Comparison of evolution of employers' costs and rate of taxation of labour is the subject of this thesis. Employers' costs are considered wages and social security contributions. Amount of these costs was discovered by Amadeus database which contains data published in companies' annual reports and in their financial statements. Analysis was performed with data about 23 EU countries which were available. Implicit tax rate on labour and Average tax wedge were used for quantification of the rate of taxation of labour. Implicit tax rate on labour is published by Eurostat and Average tax wedge is compiled by OECD. The analysis was performed with data about 19 OECD countries of total 23 countries which are compared. Finding of existence of corresponding trend between evolution of employers' costs and evolution of rate of taxation of labour is goal of this thesis. Existence of that trend was not found for most compared countries between years 2007 and 2012.

(in English): During adolescence, a person's value orientations towards society, employment, and the economy are being shaped significantly. The educational system plays an important role in this maturing of a person's values in that it provides key social orientation in the form of knowledge, consciousness, or opinions. The theory of cultural and social reproduction was among the first analyses of critical education that drew attention to the fact that this mediation of orientation serves for the maintaining (reproduction) of social inequalities in society. The basic question of education according to these analyses of critical education thus is not what knowledge we get at school, but rather whose knowledge. In the Czech Republic, ca. 73% of pupils go through secondary vocational training. After graduation, most of these pupils are the first to enter the world of paid labor at a relatively early age. Between 2004 and 2012, intermediate vocational training underwent a change of system in the form of the implementation of curriculum reform in connection with the adoption of Act No. 561 / 2004 Coll. on Preschool, Elementary, Secondary, Tertiary Vocational, and Other Education. Curriculum reform enabled various social agents to influence the goals and content of education at the national level...

Title: Who wants to hire them, when there are other candidates? The aim of this study was to gain deeper understanding regarding employers’ thoughts about hiring ex-offenders. This to illustrate how it affects the reintegration into society. We wanted to examine the significance of a person's background, what obstacles employers consider to exist in the labour market and what they believe would have a positive effect on reintegration into the labour market. The empirical evidence in this study has been analysed out of perspectives from theories about labelling and deviance as well as the concept of social exclusion together with previous research in the field. Six employers were interviewed to share their thoughts on hiring people with a criminal record. We distinguished four themes which emerged from the employer’s reasoning about hiring ex-offenders: the applicant's background, significant factors for employers reasoning, obstacles in the labour market and positive reintegration into the labour market. Conclusions made from this study have shown that employers decisions are influenced by prejudices in society as well as the company’s guidelines and resources. The study has also shown that employers experience the need for more actions from politicians to contribute to a positive reintegration into the labour market for ex-offenders. Finally, this study conclude that employers believe that there are characteristics and strategies that facilitate re-entry into the labour market for people with criminal records.

Philosophiae Doctor - PhD / Curriculum review can ensure that nurses develop appropriate competencies to respond to market demand. Regular revision and updating of curricula are in line with recommendations of the WHO to scale-up health professionals' education and training. Introducing transformative changes in education provides an opportunity to review the strengths and weaknesses of the current systems. The nursing profession was the first of the health professions in South Africa to transform its legislative framework, which led to the development of new qualifications.

Purpose of the Study The purpose of this study was to compare perceptions of vocational business teachers, entry-level office workers, and employers regarding employable qualifications for entry-level office workers in Utah. Business teachers, entry-level office workers, and employers were asked the following questions: 1. What occupational skills are performed by entry-level office workers? 2. What level off education is needed for entry-level office workers? 3. What are the reasons for selecting entry-level office worker applicants? 4. What are the reasons for not selecting entry-level office worker applicants? --- 5. What are the areas in which improvement should be made in the preparation of entry-level office workers? 6. What are the causes for termination of entry-level office workers ? 7. What are the personal characteristics desired by employers for entry-level office workers? 8. What is the relationship between participation in extracurricular activities in school to the job success of entry-level office workers? 9. What is the relationship between participation in on-the-job training programs and the job success of entry-level office workers? 10. What types of methods are used in the selection of entry-level office workers? 11. What further training is conducted by employers after hiring an entry-level office worker? Procedure The data for this study consisted of information obtained by questionnaires from vocational business teachers, entry-level office workers, and employers of entry-level office workers. Eighty percent of the 95 teachers surveyed responded, while 72 percent of the 232 businesses surveyed responded to the questionnaire. The data were then analyzed by one-way analysis of variance, Scheffe analysis, descriptive analysis and Chi-square programs. Principal Findings There is a difference between the perceptions of vocational business teachers, entry-level office workers, and employers regarding employable qualifications for entry-level office workers in Utah. Teachers indicate a greater frequency and a greater importance for the skills than did employers or employees. However, they do agree on the most important skills and the least important skills . There was a discrepancy among the three groups regarding the skills which were ranked between most important and least important . Teachers gave more importance to skills such as shorthand, filing, and running duplicating machines, while employers and employees gave more emphasis to the skills which require some sort of decision making or human relations skill. The three groups agreed that entry-level office workers need to complete high school before securing a job and that some college training was advisable. Personality was given as the primary reason for selecting entry-level office workers, while inability to communicate with employers was given as the primary reason for not hiring entry-level office workers. Once hired, making costly mistakes continuously was the reason given by the three groups for termination of entry-level office workers. Teachers viewed the ability to follow suggestions and instructions, employers the concern for productivity, and employees the ability to write and speak effectively as the areas most in need of improvement for entry-level office workers. Interviewing was the most common method used by employers in selecting entry-level office workers. Conclusion A continual evaluation of business education programs should occur to keep business education programs current with the changing demands of today's business world.

Arbetstagare med en neuropsykiatrisk funktionsnedsättning (NPF), har ibland särskilda utmaningar som kan försvåra en anställning. Med rätt stöd och anpassning från chefen kan dessa individer dock ofta prestera på samma nivå som andra. För att se hur chefer ställer sig till medarbetare med en NPF-diagnos lyder forskningsfrågan: Hur ser chefers inställning ut gentemot arbetstagare med NPF? En kvalitativ intervjustudie genomfördes med sex deltagare som bestod av chefer inom offentlig- samt privat sektor. Intervjuerna bestod av 20 öppna frågor och analyserades genom tematisk analys. Huvudresultatet visade att deltagarna hade en relativt öppen inställning till att ha medarbetare med en NPF-diagnos, däremot återfanns fler faktorer som påverkade deltagarnas inställning, så som rädslor, kommunikation och bristande resurser. Slutsatsen visade att inställningen inte handlade om bristande vilja, utan svårigheter att veta hur man ska gå tillväga vilket implicerar vikten av ökade resurser i form av ökad kunskap och representation. / Employees with a neurodevelopmental disorder (NPF) can have specific challenges that can make employment more difficult. With the right support and accommodation from their manager, these individuals can often perform as well as others. To investigate how managers perceive employees with NPF, the research question reads: What are the managers' attitudes towards employees with NPF? A qualitative study was conducted with six participants. The participants consisted of managers from the public- as well as private sectors. The interviews consisted of 20 open-ended questions and were analysed using thematic analysis. The result indicated that the participants had a relatively open attitudes regarding employees with NPF, however it was recovered that it was more factors than the participants attitude for example fears, communication and lack of resources. The conclusion implies that the attitudes were not primarily about lacking will, but difficulties in knowing how to approach it, and implies the importance of knowledge and representation.

The purpose of this master's project was to investigate the types of personal characteristics, knowledge, and skills TESOL employers are seeking in foreign job candidates in today's biggest EFL job markets, specifically in China and South Korea. First, the literature review introduces the enormous development of the EFL job market in these two countries and some challenges these two countries faced in their attempt to hire foreign EFL teachers. A total of 303 job advertisements were gathered from two Internet sources (Dave's ESL Café and TESOL.org) that met all the established criteria for choosing a reliable data source during a 12-month period and analyzed in order to determine the personal characteristics, knowledge, and skills listed by TESOL employers in these two Asian countries. The results indicate that 92% of the ads required international applicants to be native speakers of English. Key skills needed in both countries included communication skills, computer skills, a high level of English language proficiency, and writing skills. The majority of the full-time positions sought instructors with experience in materials development, curriculum development, or assessment. In terms of personal characteristics, employers want applicants to be enthusiastic, energetic, dedicated, and interested in young learners ranging in age from kindergarten to high school level. These findings have important implications for those TESOL graduates preparing themselves to obtain full-time jobs in China and South Korea.

The purpose of this study was to show how hiring standards of evidence for graphic designers in Utah County compared with the national standards of evidence. The four major national standards of evidence for hiring graphic designers, identified by American Institute of Graphic Arts (AIGA) and Goldfarb, in order of importance are portfolio, recommendations, personality, and education. The data from this study revealed that Utah County employer's standards of evidence matched up closely to national standards of evidence, but the order of importance was slightly different because personality was ranked ahead of recommendations and education.

The current situation in the youth segment of the labour market is characterized by high unemployment and instability. The mechanisms regulating the relations between the labour market and the educational services market do not ensure that the educational process of young people meets the needs and requirements of employers. In this regard, a necessary condition today is the improvement of mechanisms with greater adaptive capacity that would effectively solve the problem of youth employment. Thus, the purpose of this study is to analyze the adaptation of graduates in the labor market through the study of practical mechanisms used in the UrFU to improve the adaptive capacity of young professionals and to assess the views of graduates on their application in the University and the development of practical measures that increase its effectiveness. To this end, using the method of questionnaire analyzed empirical material obtained in the study of the opinion of students aged 20 to 22 years, on the basis of UrFU in Yekaterinburg. The relevance of the study is due to the existence of the problem of adaptation of young people in the labor market, which requires improvement, and is enhanced by the fact that it has a practical orientation. The materials of the work can be used in subsequent research of the youth segment of the labor market, as well as in the preparation of textbooks and reading training courses in universities on the basics of employment technologies and effective behavior of young people in the labor market. The results of the study showed: 1. UrFU pays special attention to the promotion of employment and adaptation to the labor market of graduates, using mechanisms that are more General (universal) in nature, but do not contain targeted (individual) assistance to graduates. 2. As a mechanism to improve the adaptation to the labor market of UrFU graduates, the authors proposed a program for the development and implementation of guidelines "technology of effective employment" for students and graduates seeking their place in the labor market. / Современная ситуация на молодежном сегменте рынка труда характеризуется высоким уровнем безработицы и нестабильности. Механизмы, регулирующие отношения между рынком труда и рынком образовательных услуг, не обеспечивают соответствие образовательного процесса молодежи запросам и требованиям работодателей. В связи с этим, необходимым условием сегодня является совершенствование механизмов с большими адаптационными возможностями, которые бы эффективно решали проблему занятости молодежи. Таким образом, цель настоящего исследования – анализ адаптации выпускников вуза на рынке труда через изучение используемых в УрФУ практических механизмов для повышения адаптационных возможностей молодых специалистов и проведение оценки мнений выпускников по их применению в вузе и разработка практических мероприятий, повышающих ее эффективность. С этой целью с помощью метода анкетного опроса проанализирован эмпирический материал, полученный в ходе изучения мнения студенческой молодежи в возрасте от 20 до 22 лет, на базе УрФУ в г. Екатеринбурге. Актуальность исследования обусловлена существованием проблемы адаптации молодежи на рынке труда, требующей совершенствования, и усиливается тем, что она имеет практическую направленность. Материалы работы могут быть использованы в последующих научных исследованиях молодежного сегмента рынка труда, а также при подготовке учебных пособий и чтении учебных курсов в вузах по основам технологий трудоустройства и эффективному поведению молодежи на рынке труда. Результаты исследования показали: 1. УрФУ уделяет особое внимание вопросам содействия трудоустройству и адаптации на рынке труда выпускников, используя механизмы, имеющие более общий (универсальный) характер, но не содержащие адресной (индивидуальной) помощи выпускникам. 2. В качестве механизма, содействующего повышению адаптации к рынку труда выпускников УрФУ, авторами предложена программа разработки и внедрения методических рекомендаций «Технологии эффективного трудоустройства» для студентов и выпускников, ищущих свое место на рынке труда.

Forskningsfrågor: 1. Vilka proaktiva åtgärder använder arbetsgivare i förebyggande syfte för att undvika utvecklingen av negativ stress på arbetsplatsen? 2. Vilka reaktiva åtgärder använder arbetsgivare för att hantera redan utvecklad arbetsrelaterad stress hos sina medarbetare?  Syfte: Undersöka de praktiska åtgärder som arbetsgivare använder för att hantera arbetsrelaterad stress. Därmed eftersträvar denna studie till att bidra med en ackumulerad samling av konkreta förslag på åtgärder som kan användas praktiskt i olika arbetsrelaterade sammanhang. Metod: Kvalitativ metod med en abduktiv forskningsansats. Datainsamling genom djupgående semistrukturerade intervjuer som genomfördes en och en. Den primära respondentgruppen var arbetsgivare.  Slutsats: Praktiska åtgärder på proaktiv och reaktiv stresshantering sammanfattas enligt studien genom fyra teman: kommunikation, kunskap, ledarskap och företagskultur. Genom regelbunden kommunikation kan symtom på stress upptäckas i tid och tillsammans med medarbetaren hitta en lösning för återhämtning. Genom planering kan onödig stress undvikas. Kunskap om stress och verktyg för hantering kan med fördel undvika utvecklingen av stress. Förslag på gott ledarskap i stresshanteringssyfte kan handla om närvaro och att visa att man som ledare finns där för att hjälpa medarbetare som drabbas av stress. En öppenhet kring dialoger om stress kan ha betydelse för hur stress kan undvikas och hanteras. En företagskultur som främjar gemenskap i kombination med en öppenhet om stress, kan hjälpa medarbetare att våga be om hjälp när stress upplevs på arbetsplatsen. / Research questions: 1. What proactive measures do employers use preventively to avoid the development of negative stress in the workplace? 2. What reactive measures do employers use to manage already developed negative work-related stress in their employees? Purpose: Investigate the practical measures employers use to manage work-related stress. Thus, this study strives to contribute with an accumulated of concrete proposals for measures that collection can be used practically in various work-related contexts. Method: Qualitative method with an abductive research approach. Data collection through in-depth semi-structured interviews conducted one on one. The primary respondent group was employers. Conclusion: Practical measures on proactive and reactive stress management are summarized according to the study through four themes: communication, knowledge, leadership and corporate culture. Through continuous communication, symptoms of stress can be detected in time and together with the employee, find a solution for recovery. Through planning, unnecessary stress can be avoided. Knowledge of stress and tools for management can advantageously avoid the development of stress. Suggestions for good leadership for stress management purposes can be about presence and showing that you as a leader are there to help employees who are affected by stress. An openness about dialogues about stress can have an impact on how stress can be avoided and managed. A corporate culture that promotes community, combined with an openness about stress, can help employees dare to ask for help when stress is experienced in the workplace.