Britain's exit from the European Union affects the plans of Bulgarian immigrants there. They are a significant number that has been growing steadily over the last 15 years and even contrary to expectations since the European referendum in June 20016. Based on an online survey of 361 Bulgarians living in the country, conducted in the period March-April 2019, this article reveals the attitudes and expectations of the respondents about changes in their lives as a result of BREXIT. Bulgarians of different ages, with different socio-demographic characteristics and different status on the labor market are covered. Special emphasis is placed on the plans of the Bulgarians to change their place of residence – return to Bulgaria or move to another country. The analysis reveals that factors such as age, education, length of stay in the UK and the degree of integration into the labor market influence the decision of our compatriots to leave or stay in the UK.
Over the last decade, the concepts for domination in international conflicts increasingly involve the use of methods and instruments described as “hybrid“ actions. Mainly, these approaches attempt to exercise effective impacts and influences by boosting uncertainties and blocking counter actions, including by paralyzing the target’s decision-making process. Furthermore, substantial is the role of intelligence and security services in guiding and implementing such “hybrid“ activities.
The highly qualified migration is the desired migration all around the world in 21st century. Attracting back and retaining the highly qualified specialists becomes a policy for many countries with recent emigration history. The study explores the motivation factors and professional trajectories of young highly qualified Bulgarians who returned to Bulgaria in the years around 2010, comparing and analysing the answers of the interviewees conducted one to three years upon their return with their current situation 10 years later. The study is qualitative based on semi-structured interviews and its core value lies in its longitudinal character and the possibility to review the interviewees’ situation in a longer time span. The paper focusеs on: sustainability of the return: are the highly qualified returnees still in Bulgaria; professional realization: how their professional trajectories have developed through time; other factors of sustainable return: what keeps them in Bulgaria beside the professional realization and civil activism: to what extend returnees participate in different forms of civil initiatives. As main conclusions and factors for sustainable return stand out the development of the economy and the possibilities for innovations, the realization of new professional niches along with the social factors of taking care of own family and/or older parents/relatives.
The object of the study are commercial enterprises. The subject of the analysis is the human resources in trade. The indicators analyzed are: number of employees by levels of education, labor productivity, labor costs, staff costs, structure of labor costs of employers for employees, the costs of research and development in trade, the costs of qualification of personnel, the movement of labor in trade. The aim of the study is to reveal the trends in the development of human resources in trade and to outline their strengths and weaknesses. The time period of the study is from 2008 to 2018.
The competencies of employees in the transport sector are a significant factor in increasing the efficiency of rail, road, air and water transport. The successful development of human resources in the sector requires providers of education and training in the field of transport to be thoroughly aware of the changes in work processes. In the context of the modern dynamics of technologies, business scenarios and services offered in the transport sector, the article systematizes the main challenges for the education and training system in the field of transport with emphasis on the role of higher education as a provider of formal education (bachelor's, master's anddoctoral programs) and non-formal training
