Small and medium-sized enterprises
Small and medium-sized enterprises (SMEs) are defined by the European Commission as having less than 250 employees. SMEs are the backbone of Europe's economy. They represent 99% of all businesses in the EU. In the past five years, they have created around 85% of new jobs and provided two-thirds of the total private sector employment in the EU. The European Commission considers SMEs and entrepreneurship as key to ensuring economic growth, innovation, job creation, and social integration in the EU. The European Commission policy in relation to SMEs supports start-ups and scale-ups in particular. Internationalisation beyond the EU increases SMEs' performance, enhances competitiveness, and reinforces sustainable growth.
Trouvez le contenu le plus récent sur ce thème ci-dessous.
SME digitalisation in the EU: Trends, policies and impacts
This report discusses the digital transformation of small and medium-sized enterprises (SMEs) in the European Union, highlighting its importance for their competitiveness and the EU’s economy. The report explores the degree of digitalisation in SMEs in the EU, including the adoption of digital technologies, e-commerce and e-business practices.Pratiques de l’entreprise pour lutter contre les pénuries de main-d’œuvre
Ce rapport se concentre sur les mesures de recrutement et de rétention mises en œuvre par les organisations pour répondre aux pénuries de main-d’œuvre, sur la base de 17 études de cas dans différents secteurs et dans 13 États membres. Le rapport inclut une mise à jour des recherches antérieures d’Eurofound sur les tendances des pénuries de main-d’œuvre et le relâchement sur le marché du travail.Company practices to tackle labour shortages
This report provides updated evidence on the persistence of labour shortages amid declining levels of labour market slack in the EU and at Member State level. This serves as a background to the main focus of the report, which is on organisational policies aimed at attracting workers to occupations in which shortages are common. Case studies were conducted across sectors and Member States to gain an insight into how organisations deal with recruitment and retention challenges in a tight labour market. The report offers lessons on steps employers can take to fill vacancies, whether acting alone or in partnership with other organisations. It builds on previous Eurofound research that developed a taxonomy of actions employers adopt aimed at addressing labour shortages.
Voici une sélection des publications les plus importantes pour ce thème.
12 September 2022
Policies to support EU companies affected by the war in Ukraine
9 December 2021
Business not as usual: How EU companies adapted to the COVID-19 pandemic
This report aims to support European businesses in navigating the challenges of the COVID-19 pandemic. The focus is on workplace practices and features that have helped establishments across the EU to develop operational resilience while keeping employees and customers safe. The report investigates how EU establishments initially reacted to the external shock brought about by the outbreak of the pandemic and how they subsequently adapted their workplaces. It also explores the impact of the pandemic on the health and well-being of workers and how the COVID-19 outbreak and subsequent disruptions affected business operations and work organisation.
30 June 2021
Innovation in EU companies: Do workplace practices matter?
The EU has long supported innovation in business and in workplaces. The challenges facing Europe as it emerges from the COVID-19 crisis make the need for innovation more urgent. The NextGenerationEU recovery package requires a reorientation of business activities towards innovation for resilience. Looking to the longer term, policies such as the European Industrial Strategy aim to support the transition to a green and digital economy.
Against this background, this policy brief investigates the workplace practices of innovative companies and examines the evidence linking them with innovation. These practices aim to encourage employees to work and problem-solve independently, to develop their skills, to include them in organisational decision-making, to motivate them to surpass their job description and to reward them for doing so. Analysis of these workplace practices can improve understanding of how they contribute to increasing the innovation potential of companies. It also provides an evidence base to support the work of policymakers and practitioners.
5 November 2020
Working conditions in sectors
Megatrends, such as digitalisation, globalisation, demographic change and climate change, are transforming the world of work, with knock-on effects for working conditions and job quality. Against this background, this report examines working conditions and job quality from a sectoral perspective, using data from the 2015 European Working Conditions Survey (EWCS). The report first outlines the sectoral characteristics underpinning employment – economic structure, demographics, occupational level and employment status. It then goes on to focus on four main topics: changing tasks, skills, training and employability; non-standard employment and employment security; health, well-being and flexible work organisation; and employee representation and voice. Differences in working conditions arising from age, gender, occupation and education level are taken into account. According to the analysis, developing measures to address relevant issues such as skills development, job security and work intensity should be a priority for policy. The data also show that the presence of employee representation and voice is key to improving the situation of employees.
15 June 2020
Social dialogue and HR practices in European global companies
This study examines the interaction between social dialogue practices and human resources management (HRM) policies in European multinational companies (MNCs). It looks at the changing role of HRM and its interaction with European Works Councils (EWCs), which can act as a link between different levels of social dialogue. Both HRM functions and social dialogue are under pressure from a variety of trends and dynamics – not least, ongoing technological change. Sharing practices related to the involvement of EWCs in corporate decisions has made a valuable contribution to company operation and culture across the EU. The positive interaction between HRM policies and worker representation structures should help companies and sectors restructure and adapt accordingly, including dealing with the risk of increasing wage inequality and polarisation in working conditions.
22 January 2020
Game-changing technologies: Transforming production and employment in Europe
Innovation and technological advancement are natural features of developed economies, and they are necessary to maintain and improve sustainable competitiveness in an era of globalisation. However, while most innovation tends to be incremental, some has a disruptive effect on production and service provision, the labour market and social dialogue. This report discusses a selection of eight so-called ‘game-changing technologies’ (advanced robotics, additive manufacturing, the Internet of Things, electric vehicles, autonomous vehicles, industrial biotechnologies, blockchain and virtual and augmented reality). Each of these has the potential to substantially change business activities, work and employment in Europe. Looking at both the manufacturing and services sectors, this report gives an indication of how these technologies might be adopted and how they are expected to affect the labour market.
Les chercheurs d'Eurofound fournissent des informations spécialisées et peuvent être contactés pour des questions ou des demandes des médias.
Franz Ferdinand Eiffe
Research managerFranz Eiffe est chargé de recherche au sein de l’unité Vie professionnelle d’Eurofound. Il est impliqué dans des projets sur le travail durable, les analyses quantitatives et la convergence ascendante dans l’UE, ainsi que dans la préparation de la quatrième enquête sur les entreprises européennes. Avant de rejoindre Eurofound en 2016, il était chef de l’unité « Analyse » de Statistics Austria à Vienne et chef de projet « Comment va l’Autriche ? Mesurer la richesse et le progrès au-delà du PIB ». Il est titulaire d’un doctorat en économie de l’Université d’économie de Vienne (WU), où il a également travaillé en tant qu’associé de recherche de 2005 à 2009 et chargé de cours jusqu’en 2016.
Gijs van Houten
Senior research managerGijs van Houten est directeur de recherche senior au sein de l’unité Emploi d’Eurofound. Il possède une expertise spécifique dans la méthodologie des enquêtes transnationales et l’analyse des pratiques en milieu de travail et des stratégies organisationnelles. Il dirige le groupe de travail d’Eurofound sur la collecte de données et est responsable de la conception et de la méthodologie de l’enquête européenne sur les conditions de travail 2024, qui constituera une étape clé dans les enquêtes à l’épreuve du temps d’Eurofound. Avant de rejoindre Eurofound en 2010, il a travaillé à l’Institut néerlandais de recherche sociale (SCP). Gijs a passé un an à l’extérieur en 2016, travaillant au Pew Research Center à Washington, DC. Il est titulaire d’une maîtrise en sociologie de l’Université Radboud de Nimègue et d’un doctorat en sciences sociales de l’Université d’Utrecht.
Stavroula Demetriades
Senior research managerStavroula Demetriades est chargée de recherche senior au sein de l’unité Emploi d’Eurofound. Elle est responsable de la recherche dans les domaines de la transition verte et juste, du dialogue social, des pratiques de management, de l’innovation et du travail hybride. Elle est titulaire d’un doctorat en sociologie de l’Université d’Aalborg, au Danemark. Elle est également titulaire d’une maîtrise en politiques économiques du Trinity College de Dublin et d’une maîtrise en développement régional de l’Université d’Athènes. Avant de rejoindre Eurofound en 1999, elle a travaillé dans des instituts de recherche, à différents postes dans les secteurs public et privé, et a mené des études organisationnelles et socio-économiques. Ses principaux intérêts de recherche comprennent la transition verte et juste, la gestion des ressources humaines, les systèmes de travail, l’innovation, l’emploi et le dialogue social. Elle est également professeure adjointe à la Business School de l’University College Dublin.
Cette section donne accès à tout le contenu qui a été publié sur le thème.
