Employer Organizations Research Articles

Governing the Slovenian National Cancer Control Programme - Key Lessons Learnt

Abstract Issue Strategic documents addressing major public health concerns should extend beyond health sector. Cancer control is commonly perceived only as a health issue, thus involving diverse stakeholders is challenging. Description of the problem The inclusion of stakeholders within and beyond the health sector is crucial in the preparation, and through implementation of National Cancer Control Programmes (NCCP). Lessons learned on how to involve and maintain fruitful collaboration with diverse stakeholders in Slovenian NCCP are presented. Results Over the past 14 years Slovenia’s NCCP has built a reliable and reputable partnership with diverse stakeholders, a collaboration that continues to evolve. Efforts extend across multiple sectors, encompassing health, education, employment, research, environment, technology, and non-governmental organizations. NCCP has set up multistakeholder governance structures: an advisory board, board of experts, specialised expert groups, and a group of representatives of cancer hospitals. These groups engage a diverse range of experts and institutions nationwide. Whenever feasible, representatives of patient organizations are included. All these structures hold regular meetings, complemented by an annual event that convenes all stakeholders and also provides an invaluable platform for informal networking. To ensure seamless coordination of all activities, a dedicated team is essential. Our approach has evolved to embrace a dual leadership, comprising both a public health specialist and a clinical expert. Additionally, we benefit from the expertise of communication experts, who offer valuable insights into effectively reaching diverse audiences. Lessons Governing Slovenia’s NCCP by involving diverse stakeholders in planning and implementation activities has demonstrated its effectiveness. Furthermore, we are witnessing an increasing number of new stakeholders actively seeking out to participate in the NCCP. Key messages • Slovenia’s NCCP is recognized for its credibility and strategic approach. • Involving diverse stakeholders in cancer control endeavours has proven effective, fostering trust and partnerships.

Resolving disputes in mediated “gig” work: How marketplace structure influences the impartiality of dispute handling by labor market intermediaries

AbstractScholars of work disputes have mostly focused on alternative dispute resolution (ADR) by employer organizations. With the context of work changing, disputes in mediated “gig” work should also be subject to scholarly analysis. To examine factors influencing the impartiality of ADR by labor market intermediaries, we focus on intermediary dispute handlers and the relationships these private regulators have with dispute parties. Building on the ethnography of disputing literature, we uncover how, depending on the structure of their marketplaces, intermediaries may frame their third‐party role differently and influencing the impartiality of their ADR processes. The paper illustrates this point, drawing on fieldwork inside a labor platform and a temporary staffing agency. Existing explanations focus on the promise of impartiality of ADR by an external third‐party. Using interview, observational, and archival data, we analyze third‐party roles in mediated labor markets and posit that impartiality is primarily linked to marketplace structure.

Use of Focus Groups and Reflexive Thematic Analysis to Uncover the Essential Conditions for UK Built Environment Degree Apprenticeships

ABSTRACT Degree Apprenticeships within UK Architecture, Engineering and Construction (AEC) organizations present a raft of unprecedented opportunities. However, little is understood on precisely how AEC Employer Organizations (EO’s) truly engage with Higher Education Institutions (HEI’s) in order to create “meaningful” Built Environment Degree Apprenticeships. Understanding this challenge and minutia of this engagement forms the starting trajectory of this work. To do this, and informed by Boundary Object Theory, an interpretivist approach was used to capture qualitative data from transdisciplinary focus groups – representing domain experts from AEC/HEI sector bodies. Primary data was evaluated using reflexive thematic analysis. An integrated inductive/deductive approach was used to examine nuance, subjectivity, understanding and meaning. Research findings culminate in the form of a thematic map, highlighting four essential conditions to support the delivery of UK AEC DA’s; specifically, the need for: (i) Onboarding, (ii) Structure (iii) Cooperation, and, (iv) Infrastructure. These findings identified that the knowledge needed to support engagement goes beyond existing acknowledged boundaries – ergo, that the corollary impact of these essential conditions require much deeper understanding than first thought. These findings form part of a wider study, the results of which will be reported in later works.

Serving as a professional association board member: Benefits to leaders and their employers

AbstractThis commentary, written by past presidents of the American College of Clinical Pharmacy, highlights the benefits of serving in leadership roles within professional associations to the leaders themselves, their employers, their colleagues, and the broader profession. Fostering the development of leaders is a necessary step to advance pharmacy's future. Leaders benefit not only from the reinvigoration and personal growth associated with their service effort but also from the further development of skills such as collaboration and consensus‐building, written and oral communication, critical thinking, leadership, and time management. The honing of these skills has benefits at the leader's workplace. Colleagues in businesses outside health care view this type of leadership experience as external training to develop and refine organizational communication and leadership skills and better prepare their employees for the future. The leader also learns best practices and new perspectives that, when shared locally, can energize the employer organization. Beyond the benefits to the leader and the leader's employer, there are holistic benefits of association service to the profession and interprofessional teams. With this in mind, we suggest that employers welcome opportunities to have their coworkers serve in elected or appointed positions within professional associations.

Beyond liberalization: employers’ organizations’ varied responses to employment law

PurposeA key meta-narrative of Employment Relations in the UK over recent decades has been that of labour market deregulation. However, governments have simultaneously introduced workplace rights legislation that juridified individual employment relationships. Within this process, employers and their representatives, Employers’ Organizations (EOs), are generally depicted as opposing the introduction of employment law or attempting to weaken its application. Contrary to this belief, our research identified a range of other responses to ask: how and why have EO responses varied?Design/methodology/approachThis article draws on primary qualitative and quantitative data from three projects; one examined the totality of EOs in the UK while the others examined topic-specific behaviour of EOs and other actors. The main source is the first project and its 98 interviews with representatives of EOs and related organisations between 2013 and 2017.FindingsWe demonstrate that opposition is not the only EO response to individual employment law by identifying three others: compliance, advocating for law and going beyond legally stipulated requirements by promoting voluntary standards/best practice. The article argues that there are two explanations for this pattern. One is that individual EOs possess different sets of member interests, the other relates to differences in their organizational characteristics.Originality/valueThe article makes two contributions to the literature. One is that our identification of varying responses challenges more unitary accounts emphasising neoliberal and deregulatory patterns. The other lies in our identification of causal forces not previously identified. Both combine to illustrate how the neo-liberal order is not characterised by employer consensus as to regulation.

The sectoral aspect of staffing for strategic development of the sphere of artificial intelligence

The resource support of any developed strategy according to the chosen priorities is one of the most important stages of its formation and implementation. The solution of this task affects the dynamics of development of the economy’s high technology industries as the objects of strategizing in the emerging digital economy. One of the priority technological vectors of development of Russia is the sphere of artificial intelligence (AI), and so there arises the problem of the resource support of this direction. The purpose of the article is to study staffing as one of the key factors of strategic development of the Russian AI sphere in the industry context. The analysis is based on the methodology of strategizing by Professor V.L. Kvint and the concept of strategic human resources management by Doctor I.V. Novikova. The calculations are based on the Russian universities’ data on the number of graduates by educational programs in the AI sphere in 2023 and their employment. During the research the authors found out the number of graduates in the AI sphere by the industry specialization of educational programs; defined the sectoral specifics of employment of the graduates specializing in the AI sphere; identified the key employment organizations and jobs. The authors made conclusions about resource support of the AI development strategy in the industry context. The results will be useful for correcting the developed strategies in the AI sphere and for predicting staffing provision with the consideration of the time lag in the staff training.

학습민첩성과 이직의도의 경로에서 자기주도적 학습의 매개효과: 직위위협, 일-성장 불균형, 학습전이의 조절효과

The purpose of this study was to identify the mechanisms of self-directed learning as a means and process to overcome current unsatisfactory situations by identifying individual and environmental characteristics that influence the pathway of self-directed learning to turnover intention. Based on a sample of 288 workers from 300+ employee organizations across the country, we found that learning agility had a significant positive effect on self-directed learning, and self-directed learning had a significant positive effect on turnover intention. However, self-directed learning did not mediate the relationship between learning agility and turnover intention. Furthermore, only job threat had a significant positive moderating effect on the relationship between self-directed learning and turnover intention. Based on these findings, practical implications and suggestions for further research are also presented.

“We Have Two Engines, and We Must Keep Them Both Running”: The Combination of Institutional and Symbolic Resources in the “Socio-Emotional Organizing” of Solo Self-Employed Workers

The rise of solo self-employment has led to the emergence of increasingly broad categories of workers in search of collective representation, who find no support either in trade unions or in employer organizations. Based on the case of Redacta, an informal group founded in Italy and composed of solo self-employed (SSE) workers in the publishing industry, the article contributes to the debate on Resource Mobilization Theory and New Social Movements by showing that, along with other resources typically available to social movements and activist groups, it is mainly through the combination of institutional and symbolic-performative resources that a process of grassroots organizing—that we call socio-emotional organizing—can be successfully triggered, especially in the case of particularly underrepresented groups of workers, such as the SSE.

Artificial Intelligence's Effect on Marketing: The Viewpoint of Indian Corporate Employees in Marketing

The corporate world has undergone a transformation due to the advent of artificial intelligence (AI). AI has many important uses in the marketing industry, one of which is performance improvement. The goal of this study is to determine how artificial intelligence (AI) is affecting marketing from the viewpoint of Indian corporate employees who work in the field. The literature was thoroughly reviewed, and the results gave rise to a clear grasp of artificial intelligence (AI) and its applications in marketing. Second, the researcher conducted semi-structured interviews with several marketing specialists from several corporate employment organizations in India using a qualitative study approach. Thirty six marketing experts were interviewed by the researcher using a sample size of thirty six from the different twelve organizations. The study's conclusions highlight the elements that go into integrating AI into marketing, its advantages and disadvantages, The use of AI in marketing, ethical issues, and your company's pre- post AI marketing strategy. According to study, incorporating artificial intelligence into marketing & sales processes can boost company productivity and provide it a competitive edge. Keywords: Marketing, Artificial Intelligence, Delhi-NCR, Indian Corporate Employees, Customer, Market Scenario.

Результаты целевого трудоустройства медицинских работников в городах и сельской местности.

Targeted training of future medical workers and their guaranteed employment is one of the state measures to address the issue of the shortage of specialists. The key mission of targeted training is the balanced regulation by the organization of training and employment. Currently, there are not enough scientific studies on the results and effectiveness of this measure in the health care system, but many researchers emphasize the problems of targeted employment of medical workers. According to the studies of a number of authors, the imperfection of normative legal regulation of issues of targeted training allows graduates not to fulfill the obligations of employment in medical organizations upon graduation [3–9]. The purpose of the study. Conduct an analysis of indicators reflecting the specifics of targeted employment of health workers in organizations located in urban and rural areas in 2022 and 2023. Materials and methods. The study used statistical data for 85 constituent entities of the Russian Federation on the basis of an operative documented request to the health protection authorities of the constituent entities of the Russian Federation, containing information on the number of employed doctors and nursing staff within the framework of targeted training, as well as the planned values of targeted employment in accordance with the concluded contracts. The study period is 2022 and 2023. The total data on targeted employment of medical workers after completion of the specialty program and completion of residency in the context of the names of positions of doctors and nursing staff were analyzed. Analytical and descriptive statistics methods were used in the research process. Results. The share of doctors and nursing staff employed after completion of targeted training from the total number of medical workers in organizations located in rural areas is higher than the share of those recruited to work in urban medical organizations. On average, 1.3% of doctors and 0.21% of nursing staff are annually recruited to urban medical organizations as part of targeted employment out of the total number of the respective key medical personnel as of the end of the reporting year. In rural areas, these figures are 2.6% and 0.30%, respectively. Specialists are predominantly employed in urban medical organizations, while in rural areas – district doctors. The study revealed that in 2023 there were 128.1 target recruitments per 10,000 doctors in urban areas in a given year, and in 2022–124.8, i. e. the intensity of employment by target recruitment in urban areas increased by 2.6% in two years. In rural areas, there were 260.2 target recruitment admissions per 10,000 physicians in 2023 and 262.8 in 2022, that is, the intensity of target recruitment employment of physicians in rural areas decreased by 1% in two years. When analyzing the indicator comparatively, it is noted that in rural areas it is almost twice as high as in urban areas. Conclusions. Targeted employment of medical workers is an effective and efficient measure to attract medical personnel to organizations experiencing a shortage of them. The analysis has shown that the intensity rate of targeted employment per 10,000 physicians in urban areas of the country is lower than in rural areas, which amounted to 128.1 and 260.2, respectively. According to the results of the last two years, 60% of the doctors planned for targeted employment fulfilled their obligations, including 50% in rural areas. The main reason for the current level of employment is the failure to meet the planned indicators of targeted admission to training due to the violation of obligations by students and graduates, which requires the development of a special methodology for assessing the reasonable formation of the plan for targeted recruitment to educational organizations in the context of each medical organization. When comparing the number of vacant positions of doctors and the number of employed graduates within the framework of targeted recruitment, a significant range of the indicator among the subjects of the Russian Federation was revealed, which is presented in the interval from 1 to 29% (9.0±15.95). In this regard, it can be assumed that the number of persons employed under targeted recruitment does not depend on the additional demand for doctors and does not cover the existing deficit.

FEATURES OF TERRITORY MANAGEMENT DURING MARITAL STATE IN UKRAINE

The article discusses the current problems of territory management in the conditions of the Russian-Ukrainian war, which has been going on for two years. A description of the real state of territorial communities is offered, their problems caused by the war are outlined. A cluster model of the distribution of territorial communities depending on the situation during the war is presented. Possible ways of solving the main problems arising in the management of territories during martial law are determined. The article emphasizes that Russia's war against Ukraine, which has been going on for two years, has become the sharpest and most dangerous test of Ukrainian society since independence. Virtually all state and public institutions and organizations, government and executive institutions underwent significant changes in form and content. This especially applies to territorial communities, which, despite their short existence, have actually become the centers of the reconstruction of Ukrainian civil society on the lines of martial law. Territorial communities shouldered the main burden of volunteer assistance to the Armed Forces of Ukraine and territorial defense, reception and accommodation of forced migrants, provision of humanitarian aid, educational, medical, legal, communal services, organization of business and employment, as well as mobilization work. The article notes that under the conditions of martial law, the forms and content of territory management activities, in particular municipal management bodies, have changed: military-civilian administrations have appeared in regions and former districts. During the two years of the war, the functions and boundaries of the administrative activities of local self-government bodies were agreed upon, taking into account the challenges that were caused by the full-scale aggression of Russia. The article notes that the burden of the war had the greatest impact on the stability and vitality of territorial communities. Despite the fact that today it is generally possible to positively evaluate the administrative-territorial reform that was carried out on the eve of the war, territorial communities are in unequal conditions of life, have different possibilities of functioning, and require management decisions that are adequate to the real situation. The article emphasizes that the primary task at the moment is to improve relations between the central government and local self-government bodies, taking into account the actual military, economic, demographic, social, political, and humanitarian situation. We are talking about a significant expansion of the powers of territorial communities in all spheres of social life. It is impossible to rule in wartime by peaceful methods. This is all the more important because the administrative and territorial reform depends on the results at the front.

Evidence-based healthcare competence of social- and healthcare educators: A cross-sectional study.

The purpose of the study was to describe social and healthcare educators' evidence-based healthcare competence and explore the associated factors. A descriptive, cross-sectional study was carried out. The research spanned 5 universities, 19 universities of applied sciences, and 10 vocational colleges in Finland from September to December 2022. Social and healthcare educators (n = 256), of which 21 worked at universities, 176 worked at universities of applied sciences, and 49 worked at vocational colleges. Data collection employed a self-assessed instrument that was designed to measure evidence-based healthcare competence based on the JBI Model of Evidence-based Healthcare. Competence profiles were formed using K-cluster grouping analysis. The educators' self-evaluations of their level of evidence-based healthcare competence were generally at a satisfactory level, with subsequent analyses identifying four distinct profiles of evidence-based healthcare competence. The profiles demonstrated statistically significant differences in terms of evidence synthesis and evidence transfer competencies. The factors associated with evidence-based healthcare competence included level of education, the year in which a professional had obtained their highest degree, current organization of employment, and participation in continuing education. Educators require various types of support for developing high levels of evidence-based healthcare competence. The identification of distinct competence profiles can be pivotal to providing educators with training that is tailored to their exact needs to provide an individualized learning path. WHAT PROBLEM DID THE STUDY ADDRESS?: Educators value the role of evidence in teaching, which reinforces the need to integrate aspects of the JBI Model of evidence-based healthcare into educators' competencies. Aspects of the JBI Model of evidence-based healthcare have not been holistically measured, with only certain components of the model considered separately. Educators need to better understand the global healthcare environment so they can identify research gaps and subsequently develop healthcare systems through their educational role. Higher academic education, work experience, organizational support, and continuous education play essential roles in the development of educators' evidence-based healthcare competence. WHAT WERE THE MAIN FINDINGS?: Educators generally have high levels of competence in evidence-based healthcare. Educators have mastered the different components of the JBI model of evidence-based healthcare but need to improve in areas such as the transfer and implementation of evidence. WHERE AND ON WHOM WILL THE RESEARCH HAVE AN IMPACT?: Determining evidence-based healthcare competence profiles for educators can be used to provide individualized learning paths for the development of evidence-based healthcare competence. Educators need to further develop their competence in evidence-based healthcare to ensure successful implementation and high-quality education in the future. No patient or public contribution.

Advanced Digital Technologies in Unionized Firms

AbstractThis work examines how workplace employee organizations causally affect the adoption of advanced digital technologies in Italy. It does so by using information from the survey “Rilevazione Imprese e Lavoro” conducted by the National Institute for Public Policy Analysis on a nationally representative sample of Italian firms in the non-agricultural private sector in 2018. It shows that workplace employee organizations increase the probability of advanced digitalization by around 15 percentage points per year, and the number of different technologies adopted by 0.41. The empirical strategy follows an IV approach that eliminates simultaneity bias and builds upon a lagged internal instrument combined with a NUTS-3 measure of altruism—namely, per capita blood donations. Results survive when cybersecurity is excluded from the analysis and prove robust when the internal instrument is left alone, combined with an index of tolerance or with propensity score matching.

Om allokering av straffansvar vid arbete utan tillstånd

AbstractOn 23 February 2023, a comprehensive reform of the Aliens Act concerning the employment and business activities of foreign nationals entered into force in Finland. The objective of the reform was to increase the authorities’ ability to prevent the exploitation of foreign labour. One of the most significant changes involved the client´s obligations to ensure the right to work for foreign nationals entering and remaining in employment. These changes were prompted by, among other things, problems identified in the regulatory framework concerning the obligations of the employer and the client and the allocation of criminal liability. The article analyses the allocation of liability for offences related to unauthorised work from the perspective of Finnish legislation. It focuses on how criminal liability has been shared and allocated since the comprehensive reform of Chapter 5 of the Aliens Act was implemented in Finland. The article concludes that after the amendments to the Aliens Act, criminal liability will be allocated in the same way and to the same parties, regardless of whether the Criminal Code’s provision on the unauthorised use of foreign labour or the Aliens Act’s employer’s alienage offence applies in the case under consideration. This can reasonably be seen as reducing the problems of apportioning responsibility for unauthorised employment. As regards the concrete attribution of criminal liability, attention must be focused on the circumstances of the act, the employer organisation and the specific person in that organisation. The starting point for allocating criminal liability must be to determine who is responsible for the offence in the first place within the meaning of the applicable provision. It is then necessary to determine who has the authority to hire and retain employees. Finally, criminal liability must be attributed to the person who actually committed the acts in question.

Employer branding, organization's image and reputation, and intention to apply: the moderating role of the availability of organizational information on social media.

The topics of employer branding and organization's image and reputation have been well-researched in the literature. However, most empirical studies were conducted in Europe, Australia, or the United States, but very few were conducted in Asia, especially in Vietnam. In addition, the interaction of image and reputation with the availability of information on social media is poorly understood. Using signaling theory for building a research model, we collected data from 206 Generation Z respondents from the logistics sector in Vietnam. Our findings show that (i) employer branding has positively and significantly related to an organization's image and reputation; (ii) the organization's image and reputation had a significant effect on job seekers' intention to apply; and (iii) the interaction of image and reputation with availability of information on social media to predict the job seeker's intention to apply. The paper also presented implications for both researchers and practitioners as well as recommendations for future research.

Business development in Ukraine with the support of employers' organizations and their associations

Introduction. In developing countries, state support for the development of entrepreneurship is of crucial importance, at the same time, civil society organizations play an important role in achieving business success of micro-entrepreneurs by providing various services, consultations, defending the interests of the business community in interaction with the authorities. Non-governmental business support organizations contribute to the development not only of their members, because by providing business support and acting on behalf of the business community to improve the conditions for conducting economic activity, such organizations as a result ensure the development of the country's economy as a whole. The purpose of the paper is to analyze the possibilities of employers' organizations and their associations in promoting business development in Ukraine. Results. Employers' organizations and their associations play an important role in the formation and implementation of state economic policy, regulation of labor, social, and economic relations. The activities of employers' organizations contribute to the establishment of effective cooperation between the business community and the authorities, including through the participation of such organizations in social dialogue. Today, the largest association of employers' organizations of Ukraine - the Federation of Employers of Ukraine takes an active part in the processes of liberalization of business conditions and implements effective support for business development, including through: lobbying business interests in the state authorities of Ukraine (local and central); support at the legislative level of various business initiatives of employers; providing opportunities for legislative and business intelligence; establishment of cooperation with foreign partners; attracting business to a wide range of events, meetings and conferences at various levels - local, national and international. The Employers' Federation of Ukraine, being a full member of the International Organization of Employers, actively promotes the interests of its members also in the international arena, in particular, regarding trade and access to foreign markets, including through participation in trade forums. Conclusions. Employers' organizations and their associations are today's important business associations that have the right to conduct collective bargaining at a certain national, sectoral, and territorial level on behalf of their members. As independent institutions, employers' organizations can influence public policy, thanks to their involvement in the processes of public policy discussion, monitoring of legislative initiatives and cooperation with the government sector. Such organizations provide specialized business resources, including professional advice and services, to assist with current issues of running and supporting business development.

Comparative analysis of higher education on the example of certain countries of the European and Asia-Pacific regions

This study analyses and compares higher education in Germany, France, and Singapore. The authors highlight the similarities and differences between higher education systems in some countries of the European and Asia-Pacific regions. Its structure is described, with consideration to characteristics of each state, the place of these countries in the leading world rankings on the level of education is given (Education Index 2022 of the United Nations Development Programme and Human Development Report 2021–2022). A comparative analysis of the study duration, principles of building a higher education system was conducted. Also, the authors studied participation of employers (organisations and enterprises) and state in the process, along with issues of employment of graduates as a criterion for this method. The role of the relative independence of higher educational institutions in resolving admission issues was identified. The authors examined the stages of mastering programmes, the requirements for applicants when entering educational organisations, the types of degrees, and the procedure for awarding them. The system of dual (practice-oriented) training was explored as a basis for employment of graduates in France and Germany, the principles and goals of its functioning in the analysed states of the European region were clarified.

Business, as usual? The impact of organized economic interests on the stringency of Covid-19 containment policies: insights from the Italian case

Abstract How do organized economic interests affect the governance of the coronavirus disease 2019 (Covid-19) pandemic? We investigate whether the structural and instrumental power of employer organizations and unions impact upon the stringency of containment measures implemented by governing authorities to tackle the Covid-19 pandemic, focusing on Italy during the first Covid-19 wave of early 2020 as a crucial case. Using Hausman–Taylor panel regression models and original indicators of regional stringency and of unions and employers’ organizations’ efforts to exercise instrumental power via public pressure on social media, we find that the intensity of public pressure by employer organizations is negatively correlated with the stringency of the policy responses implemented by regional authorities to tackle the Covid-19 pandemic, whilst union pressures only show a limited effect. Our findings demonstrate that business pressure and the interplay of economic and class interests are constitutive of the governance of a crucial social and public health phenomenon such as the Covid-19 pandemic.

Occupational health and safety in aquaculture: Organisation of work and employment in small seaweed farms in North West Europe

AbstractThere is evidence that seaweed production can involve a variety of physical risks, but there has been little study of how wider contextual factors – such as enterprise size, economic and business relations, and forms of employment arrangements – may affect workers’ safety. This study explores the impact of such aspects on workers’ experiences of occupational safety and health (OSH) risks and their management in the developing seaweed industry, in North West Europe. Based on qualitative findings from a survey and discussions with owners/managers, workers and stakeholders in the industry, the study identified a number of issues relating to OSH in seaweed production. These include the predominance of micro small enterprises, the presence of significant risks to health and safety and limitations in the capacity of owners/managers to address them, as well as structural and economic factors in the sector that promote precarious work, and the low visibility and inaccessibility of micro and small enterprises (MSEs) to both public and private regulations. The paper discusses experiences of these issues in the emergent industry and relates them to the wider literature about work health and safety in micro and small firms and precarious and non-standard forms of work, typically found in agriculture and food production. Findings point to the need for better orchestration of public and private regulatory influences and further research to determine if strategies that are seen as successful in other sectors could be transferred to the emergent European seaweed industry.

The algorithm of effective communication ties between HR departments of industrial companies and the university

Human resources are one of the basic factors of production. At present, this factor is becoming scarce, and employers are facing much tougher competition for high quality human resources. That entails growing demands modern graduates make regarding their workplace. The authors have analyzed the dynamics of the unemployment rate and made a conclusion about the absence of labor-surplus regions in Russia. Under these conditions employers need to establish system interaction with the university. The authors point out that close communication should be initiated in the first years of training because the majority of the students start working during their studies at the educational institution. Two basic models of organization of the graduate employment have been studied. The first model is a model according to which the functions of organizing internship and employment are merged into a single structure; the second one is a model where the function of organizing internship is assigned to the training department/division while the employment function is the task of a separate structural division. On the basis of the analysis of the advantages and disadvantages of each suggested model the authors have made a conclusion that the first model if the most effective as it contributes to the creation of a single point of entry and communication with the university. A problematic issue in graduate employment is the gap in understanding the requirements of the graduate to the employer and those of the employer to the future specialist. The authors put forward a hypothesis that one of the effective ways of solving the stated problem may be a special algorithm of work of the employees of the Career Centre with the representatives of HR departments, heads of educational and industrial practices. The main stages of the algorithms have been identified: conducting a design and analytical session; the introduction of dual training as an effective tool for building the interaction between Career Centres and HR departments; developing programs of interaction with employers depending on the category, formation of a pool of ambassadors of interested parties. Implementation of the algorithm presented in the article will contribute to the development of a single approach of interaction with employers and will ensure more effective employment of graduates.