• ACKNOWLEDGEMENTS
  • EXECUTIVE SUMMARY
  • 1. ARE SMALL AND MEDIUM-SIZED ENTERPRISES IN CENTRAL ASIA GETTING THE MOST FROM THEIR EMPLOYEES?
  • 1.1 Survey hypothesis u0096 it is important to invest in personnel for development and survival
  • 1.2 Occupational categories
  • 1.3 Background u0096 transition has been painful, leading to economic crises and the loss of many blue-collar jobs. Only in Kazakhstan have newly created jobs compensated for jobs lost
  • 1.4 Is recruitment simply a matter of filling vacancies with existing staff and acquaintances?
  • 1.5 How worried are employers about retaining their staff?
  • 1.6 What kind of personnel qualities are employers seeking, and how are these expected to change?
  • 1.7 Is training just an on-the-job matter?
  • 2. CAPACITY BUILDING IN HUMAN RESOURCE DEVELOPMENT AT COMPANY LEVEL u0096 A PRIORITY
  • 2.1 The need for practical tools to support HRD and HRM
  • 3. THE ROLE OF EMPLOYERS IN SOCIAL PARTNERSHIP AND LIFELONG LEARNING u0096 THE WAY AHEAD
  • 3.1 The results of the employers' round tables
  • 3.2 Social partnership and lifelong learning u0096 where to start?
  • REFERENCES