Abstract
Based on the responses of the surveyed companies and institutions, we analyzed what government measures help to solve the problems and tensions in the labor market. By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention. We also examined what efficiency improvement plans and robotization programs are either planned or have already been implemented by the responding organizations. The study reflects the empirical results conducted in 2019 in seven countries in the region. One of the key issues in these countries during the period considered is the dramatic increase in labor shortages, which has been influenced by a variety of factors, namely outbound labor migration after the change of regime, unfavorable demographic factors, national and regional economic downturns as well as persistent wage differences within the EU. Wages and work-life balance are the two important factors that have a significant impact on labor mobility and fluctuation for both skilled and less skilled labor. Responses indicated a variety of reasons for labor shortages, different reasons in different countries. The research also provided an indication that robotization alone is not a solution to address labor shortages.
Highlights
The International Labor Organization (ILO, 2017), has reported a general trend in the field of employment worldwide
By our empirical research we aimed to look for the main triggers and the typical means of labor shortage and labor retention
Just as decision makers have managed to get rid of high unemployment that had been a burden for long, labor mobility, the European wage gap and the rapid pace of technological development have led to labor shortages in many industries
Summary
The International Labor Organization (ILO, 2017), has reported a general trend in the field of employment worldwide. A clear trend of increase in employment has been to see over the past nearly two decades worldwide, since the millennium. The number of workforces rose from 2.4 billion in 2000 to nearly 3.4 billion by 2017 This trend was not uniformed, nor completely progressive. In CEE Europe, "the period 2001-2008, with a difference of one year from that observed in other parts of Europe, brought about a steady increase in the number of employees" (Artner, 2018). Overall, this increase had not been as high as prior to the global financial crisis
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