We live in a service economy, but the extent of development of service employment differs across developed countries. This paper assesses the role of structural factors and institutions in explaining the common patterns and main differences in the recent expansion of service employment in OECD...

Using the Albrecht et al. (2003) version of the Machado and Mata (2005) decomposition technique along the wage distribution, we find that immigrant workers do not affect changes in the Czech wage structure between 2002 and 2006 despite their substantial inflows. Instead, changes in the wage...

A small labour market model for the six largest euro area countries (Germany, France, Italy, Spain, the Netherlands, Belgium) is estimated in a state -space framework. The model entails, in the long run, four driving forces: a trend labour force component, a trend labour productivity component,...

MOL faces a number of challenges related to an ageing workforce. As a formerly state-owned company, there is a tradition of lifelong careers that makes MOL attractive for employees. HR policies currently continue to support lifelong employment. The company’s approach is to seek to employ...

T-Mobile HR manager confirmed that age management is an emerging concept in the Czech Republic in general and in the company’s HR policy in particular. Czech firms have not developed age management measures in greater extent due to the excess of labour force supply over demand. In addition,...

BT has an ‘age neutral’ approach to promoting diversity and equality among age groups in its workforce. The organisation’s equal opportunities and diversity policy aims to ensure everyone should have the same opportunities for employment and promotion based on their ability, qualifications...

According to the head of the HR department, age management is a relatively recent concept in the Czech Republic. However, although the concept is still developing, the majority of HR officers in Czech organisations have already introduced age management measures to some extent into their...

Cambridgeshire County Council’s 2006–2010 people strategy sets priorities and limits on age management of employees. It commits the council to encouraging and maintaining diversity in recruitment and promotion, letting of contracts, training, and in publicity for and access to services. To...

The experience of Made in Inox shows that micro-businesses are unlikely to have a dedicated human resources policy. Rather, they will have a general approach with informal processes, some specific age-related initiatives, and they will also aim to foster a specific organisational culture....