Labor Market Analysis Research Articles

Дефіцит робочої сили в Україні: причини та шляхи подолання

The publication examines and analyzes the main factors of deterioration of the situation in the labor market of Ukraine and focuses on the problem of labor force shortage in conditions of imbalance and uncertainty in the labor market. The subject of the research is the tendency of transition from the excess supply of labor force along with high unemployment, which has formed in the labor market of Ukraine, to the high level of unsatisfied demand for vacancies, which numerous experts assess as a shortage of labor force. The aim of the article is to determine the nature of the problem, causes, degree of acuteness, prospects for development and measures to overcome. The scientific novelty lies in the substantiation of the shortage of labor force as a local phenomenon that has the character of a tendency that is constantly present in the Ukrainian labor market in various quantitative values, individual professional niches and territories. From the methodological point of view, the demand for labor force is analyzed in correlation with the dynamics of tension in the labor market, and in empirical terms, the basis for its study was the information selected according to special criteria from various organizations that are constantly engaged in the recruitment of personnel in the labor market or comparative analyses of labor demand and supply. A comprehensive study of the labor market of Ukraine is carried out and numerous evidences are provided that the labor force shortage, which has been formed for several years under the influence of objective and subjective reasons and exacerbated during the wartime, is threatening, while the country has considerable untapped labor reserves. A set of signs of the real presence of a shortage of labor force has been identified and substantiated. The possibilities and actual ways to overcome the imbalances between the demand for labor force and its supply are shown. In the context of identifying the causes of the labor force shortage, the sources of possible coverage of the personnel shortage have been identified. It is concluded that the key factors in covering the personnel shortage are the reserve sources of labor, considered by the authors according to three aspects: factors of formation, professional structure, and efficiency of use.

Estimating the number of required nurses in different types of hospitals: An application of the workload indicators of staffing needs (WISNS) method

Background Health system performance depends on the availability, accessibility, acceptability, and quality of health workforces. Policymakers seek whether the number of nurses is optimally matched based on patients’ needs. This study aimed to assess the workforce stock, workload activities, activity standards, and workload pressure to determine the number of required nurses in different types of hospitals in Iran. Methods This study applied the workload indicators of staffing needs (WISNs) method and was conducted in 22 surgical and internal medicine wards at five hospitals in the southwest of Iran during six months. A time-motion study, and several group discussions, interviews were used to extract the required data. Descriptive statistics were used for data analysis. Results All selected hospitals faced nursing shortages. The highest shortage (-47) and workload pressure (WISN ratio 0.45) were observed in the general-educational hospitals. In the specialized hospitals, the workload pressure was high (WISN ratio 0.49). The lowest shortage belonged to the private hospital. Based on our assessment, in all of the hospitals, nurses typically worked overtime due to high workload. The studied hospitals covered an average of 25% of their shortage with nursing overtime working. We noted that nurses were predominantly occupied with health service and supportive activities (≈90% of their time). Conclusions Based on the WISN method, all of the hospitals faced nursing shortages from moderate to high. However, it would be essential to consider current labor market analysis based on accurate data to adopt appropriate policies in HRH planning.

Метод побудови інтелектуальної системи рекомендацій для професійної орієнтації

This article examines the development of intelligent systems for professional orientation through machine learning and intelligent algorithms. It explores the design features, analyzes current methods, and integrates new approaches like psychological testing, counseling, skill profiling, and job fairs with modern platforms such as social media and virtual reality. The study investigates the use of machine learning for labor market analysis, recommendation systems, and individualized learning plans, highlighting the enhanced efficiency and personalization in career guidance. The findings reveal the significant potential of these systems to refine the precision and effectiveness of career choices.

Strategic management of the support of international relocators by domestic enterprises as a tool for trend analysis of the international labor market in the conditions of martial law in Ukraine

Introduction. In wartime, many companies remain without offices, and company management faces the question of closing the business or moving (relocating) to another city in order to continue the company's activities. Relocation requires careful consideration and planning. Also, over time, all labor migrants began to be called relocants. And with the beginning of the full-scale invasion, millions of Ukrainians left Ukraine. From this side, the second question opens: how to organize the company in such a way as to support people who are currently abroad? This mostly applies to law firms, because problems may arise not depending on geolocation. Therefore, the question of how to adjust the work of a company that works with Ukrainians abroad is relevant for business, especially during martial law. The purpose of the paper is to determine the features of resource management to ensure the international movement of workers and the specifics of working with Ukrainians abroad. Results. Relocation managers should develop a relocation strategy to streamline the process, namely: 1. Determination of the need for relocation and the suitability of the employee; 2. Determination of internal and external factors of displacement; 3. Preparation for moving; 4. Assistance during relocation; 5. Adaptation of personnel after relocation; 6. Evaluation of the effectiveness of the program and introduction of adjustments. If we consider the issue of support of Ukrainian emigrants by domestic companies, using the example of legal companies, it can be noted that there are additional difficulties in working with Ukrainians abroad: some documents must be sent by mail; the complexity of communication between countries; a large time difference affects; documents may be lost due to a quick move; other problems are determined by the specifics of the client's case. Conclusion. In order to move employees to other countries, financial costs are required to ensure the move and initial residence in another country, as well as costs for additional personnel who will directly deal with the settlement of the move. On the other hand, it is an opportunity to improve staff qualifications and close staff shortages in individual branches. If we consider immigrants as customers, this is an opportunity for geographical expansion, when the number of consumers in the country itself has decreased. On the other hand, immigrants have problems that need to be solved in their homeland. Thus, there is a demand for services abroad. But cooperation with such clients has difficulties that require increased management and digitization.

Labour Market Analysis from a Behavioral Economics Perspective: From the Perspective of Unemployment Insurance and Employment Discrimination

This article analyzes labor market problems through the lens of behavioral economics. This article seeks to identitys methods in which behavioral economics can provide policy recommendations for addressing issues related to unemployment and employment. While traditional economics fails to explain how unemployment insurance discourages job search and leads to long-term unemployment, behavioral economics finds that cognitive biases like loss aversion and present bias prolong unemployment. It suggests that policies must be designed by considering these cognitive biases to increase the motivation of the unemployed to accept work. One policy that can supplement unemployment insurance is wage-loss insurance. Wage-loss insurance is a short or long-term monetary subsidy when the wages in the new job are lower than in the old job. This paper uses qualitative analysis and a literature review to gather insights into labor market problems and the role of behavioral economics in addressing them.

Knowledge Graph Engineering Based on Semantic Annotation of Tables

A table is a convenient way to store, structure, and present data. Tables are an attractive knowledge source in various applications, including knowledge graph engineering. However, a lack of understanding of the semantic structure and meaning of their content may reduce the effectiveness of this process. Hence, the restoration of tabular semantics and the development of knowledge graphs based on semantically annotated tabular data are highly relevant tasks that have attracted a lot of attention in recent years. We propose a hybrid approach using heuristics and machine learning methods for the semantic annotation of relational tabular data and knowledge graph populations with specific entities extracted from the annotated tables. This paper discusses the main stages of the approach, its implementation, and performance testing. We also consider three case studies for the development of domain-specific knowledge graphs in the fields of industrial safety inspection, labor market analysis, and university activities. The evaluation results revealed that the application of our approach can be considered the initial stage for the rapid filling of domain-specific knowledge graphs based on tabular data.

Why skills anticipation in African VET systems needs to be decolonized: The wide-spread use and limited value of occupational standards and competency-based qualifications

The shift from manpower-planning to labour market analysis and skills anticipation has been analyzed since the 80 s in this journal and elsewhere, with the aim of improving.insights into how education can contribute to economic growth and development. This paper considers recent trends in policies for skills anticipation and curriculum reform in Africa, with a focus on technical and vocational education and training (TVET) systems.The data consists of 2 continent-wide surveys of a range of TVET stakeholders, document analysis of skills and TVET policy as well as industrial policy where available.online, and 21 in-depth interviews with key roleplayers and experts in 13 countries. Our research found considerable activity developing pre-determined rules and tools that don’t work in their own right, and are inappropriate for African labour markets because they are not used in formal work, and have little engagement with informal work. A set of ‘rules and tools’, such as occupational standards, qualifications frameworks, and part qualifications/ modularization, is promoted by international organizations. These pre-developed and uniform solutions continues to dominate policy agendas. We found considerable focus on developing and (to some extent) using these rules and tools for forward planning, system improvement, and curriculum design. Most noticeable was a strong emphasis on competency-based qualifications, which are described as a tool for skills anticipation as well as curriculum reform, drawing on employer input into skills requirements. There is considerable focus on employer-identified skills needs as the tool for both understanding current and emerging economic demand for skills as well as medium to longer term skills needs. The dependence on employer-specified competencies means there is little engagement with the reality of informal work in the African context—other than strong rhetorical emphasis on entrepreneurship as an add on in curriculum design. Amongst other problems, the ‘rules and tools’ which are being implemented in many countries start from an idealized vision, and are more preoccupied with their own internal logic than the systems with which they are dealing. The rules and tools present a level playing field for individuals and for countries, constrained only by a lack of skills, and a world view in which everyone could come out on top.

Integrating competency analysis into national rehabilitation workforce evaluation: a case study

BackgroundEstablishing a workforce capable of meeting population needs is contingent on evaluation that can inform sound policy and planning. Health workforce evaluation has traditionally relied on health labour market analysis and workload estimations. To date, competency analysis has not been included in national health workforce evaluation, despite that fact that the findings may go far in guiding decisions around workforce composition, optimisation and education and training. This case study sought to assess the feasibility and perceived added value of integrating competency analysis into national rehabilitation workforce evaluation, and to determine how competency analysis can shape rehabilitation workforce planning. The findings of the case study can be used to explore the integration of competency analysis in the evaluation of other health-related occupational groups.MethodsParticipant observation was complemented by key informant interviews with experts engaged in the national rehabilitation workforce evaluation in Poland. These experts represented stakeholders in policy, education, research, clinical practice and professional associations.ResultsThe results indicated that competency analysis can be feasibly integrated into national rehabilitation workforce evaluation, particularly when implementation is supported through the use of online platforms. However, the collection of additional data using other tools, such as a survey of the behaviours and tasks of a wider sample of rehabilitation workers, could strengthen data reliability. Experts perceived findings of the competency analysis to be valuable for expanding the understanding of rehabilitation, shedding light on task allocation and deployment of the existing rehabilitation workforce, and advocating for the rehabilitation workforce to be strengthened, especially in relation to those occupations which may not be recognised or valued as rehabilitation workers. Although it was not possible to fully explore the impact of competency analysis data on rehabilitation workforce planning and development in this study, experts suggested that its availability would likely foster greater cooperation among occupations, which has been missing at the policy and planning level to date. It further demonstrates what competency data should be collected and reported, and provides richer information to guide decisions.ConclusionsCompetency analysis complements traditional labour market analysis and workload estimates, adding depth to the understanding of how members of the workforce perform and perceive themselves, and how deficiencies in the workforce impact on the provision of care to specific population groups.

Decomposing the effect of trade on the gender wage gap

AbstractThis paper uses variation in exposure to increased Chinese imports in Brazil to investigate the impact of trade on gender wage inequality. First, using Brazilian census data, we find that rising imports reduced the gender wage gap in Brazilian local labour markets. Next, using Oaxaca–Blinder decompositions, we show that this reduction in the wage gap was largely explained by trade increasing the share of female workers in higher‐paying occupations. Finally, we use a matched employer–employee data set to investigate how individual workers adjust to the trade shock. Similar to the local labour market analysis, we find that male workers exposed to increased import competition saw a larger decline in both wages and cumulative earnings relative to female workers. In addition, we uncover an interesting asymmetry in that, while male workers exhibited much higher degrees of industry mobility in response to the trade shock, female workers exhibited an equal if not higher degree of occupational mobility.

Once NEET, always NEET? A synthetic panel approach to analyze the Moroccan labor market

AbstractIn many regions of the world, the persistent, and growing, proportion of young people who are currently Not in Employment, Education or Training—a group increasingly referred to as NEET—is of global concern. This is no less true of Morocco: about 30% of the Moroccan population between age 15 and 24 are currently NEET. Drawing from various rounds of Moroccan Labor Force Surveys, this paper contributes to understanding the complex dynamics of labor markets in developing countries. First, it identifies the socioeconomic determinants of Morocco's NEETs. Second, employing a synthetic panel (SP) methodology in the context of labor market analysis, the paper describes how the condition of NEETs changes over time. One striking, and worrisome, pattern that emerges from the 2010 SP data is that, even after 8 years, a majority of the NEETs remained outside either the labor market or education, with very little chance of moving out of their situation. Their chronic stagnancy confirms the powerful effect that initial conditions have on determining young people's future outcomes. It also highlights the absence of corrective mechanisms and policy interventions within the Moroccan political economy landscape that could help to change NEETs' outcomes along the line.

Teaching pentesting to social sciences students using experiential learning techniques to improve attitudes towards possible cybersecurity careers

Labor market analysis shows that there is a significant shortage of experienced cybersecurity professionals, and this trend is expected to continue in the future. In addition, young people who are reluctant to choose STEM subjects in school typically do not see cybersecurity as a part of their future because they believe it demands exclusive technical knowledge that is beyond their reach. We aimed to change this perception among students of the social sciences, assuming that by providing social science students with the basics of cybersecurity, it would be possible to raise their awareness and encourage them to consider this field as a potential career option. Our team has designed a concise technical course based on Kolb's model that employs experiential learning to provide students with a basic knowledge of ethical intrusion (penetration testing). During the 32-hour subject, cadet officers with no prior IT education experienced all the steps of hacking both into a remotely accessible and physically accessible computer, including initial reconnaissance, vulnerability scanning, exploitation, and privilege escalation. A hands-on practical task of breaking into a highly vulnerable remote computer allowed for the evaluation of knowledge and skills as well as the reinforcement of learning experiences. In order to assess how the students' perceptions of the cybersecurity profession have changed based on the theory of planned behavior, they were asked to provide feedback immediately after the course and one year later. The results indicate that the short, technically challenging, but practical course based on experiential learning had a significant and positive effect on participants' attitudes: they were substantially more likely to consider cybersecurity as a future career, and some of them began participating in other cybersecurity courses or activities. It is reasonable to assume, therefore, that providing similar technical courses to social science students will encourage them to pursue cybersecurity-related careers in the future.

Assessing the Impact of Covid-19 on the Labor Market of Armenia: A Forcasting Study

Purpose: The purpose of this article is to analyze and forecast the impact of the COVID-19 pandemic on the labor market of Armenia. Theoretical framework: The theoretical framework of the article draws upon several key concepts relevant to labor market analysis. It incorporates elements from labor economics, macroeconomics, and crisis management literature to provide a comprehensive understanding of the impact of the COVID-19. Design/methodology/approach: To analyze and predict the dynamics of labor market indicators, this study uses statistical analysis and modelling tools, including fundamental and technical analysis. Technical analysis involves components of the time series, such as trend, seasonality, dummy variables, cyclical components, and random components. Findings: The study revealed that labor market of Armenia has been severely affected by the COVID-19. The government's implementation of restrictions aimed at containing the spread of the virus has led to significant job losses. The existing labor market policies and support programs in place before the pandemic proved inadequate in addressing the challenges posed by the crisis. Research, Practical & Social implications: The article offers empirical evidence and forecasting insights that can deepen understanding of the consequences of the pandemic on employment, sectoral dynamics, and labor market resilience. It provides policymakers with valuable insights into the specific challenges faced by the labor market due to the pandemic. Originality/value: Although there are analyses of how COVID-19 shocked the labor markets, the significance of this research is emphasized by its comparative analysis of the labor markets of countries on various levels of development.

Application of the convergent education model in the development of a smart learning environment

The article presents a scientific and practical approach to the development and implementation of the concept of convergent learning in the framework of building an open educational platform to manage the process of training specialists. The presented concept of convergence education is based on the integration of educational programs, learning content, competency matrices, methods and technologies for training specialists and personalized learning trajectories in smart learning environment. To implement the model and the convergent approach, it is vital to make use of an information and educational environment with mechanisms to support convergent learning based on regional labor market analysis, actualizing of educational programs and resources, harmonization and synchronization life-cycle models thereof, adaptive customization and personalization of specialist training trajectories. The article presents the developed convergence model of educational programs and employer vacancies as a weighted graph to illustrate the relationship between competence requirement vectors of educational programs and sought-after employment. To isolate the convergence model components and evaluate the convergence degree thereof, a graph clustering algorithm based on the Louvain method has been developed. A method for synthesizing a convergence model of educational content organized as a fuzzy weighted graph has been presented, and sets of topics and sections of electronic learning resources being its vertices. Search and extraction of convergence educational content sections have been implemented by means of an algorithm for extracting fuzzy isomorphic subgraphs, and assessing the convergence degree thereof. The results of the study are used to synthesize an information and educational environment with intelligent mechanisms for supporting learning processes based on an analysis of the requirements of labor markets and actualizing educational content and training programs, as well as adaptive customization and personalization of specialist training trajectories. The architecture of the educational environment includes a set of software and tools for managing the components of the information space of the university with support for mobile, cloud and blended learning technologies.

Analysis of the current labor market and the employment rate in the Saratov region

Introduction . Today, the challenges of labor market development are particularly relevant for the regions as one of the key tasks is to face these challenges to provide the economic growth of the region. The research is urgent due to the significant role of the employment rate at the current stage of socio- economic development. Purpose . The study aims to identify the key concerns for the employment rate and recruitment at the labor market in the Saratov region. Materials and Methods . Market trends and the current region’s labor market are derived from the Rosstat statistics, the statistic s taken from the Federal Service for State Statistics in the Saratov region, Ministry of Labor and Social Protection for Labor Market and Employment in the Saratov region. The study refers to the following methods: monitoring key employment types, comparat ive analysis of the employment rates, unemployment rate, and labor force participation in the Saratov region and the Volga Federal District. Results . The research identifies the ascending and descending trends in the number of the employable population driven by the migration processes and the current situation in Russia and the region. It also looks at the issues arising from the disbalance between the vacancies and the applicants in some professions and mismatch between the employee’s qualif ications and the labor market needs. Conclusion . The Saratov region implements a public program aimed to support the population employment, however, the concerns identified in the study have not been addressed yet. The unemployment rate is decreasing, but there is a trend for less labor force, less labor resources, population aging, more unofficially employed personnel since only 50 % of the vacancies offered by the Employment Services are popular with the residents of the Saratov region. The findings respond to the regularities of regional labor market development, open up new opportunities for developing and implementing the recruitment programs for the residents. Further research could be focused on analyzing the correlation between the labor market devel opment under the economic, social, political, and other factors and the target indicators declared in the recruitment programs for the residents.

КАДРОВЫЙ ДЕФИЦИТ НА СОВРЕМЕННОМ РЫНКЕ ТРУДА РОССИИ: ПРОЯВЛЕНИЯ, ПРИЧИНЫ, ТРЕНДЫ, МЕРЫ ПРЕОДОЛЕНИЯ

The subject of the study is the emerging trend in the Russian labor market of transition from an oversupply of labor with high unemployment to a high level of unsatisfied demand, assessed by numerous experts as a personnel shortage. The purpose of the paper is to determine the nature, causes, degree of severity, development prospects, and measures to overcome it. The scientific novelty consists in the substantiation of the personnel shortage in the Russian labor market as a local phenomenon. From a methodological perspective, the unsatisfied demand for labor was analyzed in correlation with the dynamics of tension in the labor market, and empirically, the basis for its study was the information selected according to special criteria from various organizations constantly engaged in personnel recruiting in the labor market or comparative analysis of demand for labor force and its supply. As a result of the study, the authors concluded that the personnel shortage currently recorded in Russia is a local phenomenon, having the nature of a trend that is constantly present in the Russian labor market in various quantitative values, individual professional niches, and locations. The paper provides numerous evidences that the personnel shortage, which has been forming for several years under the influence of objective and subjective causes and has worsened in the conditions of the Special Military Operation, is not universal and threatening, and the country has considerable untapped labor reserves. Possibilities and current ways to overcome imbalances between the demand for labor and its supply are shown.

Peculiarities of the Kazakhstani labor market

Essence and current condition of Kazakhstani labor market, its dominant problems, and the ways of their solution are considered in the article. The article explores the peculiarities of the concept, structure and types of employment among the population, the notion and essence of the labor market, and the methodology for evaluating the effectiveness of the state’s labor and employment policies. The state policy in the sphere of employment and market relations is considered. The public policy analysis of labor market and employment is carried out, the main indicators characterizing the labor market are estimated, the problems that accompany the subjects functioning in it are summarized, the influence of unemployment on the efficiency of Kazakhstan’s economy is shown. Despite the huge influence of informal employment on the social sphere, this problem has been little researched in our country. In the regions of Kazakhstan insufficient attention has been paid to the mechanisms of improvement of employment, including the labor market. In the conclusion of the paper it has been indicated by authors that metrics of employment and unemployment are used as the core macroeconomics aggregates for evaluation the economy pie in toto and for identifying its main tendencies.

A Comparative Analysis of Labour Market during COVID-19 and the Global Financial Crisis of 2008

A Comparative Analysis of Labour Market during COVID-19 and the Global Financial Crisis of 2008

Situational analysis for informing the global strengthening of the occupational therapy workforce.

Occupational Therapists are needed for meeting the health, rehabilitation, and occupational needs of the population worldwide, but there is no strategy for strengthening the occupational therapy workforce against a backdrop of an insufficient and inequitable supply worldwide. To perform a situational assessment of occupational therapy workforce development and research toward informing a global human resources strategy for the occupational therapy workforce strengthening. A multi-methods design incorporating Strengths, Weaknesses, Opportunities and Threats (SWOT) analysis based on scoping review findings, workforce development frameworks, and expert feedback. Strengths included identified workforce research trends, gaps, and findings. Weaknesses included a shortage of workforce research, lack of uniform and readily available workforce datasets, absence of workforce research programs, over-reliance on descriptive and non-experimental research, lack of research on workforce topics (e.g., diversity), and lack of labor market or economic analyses. Opportunities are the availability of guidance and tools for strengthening the health and rehabilitation workforce worldwide, and increased membership from low- and middle-income countries (LMICs) in the World Federation of Occupational Therapists. Threats include the suboptimal funding of occupational therapy workforce research, the lack of occupational therapists data on international datasets and studies, suboptimal educational capacity in LMICs, lack of professional regulation and uniform workforce data collection in many contexts, and a perceived lower priority of this health workforce focused on health and wellbeing rather than medical outcomes. This SWOT analysis identifies strengths and opportunities to be seized and weaknesses and threats to be addressed by development of a strategy for the global strengthening of the occupational therapy workforce.

Intelligent Control System for IT Specialists Training Based on Denotative Analytics

The study identifies the growing problem of mismatch between the competencies of IT graduates of educational institutions and the requirements of employers. The goal is to develop a set of models and algorithms, as well as software that implements them to improve the efficiency of IT training. The analysis of existing approaches to its solution is made. Prospective directions of specialist modeling are revealed. The methods of labor market analysis in the field of IT-sphere based on vacancies from aggregator sites, approaches to individualization of educational programs and involvement of employers in the training process, as well as means of automation of specialist modeling were considered. Ontological approaches to specialist modeling based on expert knowledge are also studied. The concept of organizing IT training based on open weakly structured data has been developed. An approach based on natural language processing and denotative analytics is described. The proposed concept includes monitoring and collecting data on vacancies from aggregator sites with a given frequency; their subsequent processing to build a dynamic model of an IT specialist, describing the key concepts necessary for professional activity and satisfying employers' requirements; enriching the resulting model with open data on the subject area and information contained in regulatory documents; building a graduate specialist model, taking into account the links between the key concepts by constructing a denotative graph to reconstruct the hierarchy of the enriched set of concepts; forming on its basis a set of recommendations for drawing up and adjusting educational programs. The model of specialist from employer's point of view based on fuzzy sets, model of specialist-graduate including data enrichment algorithm, as well as the algorithm of recommendations formation for making and correction of educational programs were developed. The software for decision support system that implements the mentioned models and algorithms has been developed. Experimental testing with the involvement of experts from the IT industry was conducted. Positive results were obtained as a result of the experiment. The developed system can be used for drawing up and adjusting work programs of disciplines, professional retraining programs, programs of additional education in the field of directions related to information technology.

Labour Market Challenges: Will There Be “Dystopian” Risks?

Abstract The current labour market is at a crossroads: on one hand, there are challenges triggered by technological pressures and perks, aiming at a greener, more sustainable and resilient economic growth, and on the other hand, there are the changes and tensions generated by the current institutional frameworks, that show delays in mitigating the apparent “de-socialising” of this market. The pandemic paradox of 2019-2021 has emphasized several vulnerabilities particularly of economic-institutional nature. Traditional theories seem unsatisfactory while unorthodox approaches are faced with hesitancy. The present paper intends to present a brief analysis of labour market’s challenges in the immediate future by proposing a mixed approach combining traditional statistical-data with a less employed institutional framework. The approach is substantiated and constructed by the structural and cognitive features that the new labour market would require. It suggests a possible way for considering the aims of the Green Deal, the vulnerabilities highlighted by the pandemic and by the recent conflict in the immediate proximity of the EU-27. All these developments bring about changes for several socio-economic categories, rendering most of them vulnerable. The split between “essential” and “non-essential” economic activities, platform work and the gig economy hint to increased relevance of the three types of intangible capital: human, social and intellectual. This will require an integrating perspective, if severe economic and social effects are to be avoided in the immediate future. The model we propose aims to show how, by taking account of the human, social and intellectual capital, better policies can be developed as regards labour market efficiency and efficacy.