Since the shift of the century, I have been fortunate enough to focus, at a national, European, and international level, and through multiple organizations and entities with the labour market functioning and its impact on the efficiency of the economy, maintaining a highly humancentric approach.
My dual objective was a) the improvement and development of labour market conditions and b) the best possible understanding of the motives and interests which lead the various market stakeholders. My aim authoring the current project was to shed light on the semantics of the words, as these semantics give a special flavour and tone to each term. And this effort resulted in the Glossary you are currently reading.
Publication date: April 2023
Publisher: Εκδόσεις ΚΕΡΚΥΡΑ Α.Ε. – economia PUBLISHING
Cover type Soft Cover
Author: Dr Venetia Koussia
The terms referred to in this glossary appear in alphabetical order, so that search is enabled. In addition, aiming at facilitating those who are looking for more terms relevant to the labor market efficiency we have added a code (1-7) to all the terms depending on their contribution to the following pillars*:
1. For an efficient labor market, we first need a favourable business environment so that both reliable businesses and human talent of all levels are attracted.
2. A need to create and maintain tools and processes so that human capital is reinforced and retained in the local market.
3. A need to institutionalize mechanisms for human talent growth.
4. Decent living standards and conditions to accompany human capital through their lives (before, during and after professional life) so that active population is attracted to stay or demotivated to leave the country.
5. Decent careers would be open and with equal opportunities to be reached for all levels of graduates and for all vocational education and training graduates who are in such a high demand from businesses.
6. A labor market to be competitive needs to attract businesses, executives and researchers with high quality and high-level skills so that they can produce research that is welcomed by the market. In other words, they can produce innovation, which adds value.
7. Finally, not all terms can be classified according to competitiveness’ pillars, so we have a seventh part, and we refer to them as “non classified” terms. We believe they are important to be included in our glossary as we often used them in our conversations and together with stereotypes they affect the dialogue participants.
* These pillars refer to the Global Talent Competitiveness report.