Romanian Labour Market Analysis

This assignment requires an analysis of the Romanian labor market, focusing on key issues such as skills mismatch, migration patterns, and the impact of global economic trends. The provided literature explores various aspects of these challenges, including social upgrading and downgrading of apparel workers, institutional impacts of care migration, and the education penalty faced by workers. Students are expected to synthesize this information to provide a comprehensive understanding of the current state and future prospects of Romania's labor market.

The skills' underutilization of
Romanian workforce in
London, UK.

ABSTRACT
In the present study, skills of underutilisation of Romania people in London, UK has been
identified. In this regard, different ways also demonstrated that helps to understand important
concept of the present topic. With this aspect, it has been found that among Romania people lack
of soft and hard skills determine proficiency towards long term objectives and goals. As a result,
to increase their skills and performances it is essential to lead with positive performances of
Romania people. Furthermore, study demonstrate primary data collection method with using
face-to-face interview and survey questionnaire. There are 80 respondents selected to know skills
of underutilisation of staff members in the country. In addition to this, face-to-face interview also
helps to know about proper presentation of assessment of Romania people's skills. Purpose of
this study is to find effectiveness of skilled Romania workers that are utilised in London market.
It is important to assess skills and efficiency of Romania workers because in UK they are
fail to deal in different sector such as construction, health sector and hospitality. Therefore,
training program can be successfully regulate to increase their efficiency towards different
sectors. From collecting of primary data, I can collect information regarding employees’ own
performances to find response towards aim and objectives. From this aspect, conclusion drawn
that education and job skills can be match successfully to deal in different sectors.

Table of Contents
CHAPTER 1 INTRODUCTION.....................................................................................................1
Background of the study.........................................................................................................1
Rationale of the study.............................................................................................................1
Aim and objectives.................................................................................................................1
Significance of the research ...................................................................................................2
Timeline and activities of the research...................................................................................3
CHAPTER 2 LITERATURE REVIEW..........................................................................................5
Soft and hard skills in workers within UK labour market .....................................................5
Strategies to improve skills of Romanian workers ................................................................6
Sectors where the Romanian workers’ skills are not used effectively: construction,
hotel/hospitality and health care of London...........................................................................8
Skilled Romanian workers are utilized in the London workforce market..............................9
Ways through skilled Romania workers are effectively work in different sectors..............10
CHAPTER 3 RESEARCH METHODOLOGY............................................................................12
CHAPTER 4 DATA COLLECTION AND ANALYSIS .............................................................16
Data collection......................................................................................................................16
CHAPTER 5 FINDINGS FROM DATA ANALYSIS.................................................................21
CHAPTER 6 CONCLUSION, REFLECTION AND RECOMMENDATION............................32
Conclusion............................................................................................................................32
Recommendation..................................................................................................................33
Reflection.............................................................................................................................33
REFERENCES..............................................................................................................................35

CHAPTER 1 INTRODUCTION
Background of the study
Underutilization of the capacity of labour force is considered as demographic and social
characteristics with different elements such as education attainment, occupational status, etc.
These are main reasons of underemployment in every country. Therefore, economic problems
occur after the crisis and massive migration of Romania workers into London, UK. This is
because there are different sectors in which these people work continuously to develop their
work (Ambrosini, Mayr and Radu, 2015). Employers are also forced with weaker consistent
wage package so that it is essential to focus on underutilisation of labour force. As a result, there
are different kinds of hard and soft skills that assists to increase efficiency and capability of
people in UK. Hard skills are considered as proficiency in foreign language, degree or certificate,
machine operations, computer programming, etc. These types of skills assists to gain long term
objectives in desired consideration. Furthermore, different types of soft skills also assists to
develop effectiveness in work with increasing communication, flexibility, leadership, motivation,
patience, time management, work ethics, etc. In London (UK), labour market continuously
diminish because of lack of skills among employees. In this present study, increasing skills with
Romania people successfully developed which helps to accomplish advance results.
Rationale of the study
The present study assists to understand factors that are leading towards skills
underutilisation of workers in London, UK. Therefore, report determines different training and
development methods that assists to attain competitive wage as an important factor and it is
closely related with good work life balance. Furthermore, it assists to identify skills of Romanian
workers that are used effectively or not in different sectors such as construction, hotel and health
sector of London. As a result, it signifies that skilled workers are attracted in London workforce
market (Plank and Staritz, 2016). With the help of making changes in technological
development, it can be stated that it is more important to utilise workforce in the particular
country. In addition to this, present study also helps to look for London Employment and skills
commission to tackle more skills challenges that head on.
Aim and objectives
Research aims
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To understand and analyse the skills and underutilization of Romanian workers in London, UK.
Research objectives
 To identify and analyse soft and hard skills in workers within UK labour market
 To analyse strategies to improve skills of Romanian workers
 To determine the Romanian workers’ skills in sector such construction, hotel/hospitality
and health care.
 To analyse how the skilled Romanian workers are utilized in the London workforce
market.
 To recommend ways through skilled Romania workers are effectively work in different
sectors.

Research questions
 Are the Romanian employees overeducated for their work in London, UK.
 Is there a mismatch between education and job level workers when compared with other
migrant communities?
 What is the perception of the Romanian workers about their skills utilisation in London
workforce market?
 What are the sectors determining for Romania workers' skills are not used effectively
construction, hotel/hospitality and heath care?
Significance of the research
With the help of present study, there are some significance can be successfully
implemented at workplace of London regarding labour workforce. This is because, there are
different challenges face in different sector of businesses which is effectively used in the
economy. Therefore, country focuses on policy that helps to know about problem which address
it in the best manner. Furthermore, establishing of the cost in the UK of labour market not fully
employ with available skills. It is require comparing appropriate alternative so that individual
who has completed education and training, easily take contribution in employment (Moraru,
Cioca and Babut, 2017). With the help of analysis, it can be stated that it takes consideration of
cost to loss productivity of individual who find underutilisation in the country. In order to
increase hard and soft skills of employees assists to focus on taking initiatives at workplace of
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London, UK. Hence, training and development methods implemented successfully to reach
towards more success in the country.
Timeline and activities of the research
In order to conduct research, there are several activities considered according to time that
helps to accomplish targets and goals. These are explained further here:
Activities 1th
Week
2nd
Week
3rd
Week
4th
Week
5th
Week
6th
Week
7th
Week
8th
Week
9th
Week
10th
Week
Research topic
Literature
Review
Designing of
research
methodology
Design question
of research
Carry out
Research
activities
Data Analysis
and its graphic
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design
Conclusion and
recommendation
Final Report
Editing &
Completion
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CHAPTER 2 LITERATURE REVIEW
Soft and hard skills in workers within UK labour market
As per the views of Plank and Staritz, (2016), hard skills are specific, teachable abilities
that can be successfully defined and measured such as typing, writing, math, reading & ability to
use software programs. Therefore, in respect to conduct research for UK labour market, the
present study determines with different range of conceptual approach in several numbers of
social science discipline. Often it is piecemeal and focuses on narrowly to defined rivers and
processes. Increasing movement of utilising broader framework, it can be stated that it is
essential to focus on simple supply side characteristics that are related with labour workforce in
UK. Capability also move in labour market that make sustainable and accessible employment in
the country which ascertained with labour market. However, Moraru, Cioca and Babut, (2017)
stated that individual employability is generally depends on knowledge and skills which possess
with attitude. With this regard, soft skills are considered as important consideration that is less
tangible and harder to quantify such as etiquette, getting along with others, listening and
engaging. Therefore, there are personal attributes are presented in labour market so that
environmental and social context work to sought problems and work in systematic manner.
Broad employability also include supply side characteristics and demand side characteristics
towards labour market. Broad employability framework resembles in model that shown in labour
capital. In individual labour market, there are three interrelated functions considered which
include individual and personal circumstances.
As per the point of Ambrosini, Mayr and Radu, (2015), first two relation considered with
individual and personal circumstances that are very tough in labour supply factors. In addition to
this, third set of factors are considered largely in external for individual that can be seen as
representing broad range of contextual factors which includes several characteristics of labour
market demand in London, UK. Individual characteristics can be defined in term of malleable
and indelible that are considered skills and attributes such as basic education, transferable skills
which develop successfully at individual's level of adaptability and mobility. In addition to this,
it is also important to consider proper health, well-being, job seeking skills and individual's level
of adaptability. On the other hand, Gaureanu, Draghici and Weinschrott, (2016) argued that
ascribed and achieved personal characteristic such as education in term of formal and learned job
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skills. Along with this, social status, age, etc. are factors that often included in models that
attempting to understand labour market outcomes. In particular aspects of operations of the
opportunity, it can be stated that objectives are varied greatly that focuses across individual that
depends on personal characteristic.
According to the views of Ugwudike, Raynor and Annison, (2018), it can be expect that
health and well-being is long-term outcomes that affect to perform certain jobs & employed in
all aspects. Job seeking behaviour and knowledge mainly act to funnel information that is known
and directly create impact on possible connection with individual social network. Direct impact
on an individual's opportunity structure and eventual develop successful employment outcomes.
Therefore, adaptability and mobility refers in particular environment that extent to willingly
change and adapt for meeting labour market conditions. Along with this, Vasile, Pisică and
Dobre, (2015) stated that impact of local or regional resources considered in context of several
effects that can be arrange of market and institutions. Impact of local and regional resources
ascertained in context effect which is most often that is related with quality, quantity and
diversity of institute. It refers as market and institutions at local level. Arrangements of it
generally includes financial markets, schools of social welfare and criminal justice systems.
Tan, Lee and Nam, (2016), generated their views that there are several other factors that
influence national income of the country so that whatever is used assists to produce commodity
that is called its inputs. The higher capital labour ratio in an economy assists to transform given
amount of time into large quantity. As a result, it increases more output among workers that
influence productivity of labour as human capital. With the help of good standards of living, it
can be stated that goods and services are produced with less amount of efforts.
Strategies to improve skills of Romanian workers
As per the views of Zanca and Misca, (2016), there are several strategies to improve
skills of Romania workers in UK. For instance, make eye contact and acknowledge everyone's
presence in particular place. In order to increase awareness of body language, it can be stated that
soft skills can be successfully develop that ascertained with several advantages. Development of
writing skills also assists to maintain effectiveness through always proofread whole content
before sending. On the other hand, Sekulova and Rogoz, (2018) generated their views and ideas
in health profession supply of health professional also decreased since 2010/2011. In this
because, there is insufficient labour supply which led to decline employment. Employment in the
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sector increasing with emigration of graduates such as more and more graduate people who are
looking for internship position. Number of graduate person is continuously reducing so that
insufficient development of health care services and infrastructure decentralised management
and finance. Hence, cutting in wages by 25% replacement rate for re-employment for all these
developments contributed that increase recruitment difficulties.
In order to consider education sector, Plank and Staritz, (2016) argued that crisis
decreased for the attractiveness of jobs. There are several numbers of staff decreased by 15%
from 432 thousands in 2008 and 373 in 2014 (Romania: Mismatch priority occupations, 2016).
Administrative measures compulsory retirement at standard age so that it is essential to change
structure of teachers and reduce attractiveness for a career in education. Due to increasing
number of new entrants and external migration, in 2014 share of persons 25-34 years old
employed in education decreased by 8%. As a result, quality of education has suffered in
education sector. In contrasting, Hanna and Lyons, (2018) stated that cooperation with business
sector are main obstacles for curricula updates to respond labour market demand for new skills
and competences for new professions. Teaching is not financially attractive profession in the UK
because of ineffective capabilities of employees. While there are several numbers of notable
legal and institutional changes in education system taken place. As a result, problems of quality,
efficiency and equity is remained.
Along with this, Ambrosini, Mayr and Radu, (2015) stated that in construction sector
workers of Romania also decline. This is because, in construction market problem is associated
that state that investment also required with auctions so that contracts are also started when
actual work passes from months and sometimes years. Due to unclear laws, market is unsecure
so that in construction business, workers of Romania state invest more. Furthermore, there is
more expensive in residential sector so that growth of the country continuously diminish which
might creates crisis. On the other hand, Moraru, Cioca and Babut, (2017) argued that labour in
the construction sector results of intense immigration towards Western countries. Hence, local
construction firms must increase salaries to attract skilled staff. Furthermore, increasing wages
also make solution to solve problems of labour deficit in construction to train young people.
Moreover, poor energy efficiency conditions of the building stock in the country taking several
actions that stimulate renovation to focus on particular residential building.
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Sectors where the Romanian workers’ skills are not used effectively: construction,
hotel/hospitality and health care of London
As per the views of Irimiás and Michalkó, (2016), recently Romania workers' skills are
not effectively used in different sectors such as construction, hotel/hospitality and health care. In
construction sector of UK, there were 202 million UK resident working with specialised
activities. Specialised construction activities also building with greater proportion of all residents
those are working in London. There is widespread of demand for more information that can be
successfully impact on the UK. In order to considered operations in the industry, it can be stated
that current composition of overall contract includes looking and concentrating in occupational
breakdown with several characteristic. However, Hoftijzer and Gortazar, (2018) stated that
productivity of construction industry is poor so that it is widely creates impact on outcomes.
Productivity of particular sector building brand that assists to focus on newly qualified workers.
As a result, it can be stated that education helps to the industry with training to provide enough
skilled construction workers. With the help of changing in technical and vocational education
system, productivity can be raise that make solution to attain desired level of growth.
According to the point of Spreckelsen and Seeleib-Kaiser, (2016), British economy has
been held back due to weak productivity growth to solve issue and problem of economic crisis.
In the hospitality industry, it can be stated that participation in workforce of women and men
from Romania workers is high. This is because, in the country there is high unemployed labour
market which create impact on continued growth of the country. With this consideration, it can
be stated that combination of employment attrition make high growth in the hospitality sector
that impact cumulative over time. On the other hand, Sobis, Junjan and de Vries, (2016) argued
that there is overlap between hospitality and tourism sector. As a result, this sector is not
effectively and completely captured to take corrective measures that can be implied with EU
migration into the sectors. In this sector, UK has several requirements but Romania workers have
not skills to perform their jobs and fulfil gaps. Low rates of unemployment means that long term
outcomes need to be successfully develop to face similar challenges to attract inactive persons.
As per the point of Sukarieh and Tannock, (2017), stated that Romania workers have
several opportunities in UK so that they work with highly skilled workforce. There is two quotas
based schemes successfully develop to increase employment activities in the country.
Consequently, levels of migration from Romania to UK is currently low as compared to EU8
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citizens in the country. Furthermore, in all over the areas they continuously expand their
operations and functions in the country. Beside this, Eldring and Schulten, (2016) argued that
there are several opportunities in healthcare of UK where employment opportunities can be
successfully expand. Therefore, it grouped into allied health, ambulance services,
complementary therapies, etc. There are different kinds of setting includes such as care homes,
hospitals, medical laboratories, etc. In this area, Romania workers are not effectively work
because they have not efficiency to fulfil job roles with consideration of private sector functions.
Skilled Romanian workers are utilized in the London workforce market.
As per the point of Farcas and Goncalves, (2017), Romania people have opportunities to
work in the UK with limit in different schemes for highly skilled and skilled workers. Obtain
worker authorisation document also prior to start employment. As a result, after employed
legally citizens of the country can enter and live in UK to take support with their families to
reduce burden on public funds. There are majority of people who work in UK under age of 18 to
34 who are living in London and South East England. Level of the self employment is relatively
high so that there are several restrictions towards them to work in the country. On the other hand,
Ambrosini, Mayr and Radu, (2015) stated that in construction work, majority of Romania people
work so that it create impact on prevent the undercutting of resident workers wages.
Furthermore, trade union highlighted for prevalence of accession state workers in construction
industry. Hence, self employed also effect transitional restriction. Consequently, employment
protection or minimum wage legislation not included in this aspect.
According to the views of Tan, Lee and Nam, (2016), Romania people removing labour
market restrictions that increase number of people which seeking for employment in the UK.
Therefore, it is important to protect people on the basis of national currently resident.
Representatives of the community people also argued that removing restrictions in labour market
assists to protect migrants those are already resident in the country. At lower cost, people hire so
that it create negative impact on their efficiency and effectiveness. Beside this, Moraru, Cioca
and Babut, (2017) stated that social security and welfare benefit are limited so that in UK
housing benefit helps to migrant people so that it would be beneficial to increase benefits.
As per the views of Moraru, Cioca and Babut, (2017), international mobility of
professionals represents large component in migration streams. In global competition, expansion
of knowledge develop importance of mobility flows. Social aspects of skills is essential that
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would be beneficial to negotiate value and human capital as well. Self-representation of the value
develop with judgement in which different perception and assessment regulate effectively.
As per the views of Spreckelsen and Seeleib-Kaiser, (2016), human capital theory is
concerned with knowledge and experience of small scale business owners. In this consideration,
general assumptions improves chances of survival as it is important source to increase
experience and translated into knowledge and skills. This theory generally applied in public and
private sector so that investment decisions for government and its people show investing in
education that positively lead in economic growth. On the other hand, Farcas and Goncalves,
(2017) stated that human resource theory focused on controlling employees for getting buy in to
decisions. Therefore, it is foremost to untapped resources so that workers' comes into
organisation with variety of resources so that management can tap to try it.
Ways through skilled Romania workers are effectively work in different sectors
According to the views of Sobis, Junjan and de Vries, (2016), employment market in
Romania had some positive interesting trends. With the help of understanding these trends, better
work and outcomes will be ascertained to maintain relationship smoother. Therefore,
improvement in relationship with Romania employees assists to increase knowledge and
experience. Recognition and restructuring processes is more realistic so that intelligence can be
successfully develop through providing training and development program to increase desired
level of efficiency. According to work, they all need to deal with business goals and activities
which would be helpful to attain more creative work. On the other hand, Ambrosini, Mayr and
Radu, (2015) stated that in different sector distinctive payment of wage require fulfilling their
needs and wants. As a result, employees must pay fairly and well so that industry standards must
be justified and affordable for enterprise to make more efforts at workplace. Furthermore, it is
essential to fulfil their requirements to make more efforts to deal with desired results.
In addition to this, Farcas and Goncalves, (2017) argued that praise accomplishment to
put and attempts towards Romania workers helps to make sure that goals, responsibility and
expectations communicate to manage people effectively. Share information promptly, openly
and clearly with compassion of different employees. In order to recognise performance
appropriately and consistently that increase outstanding performances. For instance, promotions,
further career development opportunities, etc. However, Ambrosini, Mayr and Radu, (2015)
argued that career opportunities for learn and grow desired level results at workplace. Goals must
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be relate with dysfunctional behaviour so that all members need to take active participation in
work related concerns. All members must take actively participation in all programs of different
sectors so that their learning to increase to reach towards organisational goals and objectives.
Success and milestones also building with creative workforce which would be helpful to
maintain trust as well.
Furthermore, Sekulova and Rogoz, (2018) generated their views that information from
skills anticipation activities shared primarily with ministries and government agencies.
Therefore, policy making with dissemination of data and reports considered positive impact to
share information among several members. Guidance counsellors in vocational and general
education develop successfully to increase employment services at workplace. Social partner
stakeholders also have access to the report which containing information and skills anticipation.
On the other hand Sobis, Junjan and de Vries, (2016) explored their ideas that main funding
agency also include ministry of labour and social justice so that it is essential to develop
methodology and forecast country's skills needs. Cooperation with EU agencies also helped to
develop participation so that most of the government participation have limited role in process.
As a result, it helps to fulfil business goals and objectives that can be present work in given
context.
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CHAPTER 3 RESEARCH METHODOLOGY
Research methodology is the specific procedure that considered different techniques,
process and information that are useful to critically evaluate study. In addition to this, it is also
considered significant advantages with overall validity and reliability (Elharram, Dinh and Noël,
2017). In the present study, skills of Romania workers has been underutilised to work in London,
UK. In this regard, in different sector of UK Romania people need to increase their efficiency
such as hospitality, healthcare and construction industry. Therefore, primary and secondary data
collected to focus on present analysis. Research philosophy: Research philosophy is the belief about a way in which data is
gathered, analysed and used. In this regard, process transforming for several things which
believed into different things that are important for research study. There are two types of
research philosophies such as interpretivism and positivism. Research philosophy also
deals with the idea of knowledge which creation and profound to engage knowledge to
conduct study in appropriate manner (Fox and Alldred, 2015). Interpretivism research
philosophy contend only with subjective interpretation that can be turned into reality to
understand it. Furthermore, positivism strategy is reality which is stable and observed to
describe objective view point. It contends phenomena that is isolated and observed in
repeatable manner. It often involved manipulation of reality that includes single
independent variable to maintain inter-relationships. In the present study, interpretivism
strategy has been used that assists to conduct research with in-depth analysis with taking
small sample (Murshed and Zhang, 2016). In different sector of UK, it is essential to deal
with hard and soft skills of employees so that it helps to lead with overall success in
positive consideration. This is because, investigation is qualitative that measure to
represent proper outcomes. However, positivism research philosophy is not useful
because it is highly structured and considered large sample for measurement. Research approach: Research approach is plan and procedure that considered in certain
steps and broad assumptions that includes detailed methods of data collection, analysis
and interpretation. It is generally based on nature of the research problem that being
addressed to find appropriate information. There are mainly three kinds of research
approaches considered such as inductive, deductive and abductive strategy that assists to
measure relevance hypotheses in the study (Ross, Rogers and Duff, 2016). Deductive
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strategy formulate in generalising from general to specific aspect of information
gathering. Furthermore, inductive strategy considered generalising from specific to
general. In abductive approach generalising from interaction between specific and
general. Therefore, it would be helpful to focus on deductive approach that helps to
identify general to specific. This is because, in the present study it evaluates proposition
or hypotheses which is related to existing theory (Mackey and Marsden, 2015).
Furthermore, impact of Romania skills underutilisation of work in London has been
identified to assess important consideration. Research design: Research design defined as overall strategy that can be choose to
integrate different components in the study that taken coherent and logical way. In order
to ensure that effectively address research problem, research design assists to constitute
blueprint for collection, measurement and analysis of data. There are different types of
research design considered in research that helps to find relevant information towards
present topic (Faber, Bodnar and Smith, 2016). Mainly four kinds of research designs
exist such as descriptive, correlative, quasi-experimental and experimental. In the present
study, descriptive research design has been used that assists to describe problem and issue
with in-depth information and gain more relevant information towards research aim.
Therefore, towards different sectors of UK, appropriate measurement considered
regarding hard and soft skills of Romania workers. Research strategy: There are generally two types of research strategies such as
qualitative and quantitative. Qualitative research strategy primarily used to gain
understanding to underlying reasons, opinions and motivation. It provides insight into the
problem that helps to develop ideas or hypotheses towards potential outcomes (Mackey
and Gass, 2016). Qualitative research is also used for uncover trends to dive deeper into
problem. Furthermore, quantitative research strategy is used to quantify problem to
generate numerical data and information that can be transform into usable statistics. It is
generally used in quantify attitude, opinion, behaviours, etc. Hence, results are
generalising from larger sample population. There are different ways to collect
quantitative research such as survey, face to face interview, etc. In the present study,
researcher used qualitative analysis which would be beneficial to conduct survey with
using questionnaire (Mackey and Gass, 2016). With the help of qualitative and
13

quantitative strategy, it can be stated that positive research outcomes will be gain in
study. Data collection: Data collection is the process that is used to gather and measure
information on variable interest. In this aspect, research question addressed with
conducting hypotheses test and evaluate outcomes as well. There are two types of method
to collect relevant data and information towards labour market of UK and Romania
workers skills such as primary and secondary (Bellini, 2017). In the primary research,
quantitative and qualitative strategies ascertained to gather relevant information at
workplace. In the present study, both kind of information collected that assists to gain
relevant outcomes towards the research. Primary data assists to gather fresh and relevant
information to gain desired level of outcomes at workplace (Ahmed, Opoku and Aziz,
2016). Moreover, secondary information collected from different authors views and
previous research that collected to gain effective results. Primary data collection can be
done through face to face interview questionnaire which has been distributed among
several employees. Along with this, 80 survey questionnaire also undertaken that helps to
find relevant information towards present research study. All people will get
questionnaire through this method so that they are able to provide relevant information
towards present research topic (Cobb, Jadwin and Wolf, 2017). There are 20 Romania
Secondary research includes gathering existing data from government reports, literature
reviews, etc. Consequently, data and information that collected to take appropriate time. Data analysis: Data analysis is the process of inspecting, cleansing, modelling and
transforming data to accomplish goals and objectives. In this regard, decision-making
process successfully develop in the research to gather relevant information and outcomes.
In the present study, thematic data analysis strategy has been used that ascertained with
different kinds of themes that design to collect relevant information towards the research
study (Saunders and Bezzina, 2015). In this regard, qualitative data from research in
innovative process. Data also acquired to lead with research question to provide clues in
potential interventions. It can be used to analyse qualitative information to gain
knowledge in systematic manner and interact people in particular group. Sampling: Sampling is a process which is used with statistical analysis that is
predetermined with number of observation which taken from larger population. There are
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two kinds of sampling such as probabilistic and non-probabilistic. Probabilistic sampling
is a type in which every member of selected sample is considered as important role in
whole study. In this regard, population is homogeneous so that each member get chance
of being selected part will have similar characteristic (Faber, Bodnar and Smith, 2016).
There are different methods of probabilistic sampling such as simple random sampling,
stratified random sampling, systematic sampling, cluster sampling and multi-stage
sampling. On the other hand, another method of sampling is non-probabilistic method
where each member of the population not get equal chance to select in the sample. It
considered different kinds of methods such as purposive sampling, convenience
sampling, snow-ball sampling and quota sampling. In the present study, simple random
sampling method has been used that assists to select members randomly are purely. In
this consideration, each member get equal chance to being select in sample. Random
selection of members is suitable technique which is homogeneous (Cobb, Jadwin and
Wolf, 2017). In the present study, 20 Romania employees selected those are working in
UK. Along with this, they are selected from three sectors such as healthcare, hospitality
and construction industry. There are 80 survey questionnaires and 20 face to face
interview questionnaire designed for Romania workers inLondon. Ethical consideration: Ethical consideration in research consist norms and standards
which helps to provide distinguish between wrong and right things. As a result, it helps to
determine differences between acceptable and unacceptable behaviours. There are
different kinds of important concerns that are taken to carry qualitative research. In this
regard, mainly it based on anonymity, confidentiality and informed consent.
Furthermore, researcher need to ensure that standards and norms are followed by them to
reduce ethical issues in human subjects (Ross, Rogers and Duff, 2016). Ethical
consideration are very important in research because many professionals associated with
addressing problems such as honesty, social responsibility, confidentiality, non-
discrimination, etc. In order to address these considerations, most institutions and
organisation developed to maintain safety at workplace. Comprehensive discussion of
ethical issues face by researchers to provide views on appropriate aspects.
 Validity and reliability: Validity and reliability is used as interchangeably to demonstrate
obtaining of relevant information in the study. With this regard, reliability implies
15

consistency which develop through test and measured to extent judgement that based on
several types of evidence. In the present study, it is essential to look upon extent which
helps to measure outcomes that intended on scale and produce consistent results. Quality
research is generally based on subjective, interpretive and contextual data which helps to
find more likely and scrutinised with questioned (Ahmed, Opoku and Aziz, 2016).
Reliability also refers as consistency to measure accuracy and correctness of the findings.
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CHAPTER 4 DATA COLLECTION AND ANALYSIS
Data collection
Questionnaire
Name:
Age:
Gender:
1. Are Romanian people able to work effectively in the modern labour market?
 Yes
 No
 Cannot say
2. Why Romania employees have underutilisation in London, UK?
 Skill shortage
 Qualification mismatch
 Lack of understanding
 Over or under qualification
3. Why Romania workers dissatisfied with the policy of London, UK?
 Low wages
 Staff motivation and retention
 Job/work control
 Discrimination in the workplace
4. How to effectively consider skill utilisation of Romania employees in the country?
 Appropriate encouragement
 Increasing opportunities in different sectors
 Provide training and development
 Stimulate investment with innovation
5. What are the dimensions considered under-utilisation towards Romania employees in the
particular nation?
 Job entry credential matching
 Performance matching
 Field of studies matching
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 Subjective matching
6. How higher order decisions regarding Romania employees concerning within the London,
UK?
 Competitive and product market strategies
 Organisation design to deliver
 HRM/ employment decisions
 Training and development
7. Do you agreed that high performance of working in the London, UK effective for Romania
employees?
 Highly agreed
 Agreed
 Neutral
 Disagreed
 Highly disagreed
FINDINGS FROM DATA ANALYSIS – Questionnaires
Theme 1: Age of participants
How old are you? Frequency Percentage %
Between 18-25 15 18.75%
Between 26-35 21 26.25%
Between 36-45 28 35.00%
Over 45 16 20.00%
18

From our questionnaire data we can observe that the largest group surveyed (35% of people
questioned) was that for workers between 36 and 45 years old. The other age brackets, 18 to 25,
26 to 35 and over 45’s had the following percentages; 18.75%, 26.25% and 20% respectively.
Theme 2: Gender of participants
What is your Gender? Frequency Percentage %
Male 48 60%
Female 32 40%
Other/Prefer not to say 0 0%
19

Our questionnaire yielded a sample that has 60% male and 40% female workers questioned
Theme 3: Sector of work
In what sector are you employed in? Frequency Percentage %
Distribution, hotels and restaurants 32 40%
Construction 25 31.25%
Public admin, education and health 8 10.00%
Manufacturing 6 7.50%
Banking and finance 1 1.25%
Transport and communication 5 6.25%
Other 3 3.75%
20

The chart above shows that relatively few Romanians in the survey (18.75%) work in either
Manufacturing, Banking and finance, Transport and communication or Other. While the big 3
industries that Romanians said they worker in our study are: Distribution, hotels and restaurants,
Construction and Public admin, education and health, with 40%, 31.25% and 10% of the workers
saying they work in, respectively.
Theme 4: Utilisation of skills
Do you believe you are able to
effectively use your skills in
the UK labour market, i.e.
being underutilized?
Frequency Percentage %
Yes 42 52.5%
No 18 22.5%
Don’t know / Cannot say 20 25%
21

From our questionnaire data we can see that most Romanian workers, 42 out of 80, said that they
believe they can effectively use their skills in the UK labour market,18 out of 80 said they don’t
and 20 out of 80 said that they don’t know or can’t say.
Theme 5: Reason for skills’ underutilisation
If you think your skills are not used
effectively while working in London,
what is the main reason you believe
you are being underutilized?
Frequency Percentage %
Skill shortage 5 28%
22

Qualification mismatch 3 16.67%
Lack of language skills 7 38.89%
Over or under qualification 2 11.11%
Other 1 5.56%
Furthermore, this graph shows that the underutilisation of Romanian employees in London, UK
can be due to different reasons. In this consideration, it can be stated that out of18 respondents
that they believe they are not effectively using their high skills in the UK labour market, the main
reason and many people said so are: Lack of language skills - 7, Qualification mismatch - 3 and
skill shortage – 5.
Theme 6: Satisfaction of work
23

Are you satisfied with working in
the UK?
Frequency Percentage %
Yes 67 83.75%
No 10 12.50%
Don’t know / Cannot say 3 3.75%
We can see that 67 out of the 80 people surveyed said that they are satisfied with working in the
UK, 10 said that they aren’t and 3 either not knowing or couldn’t be able to say. This means that
most Romanian workers surveyed are satisfied with working in the UK, we can attribute this
result to the usual benefits of emigrating to a more economically developed country which
include better wages, better standard of living and in particular in the UK, universal healthcare
under the NHS.
Theme 7: Reason not being satisfied at work
24

If you are not satisfied with
working in the UK, what is the
main reason for being so?
Frequency Percentage %
Low wages 4 40%
Staff motivation and retention 2 20%
Work control 2 20%
Discrimination in the workplace 1 10%
Other 1 10%
Out of those 10 that said they weren’t satisfied with working in the UK, 4 said that low wages is
the main reason they are unsatisfied , while 4 people identified Work controls and Staff
motivation and retention being the main reasons with 2 in each category independently, and
Discrimination in the workplace and Other groups had one person selecting each as the main
reason for them being not satisfied with working in the UK.
25

Theme 8: Way to improve the skills
In what way do you believe that your
skills can be improved to match those
required in the UK?
Frequency Percentage %
Having more experience in the UK in the
same sector
23 28.75%
Having more experience in the UK in
different sectors
12 15.00%
26

Being provided more training and personal
development
30 37.50%
Other 15 18.75%
The survey was conducted to find out different ways for improving the skills. The
questions was being asked to 80 respondents and highest number of respondents suggested that
skills can be improved by being provided by more training and personal development programs.
30 respondents out of total 80 people i.e. 37.50% people think that training and development
27

programs can effectively develop the skills. Whereas, only 12 respondents i.e. 15% people thinks
that having more experience in the other sector within UK can improve the skills. Out of 80
respondents of survey, 23 respondent suggested that having more experience in the same sector
within UK can improve the skills. 18.75% respondent i.e. 15 people think that other reasons or
factors can also help in effectively developing the skills. Majority of respondent thinks that
training and personal development programs implemented by organisation can bring
improvements in the skills and knowledge.
Theme 9: Conditions for skills’ under-utilisation
When do you think you are most
likely not to have your skills
utilized while working in the UK?
Frequency Percentage %
When job entry credentials are not
matching
10 12.50%
Work performance is not matching 16 20.00%
Qualifications differ from job field 31 38.75%
Other 23 28.75%
28

The survey was conducted to find out when do people feel that their skills are not utilized
while working on the UK. The survey was being conducted with total 80 respondents. The
lowest number of respondents said that when job entry credentials do not match, that time they
feel that their skills are not effectively utilized. Whereas, 31 respondent i.e. 38.75% people
suggested that when their qualification differs from the field of job, that time they feel their skills
are not being utilized while working in the UK. 16 respondents think that they feel their skills are
not utilized while working when the work performance does not matches effectively. Other
reasons were being given by 28.75% people i.e. 23 respondents. They said that there are other
reasons when they feel that their skills are not effectively utilized while working in the UK.
29

Secondly, consider how you present your results. One of the simplest ways is to return to the
research objectives and let these dictate the order you present your results”- to arrange them
after research objectives
Theme 1: We can expect that there are more experienced Romanian workers in London
than there are unexperienced new workers.
From the analysis of data regarding people age we can conclude that a large proportion of people
surveyed had some experience in the workplace (55% of workers were over 35 years old) as
we would expect most people over 35 would have at least 10 years in the workforce in
which they could’ve gained experience in either their selected sector or in more than one
sector of the labour market, where they refined their skills to match their current profession
or professions for those working in more than one job. The opposite can’t be said about the
25 to 35 age bracket which accounts for 26.25% of our sample, since despite expecting them
not to have as much experience as those over 35, they could still be very experienced in their
chosen line of work. So, we can expect there to be more experienced Romanian workers in
London than there are unexperienced Romanian workers.
Theme 2: In London we anticipate there to be more male workers than female workers.
Our questionnaire yielded a sample that has 60% male and 40% female workers questioned. This
is almost an even split but the slight variation from a 50- 50 split could be explained by the
fact that it is customary in Romania that when a family emigrates to a different nation that
the breadwinner of the house emigrates first to find suitable a workplace, housing and other
facilities for their family before bringing their family over, this process could take up to
several years before the whole family emigrates, in the most cases the breadwinner is male
and so we would expect there to be more male workers than female workers in the first few
years after immigration to the UK.
Theme 3: Romanian workers in London tend to have more vocational inclined jobs.
From analysing the data regarding the sector of work, it can be said that Romanian workers in
our survey typically work in more physically demanding jobs as the top 2 most popular
sector, Distribution, hotels and restaurants and Construction, make up over 70% of
30

responses, this means that in term of their skills, Romanian workers are more accustomed to
vocational skills gained through on the job training or other gained through experience,
rather than academic skills needed for banking and finance or academic sectors.
Theme 4: Most of the Romanian workers said they believe they can effectively use their
skills in the UK labour market, but the margin of the majority doesn’t appear to be
significant.
This shows that while the majority said that they can work effectively in the UK labour market,
one cannot conclude from our sample that Romanian workers in London are working
effectively in the UK as 52.5% does not appear to be significant enough of a margin to
generalise about the Romanian worker population in London. So, while the majority in our
survey said yes, they are working effectively, there is still a large proportion of Romanian
workers who are either unaware of their own skills and/or how to use them or believe that
their skills are not effectively used. One way to combat the problem of the workers who
don’t believe their skills are effectively used is by employers providing training and
development programmes to raise awareness of the skills used on the job as well as increase
the efficiency and effectiveness of the workers in an appropriate manner.
Theme 5: A major factor that appears to contribute to the worker’s underutilization
appears to be barriers in communications which prevents workers from gaining more
skills that are suited for their job.
From this we can see that lack of language skills is the largest factor for the workers in our
survey which means that Romanian workers could benefit from more language skills as it
would not only improve their overall language skills but through better communication help
them gain new opportunities by allowing them to increase their professional network and
through this help tackle the second largest contributor to not effectively using their skills
which is having a skills shortage.
Theme 6: It appears that most Romanian workers questioned are satisfied with working in
the UK
31

The most Romanian workers surveyed are satisfied with working in the UK, we can attribute this
result to the usual benefits of emigrating to a more economically developed country which
include better wages, better standard of living and in particular in the UK, universal
healthcare under the NHS
Theme 7: We cannot reach any conclusion about the main reason why the Romanians
questioned were unsatisfied with working in the UK due to only 10 of them being not
satisfied.
From this we can cannot reach any conclusion about those who are unsatisfied since each group
has a small number of responses, (less than 5) and the biggest difference between groups is
of 30% which only accounts for 3 people and so a small number of new entries could
drastically change any conclusion we make. This problem is caused because we only had a
small sample size (10 responses) and relatively large choice of possible responses (5
choices).
Theme 8: It appears that employees feel they can improve their skills thr9ough various
training and personal development programs implemented by business organisation.
From this we can say that Romania workers can effectively feel motivated and satisfied by
receiving various personal and professional training and development programs. The survey
suggested that this is the most influencing factor which can bring improvements in their
skills and knowledge.
Theme 9: Employees feel that their skills are not being fully utilizing while working in the
UK when their qualification differs from the job field.
This shows that employees feel dissatisfied when their skills are not fully utilized while working
in the UK. Large number of Romania workers said that when their job field differs from
their qualifications, they feel that their skills are not utilized. Out of 80 respondents, highest
number of people suggested that this factor makes them feel that their skills are not utilized
while working in the UK.
32

CHAPTER 5 – DISCUSSION ABOUT RESULTS FROM INTERVIEWS
Interview questions
Interview
 Why did you leave Romania and why did you move to the UK?
----------------------------------------------------------------------------------------
 What education and work experiences you have had in Romania?
----------------------------------------------------------------------------------------
 Do you use your qualification when you took a job in the UK?
----------------------------------------------------------------------------------------
 How are your English language skills?
----------------------------------------------------------------------------------------
 What are your plans and ambitions in the UK?
----------------------------------------------------------------------------------------
FINDINGS FROM DATA ANALYSIS – INTERVIEWS
 Why did you leave Romania and why did you move to the UK?
Regardless the reasons for leaving Romania, the interviewees answers that they were not happy
with their salaries, had bad work situation and were financial insecure. Two of
33

them felt: “We did have any future at home” (AB) and another interviewee added that: “It is hard
when you don’t have any opportunity in Romania, and you have to go abroad as you don’t have
any choice. You have to provide for your family” (DS)
Two young Romanian people who just finished the High School moved to the UK without even
trying to find a job in Romania. ” Nobody is looking to employ new graduates without any work
experience”.
Some of the interviewees initially have planned not to stay longer in the UK as their family are
still in Romania. Keeping in touch with their friends and family, they are well informed about
not much positive change in political, financial and economic situation in Romania since they
left, and they are not willing to come back. Current job seekers face few opportunities for their
job and it is more likely to accept part-time employment. These kinds of job tend to determine
limited opportunities for skill development and lead in scarring effects on each individual.
However, job creation is necessary to tackle high and increasing persistent unemployment,
promoting job without paying attention. As compare to this, another respondent stated that it is
essential to take creation because high and increasing persistent unemployment to promote jobs
without paying attention in their quality and skills which is required to buy time and ultimate
prolong the job crisis.
One interviewee reflected summarising his experience in the UK: “There are a lot of
opportunities here in the UK, especially in London, If you pay your taxes, you can work and
nobody has anything with you”.
Regarding the reasons for choosing the UK, majority of interviewees knew some English when
they moved over, five had a basic knowledge of English and three had a high level of the
language. All of them agreed that that is very important to be fluent in English. They believed
that in the UK is the best place to come to live and work and they can also develop their
language skills.
Two of the interviewees had no prior acquaintances in the UK. They have followed a friend or
family member. For two of Romanian interviewees, the main aim was to develop their language
skills and “seeing the world” and as for the rest the UK is considered a place where “ you can
earn very good money even if you do low-skill job. I work as a taxi driver in London and I earn
more than as a bank officer back in Romania”(DS).
34

 What education and work experiences you have had in Romania?
The interviewees have different qualifications at different levels. They are well educated, all of
the having been High School graduated, 5 of them having University degrees. They said that:” In
Romania it is family expectation to have a University degree, especially if you came from an
intellectual family” (HG).
Three of the interviewees with University degree never used their diploma while they were
working in Romania. One interviewee said :“There is not enough to have a diploma in Romania
as nobody employs you without work experience and you cannot have experience because
nobody employs you.”(GM) They have worked different jobs, have engaged in professional
development and skills completing low qualification in order to improve their potential and make
a living.
 Do you use your qualification when you took a job in the UK?
The interviewees considered that the qualifications from Romania are not relevant in the UK
context. Six of them never even applied for jobs related to their qualifications considering that
they need to secure a job quick, usually in lower-level jobs and they don’t have time to search for
a particular job. Even if they have had applied for jobs relevant to their qualification, “most
employers don’t recognise Romanian qualifications and they had to undertake training again”
(FG). However, there are not enough evidence to prove that
because the views of the employers are not part of this research.
 How are your English language skills?
English language skills are very important according with the interviewees’ opinion. Five of
them spoke basic English, two knew very little English and only three had an advanced level of
English at the time when they came to the UK. For those who knew very little English it was
hard to find jobs that didn’t involve communication, as one interviewee stated:” I had to take any
jobs offered, even if I didn’t like it and I was happy to do any work in order to survive”(AB)
“Knowing good English definitely open more doors” said another interviewee.
35

All of the interviewees made significative progress in learning English and they are determined
to improve more their language skills. One person stated that “I want to learn perfect English,I
will go for a six month English course” (AB)
The data from the interviews shows that the interviewees make a continuous effort to improve
their English skills.
 What are your plans and ambitions in the UK?
Even if they didn’t have enough time to find a “good” job, relevant qualifications or English
skills, most interviewees managed to secure jobs since they came to the UK. “It wasn’t always
easy, once I have had to return in Romania for few weeks between jobs” (GB) said one of them.
They were making a continuous progress, and most of them were working long and antisocial
hours. Progress meant different for each of them, for some it was good that they took more
responsibilities at work, or they got recognised for their excellent work. For others, working for
companies where they can have personal development and support means progress. Few of them
has referred as progress when they managed to earn more money, having better living standards
and job security.
In this study were discussed the experiences and views of 10 Romanian workers in London. This
cannot be generalisable to other Romanian workers in the UK but take in consideration few
issues. According to respondents Supporting labour mobility within occupations sectors and or
regions on the basis of sound labour market intelligence can contribute to the overall health of a
labour market.in other words, it also helps to define the new managing successful business goals
it will help employees in terms of migration process. In other words, it also helps to define the
new range of the development process which makes the new source of development in the
country. Support system is very much required by the side of government to design qualification
across the sectors and borders. Migration policies should need for employee’s suitability
positions and to design qualifications framework the recognition and comparability of the
qualification across the sectors and borders. Migration process also includes accommodating
housing market policies and relocation subsidies, greater flexibility of work arrangements. This
36

should must be included in the development growth that directly indirectly affect the overall
business.
CHAPTER 6 CONCLUSION, REFLECTION AND RECOMMENDATION
Conclusion
From the present analysis, it has been concluded that questionnaire interpret results which
can be observe that largest group surveyed. There are majority of workers belonging to 36 and
45 years old. The other age brackets 18 to 25, 26 to 35 and over 45. Furthermore, there are
several sectors in which work is done where people employed such as distribution, hotels and
restaurants, construction, banking and finance, etc. Effectively use of UK people skills
ascertained with labour market is that being underutilised. There are several reasons due to
which skills underutilisation such as skill shortage, qualification mismatch, lack of language
skills, over or under qualification, etc. Moreover, there are several reasons due to which people
are satisfied in different sector such as low wages, staff motivation & retention, work control,
etc.
From the present study, it can be stated that at present time UK is the world's forth the largest
economic power which influence Romania people in UK. Furthermore, it concluded about
relation which is considered with individual and personal circumstances that really impact on
labour supply factors. With respect to represent more effectiveness, it can be stated that it is
essential to focus on proper health, well-being and job seeking among individual level of
adaptability. Moreover, health and well-being is most important and long term strategy which is
successfully applied to perform jobs and employed with different aspects. It is job seeking
behaviour and knowledge which assist to create social network.
In addition to this, it summarised that there are several strategies implemented that helps
to improve Romania people skills. Proper maintenance of skills among employees can be
successfully ascertained with distinctive advantages. This is because, there is insufficient labour
supply that led to decline employment in particular country. There is wide demand of different
kinds of information which create major impact on UK. On the basis of building brand
37

performance, it can be stated that training provide to keep changes in technical and vocational
education system which helps to increase productivity to attain growth level.
Moreover, the present study articulated about skills of Romania workers which signify to
develop creative results at workplace. In this regard, present study considered discussion on
underutilisation skills of Romanian labour workforce in London, UK
Recommendation
In order to determine recommendation towards Romania employees, it is essential to concentrate
on following aspects: Focus on skills and efficiency: In UK, there are several Romania employees work so that
every business should focus on their skills and efficiency. As per enterprise requirements,
proper training and development program must be considered at workplace which helps
to ensure that success will easily gain to promote effectiveness in country. Ensure better and closer matching skills: Furthermore, in the London, UK better and
closer work need to develop positive work environment which helps to maintain
creativeness. In this regard, each candidate skills must be match with creative
consideration. As a result, it helps to increase skills and performances which is essential
in different sectors of UK.
 Adopt workplace policies and practices: In addition to this, workplace policies and
practices assists to deal in appropriate and ethical manner. This is because, according to
skills of Romania people it is essential to develop significant advantages which would be
beneficial to ascertained successful program. As a result, face to face interview provide
relevant discussion so that policies and practices must be implemented to attain overall
goals and effectiveness.
Reflection
As per my learning from the research, I have found that Romania's people are less skilled
as compared to the requirements of the jobs in UK. The companies of UK provides a little higher
wages and better working environment to its employees and this is the reason behind the fact that
most of the people are attracted towards jobs in UK. Because of more attraction towards job,
there is a tough competition among people to get recruited in the companies in the UK. To select
38

the best persons the companies request high degree of skills to be possessed by the person
coming in the company for seeking the job.
There are also requirement of some individual characteristics by UK based companies.
These characteristics and skills and attributes are like basic education, transferable skills which
develop successfully at individual's level of adaptability and mobility. But Romanian workers
does not always have these types of characteristics. There can be some measures through which
these skills can be enhanced and developed among Romanian people. Also to increase their body
language skills they should start and develop soft skill practices within them. They should also
focus on improving their communication skills because it will assist them in maintaining the
effectiveness of reading and writing.
With the study of the report I also found that the reason behind the consideration of the
Romanian people underutilised in the London is the disequilibrium between the qualification
required for the jobs in London and the level of education the Romanian people are having.
I also analysed that there can be some ways through which the skills of the people of
Romania can be improvised and enhanced. It can be improved by providing appropriate
encouragement to the employees and providing time to time training and development
programmes to train and guide the employees. According to me, also the employees should be
self motivated and must have a feeling of learning on their own. For this the employees should
be self directed and they should time to time have a watch on their skills that whether the
inherent skills of them matches the job requirement or not. If the requirement does not match,
then what corrective measures they can take to improve their skills. Also the employees must be
self motivated and self directed to accomplish the objectives of the organisation of UK according
to their working styles and cultures.
39

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