[雙語翻譯]人力資本外文翻譯--人力資本對勞動力市場的影響--立陶宛案例

1、2500 英文單詞， 英文單詞，14500 英文字符，中文 英文字符，中文 4300 字文獻(xiàn)出處： 文獻(xiàn)出處：Giziene V , Simanaviciene Z . The Impact of Human Capital on Labour Market: Lithuanian Case[J]. Procedia - Social and Behavioral Sciences, 2015, 191:2437-2442.The Im

2、pact Of Human Capital On Labour Market: Lithuanian CaseVilda Giziene, Zaneta SimanavicieneAbstractThe labour market analysis with parallel determinants of the investment in human capital, specify the necessity to incorpo

3、rate both internal and external labour markets (internal and external factors) and its mutual interaction. Internal labour market reflects the particular company’s or organization’s labour supply, demand for employees, t

4、he search strategy, approach to an employee. In its internal labour market company specifies employee’s assignment for specific duties and responsibilities (micro level). Conditions of employment depends on the company‘s

5、 ongoing strategy, i.e. whether the company invests in its employees’ human capital, their qualifications, training, establishment of career development opportunities, and efforts to reduce employee turnover, etc. Intern

6、al labour market contributes to the objective of maintaining staff: the employee will not look for another job if feels safe and valuable for an enterprise. Labour market and human capital are interrelated very closely.

7、Wages depends on investment in human capital. Human capital consist of knowledge, skills and other characteristics (congenital and acquired), which depends on the individual and is determined by its productivity. The rec

8、ognition that human capital is determined by an individual’s ability to meet the labour market conditions, stands for thinking that years spent for studying, attending courses, training and others are appropriate investm

9、ent for future – for the development of human capital.Keywords: human capital, labour market, migration, education, economic grow, investments.1. IntroductionPolitical, economic and social reforms which started in Lithua

10、nia in the beginning of 1990 conditioned essential changes in all spheres of social life, business and the field of paid jobs: the decline of manufacturing inevitably influenced the number of employed people and the grow

11、th of unemployment. 4 Structural changes in society’s employment were the outcome of privatization and economic modernization processes. New employment groups according to economic status such as employers, self-employed

12、 and employees emerged. The demand of skilled employees increased. Due to changes in labour market, the requirements for skills and qualifications were altered, thus encouraging individuals to make a decision to invest i

13、n education. Labour market is the mechanism where individual labour is bought and sold as a commodity: it is a tool that enables to compare the demand and supply for labour. The labour market systematically examines the

14、relationship between employees and employers. It is critically important for the company to choose the particular individuals with appropriate skills, knowledge and abilities, aiming to succeed in the job market. Particu

15、lar business strategies should be established with the purpose to acquire the required labour power. The aim of the article is to analyse the impact of human capital on labour market and highlight key indicators that inf

16、luence upon the labour market. Methodology: systematic and logical analysis of scientific literature and generalization, statistical analysis and case modelling was used. Results: analysis of Lithuanian labour market in

17、conformity with the education system was performed, parameters which influence the labour market were distinguished, assessment model for employment market formation was developed and an External labour market represents

18、 an overall situation in market (macro level): existing vacancies and unemployed people (who want to work). External labour market can analyse a situation in a city, region, country or international labour market. The si

19、tuation in the labour market can be analysed from various aspects:· assessing experience, skills, education, speciality;· assessing the age, gender, employability of an individual.Different individuals have dif

20、ferent approach to their job. Individuals representing various generations have different approach to their job, therefore they can be assigned to different risks (loyalty).Labour supply and demand are closely interrelat

21、ed and highly dependent on government policy (eg. if the government declares a shortage of employees in a specific sector, then in the case of active policy, trainings , qualification improvement courses, etc. are organi

22、zed, whilst organizations and companies change their internal policies). The labour market, a constituent of the market economy, in addition to its main function, allocation of labour among economic activities, occupatio

23、ns, territories, and enterprises, performs two socio-economic functions. It distributes income in a form of wages and hereby encourage work activities, and formally sets equal possibilities for everyone to exercise the r

24、ight to employment and professional development. Psachropoulos, (2009) argues that the labor market can be compared with car driving: the experience and skills are acquired through a long learning along the way. Learning

25、 is a path to success in the labor market. Human capital is determined by the market demand for technology, the country's development, skills and knowledge. Accordingly, the labor market is characterized by specific

26、features:· specifics of the labor factor (work as a subjective factor, based on the principle of personal characteristics, inseparable from the individual);· mobility of labor factor (limited compared to other

27、 factors of production);· multidimensionality of the labor market (labor market consists of many sub-markets, differing by territorial, administrative, personal, professional, and otheer aspects);· nature of th

28、e interaction between labour supply and demand (the labour supply in the labour market is regulated by economic, demographic, cultural, psychological, social, etc. factors, labour demand is regulated more by economic fac

29、tors; due to inertia of non-economic factors labour supply is more stable than the demand for labour);· limitation of information (labour market participants do not have enough detailed information about the situati

30、on in the labor market);· social aspect (the existing social intervention through the public institutions changes the legal and institutional conditions in labour market);· labor pricing (cost of labour in th

31、e labour market depends on several factors: the individual's social status, the costs associated with production and investment, market regulation, etc.).According to Martinkus and Savaneviþien?, (1996), in publ

32、ic approach work is a conscious mental or physical activity for the purpose, when employee satisfies his/her needs directly or indirectly. In economics the work is seen as a conscious human activity, distinct from that i

33、nstinctive, inborn reactions or physical work concept. Competitiveness is frequently measured not only by accumulated net economic asset, but also by other economic model criterias, such as creativity, knowledge and envi