Cooperative Marku ica Marku icaA Ilo ki podrumi plc IlokA Farming Cooperative NAPREDAK upanja

DA Slavonija nova plc upanjaDA Protein Ltd BobotaDC BOROVO KO NA OBU A (BOROVO LEATHER FOOTWEAR) Ltd VukovarDD Construction - Woodwork trade Zelac VinkovciDD Timber and wood-processing industry Spa va plc VinkovciDD Meldi Ltd upanjaDH Bla evi Ltd VinkovciDI Dilj - construction material industry plc Vinkovci VinkovciDI BRICKYARD CERNA plc CernaDI VIBROBETON plc VinkovciDJ EMANITA Ltd VukovarDJ Strojoremont Ltd VukovarDL Polion Ltd VinkovciDN Malagi Ltd Rajevo SeloDN Amazona Ltd GunjaDN Uradi sam (Do It Yourself) Ltd VinkovciE Vodovod (Water Company) Ltd Vukovar

E Vinkova ki vodovod i kanalizacija (The Water and Sewage Company ofVinkovci) Ltd Vinkovci

E HEP - ELEKTRA VINKOVCI VinkovciE Prvo plinarsko dru tvo (The First Gas Company) Ltd VukovarE Plinara isto ne slavonije (Gas-works of the Eastern Slavonia) VinkovciF BORO - GRADNJA Ltd - Vukovar FRVukovarF Cestorad Ltd Vinkovci

F IMPART Ltd Ivankovo


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F Baza Ltd IlokF Eurco plc VinkovciF Vodoprivreda Vinkovci (Water Resources Management) plc VinkovciF Montana trade VinkovciF Zidar (Bricklayer) Ltd VinkovciF Bubenka Ltd upanjaF HIDROMONT Ltd - Vukovar VukovarF VOLKO Ltd - Vukovar VukovarF ROVOKOP VinkovciG Boso Ltd VinkovciG PLANUM Ltd - Vukovar VukovarG RURIS Ltd upanjaG Velepromet plc VukovarG SANTINI Ltd VinkovciG CVITANOVI Ltd upanjaG Patri ar Ltd for trade and production upanjaG STR KORINAC Bo njaci

G BABOGREDAC Ltd Babina Greda

G Vinkoprom Ltd VinkovciG TRGOVINA NOVI DOM GunjaG VOR Ltd VinkovciG BOROVO-GUMITRADE Ltd VukovarG LATERAN Ltd VinkovciI Luka Vukovar (The Port of Vukovar) Ltd VukovarI Krstono Ltd BorovoI Klopi Ltd upanjaI MERIDIJAN Ltd VinkovciI Elanpromet Ltd VinkovciI AZMATRANS VUKOVAR plc VukovarI Polet Ltd VinkovciI INTER PED VUKOVAR Ltd VukovarI Otpremnik (Dispatcher) Ltd VinkovciO NEVKO Ltd VinkovciO KOMUNALIJE (MUNICIPAL SERVICES) HRGOV upanjaO KOMUNALAC (MUNICIPAL SERVICES) Ltd Vukovar

During the training the final form of the questionnaire proposition of the working group atnational level was adopted. The other documents were prepared (accompanying letter for the companies,polling instructions, etc.) Mixed polling teams were formed (vocational school and the Croatian CentralEmployment Office).

Field data were gathered in the period 29.03. - 13.04.2005. Completed questionnaires wereprocessed by the regional offices of the Croatian Central Employment Office. A base for questionnairedata entry was created by Mr. Dubravko Bacalja (Zadar's branch office of the Croatian CentralEmployment Office). The base is devided in 5 fields in accordance with the questions included in thequestionnaire. It is well laid out and it is easy to enter data in the base. Therefore, we didn't haveproblems when we processed and filtered necessary data.


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3. LABOUR MARKET RESEARCH RESULTS ANALYSIS

3.1. Employment Trends and Profiles

This indicator is significant to labour market analysis because it points to the real present situation

in the terms of current company business, number of employees and the expected future trends.

3.1.1. The trends of economic indicators according to the line of businness and

company size∗

56,9 % of the companies polled evaluated their company business in the last 12 months

positively. The companies involved in the processing line of business measured the largest increase (75, 0

%). They are followed by the distribution of electric power, water, gas and municipal services (62, 5%).

The companies involved in transport, storage and connections had the smallest business growth.

29,2 % of 72 companies surveyed had no changes in business in the last 12 months. The

processing industry had least changes, i.e. 12,5 % of all companies polled within this line of business had

neither increase nor decrease.

Considering overall business 13, 9% of the companies had a negative business trend in the

former period.

On the basis of the answers to the first question the conclusion can be drawn that most of the

companies involved in the processing industry and the distribution of electric power, water, gas and

municipal services had positive business trend.

∗(Table T1 in Anex)


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In 45,8% of the companies the number of employees increased, and in 19,4 % the number of

employees decreased.

Companies involved in the processing business, wholesale and retail trade had in the previous

period the largest increase in the number of employees.

Companies involved in the distribution of electric power, water, gas, municipal services and

construction industry had the lowest decrease in the number of employees. There was no decrease in the

number of employees.

From the above mentioned the conclusion can be drawn that those lines of business that have a

positive trend in overall business have also a positive trend in employment.

Analysing the answers to the first question we can see that in the group of large companies there

is the highest share of those who had increase in business (65,7%). High share of the companies with the

positive trend of overall business is also evident in the group of medium companies (59,1%). In the group

of small companies there is the highest share of the companies that had no changes in business in the

previous period (46,7%).

Such trends of overall business reflect on the number of employees. Namely, the results show a

positive picture of business and employment within the large and medium companies, whereas the

situation in the group of small companies is less optimistic.


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3.1.2. Current and expected number of employees according to the line of business and

company size∗

The companies from the sample employ 7595 workers. 5772 (76%) of the total number of

employees have permanent employment. Remaining 1746 (23%) are employed on the basis of temporal

contract and 77 (1%) employees has temporary work contract. 501 (28,7%) person with temporary

employment does seasonal works.

According to the poll results the employers predict the increase in the number of employees for

7,7 % in the next 12 months. The largest increase is expected in the construction industry (24,5%) and

wholesale and retail (15,1%) whereas the decrease in the number of employees (1%) is only predicted in

the transport business, storage and connections.

If we observe the expected number of employees according to the type of the work contract, we

can see that an increase of 1,1 % of employees with permanent employment is expected. It is predicted

that the number of employees with temporary employment will increase for 35,7%. An especially large

increase is expected in seasonal works - 83,8%.

∗ (Table T3 in Anex)

T he expected number of employees in the next 12 monthsaccording to the type of work contract

T empor aryemployment

18%Seasonal works11%

T emporar ywork contract

1 %

Permanentemployment

70%


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According to the criterion of company size the largest increase in the number of employees is

expected in the small companies (47,5%), then in the group of medium companies (19,3%), and teh

smallest increase is expected in the large companies (6,4%).

The mentioned data show that there is an increase in the number of employees in the large andmedium companies in the last 12 months. However, in the coming period a decrease in the mentioned

trend is expected. In contrast to that, small companies register stagnation or slight decrease in thenumber of the employed workers, but in the next 12 months their enlarged increase is expected. The

mentioned increase in the number of employed workers in the group of small companies relates for the

most part to the number of persons that are predicted to be employed temporary to do seasonal works.

3.1.3. The changes in the technology and work organization according to the line of

business and company size∗

According to the employers answers to the 9. question in the questionnaire concerning changes

made in the technologies and organization during the last two years, 59,7% of the total number of

companies polled made changes in the technology and 54,17% in work organization.

Most changes were made by the companies involved in the processing business and the

distribution of electric power, water, gas and municipal services.

If we observe changes in the technology and organization that the companies plan to make in the

future, we can see the half of the companies polled plans to introduce changes in the technology, and

45,83% plans to introduce changes in the work organization.

The companies involved in agriculture, processing industry, wholesale and retail trade have

expressed the greatest interest in introducing new technologies and changes; the companies involved in

building trade have expressed the least interest.



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50

54,2

4748

4950

51

52

53

5455

%

Changes planned in technology and organization

Technology Organization

The received answers show that the companies and lines of business that introduced changes in

the previous period plan to continue with that trend in the future.

Answers to the 9. question regarding the company size show that that the companies have

invested about equally regardless of their size (about 60 % of the companies in every group). The same

share of companies in every group plans to introduce changes in technology.

Regarding the changes in work organization the large companies made most changes in the

previous period (65,7%). They are followed by medium companies (50%); small companies made the

fewest changes (33,3%). However, small companies plan the greatest changes in organization in the

future.

3.2. Labour Force Problems

With the questions that relate to labour force problems we tried to investigate the problems the

employers come across when employing new workers; we tried to define deficiencies of candidates who

have problematic occupations and in accordance with this to give vocational schools certain guidelines

on educating the future staff.


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3.2.1. The problems with employment according to the company s line of business and

size∗

Even 41,7% of the companies polled, had problems when they wanted to employ staff with

adequate qualifications and skills. They had problems filling 211 vacancies. The companies in processing

industry and building trade had most problems and the companies involved in transport, storage and

connections the least.

Regarding the company size the large companies had the most obstacles in finding the adequate

personnel (54,3% of large companies polled); they are followed by medium companies (36,4% medium

companies polled); small companies had the fewest obstacles (20% of small companies polled).

Companies that in the previous period made changes in technology and work organization and

increase in employment had problems with employment.

3.2.2. The structure of the jobs in short supply∗

Following table shows which occupations made the employers most problems with employment.

It is worrying that the occupation waiter / waitress is placed on the top of this list, considering that there

are 326 qualified waiters registered with the Central Employment Office of Vukovar-Srijem County. It has

to be stressed that only one (large) employer had problems with finding 20 qualified waiters; candidates

lacked skills and positive attitude to work.

Similar problem appears with the employment of butchers or shoe industry workers although

much fewer are registered with the Central Employment Office. In the last few years no new staff is

educated for the occupation of shoe industry worker, and those registered with the Central Employment

Office are in older age and the possibilities of their employment are restricted due to their ill health.

∗ (Table T4 in Anex)∗ (Table T5 in Anex)


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Many companies involved in construction industry and production had problems with the

employment of bricklayers, carpenters and joiners. However, the Central Employment Office records show

that bricklayers and joiners cannot be characterized as occupations in short supply considering the fact

that more of them are registered as unemployed than there are vacancies. The employers pointed out

that the problems with employment of mentioned workers are lack of working experience, lack of

professional knowledge, and the most common problem was negative attitude to work.

Occupation carpenter can really be characterized as a job in short supply, especially during the

construction season when most companies employ this labour force (carpenters, sewers) for seasonal

jobs, what makes employment even more difficult. They want workers who can work independently and

who can start working immediately (without previous training).

It has to be emphasised that there is a real deficit in the occupations: graduate electrical

engineer, graduate construction engineer, graduate geodesist and graduate mechanical engineer i.e. in

occupations that require university degree.

Nevertheless, permanent deficit is present in the occupations machinist, crane operator and

operators of similar machines. There is no regular education programme for these occupations, workers

are educated additionally.

Code Occupation Number Code Occupation Number5123133 waiter / waitress 20 4121184 bookkeeper 37411123 butcher 20 4134134 sales specialist 37442113 shoe industry worker 20 5220213 sales person 37122123 bricklayer 18 2141317 wood designer 27122123 carpenter 15 2429617 lawyer 27436132 sewer 12 8332113 machinist 27422123 joiner 10 8340133 ship-master 27437113 upholsterer 10 2141207 graduate engineer of architecture 12143617 graduate electrical engineer 7 2223117 graduate veterinarian 12142217 graduate construction engineer 6 2429117 legal manager 18333593 crane operator 6 2441617 graduate economist 17136213 air conditioner fitter 5 3112116 civil engineer 12148517 graduate geodesist 4 3116726 technologist 12213177 graduate agriculture engineer 4 3119626 wood-processing engineer 18332823 machine operator, dredge man 4 3121516 informatician 18340112 sailor 4 3142116 captain 12145917 graduate mechanical engineer 3 3142166 ship officer 12213127 graduate horticulturist 3 3415116 sales specialist 13212114 agricultural technician 3 7222113 toolmaker 13415235 manager 3 7233505 hydraulic engineer 13433316 economist 3 8311124 diesel vehicle driver 1

Total 211


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3.2.3. Current vacancies∗

At the moment when the poll was carried out employers had 296 vacancies.

As the poll was conducted in the first part of April it was to be expected that the construction companies

would be in greatest need of workers, what the poll results proved. The construction companies had

33,1% of all vacancies, that is, they needed to employ 98 workers. Following occupations are in most

demand in construction industry: bricklayers, carpenters and construction workers.

Similar share in need of workers (29,4%) have companies involved in processing industry, and

bricklayers, carpenters, brick makers and sewers are in most demand.

Occupations bricklayer and carpenter are also in this line of business in great demand due to the needs of

those companies who run business in more different branches.

It is necessary to mention that at the moment there are very many vacancies in wholesale and

retail trade (28,7%) in the occupation salesperson.


Current vacancies according to the line of business

29%

4%29%

33%5%

Processing industry

A griculture

Wholesale trade and retail trade

C onstruction industry

Electric power, gas and waterdistribution and municipal serv ices


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3.3. Education and Training

This part of research focuses on the existing personnel within the company; it has been done with

the purpose of studying the way companies organize and educate their employees, how much do they

permanently invest in their education and what are their needs and plans for the future education.

3.3.1. The existence and organization of Personnel (Human Resources Department)∗

Only 30,6% of 72 companies has Personnel Department, and just 6,9% of companies has Human

Resources Development Department.

As it was to be expected the number of the employers that have Personnel Department or Human

Resources Development Department increased proportionately to the number of workers employed in the

company.

In accordance with the above-mentioned, small companies have neither Personnel Department

nor Human Resources Development Department.

None of medium companies has Human Resources Development Department, but 9,1% of them

has an established Personnel Department.

However, situation in large companies is substantially different. Namely, 14,3% has an

established Human Resources Development Department and 57,1% has Personnel.

∗ (TableT7 in Anex)


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30,6

6,9

0

5

10

15

20

25

30

35

%

Share of companies

Share of companies with Personnel or Human Resources DevelopmentDepartment

Personnel

Human ResourcesDevelopment Department

3.3.2. The necessity for continuous education∗

40 % of the companies surveyed answered in the negative to the question about the necessity for

additional education within the company.

Over half of the companies surveyed answered that additional education would be necessary or

desirable; 41,5% of them are large companies, 32,4% medium companies, and only 16,2% small

companies.

3.3.3. Occupation, knowledge and skills structure for continuous education∗

We divided the answers to the 18. question in several education fields in order to make their

analysis easier:

ü informatical knowledge,



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ü foreign languagesü legal regulationsü bookkeeping and financial seminarsü professional improvementü trainings for acquiring marketing, communication, presentation and organisation skills

The companies showed the greatest interest in education for acquiring informatical knowledge (609

persons) i.e. basic informatical knowledge (MS Office) and various professional programmes (AutoCAD,

Step 7, MASAP, Photoshop, bookkeeping programmes).

Great interest was also shown for the education in legal regulations (111 persons) that relate to

introducing new European quality standards, safety at work and acquiring other legal regulations.

The companies showed significant interest in improvement of their employee s professional

knowledge (71 employees). It is for the most part professional improvement in the application of new

technologies, but also acquiring of qualifications that cannot be acquired through regular education

(machinists, crane operators etc.). Companies involved in processing and construction industry showed

the greatest interest in this type of education.

The companies expressed the necessity to send 60 persons to trainings for acquiring various

knowledge and skills. Mentioned trainings are mainly intended for management, but also for those who

are in continuous contact with clients.

Only one employer expressed the necessity for sending 15 employees to language courses.

As far as the occupations of the employees that should be further educated are concerned, they

are very various; even all education levels are represented - from the lowest to the highest.

3.3.4. The ways of organizing continuous education∗

We have inquired into current ways of organizing the improvement and professional training of

the employees.



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8 companies (11,1%) of all companies surveyed do not organise continuous education of their

employees. Among them there is the highest number of small companies. 64 companies (88,9%)

organise continuous education mostly through in-house trainings but also in an educational institutions,

and not seldom through equipment supplier.

The ways of organising the improvement and professional training ofthe employees

The other ways15%

Through equipmentsupplier

19%

In an instituton forvocationaleducation

25%

In-house training34%

No organisedtraining

7%

3.4. Occupation Profiles

Questions about the occupation profiles (3., 4., 5., 6., 7., 8. and 13.) were asked for the purpose

of gathering information about characteristics, knowledge and skills employers require from the

candidates they employ.


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In the first part employers have defined 3 most important occupations in the firm. There were

general, professional and social knowledge and skills an employee has to possess in order to be

employed. It has to be stressed that the employers answers concerning the importance of reading as

general knowledge confirmed the expectations and warnings of regional working group members.

Namely, it turned out that reading is the most important general knowledge for all occupations.

In the second part we examined in general to what extent employers appreciate and valuate

certain characteristics of the candidates when they employ new workers.

3.4.1. Workplaces of great importance to the company

In the question nr. 3 examinee has to identify at least three occupations of the greatest

importance to the company. We singled out the occupations that were identified as the most important by

most employers.

3.4.1.1. Driver

Most companies (24) stated that the occupation driver is one of the most important. Meant are

mostly lorry-drivers, bus drivers, and farm machinery operators.

The employers consider the following technical knowledge and skills to be the most important for the

occupation driver

- steering a vehicle- traffic regulations and knowledge connected with the road traffic (inland and foreign)- knowledge of auto electrics and auto mechanics

The highest ranked general knowledge and skills are

- reading,- oral communication,- use of numbers,

... while the most important social knowledge and skills (attitudes) are

- independence,- team work,- adjustability,- flexibility.

It can be stated that such high evaluation of drivers team work is a pretty unexpected answer and it

would be a good idea to explore what caused such evaluation!


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3.4.1.2. Sales specialist

For many employers (14) occupation sales specialist is one of the most important.

Some qualified this occupation as sales clerk, some as graduate sales specialist. Due to the

similarity of their jobs we categorized them in the same group.

Employers consider the following technical knowledge to be very important

- advertising knowledge,- the knowledge of supply policy,- the knowledge of contract agreement with buyers and suppliers- business organization,- the knowledge of financial and bookkeeping functions of the company- presentation skills;

The most important general knowledge and skills are

- reading,- written communication,- use of numbers,- oral communication,- informatical knowledge;

... while most highly placed attitudes are

- independence,- adjustability,- flexibility,- analytic skills,- the ability to bring decision,- teamwork;

3.4.1.3. Salesperson

Salesperson is the occupation ranked as the third most important. 13 companies identified this

occupation as one of the most important.

Employers consider the following technical knowledge and skills to be the most important

- being familiar with merchandise,- being familiar with working with the PC cash register,- knowledge of merchandise quality and shelf-life,- being familiar with the techniques of merchandise supply,- being familiar with the ways of displaying i.e. presenting the merchandise- being familiar with the needs of the buyers;

General knowledge and skills pointed out as the most important are

- reading,- oral communication,- working with numbers,- memorizing a lot of information;


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and the most important attitudes are

- flexibility,- adjustability,- work organization,- team work.

3.4.1.4. Bricklayer

The occupation bricklayer is also very important to the companies polled. 11 companies consider

it as one of the most important.

The most important technical knowledge the employers request their employees are

- bricklaying,- technical skills (bricklaying, plastering),- knowledge of materials,- reading the plans and projects,- measuring;

Very important general knowledge is

- reading,- use of numbers,- oral communication;

Most evaluated attitudes are

- teamwork,- independence,- adjustability;

3.4.1.5. Agronomist

7 companies pointed out that the occupation agronomist is one of the most important. The most

appreciated technical knowledge and skills

- the technical knowledge of crop production,- the technical knowledge of cattle industry,- the technical knowledge of the cultivation and protection of fruit and grapevine,- the knowledge of plant protection,- Computer Usage;

Most important general knowledge and skills requested are

- reading,- oral communication,- the ability to memorize a lot of information,


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...and social knowledge and skills most-sought after are

- independence,- adjustability,- flexibility,- the ability to make decisions,- readiness to learn.

3.4.2. The evaluation of the employment candidates characteristics

Answers to the 13. question, that refers to the evaluation of the employment candidates

characteristics, show that the employers consider every offered characteristic to be very important.

However, it needs emphasising that attitude to work is what the employers most appreciate and lay stress

on. It is followed by adoptability, teamwork and readiness to learn.

Lower ranked are informatical knowledge and general working experience.

This is not in accordance with the experience of the Central Employment Office staff. The

unemployed point out the lack of working experience as the main obstacle to finding employment.

As far as informatical knowledge is considered the assessment is the result of data gathering

methodology and the workplace structure within the sample.

According to the analysis of the most important occupations within the company and the analysis

of candidates general characteristics evaluation the employers attach great importance to social

knowledge and skills (attitudes) when employing new workers. Not seldom they are considered to be

even more important than certain technical knowledge and skills.

The evaluation of particular candidates characteristics differs according to the line of business the

company is involved in.


24

The companies involved in wholesale and retail trade, transportation, storage and connections

attach importance to the relations with buyers and oral communications, while construction industry laid

stress on adjustability, general working experience and technical and practical skills.

3.5. The Central Employment Office Services

3.5.1. The usage of the Central Employment Office services∗

Answers to the 20. question confirm the good cooperation between Central Employment Office as

56 companies (76,8%) answered that they use Central Employment Office services.

The most often Central Employment Office services used by companies are employment

mediation and the measures of active employment policy.

The usage of the Central Employment Officeservices

YES78%

NO22%



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3.5.2. The structure of the Central Employment Office services ∗

To the question in which fields they would like to be informed and improve their cooperation with

the Central Employment Office most of them gave an affirmative answer to co-financing employment of

new workers, legal advice (interpreting certain legal regulations concerning employment and work) and

mediation in employment.

3.5.3. The methods of employing new staff∗

In accordance with the labour market conditions where there is much larger supply of workforce

than demand for workforce there is a large share of the companies that use personal contact as a

frequent way of employing new workers (40%). However, the research showed that there is a similar

trend in different working conditions because the personal contact is one of the most efficient ways of

finding employment.

Other frequent ways of employing the workers were the mediation of the Central Employment

Office (32,1%) and advertising in the media - newspaper, radio, Internet (16%).


52

26

65

4

105

0

1 0

2 0

3 0

4 0

5 0

6 0

7 0

num

ber

of c

ompa

nies

T he ways of employing new staff

The mediation of the C entralEmploy ment O ffice

A dvertising in the media

Personal contact

The mediation of priv ateemploy ment agencies

Directly from educationalinstitutions

O ther way s


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4. FINAL REFLECTIONS

Analysing the results of the local labour market research we can draw following conclusions:

Ø Those lines of business that have a positive trend in overall business also have a positive trend inemployment.

Ø The results show a positive picture of business and employment within large and mediumcompanies, whereas the situation in the group of small companies is less optimistic.

Ø There is an increase in the number of employees in large and medium companies in the last 12months. However, in the coming period a decrease in the mentioned trend is expected. Incontrast to that small companies register stagnation or slight decrease in the number of theemployed workers in the last 12 months, but in the next 12 months their enlarged increase isexpected. The mentioned increase in the number of employed workers in the group of smallcompanies relates for the most part to the number of persons that are predicted to be employedtemporary to do seasonal works.

Ø The companies and lines of business that introduced changes in the previous period plan tocontinue with that trend in the future

Ø Attitude to work is what the employers mostly appreciate and lay stress on. It is followed byadoptability, teamwork and readiness to learn.

Ø The most often Central Employment Office services used by companies are mediation inemployment and the measures of active employment policy.

Ø In accordance with the labour market conditions where there is much larger supply of workforcethan demand for workforce there is a large share of the companies that use personal contact as afrequent way of employing new workers (40%).

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