A Survey of Labour Market Demands, 2013 AKBmpms.rks-gov.net/Portals/0/Librat/English-Hulumtimi i...

A Survey of Labour Market Demands, 2013 ‐ AKB

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Editor: Dr.Agim Shahini, President of AKB

Liman Asllani, Coordinator for Prizren

Dr. prof. Mustaf Pllana

Publishedby: AllianceofKosovar Businesses

Dateofpublication: March, 2014

©:aleancakosovarebizneseve

Supported by: Ministry of Labour and Social Welfare


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6.2 Main types of education/training.................................................................................................... 48

6.3 Training provider........................................................................................................................... 48

6.4 Training duration........................................................................................................................... 49

6.5 Training support.............................................................................................................................. 50

Conclusions....................................................................................................................................... 52

Recommendations............................................................................................................................ 55


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B. Figures

Content Page

Figure 1 Type of enterprises 15

Figure 2 Number of enterprises and employees by economic sector 17

Figure 3 Expected placement in future 18

Figure 4 Success of enterprises in 12 past months 19

Figure 5 Classification of employees by occupation 20

Figure 6 Classification of employees by occupation and gender 21

Figure 7 Manners of filling the vacancies 22

Figure 8 Vacancies by occupation 24

Figure 9 Vacancies by occupationin 12 next months 26

Figure 10 Reasons for not filling the vacancies 27

Figure 11 Plans of the company to overtake the problem of lack of employees 28

Figure 12 Quotes for employment of foreign citizensby economic sector 30

Figure 13 Quotes for employment of foreign citizensby 10 most sought occupations 31

Figure 14 Average monthly salary 35

Figure 15 Salaries by sector 36

Figure 16 Salaries by gender 37

Figure 17 Salaries byskills 38

Figure 18 Salaries by age 38

Figure 19 Salaries by region 39

Figure 20 Types of contracts of employees 40

Figure 21 Employment contracts by timeframe 41

Figure 22 Facilities / Benefits for employees 42

Figure 23 Implementation of labour law in enterprises 44

Figure 24 Obstacles on implementation of labour law 44

Figure 25 Definition of the minimum salary by ESC 45

Figure 26 Definition of the minimum salaryon creation of new vacancies 46

Figure 27 Difficulties to find qualified employees by occupation 47


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C. Abbreviations and Acronyms

AKB Alliance of Kosovar Businesses

MLSW Ministry of Labour and Social Welfare

DLE Department of Labour and Employment

PES Public Employment Services

REC Regional Employment Centres

MEO Municipal Employment Offices

VTRC Vocational Training Regional Centres

ESC Economic Social Council

NACE Nomenclature générale des activitéséconomiquesdans les CommunautésEuropéennes–General Classification for Economic Activities within the European Community

COK Classification of Occupations in Kosovo

Er Employer

Ee Employee

HR Human Resources

HRD Human Resources Development


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Introduction

Alliance ofKosovar Businesses in continuity as in the previous years, this year as well is conducting a

labour marketdemand survey. This survey is supported by the Ministry of Labour and Social Welfare.

The key aim of this Survey has been the identification of labour market needs.

Trends in the labour market and the dynamics of various activities require specific and annual study

considering that it is in a process of permanent development and accompanied with rapid changes.

Labour market is characterised with challenges which require studying, and such surveys must be of

special interest. Economic developments, in particular the labour market is very important, which in one

way are characterised with reduction of social problems, enhancement of quantitative and qualitative

services for jobseekers in Kosovo.Likewise, for creation of conditions and possibilities for employment

and vocational trainings in conformity with the labour market demands.

Significant occurring changes in the labour market remain important, along with the reflection of

employer and employee. Contribution of employers has always been highly valued due to the fact of

qualitative data extraction in order for policy making to be based on facts and evidence.

Labour market demand for increase of skills of labour force, respectively of development of human

capital to be arranged in harmony with the needs of the labour market, therefore the Alliance of Kosovar

Businessesand the Ministry of Labour and Social Welfarein cooperation also with otherlocal partnersand

international organisations have made continuous efforts in order to make the labour market to be in

coherence with the demands. The labour force demand must be addressed to other relevant stakeholders

who have the real possibility of increasing their knowledge and capabilities.

The Alliance of Kosovar Businessesin cooperationwith the Ministry of Labour and Social Welfarehave

coordinated their activities for undertaking this Surveyby dividing this study into several parts, such as:

General aspects

Quotes for employment of foreign citizens

Vacancies by occupation,

Vocational training enhancement,

Average salary and

Employment conditions.


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Aim

The aim of this Survey is to continuously have record of the labour market in order to have the drafting of employment policies in harmony with market demands. Information remains the key important resource; therefore such studies help all labour market

stakeholders, in particular decision and policy makers.

Information on labour market not only forMinistry of Labour and Social Welfare and the Ministry of

Education, Science and Technology, but for all local and international institutions there will be created a

real and factual mirror on the dynamics of labour market development.

Drafting employment and vocational training policies in the labour market without having qualitative

registry or data and without undertaking a proper scientific study of the labour market, the expected

results will never be achieved.

The current situation in the labour market, the level of professional capacities and skills of human

resources (HR) compared to needs of the labour market forMLSW and for other institutions would be the

key information from which the employment policies are to be developed.

So, through Public Employment Services (PES) there would continuously be developed the quality of

services provided by employment offices for unemployed, employment consultancy would develop

further, training consultancy, consultancy for occupational orientation, consultancy for career orientation,

self-employment etc.

Thereforethe aim of this survey is to collect required information on:

Current situation in the labour market.

Currentneeds for Human Resources (HR),

Challenges and difficulties in the Human ResourcesDevelopment (HRD)

Plans for HRD at enterprises

Directing activities of PES as per requirements of labour market

Orientation of activities of VTC-s based on labour market needs

Distribution of such information to the partners.


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Methodology

The survey process has been conducted through the method of questioning interviews, by directly

contacting the responsible persons of the selected enterprises, the interview was done one to one.

Questions and questionnaires were prepared in a way as to achieve the foreseen aims and were

synchronised with each other.

Questionnaire was divided in some main parts as below:

A. General questions about the enterprise

B. Quotes for employment of foreigners

C. Personnel recruitment

D. Study of average salary

E. Work conditions for the employees

F. Training needs

Questions were mainly standardised, and they were synchronised as per their character, and they are:

Economic entities by NACE (Nomenclature générale des activitéséconomiquesdans les

CommunautésEuropéennes–General Classification of the Economic Activities within the

European Community).

Determining the Quote for employment of foreign citizens in Kosovo according to economic

activity and by occupational nomenclature.

Employees by occupation based on COK (Classification of Occupations in Kosovo based on the

nomenclature of occupations according to the system 2 digit and 6 digit)

Vacancies by occupation based on COK

Anticipation about Vacancies by occupations in future

Difficulties on finding employees by occupation

Manner of filling the vacancies by Employers

Training needs for recruitment of employees


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Training needs for existing staff

Training needs identified by entities which gave positive answer.

Average salary in country level

Average salary by sectors of activities

Average salary byskills

Average salary byregion

Work conditions

Employment contracts of employees

Definition of minimum salaries by ESC

Benefits of employees

Etc.

Definitions

Analysis during this Survey for Vacancies and offers for vocational training has been focused in ten most

soughtoccupations by their number (top 10), because it is not possible to include all occupations, whereas

“other occupations” representing the occupations which are distributed in lower number by demand.

Whereas the Quote for employment of foreign citizens except top 10 most sought positions the list for all

demanded profiles has been reflected.

Nomenclature of Economic Activities (NEA) is oriented in the international standard classification of

economic activities, NACE (Rev. I), but still not completely suitable:

o (A) agriculture / forestry

o (B) fishing

o (C) mining

o (D) production

o (E) electricity / gas / water

o (F) construction

o (G) trade

o (H) hoteliers / gastronomy

o ( I ) transport / communications


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o (J / K) finance / real estate etc.

o (M) education

o (N) / social care

o (O) services (NGO) / organisations

Economic Sectors

Primary sector ( A-B)

Secondary sector (C-F),

Tertiary sector (G-O,Q).

Occupational classes

1. Legislator, high officials and managers

2. Professionals

3. Other similar technicians and professionals

4. Clerks

5. Employees of services and sale workers in shops and in market

6. Qualified agricultural and fishery workers

7. Craftsmen and similar workers

8. Operators and assemblers of equipment and machinery

9. Elementary professions

10. Armed forces


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SAMPLES

The criteria for selection of the sample were as follows:

Number of employees (5 or more employees),

Economic activity of enterprises according to NACE and

Regional distribution.

Labour market demands survey was conducted in 2100 businesses, whereas we have received responses

from 1480 businesses or 70.5%.

Survey has covered all the regions of Kosovo by taking into consideration the number of registered

enterprisesand those which have 5 or more employees.

Interviewing the respondents, logical check, entering into database of records, analysis of data and editing

were developed in the period of December 2013 until March 2014.


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1. General aspects of enterprises

Responsiveness of enterprises -in the labour market survey 2100 enterprises were under focus, and the

norm of responses is considered to be quite high, having in consideration that 1480 enterprises or 70.4%

of them responded.

Periods of registration of enterprises were mainly representing those enterprises which were registered in

the last decade, or saying it differently after year 2000 and on, thus representing more than 70% of

enterprises.

Existence of enterprises in the market is very importantas this is the element to show that the market of

Kosovo has testified stability and sustainability. Although our enterprises have gone through an economic

transition they have still easily faced the challenges of the time.

1.1. Enterprises by type

More than 87% of surveyed businesses are mainly enterprises of private sector and based on this, our

analysis has been focused on those enterprises without excluding family businesses too, where their share

is 9.8%, and the enterprises of governmental and public sector by 1.7%, followed by non profitable

organisations and branches of foreign companies having a share of 0.3% respectively 1.0.

Based on this result, private enterprises in the labour market testify a maximum presence and the most

important one of our study, having also the family businesses with a significant percentage.

Table 1. Type of enterprises

No Description Total Percentage (%)

1 Family business 145 9.8%

2 Private enterprises 1291 87.2%

3 Enterprise of governmental / public sector 25 1.7%

4 Branch of any enterprise/foreign company 15 1.0%

5 Non profitable organisations 4 0.3%

Total 1480 100%


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Private enterprises during this survey were the main focus, as they shall represent the highest dynamics of

the labour market and the orientation for more workplaces. Generation of jobs and identification of needs

for capacity building and vocational re-training shall be updated from the most dominating sector of this

study.

In 1480 interviewed enterprises, with 87% in the private sector, we will undoubtedly ensure quantitative

and qualitative information in between supply and demand in the labour market.

Analysis of this survey have disclosed the most immediate and important needs incoherence with the

changes in the labour market.

Activities of Employment offices and Vocational Training Centres needed to adapt its activities by

coordinating such activities in the mostprofessional and scientific way possible.

Alliance of KosovarBusinesses under monitoring of the Department of Labour and Employment of

MLSW have managed to realize and develop the survey, and that shall reflect the labour market needs

and the needs for human resources development.

Familybusinesses10%

Enterprisesofgovernmental/ public sector

2%

Private Enterprises87%

Branch of any enterprise/ foreign company

1%

Non‐profitable Organisations

0%

Fig. 1. Type of enterprises


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1.2. Enterprises by Nomenclature of Economic Activity (NEA)

Table 2. Nomenclature of Economic Activities

NACE Description Enterprises

Percentage (%)

Employee Female Male

A Agriculture, hunting and forestry 80 5.4% 326 52 274

C Mining and quarry 13 0.9% 357 14 343

D Production 244 16.5% 4670 611 4059

E Supply with gas, electricity and water 29 2.0% 1190 75 1115

F Construction 230 15.5% 3457 57 3400

G Wholesale and retail trade, repair of vehicles 363 24.5% 5320 848 4472

H Hotels and restaurants 170 11.5% 1134 345 789

I Transport, storing andcommunication 78 5.3% 780 138 642

J Financial mediation 24 1.6% 283 145 138

K Real estate, rentandbusiness activities 30 2.0% 346 56 290

L Administration and public defence 7 0.5% 123 45 78

M Education 27 1.8% 405 110 295

N Health and social work 30 2.0% 534 235 299

O Other community services, social and personal 155 10.5% 1037 301 736

Total 1480 100% 19962 3032 16930

Importance of this Survey consists on the division of the enterprises according to economic activities and

proportional division with the number of the same enterprises as they are registered and also as per their

activities in the regions. Likewise, a very important indicator is also the division of employees by gender

in economicsectors.

Enterprises which as main activity have “Wholesale and retail trade, repair of vehicles”, dominate with

24.5% against other sectors of enterprises, followed by “Production” with 16.5%, further followed by

“Construction” with 15.5 % and so on for all other sectors.

Low number of employees has been identified at the sector of Administration and Public Defence by

0.5% and the mining sector by 0.9%.

Economic activities exercised by the enterprises represent a disproportion in relation to the number of

enterprises selected in the survey and the number of employees which was reported by these sectors and

activities.


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Based on the prepared and made questions about the sectors of activity of each enterprise, findings show

that in total 19962 employees were identified, where out of them 3032 employees are of female gender or

approximately 15%.

The highest number of employees is in“Wholesale and retail trade, repair of vehicles”, by 5320 persons

employed, followed by high number of employees in “Production” by 4670 employees, “Construction”

by 3457 employees, thus followed for each activity of each enterprise (see. fig.2).

Enterprises as their main activity have shown the main and two other secondary and tertiary activities

which they shall exercise at the labour market. But the focus of the survey was the primary activity.

1.3. Placement

At the question related to the number of

persons employed, including the interviewed

person during this period of time, and also

comparing of how many persons or

employees the enterprise had in the previous year. Findings have shown positive figures and indicators

were progressive. Based on such a result, our analysis testifies that placement into new jobs has increased

by 2.75%.

This year (2013) number of employees engaged is 19962 persons, whereas in the previous year (2012) the

same enterprises have declared to have had 19427 employees. Comparison of these two years testifies a

growing trend for employment.

Year 2013 is characterised with a slight increase of employment for Kosovar enterprises.

Table 3. Placement by year in enterprises

Year 2012 2013 Increase

Employees 19427 19962 2.75%

A C D E F G H I J K L M N O

Enterprises 80 13 244 29 230 363 170 78 24 30 7 27 30 155

Workers 326 357 4670 1190 3457 5320 1134 780 283 346 123 405 534 1037

Fig. 2: No. Enterprises and workers according to NACE


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Important is the fact that Kosovo during2013has not shown negative trends with decrease of economic

development, but in contrary there have been opened many new workplaces. Undoubtedly the investment

that has been undertaken by the government in the infrastructure and other sectors is seen clearly to have

contributed in the positive trends of employability.

1.4. Employment expectations during 12 coming months

Expectations for employment in 12

coming months more or less remain

constant, thus, such anticipations of

employers in employmentaspect

provide the changes foreseen to happen

in the labour market.

Based on this question, the respondents respectively 905 employers have expressedthat 61% thatthe

employment will remain the same, respectively it will not change, whereas 455 enterprises have declared

that it will increase for

31% and only 120

enterprises declared

that the employment

will decrease for 8%.

Optimism of the

employers for increase

of employment is

shownat1/3 of

respondents also based on these percentages for increase of employment are encouraging.

Tab.4. Expected employment in 12 coming months

No Description Enterprises Percentage 1 Increases 455 31% 2 Decreases 120 8% 3 Remains same 905 61%

Total 1480 100%

Increases,31%

Decreases, 8%

Remains same,61%

Fig.3: Expected employment in 12 coming months in percentage


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1.5. Success of the organisation during 12 past months

Important during this survey has also

been the trend of sales of enterprises

which occurred 12 past months.

Majority of enterprises have testified

for the same situation or 61% of them believe that labour market remained the samein the 12 past months.

Whereas 26% of enterprises have expressed that during 12 past months in the labour market there was

marked a progress and a significant increase.

But 13% of

enterprises have

stressed that there is

a completely

different situation

and they have shown

a decrease or fall in

the labour market.

Thus, it shows that in

general we have had

a stable situation

without any

significant crisis with

a modest percentage of increaseor a situation of constant condition for 12 months of the last year.

1.6. Classification of employees by occupation

Survey on labour market demands reflects distribution of employees according to the nomenclature of

occupations where leading are “Basic occupations” with 23%, followed by “Craftsmen and similar

employees” with 18% and “assistants” with 16%, and so on (see tab. 6).

Tab.5. Success of the enterprise during 12 past months

No Description Enterprises Percentage 1 Increases 384 26% 2 Decreases 196 13% 3 Remains the same 900 61%

Total 1480 100%

Increases, 26%

Decreases, 13%

Remains the Same, 61%

Fig.4: Success of the enterprise during 12 past months


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Table 6. Employees classified by occupation

ISCO Description

Total Percentage (%)

Female Male

1 Senior manager 1294 6% 106 1188

2 Professionals 2390 12% 385 2005

3 Technicians and Professional Co-operators 1259 6% 270 989

4 Assisting employees 3205 16% 880 2325

5 Service employeesand sale in shop and market 1884 9% 498 1386

6 Qualified employees, Agriculture and Fishing 358 2% 37 321

7 Craftsmen and similar employees 3580 18% 98 3482

8 Operators and Assemblers of machinery equipment 1497 7% 83 1414

9 Basic occupations 4495 23% 675 3820

Total 19962 100% 3032 16930

Survey is also important because of the fact that reflection of data based on occupations indicates which

are the dominating occupations in Kosovo economy, in fact where employment is concentrated and in

what occupation.

This occupational distribution is also reflection of data by gender where one more argument is presented

regarding quality of data.

In fact the highest employment is by male gender (85%), whereas employment of females is in a

percentage not higher thane 15%. In all occupations the male employment is dominant (see fig.6)

6%

12%

6%

16%

9%

2%

18%

7%

23%

Senior manager

Professionals

Technicians and Professional Co-operators

Assisting employees

Service employees and sale in shop and market

Qualified employees, Agriculture and Fishing

Craftsmen and similar employees

Operators and Assemblers of machinery equipment

Basic occupations

Fig.5: Employees of enterprises by occupation


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2. Vacancies

2.1. Manners of filling the job vacancies

Vacancies still remain very important issues, therefore Employers still apply different forms for filling the

vacant positions.

As to how the vacancies were filled during this period of time, this survey is going to provide more

findings. Although awareness and culture of work is increasing constantly about how the selection is

conducted through more advanced forms such as public notices or public employment services.

Employment still remains a challenge, but unemployment which is quite high in figures often also omits

the possibility for professional manners of recruitment.

Table 7. Manners of filling the vacant job positions

No. Methods Mainly Second method Total Percentage (%)

1 Through advertisements 644 73 717 37.8% 2 Through education/training institutions 46 27 73 3.8% 3 Through public employment services 252 181 433 22.8% 4 Through friends and family 352 225 577 30.4% 5 Through promotion in enterprise 42 57 99 5.2%

Total 1336 563 1899 100.0%

0 1000 2000 3000 4000 5000

Senior manager

Professionals

Technicians and Professional Co‐operators

Assisting employees

Service employees and sale in shop and market

Qualified employees, Agriculture and Fishing

Craftsmen and similar employees

Operators and Assemblers of machinery equipment

Basic occupations

Fig.6: Staff of enterprises according to professional and gender division

Female

Male


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Mainly based on the results, the highest number of employees is done “Through advertisements”, with

37.8%, whereas through“Family and friends”, with 30.4% followed by “Public employment services”,

with 22.8%, and through education and training institutions and through promotion of employment in

enterprise by 3.8% respectively 5.2% (see tab.7).

Filling of vacancies based on this analysis verifies that results are relatively good even though still

remaining in the second position with employment “Through family and friends” a category which is

quitespecific,and maybe it interlinks with the nature of our businesses where the majority are small

enterprises with less than10 employees (1-9).

It is important that the employers select also public employment services for filling the vacant job

positionschoose advertisements and this percentage is growing from year to year and also the public

employment servicesresulting in a quite high percentage of participation.

Second method – Employers declare that the second method of filling the vacancies is done through

relatives and friends and through the public employment services(see fig 7).

The main reason at the second method for filling the vacant places as a second option chooses the public

employment services, because these offices have a considerable number of unemployed who are

registered and are of many profiles and finally selection is made through such services.

644

46

252

352

42

73

27

181

225

57

0 100 200 300 400 500 600 700 800

Through advertisements

Through education/training institutions

Through public employment services

Through friends and family

Through promotion in enterprise

Fig: 7. Manners of filling the vacant job positions

Mainly

Second method


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2.2. Vacancies according to the nomenclature of occupation

As part of this survey there have been identified a considerable number of requests from employers for

job vacancies that approximately reach280 job vacancies.Here are presented 10 most sought occupations,

whereas other occupations refer to occupations with smaller number.

Table 8. Vacancies according to occupations

Code Description Total Percentage

7212.03 Welder 25 8.93%

7131.01 Roof builder 20 7.14%

7231.02 Car mechanic 20 7.14%

2142.02 Construction engineer 18 6.43%

8283.04 Assembler of computer equipment 17 6.07%

3471.01 Textile and clothing designer 15 5.36%

8163.03 Operator of heating equipment 15 5.36%

2419.09 Project manager 12 4.29%

2143.12 Electrical engineer ‐ surveyor 10 3.57%

7433.03 Taylor 9 3.21%

Other occupations 119 42.50%

Total 280 100%

The requests of employers respectively requests for vacancies are different, so that because of such

diverse natures of requests then we made a selection of those job vacancies where requests were more

than (10 most requested job vacancies). These vacancies are found within this time period while the

survey was developed.

Realistically it is seen in the figure that the highest number of requests for new vacancies came

from“welder” with8.93% followed by “Roof builder” with7.14%, further followed by “Car mechanic”

by7.14% and “civil construction engineer” with6.43% and so on.

Based on offers for these job vacancies which have been declared by the employers we come to the

conclusion thatthe following profiles are identified in sectors of construction andinfrastructure. Sector of

construction is on its progress of economic development and very important for the Kosovar economy.

Taylor is also a much sought profile in the field of textile and in the top list of most sought profiles is

ranked as 9th on the list.


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Engineers not only of construction but also electrical ones are in the list of most sought profiles.

Labour market information1that is prepared by the Department of Labour and Employment, there are in

averageover 300vacancies identified every month by the employment consultants from all employment

offices in the whole Kosovo, that is in compliance with labour market survey within a certain monthly

period.

The survey represents the need that the employers have shown for occupations which are found with

difficulties in the labour market in Kosovo, however if there existed even a better cooperation in between

the offices of employment and the employers, naturally the job offer shall be filled very quickly.

But it is interesting the fact that the employment offices have their records with quite a high number of

job-seekers registered and determined clearly by profiles, but as seen in the professional level, there is a

disproportion in between the supply and demand.

2.3. Vacancies foreseen by occupation in the future

In the labour market, it is important to know what the anticipations are and what the analysis shows based

on the question of what employers think about the future of the vacancies, they have shown that there

must be opened approximately 350new vacancies of many necessary profiles.

1Labour market information, 12/12 ITP, Department of Labour and Employment /MLSW

8,9%7,1%7,1%

6,4%6,1%

5,4%5,4%

4,3%3,6%

3,2%

0,0% 1,0% 2,0% 3,0% 4,0% 5,0% 6,0% 7,0% 8,0% 9,0% 10,0%

Welder

Roof builder

Car mechanic

Construction engineer

Assembler of computer equipment

Textile and clothing designer

Operator of heating equipment

Project manager

Electrical engineer ‐ surveyor

Taylor

Fig. 8. Vacancies by occupation


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The highest number of vacancies for the sought occupations in the future, majority of them refer

to“carpenter of furniture”with10.9% followed by “Doctor, advisor/doctor, advisor for medical insurance”

with10.0%, further on followed by “Team leader of car mechanics and assemblers of industrial machinery

and other machinery” with8.3%, “Financial analyst”, 7.7%and so on.

Table. 9: Vacancies by occupation

Code Description Total Percentage

7422.05 Carpenter of furniture 38 10.9%

2229.06 Doctor ‐ advisor, advisors for health insurance 35 10.0%

7233.01 Car mechanic group leader / assembler of industrial and other machinery 29 8.3%

2411.04 Financial analyst 27 7.7%

3411.01 Stocks agent 25 7.1%

3119.03 Technician of textile technology 20 5.7%

2149.01 Engineer / wood engineer 19 5.4%

2411.08 Finance expert / auditor / accountant 13 3.7%

7241.16 Electrical appliance repairer 12 3.4%

7233.13 Maintenance worker for pneumatic and hydraulic equipment 11 3.1%

Other occupations 121 34.6%

Total 350 100%

Employment offices of the Department of Labour and Employment of MLSW according to registers

possess quite a high number of job-seekersclassified according to occupation profiles. But it would be

ideal if cooperation between employers and employment offices to enhance further their cooperation in

order to seek jobseekers who may suit to such profiles and to create the possibility for job mediation.

But when seeing the methods of filling the vacancies, considering that one of these methods which is

10,90%

10,00%

8,30%

7,70%

7,10%

5,70%

5,40%

3,70%

3,40%

3,10%

0,00% 2,00% 4,00% 6,00% 8,00% 10,00% 12,00%

Carpenter of furniture

Doctor ‐ advisor, advisors for health insurance

Car mechanic group leader

Financial analyst

Stocks agent

Technician of textile technology

Engineer / wood engineer

Finance expert / auditor / accountant

Electrical appliance repairer

Maintenance worker for pneumatic and hydraulic equipment

Fig.9. Vacancies y occupation in 12 next months


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mainly applied is through relatives and friends. Where opportunities for a quick employment or for a

matching of the supply and demand is further hampered.

Important is that according to information the employment offices are in daily contact with the employers

requesting for vacancies for any mediation in employment for the job-seekers.

Based on the analysis there have been identified many other even more specific occupations, which have

come out as a result of this survey, but such demands from the employers remain to be coordinated with

employment offices and to coordinate with supply and demand.

2.4. Difficulties on finding employees

Difficulties for finding employees are quite much present for filling the vacant jobs, out of1480economic

entities893enterprises stated that they do not face difficulties and only587of them declared that they face

difficulties to fill the vacancies.

But each enterprise has its own reasons, but which are the reasons declared by the employers for the

difficulties on finding the employees for filling the vacancies?! In our analysis several reasons are listed

(see tab. 10).

Fig.10: Reasons for not filling the vacant positions

No. Description Total No Yes

1 In general the low number of job‐seekers 68 38 30

2 People not interested for a certain job 90 39 51

3 The offered salary is very low 85 55 30

4 Conditions of work not so attractive 48 35 13

5 Lack of career opportunities 55 22 33

6 Candidates lack the necessary work experience 75 15 60

7 Candidates have low motivation 45 17 28

8 Candidates have low qualifications/skills 65 12 53

9 Candidates have low level of education 56 8 48

Total 587 241 346

It results that 90 enterprises indicate thatthere is “Lack of interest of people for this job”, whereas39of

them declare that there is not a particular reason which would make difficult filling the vacant job

positions.


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Another difficulty appearing as quite challenging is that of “Salaries offered which are very low”,where

85 enterprises stated this difficulty whereas 30 of them responded that this difficulty does not exist for

filling the vacant job positions.

Another reason is Motivation, Low Salaries that are offered thus indicating as significant difficulties for

filling the job vacancies. Realistically in the diagram there are presented several reasons which indicate

the difficulties that have been met on realization and fulfilment of the job vacancies.

We consider that attention is to be paid to these demandsof employers in the labour market and to

recommend to all relevant stakeholdersthat the difficulties which are faced are quite challenging and the

reasons which they show is that there must be created the preconditions for minimising such difficulties

in the labour market.

2.5. Plans of enterprises for overtaking the problem of lack of employees

Tab. 11. Plans of enterprises to overtake lack of employees

No. Description Yes (%)

No (%) No response

(%) 1 Increase of salaries to make the vacant position more attractive 23.6% 27.64% 48.72%

2 Further training of labour force so enterprises can fill the vacancies 30.4% 39.19% 30.41%

3 Re‐definition of existing workplaces 17.0% 26.69% 56.28%

4 Use of technology as substitute of labour force 12.5% 19.53% 67.97%

5 Enrichment of recruitment channels 30.4% 21.62% 47.97%

6 Application of a governmental scheme for employment or training 57.4% 15.68% 26.89%

38

39

55

35

22

15

17

12

8

30

51

30

13

33

60

28

53

48

0 10 20 30 40 50 60 70 80 90 100

In general the low number of job‐seekers

People not interested for a certain job

The offered salary is very low

Conditions of work not so attractive

Lack of career opportunities

Candidates lack the necessary work experience

Candidates have low motivation

Candidates have low qualifications/skills

Candidates have low level of education

Fig.10: Reasons for not filling the vacant job positions

No

Yes


28

In fact enterprises must create strategies for overtaking the problem of the lack of employees. Usually

amongst the key problems is found to be “Further training of labour force of the enterprise for filling in

the vacant positions”, where 39% stressed that this is a problem. Moreover, “raise of salaries in order to

make the job more attractive” is identified by 27.64% ofrespondents whereas23.6% of enterprises

consider that it is not a problem whereas48.72% have not given any response.

“Application for any governmental schemes of employment or training”for filling the vacant positions

where15.68% of enterprises assert and 57.4% of other enterprises are against such a plan as a solution for

overtaking the lack of employee candidates for such jobs, whereas no response is provided for 26.89% of

enterprises.

Redefinition of existing workplaces also is a possibility for overtaking these problems, where26.69% of

enterprises assert this fact, whereas17.0% do not agree and do not see as a solution through this activity,

whereas56.28% do not respond. (whereas as for other plans it can also be seen in the figure 11).

3. Quotesforemploymentofforeigncitizens

In 2009, the Assembly of Kosovo, aiming at setting up and application of legal provisions for issuing

work permits and for employment of foreigners in the Republic of Kosovo adopted the Law on Issuing

Work Permits for Work and Employment to Foreign Citizens in the Republic of Kosovo (No. 03/L-136,

date: 10.07.2009).

Increase of salariesto make the vacant

position moreattractive

Further training oflabour force so

enterprises can fillthe vacancies

Re‐definition ofexisting workplaces

Use of technologyas substitute of

labour force

Enrichment ofrecruitment

channels

Application of agovernmental

scheme foremployment or

training

Yes (%) 23,60% 30,40% 17,00% 12,50% 30,40% 57,40%

No (%) 27,64% 39,19% 26,69% 19,53% 21,62% 15,68%

No response (%) 48,72% 30,41% 56,28% 67,97% 47,97% 26,89%

Fig.11. Plans of the companies for solving the problem of lack of employees for vacant positions


29

In 2010, Ministry of Labour and Social Welfare issued the Administrative Instruction for employment of

foreign citizens in the Republic of Kosovo (from 08.03. 2010), when it entered into force, implementation

of this law commenced thus regulating the employment relationship for foreign citizens wishing to work

in the Republic of Kosovo.

In Kosovo, even before this law was adopted, a considerable number of foreign citizens worked in various

working organisations, but after this date, all foreign citizens are obliged to be equipped with a work

permit. These jobs are legalised, through employment offices which have played an important role at

identification of quite a large number of foreign citizens who are employed.

But adoption of the law by the Assembly of Kosovo repealed the law on issuing work and employment

permit to foreign citizens in the Republic of Kosovo with number No. 03/L-136 / dated: 10.07.2009 and

thus we now have in force the Law on Foreigners No. 04/L – 219 (published in the Official Gazette). This

law regulates issuance of work permit and obliges the Ministry of Labour and Social Welfare (MLSW) to

prepare the annual Quote for employment of foreign citizens in the Republic of Kosovo. Following

preparation of the quote for employment, upon recommendation from Social Economic Council (SEC)

MLSWadopts and executes it in accordance with the law.

Social Economic Council and MLSW have taken the decision for the Employment Quote to be

prepared by Alliance of Kosovar Businesses considering that it is the same entity is also preparing the

Survey of Labour Market Demands.

3.1. Quoteofemploymentforforeigncitizensbyeconomicsector

Table 12 Quote of employment of foreign citizens byeconomic sector

Total 1457

Education 123

Agriculture, hunting and forestry 10

Hotels and Restaurants 122

Mining and quarries 52

Financial mediation 100

Construction 399

Production 135

Healthcare 105

Other community, social and personal services. 30

Transportand communication 348

Wholesale and retail trade, repair of vehicles etc. 33


30

Two sectors with the highest number of requests for employment of foreign citizens are construction with

399 and transport/communication with 348 requests, followed by other sectors such as production with

135 requests and education with 123 requests. Other sectors have a smaller number of requests (see

tab.12).

Investments in the sector of construction and in that of transport/communication have also shown the highest growth of requests for employment.

3.2. Quoteofemploymentforforeignersby10mostsoughtoccupations

Table 13 Quote of employment for foreigners by 10 most sought occupations

Operators and assemblers of equipment and machinery 279

Construction, electrical, geodesy, mechanical engineers etc. 107

Teachers (professors of sciences, languages) 100

Chef 60

Production, logistics, planning, sales, operations manager etc. 55

Construction, infrastructure manager etc. 51

Professionals of biological and health sciences 33

Doctor Embryologist, ORL, cardiologist specialist, invasive cardio-surgeon, vascular surgeon etc. 30

Scaffold and crane assembler 25

Electrical expert 22

123

10

122

52

100

399

135

105

30

348

33

0 50 100 150 200 250 300 350 400 450

Education

Agriculture, hunting and forestry

Hotels and Restaurants

Mining and quarries

Financial mediation

Construction

Production

Healthcare

Other community, social and personal services.

Transport and communication

Wholesale and retail trade, repair of vehicles etc.

Fig.12. Quote for employment of foreign citizens by economic sector


31

Higher number of requests comes related to the occupation of operators/assemblers of equipment and machines with 279 requests, followed by construction, electrical, mechanical engineers with 107, further followed by teachers with 100 requests etc. Other occupations are less sought, however they remain on the top 10 most sought occupations in the labour market.

3.3. Quoteforemploymentofforeigncitizensbyeconomicsectorandoccupation This quote for each occupation in each sector would serve as a final quote and is going to be valid for all demands coming for employment of foreign citizens who aim their employment in Kosovo.

Table 14 Quote for employment of foreign citizens by occupation

Total 1457

Education 123

Director of education 10

Director of administration/finance,auditing, logistics, etc. 8

Manager of education 5

Teachers (science and language professors) 100

Agriculture, hunting and forestry 10

Agronomist 10

Hotels and Restaurants 122

279

107

100

60

55

51

33

30

25

22

0 50 100 150 200 250 300

Operators and assemblers of equipment and machinery

Construction, electrical, geodesy, mechanical engineers…

Teachers (professors of sciences, languages)

Chef

Production, logistics, planning, sales, operations manager…

Construction, infrastructure manager etc.

Professionals of biological and health sciences

Doctor Embryologist, ORL, cardiologist specialist, invasive…

Scaffold and crane assembler

Electrical expert

Fig 13: Quotes of employment for foreign citizens by 10 most sought occupations


32

Music instrumentalist 5

Chef 60

Massaging 20

Hotel manager 12

Manager of logistics, planning of logistics, sales, operations,auditing, finance etc. 10

Singer 15

Mining and quarry 52

Designer 5

Director of finance, audit, logistics, storage etc. 4

Electrical, geodesy, construction, mechanical engineer etc. 6

Laboratory operator - Quality Controller 4

Supervisor of income and finance, quality, food, electronic equipment etc. 5

Logistic, planning, production, sales, operation, audit, finance manager etc. 11

Professional of engineering sciences, etc. 5

Specialistof production 7

Mine manager 5

Financial enterprise 100

Business administrator 3

Financial agencies 10

Credit analyst 5

Certified auditor 3

Director of finance, audit, logistics, storage etc. 19

Finance operator 5

Expert for bank cards 4

Manager of finance, logistics, planning, sales, operations,auditing etc. 6

Maintenance of ICT equipment 10

Software program developer for cash-machine 14

Specialised guard in transportation of cash money 10

Banking services officer 11

Construction 399

Architect 15

Designer 8

Project manager 7

Expert of geo-techniques 10

Blacksmith 8

Construction, electrical, geodesy, mechanical engineer etc. 107

Installer of frames and reinforcement 12

Controller of construction 6

Laboratory operator - Quality Controller 5

Supervisor of income and finance, quality, food, electronic equipment etc. 13

Construction, infrastructure manager etc. 51


33

Maintenance operator of production section 7

Master of heavy machinery 10

Elevator assembler 4

Assembler of scaffolds, cranes 25

Steel processor 9

Professional of construction sciences etc. 16

Welder 10

Electrical expert 22

Driver of heavy machinery 16

Expert of signalling 6

Technician of machines, quality, safety, environment etc. 18

Topography 14

Production 135

Product designer 7

Director of production section etc. 5

Expert for production of socks 2

Expert for tapestry of furniture 13

Expert forfireplace 3

Expert for industrial machinery 7

Manager of production, logistics, planning, sales, operations. 55

Master of garnitures 17

Pastry cook 7

Professional of engineering andindustrial sciences 4

Technician of machines, quality, safety, environment, sanitary, etc. 3

Technologist 5

Furniture clothing craftsman 4

Carpentry 3

Health 105

Doctor Embryologist, ORL, cardiologist specialist, invasive cardio-surgeon, vascular surgeon etc. 30

Physiotherapist 5

Nurse at cardiology, surgical hall etc. 4

Massager 15

Professional of biological and health science 33

Specialist of radiology, oncology, obstetrics, surgery, cardiology, urology etc. 10

Technician of healthcare, quality, safety, environment, sanitary, etc. 8

Other community, social and personal services. 30

Hairdresser (hairpiece) 20

Professional explorer in social field 10

Transport andcommunication 348

Airplane mechanic 7

Car mechanic 8


34

Electrical, mechanical engineer etc. 20

Supervisor of electronic equipment, technology etc. 5

Manager of logistics, planning, production, sales, operations, audit, finance etc. 5

Operators and assemblers of equipment and machines 6

Professional of engineering sciences, ICT etc. 5

Programmer, developer of software programs 9

Operators and assemblers of equipment and machines 279

Specialist of transport 4

Wholesale and retail trade, repair of vehicles etc. 33

Manager of sales, logistics, planning, operations, etc. 10

Seller and repairer of gold and silver 5

Trader 18


35

4. Average salary

4.1. Average salary in Kosovo

Raise of salaries has become an element of everyday discussion,

and studying the average salary in Kosovo in this survey has been a

challenge. Considering that salaries determine the work also as an

activity which is related to the employer and employee in the aspect

of employment relationship.

Our study has put under its focus the trend of increase of salaries,

because this increase often has been made only after the pressure

from the labour unions and not as a result of necessary increase

because of increase of prices in the market.

Survey was realised for labour market demands in the whole territory of Kosovo covering1480 employers

respectively business entities representing about19962employees.

Average salary in country level each year marks a slight increase, having in consideration the comparative

method from year to year indicating a positive trend of increase.

Key factor of this average salary increase comes as a result of the economic progress especially last year

where infrastructure investments, growth of construction sector, agriculture and energy have been

amongst the highest in the recent years. This significant increase is noticed if we compare year 2011 and

2013, where it remains in the level of 5.8%.

Average salary in Kosovo for employees has been increased to a level of around 346 €.

If we compare this average with year2011then the difference is for 5.82%, meaning that from 2010 what

was 292 €, in 2011 it was327 € or the increase was approximately 12%, whereas for the year 2013 it is

346Euro or increase is for 5.8%.

327 €

346 €

2011 2013

Fig.14. Average salary


36

4.2. Salaries by Economic Activity

Average salaries paid by economic activity represents a disproportion in between different sectors,

likewise at some economic sectors there is a significant increase, whereas in other economic sectors the

increase is a bit slighter. The highest average salary has been paid in the sector of financial mediation

with amount of 488Euroduring 2013 more than 27 Euro or 5,9% is the increase compared to the previous

year. Followed by the sector of construction with 388Euro or increase is for 8.4%.Further followed by

economic sector of mining and quarries coming with 377Euro or10.6% more than in the previous year

(for other sectors see on tab. 15).

Table 15. Nomenclature of Economic Activities

NACE Description 2011 2013 Increase

A Agriculture, hunting and forestry 265 € 298 € 12.5%

C Mining and quarry 341 € 377 € 10.6%

D Production 313 € 323 € 3.2%

E Supply with gas, electricity and water 386 € 395 € 2.3%

F Construction 358 € 388 € 8.4%

G Wholesale and retail trade and repair of vehicles 299 € 328 € 9.7%

H Hotels and restaurants 288 € 291 € 1.0%

I Transport, storing and communication 344 € 353 € 2.6%

J Financial mediation 461 € 488 € 5.9%

K Real estate, rent and business activities 381 € 389 € 2.1%

L Administration and public protection 300 € 329 € 9.7%

M Education 331 € 370 € 11.8%

N Health 351 € 376 € 7.1%

O Other community services, social and personal 313 € 376 € 7.7%

298 €

377 €

323 €

395 €

388 €

328 €

291 €

353 €

488 €

389 €

329 €

370 €

376 €

337 €

0 € 100 € 200 € 300 € 400 € 500 € 600 €

Agriculture, hunting and forestry

Mining and quarry

Production

Supply with gas, electricity and water

Construction

Wholesale and retail trade, repair of vehicles

Hotels and restaurants

Transport, storing and communication

Financial mediation

Real estate, rent and business activities

Administration and public defence

Education

Health and social work

Other community services, social and personal

Fig. 15: Salaries by Economic Activity


37

Salaries paid by economic sector represent not only discrepancy in between sectors but also represent

difference of average salary paid in country level which is 346Euro.

Sectors still remaining under the average level are the sector of agricultureandadministration, (see tab.15).

In a completely special way, regarding the average paid salaries from sectors of activity (economic

activities),there is an increase in majority of cases if we compare salaries with the same period of the

previous year, reflecting the positive trend in the general aspect (seeSurvey on labour market demands

2011)2.

4.3. Salaries by Gender

Female gender again remains discriminated in the aspect of salary, so the average salary paid for the

female gender remains under the average salary paid in

country scale, which is 346Euro. Whereas male benefit

higher salaries than the Kosovar average.

Female gender for 2013 was paid with 311Euro, 8Euro more

than in 2011. Whereas male have benefited an average salary

in 2013 in amount of353Euro, or 21Euro more than in 2011

which was332 Euro.Increase at the male gender has become

2 times higher than increase for female gender.

When analysing salary by gender, and when comparing this

salary with the average salary for the previous year, both of them benefited by an increase.But it must be

noted that this increase also comes as a result of economic progress which was realised in the recent

years.

As for salaries by gender there is identified a difference on increase of female employees and male

employees, while the average monthly salary for male employees has increased by about6.3% in annual

average since 2011, at the same time the salary for women employees has a significant increase of

about2.6% (see Survey on labour market demands 2011).

2Survey of Labour Market 2011, AKB

311 €

353 €

Female Male

Fig.16. Salaries by gender


38

4.4. Salaries by level of qualification

Average salaries paid by the level of

educational qualifications are in direct

correlation, workers with a higher level of

education still are the best paid who receive an

average salary of about439 €.

Employees with secondary qualification

receive salaries of 340 €.

Employees with lower qualification earn an average monthly salary of about 272 € (see fig. 17).

In continuation employees with higher education have reached an average salary in country level higher

than346 Euro. Whereas secondary qualification is under the proportion of average salary in Kosovo,

while employees with level of lower qualification have realised a salary significantly lower than the

average salary.

4.5. Salaries by age

Average salary paid for age groups slightly

vary from each other but again a balance is

seen thinking that the average age adults are

paid better than the young age groups and old

age groups.

Salary paid as over - proportional is for the age

group of 40-55, and the salary for age group

25-39, (see fig 18)

Average salary paid to employees of ages 15-24 years old with 311Euro and for age group 55+ with 287,

the salaries which are under the proportion of average salaries which is 346Euro in country level (see

fig.18).

311 €349 €

385 €

287 €

15‐24 25‐39 40‐55 55+

Fig.18. Average salary by age group

272 €340 €

439 €

elemenatry sec. school High school

Fig.17: Average salary by level of qualification


39

4.6. Salaries by region

The highest average salaries

in2013were paid in the region of

Prishtina (368 €) andFerizaj (357

€) whereas as for other regions

far lower salaries were paid in

the region ofGjakova (321 €) and

inMitrovica (329 €).

General development regarding allocation of salaries by region aims to take a look into constant regional

divergences in comparison with earlier results.

Like in2011employees who work within one region have shown results of increase of average paid salary

in monthly basis.

But, the highest increase in

salaries for 2013 was realised

in the region ofFerizaj with

11%, then followed by the

region ofMitrovica with 10%,

(see. Tab.

16).WhereasGjakovahas the

lowest increase of only 2%.

Table 16. Salaries by Region

Region 2011 2013 Difference

Ferizaj 320 € 356€ 11%

Gjakova 314 € 321€ 2%

Gjilan 316 € 343€ 8%

Mitrovica 299 € 329€ 10%

Peja 321 € 349€ 9%

Prishtina 343 € 368€ 7%

Prizren 328 € 344€ 5%

356 €

321 €

343 €

329€

349 €

368 €

344 €

Ferizaj Gjakovë Gjilan Mitrovicë Pejë Prishtinë Prizren

Fig. 19. Salaries by region


40

4.7. Salaries by occupation

Table 17. Salaries by occupation

ISCO Description Average salary (Euro)

1 Senior manager 426 €

2 Professionals 395 €

3 Technicians and Professional Co-operators 329 €

4 Assisting employees 326 €

5 Employees of services and sale in shops and market 321 €

6 Qualified employees in Agriculture and Fishing 277 €

7 Craftsmen and similar jobs 353 €

8 Operator and Assembler of machine equipment 338 €

9 Basic occupations 313 €

Salaries by occupation represent divergences in average salaries paid by occupational aspect.

Average highest salaries paid for senior managers from 426Euro, then professionals with395Euro,

craftsmen and similar workers with 353Euro. While paid average salary is 346Euro in country level,

many other occupational salaries are under the proportion of average salary like agriculture employees,

followed by basic professions with 311Euro etc., (seefig. 20).

426 €

395 €

329 €

326 €

321 €

277 €

353 €

338 €

313 €

0 € 50 € 100 € 150 € 200 € 250 € 300 € 350 € 400 € 450 €

Senior manager

Professionals

Technicians and Professional Co‐operators

Assisting employees

Employees of services and sale in shops and market

Qualified employees in Agriculture and Fishing

Craftsmen and similar jobs

Operator and Assembler of machine equipment

Basic occupations

Fig. 20. Average salary by occupation (Euro)


41

5. Work Conditions

5.1. Registration of enterprises

Selection of enterprises was focused to those enterprises which are registered and have fiscal number, our

focus has been to legal enterprises which exercise a certain business activity. Therefore all surveyed

enterprises were registered and in harmony with the law on business registration.

Whereas as regards to employees in these enterprises is different and is characterised in various forms

such as types of contracts, duration and other work conditions.

5.2. Types of employment contracts

Table18: Types of contracts

No. Description Employee Percentage

1 In written 12658 63.4%

2 Verbal 1489 7.5%

3 Nocontract 4502 22.6%

4 No response 1313 6.6%

5 Total 19962 100%

There are several types of contracts which are signed by the employers and employees.Findings in our

survey show in fact that 63.4 % or 12658employees have regular contracts (in written) signed between

employers and employees.

Whereas 7.5 % or 1489of employees have verbal

agreement for their job, and 22.6 % or

4502employees do not have contracts at all,

whereas without response 6.6% or 1313

employees.

Signing of employment contracts either in

written or verbally between employer and

employee testify quite a stable condition or

towards improvement having in consideration high degree of signing contracts.

63,4%

7,5%

22,6%

6,6%

In written Verbal No contract No response

Fig.21: Types of employment contracts


42

Whereas22.6% of employees did not have employment contracts signed but it must be mentioned that this

category has a fall when having in consideration that in the survey of year 2011 thiscategory was

approximately with24.0 % of employees without employment contracts.

Without response or 6.6% of employees do not have a defined status in this aspect. But some enterprises

have not responded because in some cases there was lack of information about signing contracts taking

into consideration that many enterprises do not have the internal organisation or the structuring is non-

functional and the sector of human resources does not exist for giving an accurate response.

5.2.1. Employment contracts with termed duration

At our question about the contracts “your employees have, what is their duration normally”, enterprises

provided us with the following answer:

Contractswith indefinite

time are found to have

8759 employees or 43.9

%, whereas with a defined

timesigned by the

employees (12-36 months)

there were approximately

4471 employees or 22.4%,

whereas seasonal contracts

(less than 12 months)

participate with 917 employees or by 4.6%.

Table 19. Employment contracts by termed duration

No Description Employees Percentage

1 With indefinite time 8759 43.9%

2 Defined time (12 ‐ 36 months) 4471 22.4%

3 Seasonal(less than 12 months) 917 4.6%

4 Without contracts 4502 22.6%

5 No response 1313 6.6%

Total 19962 100%

43,90%

22,40%

4,60%

22,60%

6,60%

With indefinitetime

Defined time(12 ‐ 36months)

Seasonal (lessthan 12months)

Withoutcontracts

No response

Fig. 22: Contracts by time frame


44

But based on this, the position of employees is encouraging although the percentage of benefits must be

higher. Thus, based on this the monitoring and evaluation mechanisms of implementation of laws which

protect the employee rights are challenged.

Representatives of employees often address and raise the issues for not realising them as specified by law,

thus, such issues are to be elaborated at all influential bodies.

5.4. Labour Law enforcement in enterprises

Based on this survey, enterprises

have stressed out that the labour

law is enforced in level of

71.4%. Whereas 22% of

enterprises have declared that

they do not observe it and

6.6%have not responded.

Labour law must necessarily be

enforced, even if that may be

partly enforced. Although this law has been under focus of discussions, especially for certain articles,

amendments and supplementations of the law are important to be made in consensus by allsocial partners.

Thus many of obstacles appearing in implementation of labour law must be necessarily resolved.

Yes71.4%

No22.0%

No response6.6%

Fig.24: Labour Law enforcement

25,9%

65,0%

60,3%

48,2%

51,8%

33,2%

11,8%

33,6%

17,0%

50,8%

42,2%

13,5%

12,8%

20,5%

18,9%

29,7%

47,8%

30,2%

42,3%

12,4%

31,9%

21,5%

26,8%

31,4%

29,4%

37,2%

40,4%

36,1%

40,7%

36,8%

0% 20% 40% 60% 80% 100%

Transport or its payment

Meal or payment for meals

Annual paid leave (during holiday time)

Medical paid leave

Retirement pension

Payment for service

Medical insurance

Bonuses/awarding for good performance

Education and training courses

Occupational safety/protective clothing or…

Fig.23: Benefits of Employees Yes No Undeclared


45

5.5. Main obstacles on labour law enforcement

The employers see the main obstacles for failure to observe the labour law in some aspects as positive and

some as negative.

As to how the obstacles on labour law enforcement are evaluated, where in all enterprises a quite

worrying problem appears considering that 40.8.%of them expressed that medical leave compensation is

an obstacle and only 6.3% of them consider that it is not an obstacle, whereas 52.9% have not responded.

The employment contract also seems to face obstacles where 33.7% see it as an obstacle and only 7.4% of

them consider it not to be an obstacle and 58.9% have not responded to this question. (for more see fig.

Table.21: Obstacles on labour law enforcement

Description Withoutobstacles withobstacles

No response

Duration of maternity leave 5.3% 32.6% 62.1%

Compensation of medical leave 6.3% 40.8% 52.9%

Employment contract 7.4% 33.7% 58.9%

Non‐enforcement in all enterprises 9.3% 22.4% 68.3%

Lack of labour law provisions and regulations 3.2% 18.7% 78.1%

Additional payments ‐ allowances 2.2% 20.1% 77.8%

Defining working hours 7.4% 22.1% 70.5%

Annual leave 4.3% 32.6% 63.1%

5,3%

6,3%

7,4%

9,3%

3,2%

2,2%

7,4%

4,3%

32,6%

40,8%

33,7%

22,4%

18,7%

20,1%

22,1%

32,6%

62,1%

52,9%

58,9%

68,3%

78,1%

70,5%

63,1%

0,0% 20,0% 40,0% 60,0% 80,0% 100,0%

Duration of maternity leave

Compensation of medical leave

Employment contract

Non‐enforcement in all enterprises

Lack of labour law provisions and regulations

Additional payments ‐ allowances

Defining working hours

Annual leave

Fig. 25: Obstacles on labour law enforcement

Without obstacles with obstacles No response


46

25).

Maternity leave is an overburden for the Kosovar economy and it increases the possibility of

discrimination of female gender for employment. According to the employers duration of maternity leave

period(32,6%) declare that is an obstacle on implementation of the labour law, where only 5.3% declare

that it is not a problem and no response we have from62.1%. (See fig. 25)

5.6. Definition of minimum salary by the Economicand Social Council

Definition of minimum salary for 47% of enterprises is considered as good, but Not good is considered by

25% of enterprises and 16% of enterprises express that it is not necessary and11% do not give a response.

Definition of minimum salary by Economic and Social Council (ESC) for employers indicate that the

minimum salary is

not necessary for

Kosovar economy

and not so justifiable

for dividing by age

group. A remark of

employers was

related to the fact of

defining the

minimum salary in

two categories.

Tab. 22. Definition of minimum salary

Nr. Description Enterprises Percentage

1 Good 792 47%

2 Not good 375 25%

3 Unnecessary 243 16%

4 No response 160 11%

Total 1480 100%

47%good

25%not good

16%unnecesary

11%No response

Fig. 26: Definition of minimum salary by ESC


47

Division into age groups is considered as discriminating. Salaries must be left to the free market because

this way we see as an interfering into the relation of employer-employee character, in fact the free market

economy determines this issue best.

Also determining of the minimum salary does not encourage formal employment, knowing that majority

of registered enterprises exercising the economic activity in Kosovo are small enterprises and definition

of a benchmark minimum salary by ESC may increase the informality.

5.6.1. Definition of minimum salary influence on creation of job vacancies

Definition of minimum salary for 70 % of enterprises isconsidered that shall not have effect and shall not

influence directly on creation of job vacancies.Maybe in many cases the employers for one certain

category of employees with easiness shall solve their issue based on the minimum wage.

But 14% of enterprises consider that definition of minimum salaryshall have its’ effects and shall

negatively influence and the rights will be abused in regard to vacancies. Definition of minimum salary

by age complicates even more the situation by showing dissatisfaction to the employees and a significant

concern too.

So, response is not

given by

approximately 16%

of employers

regarding the effect

of definition of

minimum salaryat

job generation.

Definition of

minimum salary is

specified by criteria

but they would need

to be modified at every year beginning.

70%No influence

14%With influence

16%No response

Fig.27: Definition of minimum salary on creating new vacancies


48

The minimum salaryfor the foreign investors maybe would be encouraged, because it is a decision that

would show the formal side as solved or legally it would reflect the minimum salaryas reference in case

any investment would be planned.

6. Training needs

6.1. Trainings provided during 12 last months

Training of employees is very important having in consideration that enhancement of skills of employees

must develop parallel to trends and economic development. Thus, the enterprises have shown that during

12 last months have provided training to approximately 1009employees.

On the other aspect, our study has been focused in 1480enterprises and these enterprises have stated that

only 5.1% of all employees in these enterprises have acquired education or trainings for new skills.

6.2. Main types of education/training

Main types of education and traininghave been divided into job training where87.2 % have been of this

category and 12.8% were training/education not destined for job. The fact itself that the highest

percentage of trainings was for job testifies that the employers continuously insist on acquisition of

occupational skills of the staff itself in order to raise the capacities.

Tab. 23. Main types of education/training

No. Description Total Percentage

1 Training for job 880 87.2%

2 Training/education not for job 129 12.8%

Total 1009 100%


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6.3. Training provider The highest level of provided Trainings was from the enterprises themselves by 62.8 %, whereas private

training providers were with 6.8% public providers of training were30.3% for all employees.

Tab. 24. Education/training provider No. Description Total Percentage

1 Your enterprise 634 62.8%

2 Institution / Private training provider 69 6.8%

3 Institution / Public training provider 306 30.3%

Total 1009 100%

6.4. Training duration

Trainings have had a certain time limit where mainly dominates duration from one month but less than 3

months with 41.5%, followed by 1 week – 1 month in 30.3%, then less than one week with 23.2 %,and so

on.


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6.5. Training support

Training of employees

has been mainly

supported by enterprises

themselves in a level of

54.1%, whereas many

trainings were supported

by employees

themselves, meaning that

there were self-initiatives with 25.3%. Whereas donators supported 17.6% and the governmental

institutions supported by 3.0%.

Important in this case is financing by employees themselves witnessing a very high motive on acquisition

of skills and creation of new skills.

6.6. Deficient occupations and providing training opportunities

It has become very difficult to find qualified employees as stated by the employers, calculating them as

deficit qualifications in the labour market and for which professional needs arise: Car mechanic with 34

requests, Administrator of system with 24 requests, Designer for textile and clothing 24 requests,

followed by Chef with 17 requests and so on (see tab 27).

Table27: Deficit occupation for training and request for selection of training provider ISCO Description Total Private

Institution Public

Institution

7231.02 Car mechanic 34 22 12

2131.07 System administrator 24 17 7

3471.01 Designer of textile and clothing 24 21 3

5122.04 Chef 17 15 2

2143.09 Electrical engineer for automation fixing 14 12 2

7422.04 Furniture assembler 14 11 3

8334.01 Heavy truck (crane inclusive) driver 13 10 3

8123.03 Operator of machines for production of windows and doors from plastic

13 8 5

Table26: Training support

No. Description Trainees Percentage

1 Enterprise 546 54.1%

2 Employees 255 25.3%

3 Government and Donators 30 3.0%

4 Donators 178 17.6%

4 Total 1009 100%


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7433.03 Tailor for textile wrapping 12 11 1

7223.04 Metal‐carver 11 9 2

Other occupations 45 23 22

Total 221 159 62

Enhancement of skills and knowledge, not only in the professional aspect about which occupations are the

most sought, but also from which institution the support would be requested for training realisation. It is

important which is the institution that provides support because the training quality also depends from

many factors which are very important.

Vocational education and training requires particular attention because in some cases employers are not

satisfied with the level of quality of vocational education and training.


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The largest number of vacancies for the requested occupations in future, majority of them are

referred as “carpenter of furniture“ with 10.9% followed by “Doctor, advisor/doctor, health care

insurance advisor” with10.0%, followed by “Leader of mechanic group and assembler of

industrial machinery and other machinery” by 8.3%, “Financial Analyst”, 7.7%.

Two sectors with the highest number of requests for employment of foreign citizens is

constructionwith 399 and transport/communication with 348 requests, followed by other sectors

such as production with 135 requests and education with 123 requests. Other sectors have a lower

number of requests.

The highest number of requests comes from the occupation of operator/assembler of equipment

and machinery with 279 requests, further followed by construction, electrical, mechanical

engineer with 107 requests, followed by teachers with 100 requests.

The average salary in Kosovo for the employees has been increased to the level of about 346 €.

If we compare this average with year 2011 then the difference is for 5.82%, meaning that from

2010 what was 292 €, in 2011 it was 327 € or the increase was approximately 12%, whereas for

the year 2013 it is 346 Euro or increase is for 5.8%.

Female gender for 2013 was paid with 311Euro, 8Euro more than in 2011. Whereas male have

benefited an average salary in 2013 in amount of353Euro, or 21Euro more than in 2011 which

was 332 Euro. Increase at the male gender has become 2 times higher than increase for female

gender.

Average salaries paid by the level of educational qualifications are in direct correlation, workers

with a higher level of education still are the best paid who receive an average salary of about 439

€. Employees with secondary qualification receive salaries of 340 €.Employees with lower

qualification earn an average monthly salary of about 272 €.

Based on this survey the enterprises have declared that they respect the labour law in level of

71.4%. Whereas 22% of enterprises declared that they do not respect the labour law and 6.6% did

not respond.


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The highest level of provided Training by enterprises themselves was with 62.8 %, whereas the

private providers of training had the ratio of 6.8% Public training providers reached the ratio of

30.3% for all employed people.

Trainings of employees were mainly supported by enterprises themselves in level of

54.1%,whereas many trainings were supported by employees themselves meaning that they had

self-initiative by 25.3%. Whereas donators supported 17.6% and from governmental institutions

by 3.0%.

It has become very difficult to find qualified employees as stated by the representatives of the

enterprises, especially in the deficit staff groups in the labour market, such qualifications would

be necessary for certain occupations: Car mechanicwith 34 requests, system administrator with 24

requests, Designer for textile and clothing with 24 requests followed by chef with 17 requests and

so on.


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Recommendation

We recommend the Ministry of Labour and Social Welfare that through policies of employment,

respectively active measures in the labour market todesign measures for a general inclusion for all

categories of jobseekers. Also growth of entries in vocational training in proportion to registration

of unemployed in employment offices.

Coordination of activities with the Ministry of Education, Science and Technology in particular

when referring to harmonisation of curricula based on the labour market demands.

Vocational Training Centres must take into consideration the deficit occupations which are in the

Labour Market of Kosovo,and through this Survey and other surveys in order to define in the best

way possible the activities for enhancement of the occupational training for the job seekers in

order to further enhance their knowledge.

Role of businesses along with the MLSW and MEST is very high at identification of needs and at

defining the employment policies and for education and training based on these needs. Businesses

are very important in this triangle.

A kind of mechanism has to be created for monitoring and evaluating implementation of policies

of employment and education/training policies.

Awareness must be raised for the declaration of vacant job positions to also go through

employment offices and not through other forms.


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A Survey of Labour Market Demands, 2013 AKBmpms.rks-gov.net/Portals/0/Librat/English-Hulumtimi i...

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