incontro domanda offerta draft_2013 gennaio

D.Famà, HRBP – gennaio 2013 (Draft)

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Mismatch fra domanda ed offerta di lavoro

Spunti per un approfondimento generale

Domenico Famà – HR Business Partner – Gennaio 2013


2

MISMATCH

RELATED UNEMPLOYMENT

POSSIBLE CORRECTIVE ACTION

MACRO LEVEL (country, region,…) MICRO LEVEL

INFORMATION

- Info availability

- Info accessibility

- Info clarity

Involuntary Unemployment

National/ regional Agency managing a unified database with std basic requirements classification & description

HR Recruiting managing the organization’s open positions data base with std basic requirements classification & description, using the National Agency DB as source for candidates

EXPECTATIONS

- Quantity Offer/ Demand unbalance

- Requirements: O/D unbalances


- Multilateral Labor Market Permanent Observatory: Education Ministry Graduate & Post Gr operators, Industry, Labor and Economy Ministry;

- Unified National/ Regional Communication Agency about market conditions, trends, available supports (i.e. Lifelong Learning System), yearly effectiveness scoring for public main private education operators

-Country wide Lifelong Learning System supporting professional development for individuals and organizations

-National Education/ Graduate & Post Graduate Plan (Public and Private supported financing bounded to the yearly effectiveness scoring)

-Cross functional Internal Mobility Committee: monitoring internal offer and demand dynamics and facilitating their match

- A Work Force Planning process is established to liaise the market dynamics with the resource needs required by the business targets. The open positions are internally published and Career Orientation support is are continuously updated

- The company develop/ tailor a proprietary Lifelong Learning concept , coherent with its business plans, and valorize it involving employees and their representatives

- The company Training and Development Plan is continuously updated due to its effectiveness to support specific business targets and supply input, trough industry associations to the National Education/ GR & Post Gr Plan

- Explicit Contract: not negotiable gaps

- Implicit Contract: not negotiable gaps

-

Voluntary Unemployment

COST/ BENEFIT RATIO

- Business uncertainty

- Hiring risk

- Competing cost alternatives


-Measures to sbabilize business environment (law suit life span, payment delay, investment sourcing, ….)

-Higher level of flexibility, both input and output

- Increase the risk related to illicit alternatives

- Reduction of fiscal and other weights labor related

-The company/ function Budget is coherent with the yearly Work Force Planning. Possible changes are officially and timely communicated to the involved parties, respecting the constraints for Union communication

- Higher level of internal flexibility, supported by specific Union agreements

- Strong internal governance about People processes assuring no tolerance for People Policies violations

INTERMEDIATION

- Policies

- CompetenceInvoluntary Unemployment

- Public Governance of the players (authorization, certification, audit/ surveillance…)

- Competition on the Total Cost of Ownership (price, service, quality, timing, reliability,…)

Labor demand / offer mismatches


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Nella slide successiva viene delineata una struttura degli elementi informativi che vengono scambiati (in particolare lato domanda) durante un ipotetico processo di incontro domanda/ offerta.

La figura sul lato destro schematizza quale, dei vari elementi informativi, siano prevalentemente oggetto di scambio durante le fasi di un processo tipico di selezione e poi assunzione.

E’ banale rilevare come i disallineamenti identificati nella prima slide intervengano fin da subito nel processo, rendendo il suo progredire:• difficoltoso, • soggetto ad errori di valutazione,• progressivamente costoso (in termini di tempo e di costi vivi),• ….E come il Mismatch da Intermediazione non costituisca ne l’unico, ne il primo ad agire fra questi disallineamenti.

Questo semplice schema può forse contribuire a chiarire come mai è diffusa la percezione di opacità del mercato del lavoro e di imperscrutabilità delle dinamiche che lo determinano


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ELEMENTS DESCRIPTION (examples)

A) OCCUPATIONAL

STATUS

- Temporary unemployed

- Employed subject to “social covering” (cassa integrazione)

- Employed:

* Temporary contract

* Permanent Contract

- …..

- Free Lance (es. Libero professionista)

- Entrepreneur

…..

B) PROFESSIONAL REQUIREMENTS

Knowledge

Capability

Experience

CO

NT

RA

CT

C) IM

PLIC

IT

Perspective of:

- Professional development (employability m/L horizon)

- Carrer

- Economic growth and performance recognition

Expectations about:

- Continuity of the labor relation (job security)

- Internal climate (managers, employees, peers)

-….

D) E

XP

LICIT

- Contract and duration

- Total Direct Compensation (fixed, variable, incentives …)

- Benfits

- Contractual Level

- Organizational role (title, job position, reporting line,…)

….

EV

IDE

NC

ES

E) IN

ITIA

L HIR

ING

P

HA

SE

- Titles/ Certifications

- Achievements

- References

- Doc.s for People Screening (compensation, fiscal, criminal records, residence, credit situation, career gaps….) (*)

F) CONFIRMATON

Probation Period: terms & conditions

TimeEvalu

ati

on

Dep

thCV

…..RECRUITING

Colloquio

OFFERING

Colloquio

HIRING

PeopleScreening

ProbationPeriod

E

F

Info

rmatio

n M

ismatch

Exp

ecta

tion

s’ Mism

atch

C

D

A e B

(*) Strong dependency from local laws & regulations

Intermediation Mismatch

Cost/ B

en

efi

t Ratio