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Purpose: Students’ transition from education to employment is influenced by factors like the length and calibre of their education, demography, labour market conditions, and the general state of the economy. Regardless of the economy, education systems should seek to ensure that students have the skills required for the labour market. This will help them better transition from school to work. This study examines the work skills that companies require for entry-level positions in Romania.

Need for Study: Previously, text analysis studies treated the job market only for the IT industry in Romania. To understand the demand-side opportunities and restrictions, assessing the employment opportunities for young people in the Romanian labour market is necessary.

Methodology: A text mining approach from 842 unstructured data of the existing job positions in October 2022 for fresh graduates or students is used in this chapter. The study uses data from LinkedIn job descriptions in the Romanian job market. The methodology involved is focused on text retrieval, text-pre-processing, word cloud analysis, network analysis, and topic modelling.

Findings: The empirical findings revealed that the most common words in job descriptions are experience, team, work, skills, development, knowledge, support, data, business, and software. The correlation network revealed that the most correlated pairs of words are gender–sexual–race–religion–origin–diversity–age–identity–orientation–colour–equal–marital.

Practical Implications: This study looked at the job market and used text analytics to extract a space of skill and qualification dimensions from job announcements relevant to the Romanian employment market instead of depending on subjective knowledge.

The efficient functioning of the labour market is an important factor that affects long-term economic growth. The interaction of supply and demand on the labour market is influenced by institutions which change the motivations and behaviour of economic actors and, ultimately, the flexibility of the labour market. There is no consensus in the literature on the effect these institutions have on labour market outcomes. This chapter focuses on a set of selective labour market institutions (employment protection legislation, minimum wages, unemployment benefits, labour taxation, trade unions and active labour market policies), compares their relevance to other European Union (EU) countries and through the lens of the Beveridge curve it tries to evaluate their impact on effectiveness of the Czech labour market. The international comparison shows that most of the considered institutions/regulations do not reach such importance (except employment protection legislation) and that they have a significant negative effect on labour market outcomes. Even the model of the Beveridge curve does not indicate that the Czech labour market is characterised by rigidities that would impair the effectiveness of a matching process at the aggregate level.

The study's objective was to address the factors impacting the employability attributes of fresh graduates in the Kingdom of Bahrain while considering the various challenges. This study used a quantitative approach which employed the questionnaire tool, and data were collected by using a convenience sampling method. The study sample comprised n = 385 respondents from different industries, including manufacturing, banking and finance, hospitality, healthcare, oil and gas, and real estate sectors of Bahrain. Data gathered from questionnaire were analyzed using Statistical Package for the Social Sciences (SPSS), where descriptive and inferential statistics was used to analyze the data. The results of the study showed for the major Hypothesis 1 that the demographic variables have no significant statistical impact on employment attributes of the new fresh graduates. Moreover, findings suggest that null hypothesis for major Hypothesis 2 has been rejected as applied academic skills and critical thinking skills have no significant impact on employability attribute of fresh graduates in the Kingdom of Bahrain. Null hypothesis for major Hypothesis 3 has been accepted as findings suggest that technology use skills (β ₁ = 0.080), system thinking skills (β ₂ = 0.210), communication skills (β ₃ = 0.402), and information skills (β ₄ = −0.100) which are an antecedent of workplace skills, have significant statistical impact on employability attribute of fresh graduates in Kingdom of Bahrain. Lastly, null hypothesis for major Hypothesis 4 has been accepted as findings suggest that interpersonal skills (β ₅ = 0.229) which are an antecedent of effective relationship have significant statistical impact on employability attribute of fresh graduates in the Kingdom of Bahrain.

This chapter provides a comprehensive exploration of global demographic trends and challenges, specifically focusing on Asian countries and the demographic landscape of Bangladesh. This chapter highlights the implications of rapid population growth, aging populations, and urbanization, analyzing their socioeconomic impacts on education, healthcare, and employment. By contextualizing these trends within the broader framework of sustainable development, this chapter sets the stage for understanding the intricate relationship between population dynamics and the empowerment of marginalized communities through family planning strategies.

Purpose: This research aims to provide a conceptual framework that will help organisations address the skill shortages and gaps in their current business model. The study also aims to fulfil the literature gap by offering three strategies that can help firms across industries in the international arena to upskill and reskill their talent pool.

Design/Methodology/Approach: Using real-world cases and statistics, the research offers a conceptual framework along with the three strategies, that is, revisiting skills requirements, continuous training and development, and partnership across ecosystems for addressing the critical challenge of skill gap and shortage that is prevailing across industries today.

Findings: The findings of the research show that by involving employers, employees, and policymakers, an effective conceptual framework can be made that will help organisations to serve their target customers more effectively and efficiently. The study also results in the formation of three strategies to help the company address the talent shortage and gap in their organisation.

Research Limitations/Implications: The research has wide implications for a variety of stakeholders and especially for the companies, employees, and policymakers. This will prove instrumental in handling the shortcoming of the talents prevailing in today’s business environment.

Originality/Value: The study is unique in offering a framework and giving three operational strategies: revisiting skills requirements, continuous training and development, and partnership across ecosystems for building and managing the talent pool in the company.

The author develops a bilateral Nash bargaining model under value uncertainty and private/asymmetric information, combining ideas from axiomatic and strategic bargaining theory. The solution to the model leads organically to a two-tier stochastic frontier (2TSF) setup with intra-error dependence. The author presents two different statistical specifications to estimate the model, one that accounts for regressor endogeneity using copulas, the other able to identify separately the bargaining power from the private information effects at the individual level. An empirical application using a matched employer–employee data set (MEEDS) from Zambia and a second using another one from Ghana showcase the applied potential of the approach.

This chapter provides an overview of entrepreneurship clubs. It charts the development of these organisations, as a form of extracurricular activity. It introduces different forms of entrepreneurship clubs, such as Junior Achievement (JA) and Enactus, and explains how they grew from 1919 to the present. It also illustrates the differences between self-organised clubs, organised programs using clubs as a learning method, structured societies and nationally organised cooperative societies. The second part introduces research on student clubs in entrepreneurship education. It explores the benefits of clubs. It shows that clubs assist student learning, enable the acquisition of practical skills and improve college attendance, employment opportunities and career attainment. We argue that entrepreneurship clubs have improved student learning outcomes in entrepreneurship and simulated entrepreneurial learning, while impacting student self-efficacy and intentionality as well as improving employability and social learning. The final part of the chapter provides advice and tips for educators advising student-run entrepreneurship clubs. Ultimately, the chapter explains how student clubs have developed, why they are important for student learning and how advisors can support them.

Introduction: Amidst Volatility, Uncertainty, Complexity, and Ambiguity (VUCA), turbulence is a vital component of an entrepreneurial landscape. VUCA world has set a new dynamic in the business environment and organisation’s settings. In such an environment, it is pertinent for entrepreneurs to exhibit creativity, innovative service behaviour, and performance.

Purpose: The study investigates whether creativity, innovative service behaviour, and performance of entrepreneurs are fostered through employee engagement practices in a highly volatile, uncertain, complex, and ambiguous environment.

Methodology: The methodology involves a systematic review and meta-synthesis. By identifying the major topics, a systematic literature review helped critically analyse and synthesise the literature.

Findings: According to the study, corporate entrepreneurial factors like (management reinforcement, reward/reinforcement, job autonomy/discretion, time attainability, and organisational boundaries) entrepreneurial potential, entrepreneurial orientation, human capital, self-efficacy beliefs lead to employee engagement, which, in turn, fosters creativity, innovative service behaviour, and performance among entrepreneurs in the VUCA world.

The purpose of the study is to analyse the impact of COVID-19 on the hospitality industry during the rise of worldwide pandemic crises using Twitter analysis. The study is based on 57,794 English-language tweets mined from Twitter from 1 April 2020 to 15 October 2020. Based on thematic and sentiment analysis, the study found that overall sentiments expressed on Twitter were negative. This chapter contributes to existing knowledge about the COVID-19 crisis and broadens the respondents’ understanding of the potential impacts of the crisis on the most vulnerable tourism and hospitality industry. This research emphasises the sustainable revival of the hospitality industry.