In the year 1899, the employers and the unions reached an agreement, where they had started the labor market as a new institution. This institution has lasted and is still in force today as the labor market in Denmark. Labour market policy has continuously changed over the last 100 years, but the basic rules are maintained. Trade unions and employers have a common goal of getting a functioning labor market, and a functioning labor market requires that people in the community are working. They do so for various reasons, but it is particularly social, personal, altruistic and economic causes that under-lie that people work in today's society. However, it is not everyone who can find work and that's why both the state and unions have taken the task on themselves - provide jobs for the unemployed persons.
This master focuses on job matching and arrangement in both the public and in the un-ions and is scientifically based on cases from the union 3F and the job center in Freder-ikshavn. The approaches are different, but the job matching are generally characterized by cooperation between the organizations, since they have common goal to get the un-employed back into work.3F uses the primarily demand-oriented labor market policy, where they try to make their members more attractive to businesses. They do this by providing skills and training of their members and take in calls from companies. In the job center, they have a more supply-oriented approach, but this is a requirement from the state. The supply-side approach has its roots in an employment strategy which be-gan in the 00s, when it comes to making the unemployed as available as mobile and flex-ible as possible and to provide a greater supply of labor. In the job center in Frederik-shavn, they try however to do demand-oriented job labor market policy where they ask the companies for their future needs in labor. Then they try to make the unemployed available to its needs through skills and upgrading.
Job matching and arrangement has been around since the institution was founded and was initially started by the trade unions and the individuals network. In 1924, the first public employment agency was founded. It was started in the local communities and focused on getting people to become self-sufficient, so they did not abuse the welfare system. During the 20th century it changed to become a more passive system. In the 90s, changing the strategy itself and we saw the first step towards active labor market policies, requiring training and activation during unemployment. 90s was marked by a human capital approach. In 00s it was a work-first approach, which came to assert it-self. Reforms intended to motivate the unemployed through economic incentives and activation that would get people to work. In 2014 they adopted a new employment re-form facing focus a bit back to human capital, but which is still strongly influenced by the work first approach. This has significant implications for the future job matching, as the impact happens at the institution in the past affects the institution in the future.
This master examines why the historical development of job matching, the job match-ings current function and the reasons for why we make job matching and arrangements in general, the unions and in the public office.