POLICY ON

EMPLOYMENT AND LABOR

MARKET
Workforce
 This paper was developed within Phare RO-2002 / 000-586.03.01.04.02 - "Initial training in European affairs for
civil servants in central government" implemented by the European Institute of Romania in collaboration with
EUROMED - Euro Mediterranean Networks in Belgium in 2005.

The work is part of Micromonogra Be - European Policies.

© 2005 European Institute of Romania

Printed MasterPrint Super Offset, tel. +40 21 223.04.00, fax +40 21 222.80.25
CONTENTS: UNION
EUROPEAN:
POLICY ON LABOR
MARKET AND
Employment
Introducere1
1. Employment policy labor European Union 2
1.1 KEY MOMENTS IN shelves employment The MUNCĂ2
1.2 The new agenda socială4
2. Labor market policy and employment in Romania 6
2.1 harmonization legislativă6
2.2 Market institutions muncii9
2.3 Develop National Employment Strategy and Action Plan on Employment the work9
2.4 Employment policies muncă11
2.5 Market policies muncii11
3. Characteristics of the current labor market situation România12
3.1 The statistics on the labor market muncă13
3.1.1 Population and muncă13
3.1.2 Challenges for employment of labor the sectoare13
3.1.3 Şomajul14
3.2 Instruments respond to the challenges of the labor market muncă16
3.3 Actions to prevent and combat long-term unemployment undertaken by in prezent17
3.4 Develop a policy to extend the life active18
3.5 Entrepreneurship and job creation muncă19
3.6 Integrated approach to equality between women and bărbaţi20
3.7 Policies for training and lifelong learning vieţi20
3.8 challenges and răspunsuri22
4. Lessons for România22
4.1 Development of Vocational Training continue22
4.2 Impact Strategy Lisabona24
4.2.1 What we can hope for this policy? 25
Glossary termeni26
Appendix 128
Appendix 229
Appendix 330

"Sustainable growth, balanced and
respectful environment, a high level of
employment of labor and social protection,
level and quality of life, greater economic and
social cohesion" EU strategic objective - until
2010
Introduction
European Union a framework to facilitate the
Member States achieving domestic and foreign
policy, observing and consistent application of
common basic principles on which Romania assumed
in its entirety: the rule of law and respect for law,
establish a legal system uniform and protection of
rights deriving from Community rules;
- principle of respect for human rights and
fundamental freedoms - rule of law universal value;
- rule-social;
- cultural pluralism;
- principle of subsidiarity.
The process of integration into the European Union
must be structured from the premises stated by the
European Council in Copenhagen in 1993 as
preliminary criteria for becoming a member of the
EU as called for political, economic, monetary, and
the existence of a national administration capable
manage EU membership provided at the European
Council in Madrid 1995. over time EU architecture
has become increasingly complex, has created new
institutions, new tools always challenging objectives
for Member States, but of course for its citizens.
EU employment policy is an integral part of the set
of complementary policies that have evolved
continuously with socio-economic development
models. Treaty of Rome in 1957 was perhaps the first
rules on free movement of workers, equal on
payment of wages, and of the tools created, the
European Social Fund is the first that aims to provide
support for implementation of social policy and
employment the work. We see how the evolution of
the development of Member States through several
stages of maturation of concepts and models to create
model called European social model.
1
This model resulted after several attempts have been
made that have concentrated either on, growth, either
on welfare (revised phrase). The changes that have
occurred in Member States where so-called "golden
age" which covered the period 1945-1970 and was
characterized by an increase in labor demand has
affected the general economic interest. To meet this
need have attracted new categories on the labor
market: women, youth, strangers. But this era to an
end with a major modification of the monetary
system and the oil shock that reduce activities in
different sectors. With this opportunity comes into
play "Scandinavian model" of social protection for
those who lose their jobs as a result of higher long-
term unemployment and reducing the number of new
jobs. The state's role in employment policy labor
duration increases relatively high, about 15 years.
They are introduced such active measures to
encourage those that retain or create jobs in times of
recession and a series of measures softer such as the
gradual closure of some areas due to increasing
concern unemployment in certain regions mono-
industrial, mining the most frequent. This process of
"adjustment" those who were most affected were
recent entrants to the labor market, women,
foreigners. The state's role in employment policy
labor duration increases relatively high, about 15
years. They are introduced such active measures to
encourage those that retain or create jobs in times of
recession and a series of measures softer such as the
gradual closure of some areas due to increasing
concern unemployment in certain regions mono-
industrial, mining the most frequent. This process of
"adjustment" those who were most affected were
recent entrants to the labor market, women,
foreigners. The state's role in employment policy
labor duration increases relatively high, about 15
years. They are introduced such active measures to
encourage those that retain or create jobs in times of
recession and a series of measures softer such as the
gradual closure of some areas due to increasing
concern unemployment in certain regions mono-
industrial, mining the most frequent. This process of
"adjustment" those who were most affected were
recent entrants to the labor market, women,
foreigners. They are introduced such active measures
to encourage those that retain or create jobs in times
of recession and a series of measures softer such as
the gradual closure of some areas due to increasing
concern unemployment in certain regions mono-
industrial, mining the most frequent. This process of
"adjustment" those who were most affected were
recent entrants to the labor market, women,
foreigners. They are introduced such active measures
to encourage those that retain or create jobs in times
of recession and a series of measures softer such as
the gradual closure of some areas due to increasing
concern unemployment in certain regions mono-
industrial, mining the most frequent. This process
of "adjustment" those who were most affected
were recent entrants to the labor market, women,
foreigners.

After other methods were introduced in 1980 to

ensure better coordination of common policies
such as the OMC. In this regard they have been
regulated labor market issues, training, subsidies
for creating jobs or hiring certain categories which
had dif fi culties integrating this market. The
solutions were different depending on the school of
thought and have led either to reduced working
hours per week at 48-44 then 35 hours (France,)
either by using technologies which increase labor
productivity, reduce labor costs but increase pro fi t
(liberal attitude). This approach has the effect of
creating new jobs in new sectors, increasing.

Following the creation of the single market as a

result of the Single European Act of 1986 steps
were taken to ensure the health at work, solving
and preventing dangers they produce certain
substances used in the workplace. The hardest part
was to realize a balance between economic
development as "engine" of its social policy and
employment and labor.

2
Social dialogue promoted by the Single European
Act was perhaps "vehicle" that ensured a continuous
process of negotiation between different Member
States through organizations such as ETUC
Confederation europeae Unions, EUNICE Union of
Industrialists and Employers of Europe, UEAPME,
the Association of Enterprises small and Medium
Enterprises, CEEP, the European Center of
Enterprises with Public Ownership. These bodies
have tried to defend, support or claim the rights of
those they represented and the general economic
interest. Among the approaches presented have
prevailed in their center are available monetary
constraints that must comply with in order to ensure a
balance between development and social protection.
European experience has shown that Keynes's theory
interventionist policy,
1. Employment Policy
employment in the European
Union
1.1 Key milestones in the area of
employment policy labor
If between 1957 and 1971 instrument used was the
European Social Fund (ESF), then there are other
regulations, strategies, programs and tools that will
influence the direction of development policy. The
construction of the European social model was
marked these events have contributed to the vention
and then developing a European social and
employment, appropriate strategies, new tools and
partnerships to achieve their objectives.
European Social Charter
All member states except Britain adopted in 1989, by
a declaration, the Charter of Fundamental Social
Rights of Angajaţilor1, known as the Social Charter.
Charter is a political instrument containing "moral
obligations" 2 whose object is to ensure that in a
country subject to certain social rights. These relate
primarily to employment, vocational training, equal
opportunities, working environment. Charter also
contains an explicit request to the Commission to
submit proposals to transpose
1
Community Charter of Fundamental Rights for
Workers
2
www.ccir.ro
3
Ibid
3
content Social Charter into legislation. Social Charter
was followed by social action programs.
Social Policy Agreement 3
Agreement on Social Policy annexed to Protocol
Social Policy annexed in turn to the Treaty on
European Union. Signed by 14 Member States
(except the UK), established social policy objectives
outlined in the 1989 Social Charter: promoting
employment, improving working and living
conditions, combating social exclusion, human
resource development, etc. Social Policy Agreement
establishes the procedure for adopting social policy
measures and acknowledges the vital role played by
dialogue between management and employees in
social policy. 1993 Green Paper which sets the action
and then the 1994 White Paper insists on the role of
vocational education and training, where we find two
lines, one vertical and one horizontal. In the vertical
direction, which should provide economic and social
cohesion find active employment policies, equal
opportunities, education and training in trades, labor
quali fi ed to respond to ever-changing requirements,
allowing women access to the labor market. While it
horizontally local employment, equal opportunities
and the society based on services, local partnerships
to ensure the favorable climate of entrepreneurship
"poles of knowledge" which is transferred to new
sectors. More funds are thus activated? Within their
Regional Development Fund, the Structural Funds
with three speci fi c objectives are known. After the
election of the new Labor government in May 1997,
Britain has announced plans to take part in social and
employment policy.
Treaty of Amsterdam 1997, incorporated the
Agreement on Social Policy - with increased
provisions
- the Social Chapter of the Treaty on European
Community. It created a legal basis for equal
opportunities between women and men in the
workplace and make clarifications regarding action
against social exclusion. In the final, a reference to
fundamental rights has given a new dimension to
social policy objectives. The Maastricht Treaty of
1992 was meant to integrate Social Charter in the
treaty signed except Britain, which will sign later in
the Social Agreement.
The Amsterdam Treaty includes social policy and
employment necessary for achieving stability pact
growth and ensuring a balance between economic
integration and employment policy labor. It contains
provisions aimed at deepening integration both in
Community competence by passing certain fields
were included in the scope of intergovernmental
cooperation and the development policies and
objectives of the European Union. Including such
provisions with regard to employment insurance and
social protection. Under those provisions, Member
States will promote policy coordination to create jobs
in order to develop a common strategy for
elaboration of commitments.
It also aims at eliminating discrimination and
ensuring optimal treatment as regards working
conditions and vacancy development of common
policies on environmental protection, public health
and consumer protection. Thus it was adopted
"European Employment Strategy labor" by
introduction in the Treaty Title
VIII. The coordination of actions relating to
employment in the Union was launched by the
European Council in Luxembourg in November 1997
on "Job Summit".
- Depending on the priorities identi fi ed strategy is
structured around four pillars, each representing
one field of action which contributes to the better
employment of labor at Community level:
- employability - represents a new culture in the field
of employment and refers to the adaptability of the
employee, contributing to combating youth
unemployment and combating long-term
unemployment;
- entrepreneurship - promote the creation of new
jobs by fostering local development;
- adaptability - envisages modernizing work
organization and promoting the flexible
employment contracts;
- providing equal opportunities - refers to special
measures for women to have some of the same
opportunities as men.
To ensure coordination at European level of the
strategy annually go through certain stages, as
follows:
- establishment of "Trends in Employment"
(Employment Guidelines) document prepared
based on the European Commission proposal,
which then
4
The Open Method of Coordonation - was initiated in the Employment Strategy Employment
4
discussed and approved by the European Council;
- preparation by each Member State of the "National
Action Plans" (National Action Plans- NAP's)
plans that describe how to apply the Departments
of Employment and recommendations specific to
each country;
- The Commission and the Council jointly examine
these plans and draw up a "joint report on
employment" (Joint Employment Report)
- after considering the report and recommendations
to develop new directions for the next year.
The method by which this process takes place to
coordinate employment policies of labor is known as
the 'open method of coordination "in April. The
principles supporting this method are:
- principle of subsidiarity - is to establish / division
of responsibilities between national and EU levels
by setting objectives at EU and Member States
accountable action on measures taken for their
implementation at national level;
- the principle of convergence - lies in shared
objectives with interrelated actions;
- based management objectives - refers to the
monitoring and evaluation of progress by
establishing common indicators for all Member
States;
- monitoring country (country surveillance)
- is to produce reports that record progress and
identify the possible "best practices" in the Member
States;
- integrated approach - widening the Departments
labor market policies within other policies (social,
educational, entrepreneurial, regional and taxation).
At launch in 1997, the European Employment
Strategy of labor envisaged over the next five years
to make progress in combating unemployment
sentient. To check the this end, the strategy was first
assessed in 2000, but later in 2002 to carry out an
impact assessment. The results of these evaluations
have shown progress towards creating an integrated
framework of national policies, increase transparency
of employment policies and the number of
stakeholders at EU and Member State level. There
have also been identified and sensitive aspects of the
employment policy and labor were outlined priorities
next period.
Themes identi fi ed reform the European
Employment Strategy labor were:
- establish clearer objectives;
- the sake of simplicity the lines of action (without
reducing the efficacy of these);
- strengthening the role of social partnership in the
implementation of the Strategy;
- increasing coherence and complementarity with
other Community processes5.
2000 is a major moment in the evolution of social
policy by developing the Lisbon strategy (Lisbon
Strategy), which establishes the goal for ten years the
European Union, namely "to become the most
competitive and dynamic economy based on
knowledge capable of sustainable economic growth
with more and better jobs and greater social cohesion
"6. The European Council decided that the necessary
conditions for full employment of labor and
established a level of employment rate of
employment of 70% and a rate of female
employment of 60%, targets to be attained by 2010 .7
The Lisbon Strategy was designed to help the
European Union to regain full employment provided
employment and strengthen social cohesion by 2010.
The objectives of the Lisbon Strategy in terms of
employment policy work were:
Its targets in 20038 were oriented more towards the
Lisbon objectives (full employment of labor, quality
and productivity at work, cohesion and social
inclusion). To support the main objectives have been
identified 10 specific courses of action that. Also in
2003 the Commission asked a group be established to
address specific issues of particular employment
strategy (European Employment Taskforce). The
group led by Wim Kok, former Prime Minister of the
Netherlands, identified as priorities of the Member
States:
- creştereaadaptabilităţiimuncitorilorşi
of companies;
- attracting more people to the labor market and
keeping them on the market;
- increasing investment in human capital;
- ensuring ef fi cient implementation of reforms
through better governance.
1.2 New Social Agenda
"New Social Agenda '9 of February 9, 2005
presented in Brussels are moving towards providing
jobs for EU citizens by providing equal opportunities
for all. Agenda priorities are related to:

- increasing the quality and quantity of jobs;
- anticipating and capitalizing labor market changes
by creating a new balance between fl exibility and
security;
- fighting poverty and all forms of social exclusion
and discrimination;
- modernization of social security;
- promoting gender equality;
- increasing importance of the social aspects of
enlargement and external relations of the European
Union.
- adapting legislation on labor relations with a
continuous social dialogue;
- monitoring poverty trends using a "Green Paper"
which to monitor the demographic that population
and future relations between the generations;
- European labor market in which workers bene fi t
from a pension or social protection;
In April 2005 the Commission published a
document on the implementation of the Lisbon
Strategy, as it results from the 2003 revisions.10 This
paper emphasizes the importance of taking

5
Communication from the Commission to the Council, The European Parliament, the Economic and Social Committee and
the Committee of Regions on "Taking Stock of Five Years of the European Employment Strategy" COM (2002) 416 fi nal
- page 4
6
The European Council in Lisbon in March 2000 (http: //
www.europa.eu.int/comm/employment_social/employment_ strategy / index_en.htm
7
Stockholm European Council of March 2001 added two intermediate targets: employment rate should increase to 67%
overall and female employment rate should reach 57% by 2005. It was added a new goal, namely employment rate for
older people to reach 50% by 2010.
8
Council Decision of 22 July 2003 on guidelines for the Employment Policies of the Member States (2003/578 / EC) - OJ L 197/13
9
http://www.europa.eu.int/comm/employment_social/news/2005/feb/social_agenda
10
SEC (2005) 622/2 COMMISSION STAFF WORKING PAPER - "Working together for growth and jobs. Next steps in implementing the revised Lisbon
strategy "

5
Community responsibilities by each Member State,
this re fl ectându into future National Reform
Programs (National Reform Program). In carrying
out these plans must take account of the main
guidelines (the guidelines). The plans will be focused
on three directions, depending on priorities: macro-
economic priorities; priorities micro-economic and
employment priorities. Regarding employment, these
plans will replace the National Employment Plans
current job by integrating their national Lisbon
programs (National Lisbon Programs). In paragraph
4 of the Council Decision 'on guidelines for the
employment policies of the Member States labor "11
shall be established in the new lines of action for
employment. These guidelines are established for a
period of three years and their renewal during this
period is strictly limited. The following are the
Integrated Guidelines for Growth and Jobs.
a) Macroeconomic guidelines:
- securitarea economic stability;
- safeguarding economic sustainability by
promoting ef fi cient allocation of resources;
- promote greater coherence between
macroeconomic and structural policies;
- development of wages that contribute to
macroeconomic stability and growth;
- EMU to contribute to a dynamic and functional.
b) Microeconomic guidelines:
- deepening and expanding domestic markets;
- asigurareaexistenţeiunorpieţedeschise
and competitive;
- creating a favorable environment for business;
- promoting a culture of entrepreneurship and
creating an enabling environment for SMEs;
- enlarging and improving European infrastructure
and the completion of priority cross-border projects
already approved;
- expanding and improving investment in research
and development;
- innovations and increasing access to ICT
development;
- encouraging wise use of resources and strengthen
the synergy between environmental protection and
economic growth;
- the formation of a solid industrial base.
11
"Integrated guidelines for growth and jobs (2005-2008)" - 2005/0057 (CNS)
12
The test to determine the directions (pathways) in which the employment of young people and reduce the youth unemployment
rate
6
c) Guidelines for employment
- implementation of employment policies set for
reaching full employment of labor, improving
quality and productivity at work and strengthening
social and territorial cohesion;
- promoting labor phased approach throughout their
life;
- ensuring integration into the labor market of people
looking for a job and disadvantaged groups;
- improving the linkage demand labor market with
existing products;
- combining fl exibilităţii labor market with
employment security and also reducing labor
market segmentation;
- providing a system favorable to the correct income
and other development costs;
- increasing the volume and improving the quality of
investment in human capital;
- adaptation and development of the education
system to the new requirements.
These directions integrated employment action
listed above may be contained in three major
guidelines - guidelines that were set mostly in 2003,
the assessment of the Lisbon strategy. We will
present these general guidelines.
I. Attracting a larger number of people in
employment (and keep them in the labor
market) and modernization of social protection
(Integrated Guidelines comprise 16, 17, 18, 19).
At the moment it is vital to achieve the goal of full
employment and reducing unemployment and
inactivity, by increasing the demand and supply in
the labor market. This goal must be matched by
increasing the attractiveness of jobs and the quality
and productivity. Increasing employment is the
employment fi cient way to generate sustainable
growth and promote social inclusion on the one hand
and on the other hand is the way to support those
who are unable to work. The approach of a new
terms of employment - one called approach to the
whole life cycle of assets' lifecycle approach to work
"12th and modernizing social protection systems will
play an important role in the future when projected
population decline working age.
the problem of the employment of women and men, Community to ensure consultation with social
and the low employment rates among elderly people partners in making the most important economic and
and young people. social decisions.

Another important trend is related to people looking The compatibility of Romanian legislation with the
for a job. For this category it is important to facilitate acquis communautaire is determined as the ratio
access to job vacancies, to have good information on between the amount Romanian laws transposing the
the labor market, however their ability to increase acquis. The eight major fields are translated and
employment. made compatible in total about Romanian legislation
(Table 1), aiming at perpetually process curprins in
II. Improving adaptability of workers and armonograma present on the website of the Ministry
enterprises and labor market fl exibility of European Integration (www.mie.ro).
The increase investment in human capital through Assess the degree of compliance of the Romanian
education and vocational development, the Lisbon legislation with the acquis transposed to do so for
objectives fi xed and accepted the following each section, and on the whole, by comparing the
objectives for education and training are more valid two coe cient namely coe cient degree of
than ever. They were established by Member States transposition and coe cient degree of compliance.
themselves. Communication does not intend to
provide indications of what should be done in a Employment was seen as a priority, with efforts
particular country, and issues raised here are not being made to adapt the Romanian system for
important for some countries than for others. The implementing the European Employment Strategy
primary responsibility for achieving acceptable Employment. In this respect, in 2001, he was drafted
returns the authorities responsible for education and first Plan of Action on Employment (NAPE)
training of current and future Member States. accompanied by program to boost employment and
reduce unemployment, which transposes Resolution.
III. Knowledge and innovation 99/312 / EC on guidelines in the field of
employment.
This priority of the Lisbon strategy involves:
increasing and improving investment in human Table 1. The degree of harmonization in social
resources and development, facilitating the uptake of policy and ocupare13
ICT and sustainable use of these resources. Also, labor
knowledge and innovation, contributes to the
formation of a strong European industrial base. degree of degree of
subchapter transpositio compatibility
n %
2. Labor market policy and %
employment in Romania Work legislation 88.8 88.5
social dialogue 100 100
Equality between
100 91.5
2.1 Harmonization. women and men
antidiscrimination 100 100
Employment policy labor cover large areas, but Employment
100 100
closely related with. Of these areas can be
mentioned: labor law and working conditions, equal social security 100 100
opportunity, social protection, labor, elimination of Disabled
- -
social exclusion and combating discrimination,
creating a system of social dialogue function at both Health and safety at
95.6 98.9
the enterprise, branch, national and work
TOTAL 94.2 94.2
Work legislation 88.8 88.5
social dialogue 100 100

13
European Institute of Romania - Impact Studies (PAIS II)

7
Actions are developed by the National Agency for
Employment (NAE) and monitored by performance
indicators provided by county agencies for
employment. Actions carried out in 2001 and
objectives for 2002 aimed at strengthening
Employment Strategy Employment 2002-2004, part
of the strategy for social protection and employment
prepared by the Ministry of Labor and Social
Solidarity and Family. Following the conclusions of
the NEA in the follow up of NAPE was elaborated a
series of laws that create new jobs and boost labor
mobility.
Thus, Law no. 76/2002 on the unemployment
insurance system and stimulation of employment and
Government Decision no. 174/2002 on the rules for
the application of the Law no.76 / 2002, provide for
the growing importance of active measures to combat
unemployment, fi nancial support of jobs for the
unemployed in order to achieve works of Community
interest; granting of loans on favorable terms for
SMEs. It has also been adopted and Government
Decision no. 759/2002 on the National Plan for
Employment of Labor.
Other important documents on employment are:
- new Action Plan for Employment for the period
2004-2005, which is based on the European
Employment Strategy and the Employment
Guidelines (Employment Guidelines). The plan
was adopted in accordance with the priorities,
commitments and recommendations identi fi ed in
the Joint Assessment of Employment Policy (The
Joint Assesstment Paper-JAP)
- on January 7, 2003 the Memorandum of
Understanding on the participation of Romania in
the 'Community incentive measures in the field of
employment ". The legal framework was
established under the Framework Decision No.1 /
2002 of the Association Council Romania - EU.
- The framework law which establishes general
principles governing labor relations, rights and
obligations of persons engaged as labor jurisdiction
is the Labor Code. In cooperation with the
confederations of employers and workers was
drafted a new Labor Code. The advent of the new
code, which entered into force on March 1, 2003,
have been harmonized with the provisions of Acqui
following areas: work part-time, fixed-term
employment contracts, protection of young people
at work, working time, redundancies
8
collective information of workers on the conditions
applicable to the contract or employment
relationship. European Commission assessed the
progress report for 2003 that "the new Labor Code
has incorporated essential principles of acqis's in
this area, but it still needs some adjustments" and
that "an important part of acqis acquis should be is
implemented through secondary legislation ".
Proposed legislation on health and safety at work
transposing European directives, keeping their basic
principles. Policy and action on the activity of labor
protection are established by the Ministry of Labor
and Social Solidarity, compliance control function
being performed by the Labor Inspectorate.
Law no. 90/1996 (republished) regarding safety is the
basic law in the field of health and safety. The law
defines the organizational framework of labor
protection and responsibilities for coordination and
control this activity by implementing Framework
Directive 89/391 / EEC. General safety rules were
reviewed and approved by an Order of the MLSS no.
508/2002 and the Ministry of Health no.933 / 2002.
This legislation transposing European directives 20
of which are 14 base Directives.
Until 2002, the Romanian legislation in this area
included the following directives: Framework
Directive 89/391 / EEC, Directive 89/655 / EEC
(Machinery) Directive 89/656 / EEC (relating to
personal protective equipment) Directive 90/270 /
EEC (equipment display screen), Directive 90/269 /
EEC (on manual handling of loads), Directive 89/654
/ EEC (on jobs), Directive 92/91 / EEC (on mining
by drilling), Directive 92/104 / EEC (the extraction
of minerals), Directive 93/103 / EEC (the fishing
vessels), Directive 92/58 / EEC (the signal),
Directive 90/679 / EEC (the biological agents )
Directive 92/85 / EEC (on the protection of pregnant
or nursing) Directive 92/29 / EEC (the nursing
board).
National Commission for Promotion of
Employment (Law no. 76/2002), which aims to
develop strategies and policies to increase the level
and quality of employment and human resources
development. Commission liaison body of
Employment and Labor Market Committee
(Directive 97/16 / EC) with the purpose of linking
national and European strategies. other acts
particularly normative social interest are: Law no.
429/2003 amending the Constitution of Romania,
Law no. 53/2003 - Labor Code, etc.
By decentralizing the administrative decision in the
field of employment, social partners are involved in
coordinating social policies on vocational training,
employment, security, health and social protection.
Also adopted legislative measures:
- consolidation of Economic and Social Council;
- creating social partnership in the foundation laying
of the minimum wage policy on minimum
consumption basket;
- development of partnership National Development
Plan;
- creating virtual forum for information, consultation
and debate for civil society and social partnership.
Harmonization of legislation on equality between
women and men
Law no. 202/2002 (republished in 2005) on equal
opportunity contains measures to punish
discrimination based on gender and stipulates equal
rights of access to employment, training and
promotion being approximated by Council Directives
75/117 / EEC, 76/207 / EEC, 79/7 / EEC,
Commission Decision 95/420 / EC (which amends
Decision 82/43 / EEC).
Law no.19 / 2000 on public pension system, as the
Labor Code, some of the provisions transposing
Directives 92/85 / EEC and 96/34 / EC. Measures to
improve safety and health at work of pregnant or
nursing female employees were considered in
drafting the law on maternity, family and child, as the
draft law on Ratification of ILO Convention.
183/2000 on the protection of maternity (Law No.
25/2004 approving Government Emergency
Ordinance 96/2003 regarding maternity protection at
work).
National Action Plan for equality between women
and men (approved by Government Decision no.
1273/2000), as Law no. 19/2000 regarding the public
pension system, transposing Directive 79/7 / EEC on
equal treatment in social security. The provisions of
Directive 86/613 / EEC on equal treatment for men
and women fulfilling employed based on free
initiative can be found in full in Law
9
no. 507/2002 on the organization and performance of
economic activities by physical persons. The law was
repealed by Law no. 300/2004 on the approval of
natural persons and family associations carrying out
economic activities independently.
The framework agreement on parental leave that is
subject to Directive 96/34 / EC can be found partly in
Romanian legislation, namely Law no. 210/1999 on
parental leave and methodological norms for its
application (approved by Government Decision no.
244/2000) as Law no. 19/2000 which optionally
includes provisions on one side paid leave.
The principle of equal pay for equal work is laid
down in the Constitution, the Labor Code, Law no.
154/1998 on setting base salaries in the budget sector
collective agreement at national level, as Government
Ordinance no. 137/2000 on preventing and
sanctioning all forms of discrimination, approved by
Law no. 48/2002. These laws transposing the
provisions of Directive 75/117 / EEC on the
elimination of discrimination in determining pay.
Equality between men and women regarding access
to employment (Directive 76/207 / EEC and 97/80 /
EC) into national law is found in the Labor Code and
Law no. 1/1991 on social protection of unemployed
and Government Ordinance no. 137/2000, approved
by Law no. 48/2002 provides for sanctioning all
forms of discrimination. The new bill on equality
between women and men introduce the concepts of
direct and indirect discrimination, thus
supplementing Government Ordinance no. 137/2000.
Directive. 86/378 / EC on Equal treatment in
occupational social security scheme is partially
transposed by Law no. 19/2000 regarding the public
pension system. Advisory Committee that covered by
Decision 82/43 / EEC, is reflected in national
legislation, Government Decision no. 967/1999 on
establishment and operation of the Interministerial
Consultative Commission on equal opportunities
between women and men (CODES). In March 2004
the Government issued Decision no. 285 on the
application of the "National Plan for equality
between women and men". GD 266/2004 on the
balanced participation of women and men in the
teams of experts sent on a mission from the European
Commission, this decision transposing Commission
Decision 2000/407 / EC.
2.2 Labor market institutions
The administrative capacity of the first NEA to be
inţată under Law no. 145/1998, modi fi ed and
completed by Government Emergency Ordinance
no. 249/2000.
Substantiation guidance and solutions of increasing
labor employment (Directive no. 98/171 / EC) is
provided by the National Science Research Institute
as the Labor and Social Protection, established by
Government Decision no. 1305/1996 (modi fi ed by
Government Decision nr.1773 / 2004 on the
organization and functioning of the National Institute
for Research Science is that Labor and Welfare).
Institute is charged with conducting studies and
forecasts on labor market and social protection.
Management responsibilities, coordinate and monitor
the implementation of programs be financed from the
European Social Fund The Ministry of Labor and
Social Solidarity, as Managing Authority and the
National Agency for Employment as Paying
Authority.
Ministry of Labor and Social Solidarity and
Family It has overall responsibility to develop
employment policies and labor market programs and
national plans. He is also responsible for preparing
budget reports to the unemployment insurance
budget based on nominations made by the National
Agency for Employment, to control their execution
and implementation of employment policies,
strategies, plans and programs carried out by the
National Agency for Employment and the National
Council for Vocational Training.
National Agency for Employment, published in
1998 is the most important body for implementing
policies and programs related to the labor market.
The Agency is also responsible for the coordination
of active labor market and the organization of
training programs for the unemployed; also it has a
responsibility to collect contributions to
unemployment insurance budget, the budget of which
have nanţează active measures.
National Council for Adult Training autonomous
and tripartite (established in 1999) has an advisory
role in promoting policies and strategies for adult
training, operational since February 2000.
Institutionalization
14
NAPE was published in the Official Gazette No 637/2002
10
social dialogue at all levels, by Law no. 109/1997
was to be inţat.
Economic and Social Council, tripartite body with
an advisory role in determining economic and social
policy, with the major objective social dialogue
between government, unions and employers, and
ensure social peace climate to con fl ICTU average
conditions occurred between the social partners.
National Commission for the Promotion of
Employment It is a new tripartite body, the Advisory
established by the new law on unemployment
insurance system and stimulation of employment.
National Council for Combating Discrimination,
Whose mission is to observe the implementation of
the principle of equality among citizens Government
Decision no. 1194/2001.
The Government Department for Interethnic
Relations work in as inţat by Government Decision
no. 17/1997 and reorganized by Government
Decision no. 13/2001, with responsibility for the
development of draft laws on the protection of
national minorities.
National Council for Occupational Standards
(COSA), a body administered tripartite aims at
achieving an organizational framework to assess and
certi fi cation of labor prepared based on
occupational standards, including the assessment of
skills acquired by non-formal and informal, non
equivalent quali fi cation courses organized by
system education, enabling further study for a
diploma of education.
National Council for Equal Opportunities.
2.3 Develop National Employment
Strategy and Action Plan on
Employment
Each member country or acceding must develop a
national employment strategy and a National Action
Plan on Employment. Both documents are monitored
at Community level. The pillars of the strategy
objectives converge with European employment
strategy, and they are adapted to specific situations.
National Action Plan for Employment14 hereinafter
NAPE is a priority objective of aligning strategy
European employment in the context of Romania's
preparation for accession to the European Union, it
was based on the guidelines of the European strategy
on employment, the EU Council adopted annually.
NAPE outlines the steps that Romania intends to
implement short and medium term, to increase
employment and reduce unemployment, support
lifelong learning, e be cientizării and fl exibilizării
labor market to respond rapidly to economic changes,
avoiding discrimination and social exclusion in order
to reduce the gap in this area to the European Union.
NAPE is the document that will help to assess
progress made by Romania as a candidate country to
join the European Union.
Fig. 1. Content NAPE
EU policy guidelines
employment
Five
fundamental
objectives
4 Pillars
18 Guidelines
NAPE
European Council set full employment of labor as a
major objective of social policy and employment
policy in the EU. To achieve the objective, Member
States (as well as accession and pre-accession phase)
must adjust the response to the guidelines governed
by the four pillars in a coherent overall strategy
which incorporates the following horizontal
objectives:
A horizontal objective - Increasing the employment.
Măsurilepropuse aimed at stimulating of jobs with
continuing the pace
11
accelerated the process of privatization and
restructuring. The aim is to shift the focus of
unemployment protection policies from passive
measures to active measures.
The horizontal objective B - National Strategy for
"Lifelong learning". Legislative and institutional
reforms, in conjunction with the allocation of more
funds for education and training show interest in the
development of national strategies, comprehensive
and coherent initial and continuous training.
The horizontal objective C - Development of social
partnership. Because, at this stage, the Romanian
economy has to adapt in all sectors to become and
stay competitive, social partnership becomes an ef fi
cient way to ensure the modernization and
diversification activities.
The horizontal objective D - regional dimension.
Development regions are the design, implementation
and evaluation of regional development policy and
programs of economic and social cohesion.
Employment policy and vocational training are the
courses of action in terms of regional initiatives.
The horizontal objective is - Development of labor
market indicators. To develop coherent social
policies and to achieve a proper monitoring and
evaluation of progress in the implementation process
NAPE is imperative that reliable statistics.
Pillar I - Improving employment is achieved
through a number of guidelines:
- Tackling youth unemployment and preventing
long-term unemployment;
- Employment friendly approach: taxes, benefits and
training systems;
- Develop a policy for active aging;
- Developing skills for the new labor market in the
context of lifelong learning;
- Training in electronic technologies for all citizens;
- Active policies for the correlation between supply
and demand in the labor market and preventing
lack of quali fi ed workforce;
- Combating discrimination and promoting social
inclusion by providing access to employment.
Pillar II - Developing entrepreneurship and job occupancy influences the policies indirectly, they
creation should have been regarded as having the decisive
influence of the volume of employment.
- Facilitate launching and running a business;
- Access to entrepreneurial activities; Fig.2 Employment Policies
- New employment opportunities in knowledge-
based society and in services;
- Local and regional actions for employment; Employment policy
- Reforms have scalepentruocupareşi
formation professional.

PILLAR III - Promoting the adaptability of macro

enterprises and employees
In indirectly instruments
- Modernization of work organization; influences the
- Analysis of the existing proposals for new legal  policy the taxes,
provisions; Volume fiscal subsidies
- Supporting adaptability as part of lifelong learning. and  policy monetary (installme
structure interest rates nts of
PILLAR IV - Ensuring equality between women of currency, money supply)
exchange
and men employme  politicisalariale
nt (the wage minimum
- Integrated approach to equality between women wage indexing)
and men for all four pillars;  politicisociale (age
- Reducing disparities between the sexes in the labor  public of retirement
in infrastructure
market; allowance to
investme Children)
- Reconciling work and family life.  th
export promotion
nt
 business e environ of
2.4 Employment policy labor15 improvement ment

Are mainly macro-economic policy that addresses

global macro-economic categories such as global
consumer demand, global investment etc.
Employment policies work fl exibilizarea focus on
the labor market, encouraging production, especially 2.5 Labor market policies
small and medium enterprises through the allocation
of funds for lending interest rates or other systems as They include the following areas:
scales to facilitate employment.
- labor law (or all policies governing conditions of
Employment policy objective is to increase
employment of individuals such as minimum
employability of the working population and thus to
wages, working hours, duration and conditions of
maintain the unemployment rate at a minimum.
annual leave, the maternity leave regulations on
Instruments used the reach of public employment
hiring and firing, safety and health conditions, early
services, they "belong" Ministry of Finance, Industry
retirement , part-time employment, promoting
and Trade, the Government or the National Bank.
lifelong learning, etc.);
Many of employment policy instruments are identical
- policies "assets" (which consist of mediation
with economic policy instruments. This is
services / placement, information and career
understandable as long as the promotion of growth
counseling, training, employment subsidies,
promotion can generate a higher volume of
training techniques to find a job, promote private
employment (Fig.2.) Employment will increase or
initiative, etc.); policies "Passive" replacing wages
decrease in line with economic growth rates. In any
for those who have become involuntarily
case, even if
unemployed. Market policies
15
NEA staff training guide - developed by the German Society for Technical Cooperation - 2002

12
 work (Figure 3.) usually have a direct impact on - granting loans from the unemployment insurance
decisions about employment participants in the on favorable terms
labor market compared with employment policies,
and also re fl ects and the volume and / or the
composition of employment and / or 3. Characteristics of the current
unemployment, particularly short term. This
applies particularly to those policies implemented labor market situation in
by public employment services, so-called active Romania
and passive labor market.
Between 2001 and 2002, due to maintaining a high
Fig.3 labor market policies level of industrial and construction activities,
especially on the development of services, as G4.
GDP recorded spectacular growth, over 4 times
higher than the EU so that GDP recorded in 2002
LABOR MARKET POLICIES
peaked at 1,512,256.6 billion lei, or about 43.3
billion Euro16. However, GDP per capita
(purchasing power standard) in 2001 was only 5.620
Macro and micro euros, or more than 4 times lower than the average
EU-15 and 2-3 times lower than the values recorded
by the new Member States (the Czech Republic - 17
In directly influences instruments 180 euro, the Slovak Republic - 16 830 euro,
the Hungary -
 all policies and services
Volume 13.455 euro, Poland - 9406 euros).
"Active" labor market
and  all policies of support or
structure Depending on the contribution to GDP of particular
other forms of income
of importance are activities with all the services, as can
replacement for
employme be seen in the graphic cul No. "The share of value
unemployed
nt added in GDP." 17 Services to the public sector is the
future, this opening minds signi fi cant increase the
living standards of the population.
Measures "active" labor market de fi ned under
Law No.76 / 2002, include the following services:

- information and professional advice

- labor mediation
- training
- advice and assistance to start a new business or
starting a business
- boosting labor mobility
- employers'subsidization
- encouraging employers for employment of
graduates of educational institutions
- subsidies to employers who employ people aged
over 45 or single breadwinners in the family, and
employers with fewer than 100 employees and
employ disabled

Fig.4 share of value added in GDP

16
Was used for transformation of the exchange rate since December 2002 (1 euro = 34.919 million).
January 17)
Semide data fi nished, 2) provisional data
*
It includes activity in trade, transport, post and telecommunications, tourism, hotels and restaurants, public administration
and defense, education, health and social assistance and other services to corporates and households.
Source: National Institute of Statistics

13
3.1 Analysis of the situation on the labor
market
3.1.1 Population and employment
Romanian population discovers a continuous process
and slow down from the early 90s. During this period
population decreased by 3.4% (800,000 people),
reaching 22.4 million in 2001. In 2001-2003 natural
growth rate was declining birth rate due to fl at
strengthen a downward trend table 2.
In 2000, 54.5% of the population lived in urban
areas, compared to the 50.6% recorded at the end of
the 80. This increase hides important changes
anyway internal migration between rural and urban
areas at the beginning of the transition period. In the
early 90 rural-urban migration was intensifying as
cities Romania receiving more than half a million
people in rural areas.
Table 2 "Vital statistics"
The situation was repeated, but in reverse, in the mid
90s when, due to deteriorating economic situation, a
new stream of people, this time in the cities, moved
to villages and began practicing subsistence
agriculture. Participation rate of population aged 15
to 64 was 69.7% when the first Labor Force Survey
since 1994. Until 1996 this rate reached 72.3%, but
began to fall slowly It reached 68.5% in 2001, below
the EU average (69.2%).
14
In 2001 the activity rate of 74.6% of the male
population was 2 percentage points lower than in
1994 and well below the EU average of 78, 1%. The
activity rate of the female population has fallen from
63.1% to 62.4% over the same period and was above
the EU average in 2001 (60.2%). The decrease more
strongly affected by the participation of the younger
age group, the rate of which the activity decreased
about 49% to 41% between 1994 and 2001. The rate
of decline of activity was meant for the age group 45-
54 years ( activity at a rate of 80.5% at the beginning
of the period at a rate of 77% at the end of that
period), while the activity rate for the age group 55-
64 years has been one percentage point higher 2001
(51%) than in 1994 (50%). A feature of participation
in Romania is the high rate of activity of the
population group aged 65 and over. The participation
of this age group showed an increase from 31% in
1994 to 37.5% in 2001, this being explained by the
importance of agriculture in the economy noastre.În
terms of average educational level of the entire
workforce can He said increased somewhat in the
mid 90s, but remained low compared to EU
standards. A comparison of levels of training
situation is presented in Table 3. Group work elderly
have a very low level of formal education (95% of
this group have low education level). The
participation of this age group showed an increase
from 31% in 1994 to 37.5% in 2001, this being
explained by the importance of agriculture in the
economy noastre.În terms of average educational
level of the entire workforce can He said increased
somewhat in the mid 90s, but remained low
compared to EU standards. A comparison of levels of
training situation is presented in Table 3. Group work
elderly have a very low level of formal education
(95% of this group have low education level). The
participation of this age group showed an increase
from 31% in 1994 to 37.5% in 2001, this being
explained by the importance of agriculture in the
economy noastre.În terms of average educational
level of the entire workforce can He said increased
somewhat in the mid 90s, but remained low
compared to EU standards. A comparison of levels of
training situation is presented in Table 3. Group work
elderly have a very low level of formal education
(95% of this group have low education level). but it
remained low compared to EU standards. A
comparison of levels of training situation is presented
in Table 3. Group work elderly have a very low level
of formal education (95% of this group have low
education level). but it remained low compared to EU
standards. A comparison of levels of training
situation is presented in Table 3. Group work elderly
have a very low level of formal education (95% of
this group have low education level).
 Table 3. "The level of training of the active 3.1.2 Challenges for employment
population" workforce sector

1994 2000 Ocupată18 population in 1990 reached a level of

Higher education 7.6% 8.4% 10.84 million people. The decline began in 1992 and
High-school studies 74.3% 77.4%* continued throughout the 90s, ajungându- is up to
Primary studies or 8.42 million people in 1999. Since then increased by
less than that 18.2% 14.3% 3% reaching 8.67 million in 2001. The demographic
trends that negative determined low levels of public
*
of these 72% had post-secondary studies. participation in activities
18
The employed population comprises all persons 15 years and over who carried out an economic or social activity producing
goods or services for at least one hour during the reference period (which is one week), in order to get income as salary
payment in kind or other bene fi ts.

15
economic. In 1996-2000 the activity rate of the Fig. no. 5. The structure of
population 15 years and over was declining, the employment in 2002
highest rates being recorded in the 25-49 years group.
In 2000 the activity rate of the population aged 15
and over was 70.6% for men and 56.4% women.
Also, employment decreased continuously, it
dropped by 2.2 million people (according to the
Labor Force Balance).

In the period 2001-2003 the employment rate of the

workforce by age is shown in Table. 4.

Employment has dominated the adult population,

aged 25-50 years. Its share approaching 60% of the
population. Population aged between 15 and 24 years
represent 11.8% of total employment (in 2000).
Fig. no. 5 "The employment structure 'Agriculture
Table 4 Employment rate has played a damping by absorbing losses of jobs in
other industries, while employment reallocation by
the service sector has been sidelined due to slow
Road sign 2001 2002 2003
growth and marginalization of the sector.
Employment rate (% of
populaţiacu age 64.4 57.6 57.6 After analyzing the indicator of employment, it raises
15-64) two issues. The first is the very high proportion
Employment rate (% of (37%) of agriculture on overall employment, with a
populaţiacu age 32.6 28.7 26.4 rate of about 8 times higher than in the EU (4.5% in
15-24) 2000). The second problem is the low level of
Employment rate (% of population employment in the service sector
populaţiacu age 76.6 72.7 73.1 compared to the level registered in the European
25-54) Union: 32% in Romania to 66% in the EU.
Employment rate (% of
populaţiacu age 48.2 37.3 38.1 3.1.3 unemployment
55-64)
source EUROSTAT In Romania, the unemployment phenomenon was
recognized fi cial since 1991, with the entry into
Between 1990 and 2001 in all sectors except force of Law No.1 / 1991 on social protection of
agriculture and some services (trade, financial assets, unemployed and their professional reintegration.
banking and insurance, education, health and social
assistance and public administration) employed Unlike the data of the table according to the
population decreased. Thus, signi fi cant reductions methodology of ILO (International Labor
of employment were recorded in industry (52.6%) - Organization) unemployment increased until 1994
particularly manufacturing - and construction when there was a 10.9% unemployment rate followed
(51.8%). Although agriculture has been an increase by a reduction period and in 1997 the unemployment
in employment (13 percentage points, or 401 000 rate increased following the restructuring or
people), only to a lesser extent the persons liquidation of non-performing entities (especially the
unemployed in industry and construction was mining) culminating with a rate of 11.8% in 1999.
absorbed. The structure of employment by industry is Table 5 presents data only from 2000. According to
shown in FIG. no. 5. ILO methodology, the unemployment rate in 2002 it
was 8.4% (8.9% to 7.9% for men and women) 19.

19
Statistical Yearbook 2003

16
The main causes of this evolution of employment and (3.6%). The gap has increased since then and in 2000
unemployment were: general economic decline, the unemployment rate in urban areas was 11.7%
diminishing production volume of industries, while compared to 2.4 in rural areas. Unemployment rates
narrowing the internal market and loss of important remain relatively low for those with lower
market segments Foreign failure programs of macro educational level.
and delayed privatization, reduction investment and
restructuring of unprofitable businesses, low labor Youth unemployment is higher than among adults.
mobility territorial level and professional constraints This segment is disadvantaged because young people
caused by the international economic environment. suffer most in contact with the labor market being
disadvantaged compared categories of adulthood, so
in that year was among these latter populations were
Table 5. The main employment indicators 2000-
kept in supraocupare even if economy was and is in
2003 Romania and EU15
recession and the lack of work experience
- sometimes regarded as a mandatory requirement to
engage in a job. The phenomenon is evident if one
compares the age structure of the working population
EU15 of the unemployed, the latter being more "young"
Indicator /
and is even worse in the female labor force, for
Year
2000 2001 2002 2003 2003 which the share of unemployment young reach
active always higher values for the whole category of the
population 9590 9529 8833 8602 162.036 unemployed population. We present in table 6
(thousands statistics on unemployment by sex and age group 15
people to 24 years:
15-64 years)
Ratadeactivitate Table. 6. Evolution youth unemployment rate (15-24)
(% population 68.4 67.3 63.4 62.2 70.0 2000-2003
15-64 years) %
P ops 2000 2001 2002 2003
REFUGEES of 8629 8563 7745 7393 170.962 Total 17.2 17.6 21.0 18.7
employment
(thousands) B RBA 18.3 17.9 20.7 17.7
Employment rate REFUGEES
(% population 63.0 62.4 57.6 57.6 64.3 F omen 15.8 17.4 21.3 20.0
15- source EUROSTAT
64 years)
Unemployment Another aspect on which the National Plan for
rate (% power 6.8 6.6 7.5 6.6 8.1 Employment Employment bent, was long-term
of unemployment. Long-term unemployment rate in
work 15+) 2000-2003 was as follows:
Long-term
unemployment Table. 7. Evolution of long-term unemployment
3.5 3.3 4.0 4.1 3.3
rate (% labor
(2000-2003)
force)
Source: Employment in Europe 2004, Statistical Annex, %
Youth
Eurostat 2000 2001 2002 2003
unemployment
17.2 17.6 21.0 18.7 7.3 Total 3.5 3.3 4.0 4.1
(% population
Labor resources
aged 15-24) in Romania was fl at in the last Ladies 3.4 3.2 4.0 3.9
decade and under the impact of adverse demographic men 3.6 3.3 4.1 4.2
that social and how were accelerated decline in source EUROSTAT
fertility and maintaining mortality high, increasing
migration, decreased quality of care and nursing female unemployment
phenomena that increased the proportion of people During 1991-1999, the evolution of female
aged 60 years. unemployment has fluctuated, but its upward trend
prevailed. 2000 Table no. 8 female unemployment
Unemployment is concentrated in urban areas. In has fallen steadily since collective redundancies
1996 the unemployment rate was twice as high in started in 1997 focused on construction activities,
urban areas (8.4%) than rural mining, metallurgy, branches staffed predominantly
male.
17
 Table. 8. Evolution of female unemployment
% challenges of the labor market
1998 1999 2000 2001 2002
The duck
unemployme 10.4 11.8 10.5 8.8 8.1
nt
The duck
female 10.4 11.6 10.1 8.2 7.5
unemploy
ment
Source: National Employment Agency Employment
In late April 2004, the unemployment rate
nationwide was 7.3%, 0.7 percentage points lower
than in April 2003 (it was 8%) and 0.4 percentage
points lower than that of March 2004.
The total number of unemployed for the month of
April 2004 (661.895 people) fell
35 475 persons compared to the previous month. Of
the total registered unemployed, 291 382 370 513
were paid unemployed and unpaid. The number of
unemployed decreased by 25 503 persons indemnity
from the previous month, while the number of unpaid
unemployed decreased by 9972 people. Despite this
decrease in the number of registered unemployed, the
share of unpaid unemployed in the total number of
unemployed keeps rising trend, reaching 56%.
The female unemployment rate was 6.2%, 0.3
percentage points lower compared to March, a
similar pattern recording and the male unemployment
rate, which fell from 8.7% to 8.3%, a down 0.4
percentage points.
In late April 2004 the gender structure of
unemployment is characterized by signi fi cant
decrease in the number of unemployed men 23 391
people and the number of unemployed women by 12
084 people. However, their share in total number of
unemployed has led to modifications spectacular.
At the territorial level, in April 2004 the total number
of unemployed decreased in all regions compared to
the previous month, except the counties of Vaslui,
Dambovita in Bucharest. The maximum percentage
decrease of 1.4 points was recorded York County,
this being followed by Valcea (1.2 percentage points)
and Iasi county (1.1 percentage points).
18
3.2 Instruments response to the
Action taken to prevent and combat this phenomenon
consisted of a series of projects with wider action that
were mentioned and youth.
One such project was held at the Ministry of Labor
and Social Solidarity entitled "Information and career
counseling" subcomponent of the "Employment and
social protection" co-financed by the World Bank.
Following this project were to be inţat 136
information centers and career counseling network at
the National Agency for Labor Force Employment.
Since 2002 it initiated the program "A new beginning
- a new chance" to combat youth unemployment,
which provide information services and counseling
young unemployed newly registered so until they
reach 6 months of unemployment as many people
have is included in the counseling oriented an active
measure that will enable reintegration into the labor
market. The institution responsible for this project is
the National Agency for Labor Force Employment
(NAE).
To prevent youth unemployment began running in
2002 the "From school to the workplace, to career"
that bene fi ts graduates of counseling based on an
individual plan advice.
Since 2002 NEA is responsible for preparing
individual plan for each person mediation fl forced
seeking employment registered with the NEA Law
no. 76/2002.
The Action Plan for 2002, Ministry of Tourism aims
to act to implement a training system "the flexible"
modular curricula adjusted to prepare simultaneous
trades / occupations related training programs and
curricula that Polic encourage fi cation, all this
branch of tourism services.
Since 2001 menus nationwide job fair aimed at
education graduates organized by the NEA.
Since 2001 NEA conducts activities
According to the National Action Plan on
Employment, plan broken both stock and target
groups that are also young, with an emphasis on
increasing active measures.
In 2001 it signed a protocol between the NEA and
the Ministry of Education and Research which adapts
tuition plan future requirements of the local labor
market.
SAPARD program in 2003 provided two measures to
help young people who want to settle in rural areas,
the practice of agritourism.
3.3 Actions to prevent and combat long-
term unemployment undertaken so
far
Regarding action taken to prevent and combat long-
term unemployment, which consisted of a series of
projects some of which were mentioned earlier and
who had targeted all persons seeking employment
such as are found and long-term unemployed. These
projects are:
- The "Information and career counseling" be
established resulting in 136 centers offering
information and counseling and long-term
unemployed.
- Another program for this objective "program
Redistribution Employment" component of the
project the World Bank, EN 3849 "Employment
and social protection", developed in 1995, which
dismissed persons collectively, people who risk
than become long-term unemployed, have bene fi
ted of the following types of active measures:
training of quali fi / requalify which employment
services, move, create jobs for the community,
assistance and advice for starting a business
development services local economic, business
incubators.
- The project "Development of social sector" -
subcomponent of the "Program Redistribution
Employment" be-financed by the World Bank loan
or project RO4616 and the unemployment
insurance fund, beneficial ciarii this program being
as people who are or will be is redundant and
registered unemployed.
- "A new început- another chance" It is a
project to reduce unemployment and combat long
20
NAPE 2004- 2005
19
term granting information services and counseling
in career counseling information centers within the
network NEA.
- Private project have established a "Center for
Training and Consultancy for SMEs" with
technical assistance by the IFPMA (training for
SMEs in Wallonia), the project will pursue the
creation of new jobs through stimulating as curing,
and development SMEs as a means of combating
long-term unemployment. Institution responsible
for this Project is NEA.
- It has also been the development projects job
rotation (forming rotation) which are to assist the
unemployed in identifying a job and placing them
in a fi rms / enterprise that has a vacancy for a
period of time.
Supporting employment with benefits, taxes
and training systems
Law no.76 / 2002 on the unemployment insurance
system and stimulation of employment, governing
one form of protection - unemployment benefits that
people will leave the payment is to be taken of the
social assistance system.
Boosting employment through the system of
allowances and tax targets both individuals seeking
employment and employers. Some alternatives given
below.
- Support costs for temporary employment
workforce unemployed by subsidizing the salaries
of persons, being unemployed, were engaged to
carry out works for the benefit of local
communities; as a result of this measure to
stimulate employers, the share of people employed
temporarily in 2003 was 38.3%20 the total persons
employed.
- Encouraging employers through direct subsidies for
creating jobs and for the recruitment of
unemployed people in the most vulnerable.
- Providing facilities to scale employers who have
individual employment contract unemployed
people only if they remain in service at least six
months.
- Those subsidies falling in a town fl forced to over
50 km of residence or who, following their
classification
 moving house. The share of people employed as a
result of the implementation of the incentives of
employees in 2003 was 2.1% of total persons
employed.
- Stimulate employers to employment of people aged
over 45 years if it provides employment for an
indefinite period unemployed aged over 45 or
unemployed single breadwinners of families. By
implementing this measure assets increased in 2003
labor market absorption capacity of the
disadvantaged rate of completion being scheduled
over the figure of 136%.
- Credit to the unemployment insurance fund, in
favorable conditions for creating new jobs, of
which at least 50% for the unemployed, for the be
reinforced or development of small and medium
enterprises or cooperative units, for a maximum of
three years. Creating jobs is intended to be directed
towards areas where there is a high unemployment
rate.
In terms of supporting employment through training
measures it concluded that the acquisition of skills
required in the labor market leads to increasing the
employment rate and quality of life and greater social
cohesion.
Survey carried out in 2003 by the National Institute
of Statistics showed that the rate of participation in
the process of lifelong learning, population 25-64
years is 10.02% a very small percentage indeed.
Therefore active measures are needed in this regard
and those that have been taken so far were the
following projects:
Project RO 3849 "Employment and social protection"
by parts "of vocational training" and "Information
and Career Counseling" project implemented by the
Ministry of Labor and Social Solidarity and fi nancial
support of the World Bank.
- The implementation of the National Action Plan on
Employment, National Employment Agency has
provided free training services, both unemployed
and persons reintegrate after a period away from
teaching.
- National Council for Vocational Training of Adults
(CFPA) to be inţat by Law no. 132/1999, being an
autonomous administrative authority with an
advisory role in promoting adult training policies.
20
Law no.132 / 1999 was modi fi ed and completed
by Law no. 253/2003 thus ensuring a signi fi cant
progress in the reform of adult training.
- Another project for training is titled "Promoting
vocational training in Romania" in partnership with
the Ministry of Labor and Social Protection of
Romania and the Ministry of Cooperation and
Economic Development of the Federal Republic of
Germany, which was aimed at consolidating the
three Romanian-German foundations training
professional and their integration into the national
network of training providers and technical
assistance for strengthening and developing the
national Council for Adult training.
- Leonardo da Vinci (PLV II) to be held during
1.01.2000-12.2006 under the Ministry of Education
and Research to develop pilot projects in the
training field.
- "Youth for Europe" carried out by the Ministry of
Youth and Sports, aims to provide vocational
training for young people.
3.4.Elaborarea a policy of extending the
working life
Another way to develop employment and human
resources development is the development of a policy
of extending working lives. This can be achieved
both by extensive and intensive nature. When we say
"extensive" think of longer working lives of
individuals as a result of legislative measures by
setting the retirement age limit as of late. But the path
is restricted due to physical limitations. But intensive
ways are endless and to emphasize those related to
improving employability through various ways forms
the flexible learning organized and / or on their own.
Such active measures to extend working lives are on
lifelong learning combined with incentives to
maintain the activity by using forms fl exible work
(initiative belonging to the social partners) and
measures to reintegrate into the labor market by
encouraging employers to employment of people
aged over 45 years.
Active policies for the correlation between supply
and demand in the labor market and preventing lack
of quali fi ed workforce.
The mono-industrial areas, persons unemployed as a
result of the restructuring of the mining industry,
machine building, steel could not be classified in
other industries more dynamic than a very limited
extent the reason that led to the amplification
unemployment and problems social in those areas.
To remove imbalances in disadvantaged areas or
mono-industrial towns, not yet developed other
economic sectors providing employment prospects,
NEA launched special programs within the National
Program of Action for Employment:
- "235 Program" - program to increase the degree
of occupation of areas declared in disadvantaged
locations 170, in accordance with GEO no. 24/1998
and 65 localities from industrial and mono;
- "Jiu Valley Program" - a program designed to
increase employment and improve living
conditions in the Jiu Valley mining basin.
- "Delta Program"- to combat unemployment in
seven localities in Tulcea County, located in the
delta.
In order to achieve a balance between supply and
demand for labor was signed in 2001, a Protocol
between the National Agency for Employment and
the Ministry of Education, which provides for regular
school plan to the actual requirements of the labor
market based analyzes and forecasts regarding future
labor market requirements.
For the same purpose NEA organizes national job
fair for persons fl ate looking for a job.
For a better match between supply and demand for
labor in the county agencies have to be inţat 136
centers for advice and information on career where
people seeking work can obtain information on labor
market trends can be self-assessment of
professionally and are informed of the measures
assets and menus that can be accessed.
Also created by the Internet, Electronic Labor
Mediation Service (SEMM), where traders can
announce their vacancies, and those who want to
engage can consult the list of available offers.
21
3.5 Entrepreneurship and creating jobs
A crucial lever for economic development is the
development to undertakings small and medium
enterprises (SMEs), considered to be the most
important factor in labor absorption and is the highest
fl exibility and mobility in adapting to market
demand.
Ensuring the improvement and stability of the legal
framework on the development of small and medium
enterprises (SMEs), less bureaucracy and corruption
in the business sector, are main objectives to
stimulate SMEs amid development consulting centers
and business training, improving SMEs' access to fi
nancing.
Facilitate launching and running a business:
- Applying incentives to SMEs through lending
activities in accordance with Law No.76 / 2002 on
the unemployment insurance system and
stimulation of employment.
- Initiating training and consultancy for SMEs to
increase technical and organizational capability to
outsource manufacturing activities and services to
large enterprises. Responsible institutions: Ministry
of Industry and Resources and NEA.
- Develop and implement programs to support the
SME sector, be financed from the state budget.
- Provision of consultancy and assistance to start a
new business or starting a business in accordance
with Law no. 76/2002, the costs being borne by the
unemployment insurance fund. The institution is
responsible for NEA.
Supporting the development of SMEs and encourage
private initiative through the Centers for Business
Development and support offices for companies of
the Chamber of Commerce and Industry of Romania
(CCIR) and the promotion of training programs for
entrepreneurs and future entrepreneurs by education
systems
CCIR Responsible institution: Chamber of
Commerce and Industry.
- MIMMC for 2002-2005 envisages the development
of programs to support SMEs access to training and
consulting. Institution
 : Ministry for Small and Medium Enterprises and
Cooperatives.
- Organizing the annual Fair TIMM program for
SMEs, market information and offers services for
SMEs, aimed at stimulating and initiating business
initiatives. The institution responsible for this fair
is the National Agency for Small and Medium.
- Implementation of the development
entrepreneurial abilities - EMPRETEC. The
program identified as potentially successful
entrepreneurs, offers training to develop
entrepreneurial capacity and managerial skills,
assisting them in preparing business plans and
accessing sources of fi nancing required their work.
3.6 Integrated approach to equality
between women and men
Equality between women and men in the labor
market in Romania was recently addressed by the be
established National Agency for Equal Opportunities
in 2004, the institution responsible for the project
being the Ministry of Labor and Social Solidarity.
This approach consists of studies on ensuring equal
opportunities in initial vocational training through
access to training programs, adequacy vocational
curricula, individualization of training programs
according to the needs of personal and professional
development, the adequacy of content and of
evidence assessment the certi fi cation process of
training. Institutions responsible for this are the
Ministry of Education and the Institute of Education
Sciences
Reducing disparities between the sexes in the labor
market aims to be achieved by monitoring the
participation of women and men in decision-making
in the economy, being responsible institutions:
Ministry of Labor and Social Solidarity, the National
Statistics Institute.
3.7 Policies for training and lifelong
learning
Establishing the National Authority for Cali fi
This sub-project is a technical assistance program
21
The Joint Assessment, October 2002
which aims to create a national system of quali fi
cations in technical and vocational education to a
more coherent initial professional education system
of continuous vocational training in a lifelong
learning perspective.
Identifying needs This sub-program is based on the
of conclusions of the Joint Assessment on "Continuous
training session" which consist of:
- Awareness that participation in trainings sites of
both the unemployed and those employed is very
low. This problem is due to the attitude of
employers on training, lack of funding and
incentives for entrepreneurs and employees.
Because endeavors to shape a positive attitude on
the training continuously to deliver results need to
involve social partners in drawing up the offer of
training in fi nancing, monitoring and evaluation of
training programs.
- In today's labor market in Romania people with
low levels of education have a relatively low rate of
unemployment than those with a medium level of
education, while there is a difference of 30%21
between the employment rate of those with high
level of education and that those with low levels of
education. Training the unemployed tends to be a
major challenge in the future given the economic
restructuring following. It is very important for
Romania to workforce able to meet new sectors and
jobs.
Priority areas set out in the Joint Assessment are:
- Develop a strategy for lifelong learning in close
cooperation with social partners and to develop an
appropriate framework and a system of incentives
to the employees.
- Capacity building training for the unemployed
taking into account the medium-term problems
caused by restructuring
- Development with social partners a pay system to
support economic reforms and the labor market and
to be able to direct it towards skills training,
increased mobility and reallocation of labor to
productive sectors.
National Committee for Training of Adults is being
designated as National Authority for quali fi who will
work closely with the Sectoral Committees
established as a multi-party formats
22
representatives of the social partners, government,
professional associations, chambers of commerce and
technical staff. These structures will be based on the
agreement on Common Framework of Reference
Development quali fi cations National which
includes as vention and classi fi cation of quali fi
cations, occupational standards and standards of
training oriented development, certi fi cation and
validation quali fi cations and professional skills.
These are preconditions of this sub-project
implementation.
The project pursues the following achievements:
- Increasing institutional capacity of the National
Authority for Cali fi including its Sectoral
Committees
- Development of the National quali fi cations as a
base for quality, accessibility and recognition of
quali fi cations labor market.
- Applying methodologies certi fi cation and quali fi
cations skills in vocational education both in the
original and in the continuous.
The National quali fi cations will be provided for
developing National Registry of Cali fi cation
training that will link these initial vocational
education and vocational training continuously,
thereby creating a national system of standards of
training and quali fi cations recognized in view of
labor market needs. Therefore called for an
awareness campaign, training applications support
information campaigns, evaluation and selection of
projects. Support to cover the costs of advertising,
with seminars and conferences, editing, publication
and dissemination of information material, pamphlets
etc. An information desk opened in each PHARE
Program Implementation Unit to provide information
to potential applicants.
Needs assessment and developing a strategy for
human resource development by companies
supported by external experts.
Activities undertaken in 2004
- Review the tripartite agreement concluded prior to
project implementation;
- Implementation of trainings and advising staff of
the National Authority of Cali fi and sectoral
committees;
- Develop a methodology to: studies exploring
occupations, development and quali fi cations
review, validation quali fi cations, certi fi cation
quali fi cations and skills based on common
principles of initial vocational education and
learning, development and
23
updating the National Register of Professional quali
fi cations;
- Improving analysis studies occupations in
developing sectoral quali fi cations based on
occupational standards;
- Creating a database to support management
information system quali fi cations.
Expected results for 2004 were:
- A study of job analysis, review, development and
validation of quali fi cations, certi fi cation quali fi
cations and skills development methodologies
National Registry of Professional quali fi cations.
- Development or revision of at least 15 quali fi
cations within 3-4 selected sectors at all levels of
quali fi cation.
The expected results for 2005-2006
For the years 2005 - 2006 in the sub-project 1 is
expected the following results:
- Providing training programs to a number of 27,500
persons employed and the number of bene fi ciaries
of vocational training have is about 19250 people;
- Participation in grant schemes of the project a
number of 275 small and medium enterprises.
- Improving human resource management skills
through specific programs of training followed by
about 1350 people.
The expected results for 2005-2006 relates to:
- Creating a National Authority for quali fi cations
and of Sectoral Committees operational and
equipped.
- Develop National Registry of Professional quali fi
cations and supplementing it with quali fi cations
developed or reviewed in this project.
- Create and implement an operational certi fi cation
of quali fi cations and skills.
- Develop operational quality assurance mechanisms
quali fi cations.
In Romania occupancy population is not the same
throughout, with differences from one region to
another, therefore requires a differentiated
distribution support using tools such as those offered
PHARE Economic and Social Cohesion Human
Resources Development RO05- 551.05.03.02. The
auction program for 2003 has recently launched from
the EU support of EUR 5.6 million from the state
budget and 1.87 million euros.
PHARE 2003 - RO05-551.05.03.02
"Economic and social cohesion" shall be based on the
priorities identi fi ed in the National Development
Plan and contains two major directions for solving
problems in the labor market. The first direction is
active labor market measures (for the unemployed)
and the second is the development of human capital
(employee). For the first component should be noted
that 70% of the total available is allocated to
facilitate the access of unemployed in the labor
market. This tool is made in the correlation between
the performance of the Romanian economy, under
pressure from EU competition economies and quality
of the human factor and structural adaptability of the
workforce. Thus, Romania's regional development
policy an important place in human resource
development, increase employment and combating
social exclusion, which is in fact the third priority in
the National Development Plan 2004-2006. The
overall objective of this plan is to promote human
resources development and employment adaptability
and to promote social inclusion of high-risk social
exclusion in the labor market.
According to the Joint Assessment of Policy
Ocupare22 is conducted in accordance with the
Accession Treaty includes a set of labor market and
employment objectives, agreed so that it can be
implemented Employment Strategy .23
3.8 Challenges and Responses
Major challenges for Romania They are linked to
long-term unemployment and the registered youth
aged 15-24. The employment rate of those with high
quali fi cation is there a gap greater than that of
young people with a qualification of that medium to
low.
The answers to these challenges come from the
National Strategy for Employment for the period
2004 - 2010 (approved by Government Decision
1386 of 2004) and the National Action Plan on
Employment 2004-2005 approved by Government
Decision 588 of 2004. Both documents are in fact a
realization of the provisions of the European
employment Strategy which focuses on increasing
the share of active employment measures.
22
Assement Joint Paper, prepared in accordance with the Accession Agreement.
2. 3
www.mmssf.ro
24
The largest share of the active measures must have
measures learning lifelong, lifelong learning, due to
the growing need for new skills in the labor market.
The largest share of active measures will address
those with lower quali fi cation or without quali fi
cation. The answer to the challenge that arises
because of the structure of the labor market in
Romania at present. One can see how such aims at
increasing employment, adaptability and mobility of
labor and social inclusion in the labor market
objectives contained in the European Employment
Strategy.
4. Lessons for Romania
A comparison between NAPE in Romania and the
Swedish model or the English can demonstrate what
could improve. Romania aligned with the European
Employment Strategy, revised essential tool for
coordinating employment policy priorities in
employment in the EU in this context being
developed both NAPE 2002-2003 and 2004 - 2005.
One of the objectives of European development of
continuing vocational training in Romania is that by
2010 the average level of participation in lifelong
learning of the population aged 24-64 years have is
12.5%; to achieve this goal is necessary to develop
coherent strategies and practical measures in order to
stimulate lifelong learning for all.
4.1 Developing continuous vocational
training
The five priorities for developing continuous
vocational training is determined in accordance with
the essential elements identi fi ed to develop a
comprehensive and coherent strategies on adult
training in consultation at European level on the
Memorandum on lifelong learning and consider
priorities, the difficulty and constraints highlighted
by the survey conducted as part of the consultation
on the possibilities of implementation of the
Memorandum in Romania achieved in 2001.
After analyzing NAPE 2004 - 2005, they were found
to be made following priorities:
- Dezvoltareaparteneriatuluiînformarea
 continuing professional promoting partnerships
between public authorities, social partners and
other stakeholders at central and local levels in
order to sustain, develop and implement policies
and strategies of continuous training, involving a
growing number of employers in facilitating access
to continuing training, including by providing the
necessary resources training, social partners,
especially employers and professional associations
to validate quali fi cations, occupational standards
and framework programs of continuous training to
ensure the quality of vocational training and
assimilation of the European model of quality
training opportunities;development cooperation at
local / regional level for identifying training needs
and improving access to training is another
component of this priority as important as the
development of cooperation at European and
international level in the field of CVT, capitalized
when European programs dedicated to training
continue;
- Ensure adequate resources training;
expenditures that are forming to be considered as
being investments not costs, and greater investment
in training are important following lines of action:
providing the legal framework to stimulate fi
nancing learning, involvement of social partners in
this fi nancing, attracting external fi nancing and
expansion of vocational training providers.
- Facilitating access to continuing vocational
training by creating opportunities for professional
training closer to the bene fi ciaries, improving
access to vocational training in rural areas, the
number of people looking for a job that will be
included in training programs and extend the
training adult NEA, upgrading and equipping of
existing centers, stimulating their employer for
training personnel to increase and diversify the
book professional skills of persons in employment
and monitoring the evolution of access to
continuing training.
- Promote life long learning, promoting rewards
learning, involvement of the media and the social
partners in promoting continuous training and
monitoring implementation of the strategy for
developing continuous vocational training.
- Ensuring quality in CVT by implementing
25
system evaluation and certi fi cation skills acquired
by non-formal and informal, creating a national
system of evaluation, training and certi fi cation of
trainers, introduction of innovative information
technology, implementing the European model of
quality assurance.
The main criticisms, and therefore future challenges
brought Romanian training programs or trends
brought by NAPE are:
- The average educational level of the whole
population remained low compared to EU
standards;
- Small number of unemployed in vocational
training;
- insufficient funds and identi fi cation of fi scal
stimulus measures addressed both employers and
employees in training;
- insufficient monitoring of the impact of measures
on various groups to be addressed, necessary to
provide a solid data base for planning fi cation
employment policies;
- providing the legal framework to stimulate both the
employer and the employee in terms of continuous
professional development;
- insufficient training in enterprises. in Romania only
11% of enterprises are supplying training courses;
- low investment in training, enterprises in Romania
investing only 0.5% of labor costs for continuing
education courses.
One of the countries with a rich tradition in
vocational training and the involvement of social
partners is Sweden. 1960 CVT played an important
role in the Swedish labor market policies. An
important part in the education system has Swedish
public sector. Initial vocational training is supported
by the municipality and the CVT is supported by
state employees; social partners also have an
important role in human resource development, as in
Denmark. This or involvement of social partners is
not well defined in the Romanian national action plan
regarding employment. Another relevant aspect is
that Swedish organizations have realized the
importance for training.
But of course there are other aspects of the Swedish
model as that employees be nanţează most of the
CVT (95% of expenditure) with a grant from the EU;
active participation of organizations
Regarding support employee training could be
achieved through the existence of legal provisions or
collective agreements obliging them to contribute fi
nancial development of human resources; for
example, in France and Spain training developed
using mechanisms required by law ie taxes training
in as rmelor, collecting all taxes or part and its
administration by the social partners, consultation
with employee representatives and access to training
within organizations.
Funding for training in Romania could be done by
companies by paying a percentage; instead they
could grant tax deductions to pay.
Another shortcoming of the Swedish would be
avoided over is the lack of control over the use of fi
nancing obtained for training, unlike the French
model; This stands in Romanian strategy in the field
of training.
The English, Liberal, is characterized by the absence
of social partners in the training of human resources,
there is a wide variety of types of training programs
that offer people a variety of options. Another speci
fi c model is decentralization and voluntarism
English, which are key features of the employment
policy and system administration.
The tendency status to assist and engage in
continuous training. For example, individuals can
form professional being supported by the state budget
through public funds, and companies can choose
between using their own funds or public funds to
support the development of their employees.
Comparing the current Romanian system with the
English could be observed ,, shy "of the state to
support employers in terms of support in this
direction. Thus, when employers send young
graduates whom are committed to professional
training, the expenses incurred can then be returned
to the state budget at the request of the organization
(Law no. 76 of 2002 on stimulation of labor
subsequent modifications).
Another trend noted in English strategy is trying to
facilitate access to educational products and services
to make them available at home, at work and in
education centers through the use of modern
technologies for processing and transmission of
knowledge. In Romania we can observe this trend by
creating system
26
open and distance learning, lifelong learning
programs (lifelong learning).
Of course, the national Romanian is fl has just
started, not backward traditions as the Swedish or
English in this area - training, but precisely for this
reason it can take certain trends in European models
that have proven their quality and ef fi ciency to
increase employment in the labor market.
4.2 The impact of the Lisbon Strategy
Impact of the provisions of the Lisbon strategy on
employment policy labor in Romania is on the one
hand and on the other hand favorable less favorable.
The main conclusions drawn from the analysis of this
issue of the labor market in the context of European
enlargement are:
- economic development gap between member states
of the Union is the main driver orientation
migratory flows of labor;
- due to differences in economic development
between countries EU25, most likely will greatly
enhance the export of capital (investment) from
western European countries to the Central and
Eastern Europe, because production costs are much
lower, labor is cheap, thereby increasing
competitiveness on the European market;
- in countries receiving investment and new
technologies will increase considerably the process
of training to increase the qualification of the
employees at work;
- labor market policies should take more account of
cultural particularities specific to;
- Ciera beneficial by new members of the Structural
Funds will result in a significant advance in the
labor market in these countries;
- reducing disparities in economic development
between Member States, enhancing product
competitiveness, increased competition on the
European market, leading to increased
competitiveness overall EU economy.
A special role plays component Economic and Social
Cohesion that encourages and supports practical
measures to prepare human resources and labor
market in Romania to meet standards and challenges
of EU accession and have it able to manage
Structural Funds that would bene fi t from to
Romania.
To conclude the Economic Evolution
knowledge that will have a major impact on the
development of the Romanian economy have
included in Annexes 1, 2 and 3 in the form of
European best practices to be transferred to Romania,
policy recommendations and institutional
development and instrument of overall used the EU.
4.2.1 What we can hope for this policy?
Commission24 report concludes that investment in
human capital contributes signi fi cantly increase
productivity and is an attractive investment
alternative to spending at micro and socially. There is
evidence that socially investments in human capital
are responsible for a signi fi cant proportion of all
productivity growth.
a) Competitiveness and dynamism
Competitiveness and dynamism are two aspects to
which the EU is currently surpassed the United
States. Education and training must play a decisive
role in attracting and retaining talent in Europe.
Productivity gap between the US and the European
Union continues to expand. Reversing this order
requires not only investment in research,
development and information and communication
technology and the development of human capital.
b) Knowledge-based society and economy
It was widely recognized that the size and quality of
human resources are major determinants of both the
creation of new knowledge and of disseminating it.
Key factors are ensuring a sufficiently new scientists
and engineers, strengthening research at university
level and the constant updating of labor scienti fi, and
the level of general education of the working age
population and enhances the activity of lifelong
learning.
Education also plays a key role in driving progress
and dissemination of science and technology for the
transition to the knowledge society. Knowledge
sector is dependent on the possibilities of education
and particularly universities.
24
De la Fuente and Ciccone, 'Human capital in a global and knowledge-based economy, "the final report for employment and
social affairs, European Commission, 2002.
25
Lisbon European Council, Presidency conclusions, paragraphs 28 and 29.
26
Commission's Action Plan on quali fi cations and mobility, paragraph 11.
27
c) More jobs and better
The Lisbon European Council has called for more
jobs and better setting goals for angajare25 and
strengthening the role of social partners in achieving
them. The contribution of education and training at
this manifests itself in several ways. Clearly, it is
evident that schooling is the main determinant of
individual earnings, with the labor market situation.
d) Social inclusion and active citizenship
Beneficial ciind a growing reward for quali fi
polarization between those with high volume and
those with a small amount of knowledge affects the
economic and social cohesion. Access to employer-
financed training is often limited to those who
already have a qualification of that high and some
groups are so stuck in the bottom of the labor market.
An important goal is to develop education and
training throughout life, so that changes and
restructuring of the economy does not produce
adverse effects for social cohesion. One of the most
important conclusions of recent educational research
is that investing in education and training people is
both a growth factor, particularly in the current
context of rapid technological change,
e) regional policies
Education and training of high quali fi is also an
important element of regional policies, being seen as
a means of reducing differences between regions
more developed or less developed regions by
providing the human resources needed economic and
social development.
Since regional disparities will increase for sure later
in the European Union enlargement, this role could
become even more important in the next few years.
Commission Action Plan on quali fi cations and labor
mobility has already prompted particular attention for
a greater investment in human resources needed in
regions lagging urmă26.
Glossary
Coordinated strategy for employment It is to
coordinate European strategies for stability and
economic development, with specific measures that
aimed at creating jobs. It aims at training the
workforce and prevent its exclusion from the labor
market and society, creating an optimal climate for
new jobs by adapting unemployment benefits and
taxation, reducing the administrative burden and by
modernizing working methods.
Employment policy labor are mainly macro-
economic policy that addresses global macro-
economic categories such as global consumer
demand, global investment etc. We include regional,
social, educational, industrial, fi nancial, monetary,
etc.
National Action Plan for EmploymentHereinafter
called NAPE is a priority objective of alignment with
the European strategy in the field of employment in
the context of Romania's preparation for accession to
the European Union, it was based on the guidelines
of the European strategy on employment, adopted
annually EU Council.
Labor market policies They are all the macro and
micro policies that try to regulate supply and demand
in the labor market. Labor market policies attempt to
direct the influence of decisions on employment and
mainly include the following policies:
- work legislation (Or all policies governing
conditions of employment of individuals such as
minimum wages, working hours, duration and
conditions of annual leave, the maternity leave
regulations on hiring and firing, safety and health
conditions, early retirement, employment part time
promoting continuing education, etc.);
- policies «active» (Consisting of mediation services
/ placement, information and career counseling,
training, employment subsidies, training techniques
to find a job, promote private initiative, etc.);
- policies "Passive" replacing wages for those who
have become involuntarily unemployed.
Labor market, Also known as the labor market can
be defined as being the economic space in which
28
meet, face and negotiate freely, labor demand
expressed by owners of capital and demand for labor
force represented by owners muncă.14
Demand for labor It is made by owners of capital
(companies, institutions) and is need of paid work at
some point.
Demand for labor corresponds to the number and
quality of people who want to provide a paid
employment which has the following composition:
- Working age population - is the civilian
population from the minimum of 16 years and the
retirement age, resident in the territory of reference
and structure likely to participate in social work.
- inactive population - means all persons not
participating in social work (pensioners,
housewives, people unable to work, students).
- Civilian labor force - represents all persons
participating in the social work carrying out a
professional activity, but also of people of working
age who want to work and are available to be
assigned.
- Civilian labor force employed - represents all
people who have a job that allows exercise of
economic and social activities generating income.
Employment is an economic indicator, which
expresses the degree of participation of the working
population in carrying out activities in a country
(area, region, county ...)
The difference between the total active population
and active population occupied by defining the
number of unemployed in a country (area, region,
county ...)
unemployment is a negative state of the economy,
reflected in a significant imbalance in the labor
market where demand for labor is greater than the
demand for labor by businesses.
In terms of psychosocial unemployment is a factor
for expansion of poverty, stimulating the criminality
of impaired health, marginalization and discouraging
some categories of human resources and finally
economic instability and con fl ICTE social .
Unemployed - a person who meets the following
conditions:
- It is looking for a job at the age of
 at least 16 years and until the conditions for
retirement;
- health and physical and mental abilities make him
able to work;
- no job, no income or income from legal activities is
lower than the unemployment benefit and would
cuvenii law;
- It is available to start work in the near future if they
find a job;
- It is registered with the NEA or another
employment services provider, operating under the
law.

Human resources policies in organizations:

- a) employment policies or occupancy as

previously ned;
- b) equal opportunities policy guarantees to all,
regardless of age, religion, sex or marital status,
equal opportunities in terms of employment,
reward, promotion, access to information, career
development, access to a management etc.
- c) involvement and participation policy - ensure
employee participation in decision making;
- d) the rewards - regulating salary rights;
- e) development policy for employees encourages
permanent employees with secondary education to
pursue higher education and those with higher
education to follow postgraduate courses to enable
them to increase their competitiveness training and
career development, giving them in this study leave
pay ;
- f) employee relations policy concerns the right to
represent and support the interests of your CEO,
individually or through employee representatives,
elected democratically, they part of the disciplinary
committee and the Joint Commission.
- g) protection policy and health provide secure
employment and complying with hygiene, health
and labor protection;
- h) use of human resources policy is based on HR
strategy, indicating intentions organization.

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 ix 1
Append
Knowledge economy

Knowledge Economy. Recommendations for Romania

innovative Development Organization
culture Human resources Network
28

organizations Policy makers and organizations Policy makers and organizations Policy makers and
public authorities public authorities public authorities
Accessing the funds Considering T & D as Transfer tacit
European for Facilitating Innovation problem The Constantly study the need knowledge (especially Developing social
research and strategy, along with its T & D / facilities when adapting best dialogue
development Formatting legal basis for formal and informal providing dynamic and practices)
innovation components direct training activities Coherent HR strategy in
Innovation as the goal Q T T mbuna output an economic environment
for the medium and Promoting regional managers must Facilitate the formation based projects based on knowledge
long term strategies innovation become familiar with and leakage of knowledge
Knowledge and research communities Coherent strategy for Providing a framework for
Q encouragement the Creating a culture of Management, especially change partnership
potenţialuluiinovativ knowledge its social dimension Facilitating knowledge
employees aggregation
Understanding and
learning development
Appendix 2, a set of European best practices' to be transferred to Romania

29
Appendix 3Strategia from Lisbon

30
Notes:

31
Notes:

32