استخدام بهتر از طریق سازگاری بازار کار (مورد رومانی)

This paper analyses how employees adaptability can be improved through labour market flexibility and the particularity of geographical, employment and functional flexibility in Romania. Tacking into account the role of human factor in social and economic development and its role in knowledge based society, the progress of Romania in the direction assumed by the entire Romanian people to integrate among developed countries can be supported only by developing a modern and flexible labour market and by transforming the educational process in a driving factor for integration and accessibility of all citizens regardless of age, gender, residence, ethnicity.

Labour market flexibility implies higher employment and a better adaptability to the changing economic environment. To make the most of human capital is necessary to increase employment through job creation, but also to improve the adaptability and employment mobility. Increased labour market flexibility is usually taken to cover a whole raft of policies including reduced impediments to hiring and especially firing, measures to increase the mobility of labour across both regions and occupations, eliminating restrictions on working time, union bashing, less generous unemployment benefits and lower minimum wages (Solow). A flexible and efficient labour market implies higher employment, and so an economy that is fairer (reducing social exclusion for disadvantaged groups), as well as more competitive and more productive. It also implies an economy that is better able to adapt to the changing economic environment, in the context of globalization, technological progress and economic crisis. Labour market flexibility has been defined in a number of different ways. Some studies underline two related concepts of labour market flexibility (HM Tresury, 2003): - The first relates to how the labour market adjusts to a period of disequilibrium. This is achieved through a combination of adjustments in wages, the supply of labour and the demand for labour. In this interpretation, flexibility is characterised by the rapid redeployment of labour between industries, occupations or regions, ensuring that any disturbance to the labour market is short-lived.

A perfectly flexibility labour market implies that the labour force would be immediately redeployed to its most efficient use, any time, irrespective of any change in the economic environment. This is only in theory, in real life there are costs and impediments to such instantaneous adjustment. Anything including statute, union rule, regulation or custom that limits the geographical, occupational, functional mobility of workers can limit productivity, innovation and the competitiveness of a country and make workers more vulnerable to labour market change. Vacancies in one segment cannot be matched with unemployed workers in another. The match requires time to fully reflect the new economic environment. These adjustment periods will be periods of sub-optimal resource utilisation. In the labour market, this is likely to imply a rise in unemployment. In the case of a flexible labour market, the adjustment period will be shorter, as labour market adjusts rapidly to restore equilibrium. But for less flexible economies, the adjustment period will be longer. Labour market is not necessary to be flexible in all dimension, it is not fully possible. High flexibility in one dimension may help to compensate for low flexibility in another. A greater flexibility in each dimension will enable the labour market to operate more effectively and increase its ability to adapt to changing economic conditions. Labour market flexibility has also a beneficial impact on productivity, by supporting the more effective use of human resources within the economy. The investments in human capital delivering social advantages such as labour productivity, a better stability of employees on labour market, an increasing employability and adaptability to the new global conditions on the labour market becomes more important in knowledge-based society in order to support the higher mobility of labour force and to increase the adaptability of workers and organisation to the new economic conditions.