Main Milestones Of Labour Mobility Strategic Management
The development of migration flows for the last decades and the emphasis laid on labour force circulation shifted the interest focus from managing crises generated by conjectural migration flows to inter-country cooperation for coordinating policies regarding labour migration.\\r\\nLabour migration as multinational process can be dealt with by efficient management at international, national and local level that would aim maximising the advantages of all involved actors, taking into account its fluid character and dynamics, its permanently changing features.\\r\\nThe complexity of the labour migration phenomenon and the lack of a coherent and sufficiently comprehensive data base hindered the development of some management models, and the recommendations of local/national/regional policies took into account particularities of labour market, labour force location and difficulties of covering labour force deficits, but also socio-professional particularities of potential migrants, as well.\\r\\nLabour force migration management gains importance also from the perspective of increased demographic aging both in EU developed countries and in the new member-states where the aging dynamic on labour market is marked also by the labour mobility to western and northern European countries.\\r\\nThe paper intends to present the main milestones defining migration management, and the policies in the field. General coordinates of labour migration strategic management are analysed at European level, the policies in the field of workersâ€(tm) mobility, and elements of immigration management as well, during the period of the crisis.\\r\\nFor Romania, labour migration management on exit flows must represent a strategic concern of putting to good use the national labour potential and ensuring return incomes, the effective value added of the national education system. Within this context, the paper is a succinct analysis of policies promoted for the employment of graduates in attractive jobs that would allow for career development and, implicitly, remaining in the country, as well as of the measures adopted for returning into the country after pursuing improvement or temporary migration.\\r\\n
Volume (Year): 1 (2012)
Issue (Month): 1 (July)
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