在快速變化的市場背景下,終身學習是至關重要的，它可以讓人們在就業之中學習到新技能以便于更好的工作。增加勞動力市場的靈活性,由于需要增加適應性和競爭力,因此必須學習到如何靈活均衡運用的終身學習項目,促進創新和創造力(通過實踐來學習和學習使用)。本文定義了在創新過程中的創新和技能,研究勞動力市場的角色技能,以及創新活動之中描述和量化技能和職業參與的多樣性。羅馬尼亞的公共資金與歐盟成員國資金相比,建立創新政策的原則和行動的主要方向以促進創新。

我們考慮一個有用的研究案例,考慮到需要把羅馬尼亞勞工市場變為“永久”[1],增加競爭力,市場動態,使用新技術,信息的數量,工作不安全感、勞動力市場波動等。這些過程的出現難以控制全球化的加劇,失業率上升和長時間的經濟危機的發生,需要靈活的勞動力市場和就業保障的轉型，這些都需要通過終身學習來實現。

In the context of rapid changes, lifelong learning is essential in keeping people in employment by making a good as possible correspondence between new skills and better jobs. The increased flexibility of labour market due to the need to increase adaptability and competitiveness must be balanced by instant flexible lifelong learning programs, which promote innovation and creativity (learning by doing and learning by using). The article defines innovation and skills, investigates the role of labor market skills in the innovation process, describes and quantifies the diversity of skills and occupations involved in specific types of innovation activity. Having in mind Romanian’s low public funding compared to the EU States, the principles of the innovation policy and main directions of action are established in order to promote innovation.

We consider an useful and timely study, given the need to bring the Romanian labor market to "permanent rush " [1], that increase competitiveness, dynamic markets, using new technologies, the volume of information, job insecurity, labor market volatility etc. These processes appeared difficult to control the intensification of globalization, rising unemployment and the occurrence of prolonged economic crisis that requires the transformation of the flexible labor market and employment security by ensuring the continuous training which has a primary role. The next period will be characterized by dynamic growth markets and companies will be looking for innovative staff, well trained to contribute to timely completion of projects, adapted to fluctuating market: sharp increase in production, orders and circumstantial contingencies. In the new context, competitiveness is not something optional entry price is himself on the court (1). Everything changes in a measure to counteract accelerated and emerging challenges to look for another answer that will lead to increasing adaptability of labor markets in particular European and Romanian labor market. The solution found by academics and scientists to this challenge was the concept of flexicurity, based on the fundamental idea that the two dimensions of flexibility and security are not contradictory, but support each other. The concept has been widely debated and interpreted differently by the social partners, there are several definitions, among which, as a political strategy [3] or as a multidimensional concept [4]. Therefore, adapting to new changes, require more flexible labor market combined with levels of security, addressing the new needs of employees and employers. People's confidence in future employment opportunities in human capital, in decent work and labor market development needs urgently to be strengthened. At the same time, companies require an appropriate business climate, transparent and legal framework to increase business potential and create new jobs. Security relates to training opportunities for all workers, especially those with low skills and older workers to enhance skills and achieving upward mobility. In conclusion, it wants a new interaction between flexibility and security that emphasizes the potential of obtaining results such as "win-win" (advantageous for both employers and employees), where it was traditionally perceived as a conflict of interest [5].

Increased flexibility of labor markets due to the need to increase competitiveness must be offset by continuing flexible training programs, courts that promote innovation and creativity. Competencies (skills) for labor innovation have a key role in increasing innovation which has now become a decisive factor of economic development. For companies to adapt quickly and successfully the new challenges need innovative employees to be united for the same purpose. In general, there is a causal relationship between increased demand for high levels of education, training and skills and offer technical and organizational innovation. In the literature, has shown that investment in equipment, innovation and human capital are generally complementary and mutually reinforcing. Rising skill requirement is determined, on the other hand, the intensity of competition has changed the strategy of many companies across the diversified quality production. On the other hand, in developing and disseminating technical and organizational innovations an important role is played by non-S & T Workforce. In the literature there are many definitions of the concept of "skill", and there is no generally accepted precise definition (The Notion of "skill" has been one of the most elusive and hardest to define concepts in Labor Economics "(Lafer, G. (2002 ),

The Jobs Training Charade, Cornell University Press, Ithaca and London, 2002: 75). In general, this concept refers to assets productive workforce, which are acquired through learning activities. In Bussines Dictionary, the concept of "skills" is defined as "An Acquired Ability and capacity through deliberate, systematically, and Sustained effort to smoothly and adaptively carryout activities or job functions involving complex ideas (cognitive skills), things (technical skills), and / or people (interpersonal skills)". The main indicators used in the literature that reflects the impact of technological change on the qualifications are: distribution of employment by level of occupation, employment distribution by level of education, methods of allocation of labor by level of education and belonging to a sector of performance (in meaning of statistics in Romania), measuring changes in job tasks and characteristic attributes needed to succeed at work, studies of employers or employees to determine skill levels needed to succeed at work. Investment in innovation intensity is not homogeneous on the economy, but varies considerably depending of industry and company size. Investment generates a variety of skills workforce needed to implement activities.

Innovation is defined as "the implementation of the new or significantly improved product (good or service), or process, a new marketing method or a new method in business Organisational practices, workplace organization or external relations" (Oslo Manual, Third Edition, OECD and Eurostat, 2005: 46). Research and development is a key part of innovation activity, defined in the literature as "creative work undertaken systematically on the basis in order to increase the stock of knowledge, including knowledge of people, culture and society, and the use of this stock of knowledge to devise new applications "(Frascati Manual, 6th edition, OECD 2002b)." Research development includes three activities: basic research, applied research and experimental development. To identify the important skills in achieving innovation studies have been undertaken [5] which revealed that over a quarter of business that have innovated believe that lack of qualified personnel was a constraint in their ability to innovate . Other factors such as direct cost, small size and excessive risk market barriers have been identified as a high percentage of companies that have innovated. There are a variety of necessary skills for innovation and also difficult to achieve a correlation between different measures of skills, such as occupation and education, on the one hand and intensity of innovation in the industry, on the other.

Analyzing the distribution of labor by sex and educational level, Figure 1., We can see that women represent the largest share in total workforce with higher levels of education, colleges of supervisors and specialized or technical school - namely, 50; 66%; 50,.36% and 48,24%. Instead, one can observe a higher proportion of men among graduates of vocational schools and apprenticeship – 70,83% respectively, compared to 29,17% for women, indicating that men leave early and start the business education. Although level of education of women is higher men, it seems that further professional development, career advancement of women that is much slower, requiring implementation of specific measures to accelerate it.

Regarding the distribution of the occupations of the employed population in 2010, the majority of people are in the group of occupations "skilled workers in agriculture, forestry, hunting, fishing and fisheries", in percentage of 24,2%, followed the group "Other occupations" as a percentage of 22,6%, occupations clusters with fewer employed people are "Leaders of public authorities at all levels ...", 1,9%, followed by group "administrative officials" 4, 6%. Note that the group of occupations "specialists with higher qualifications" includes only 10,8% of the employed persons. Also, men are present in a greater groups of occupations that require substantial physical effort – 79,19% of all skilled workers in industrial, construction, transportation, telecommunications etc. and 58,64% of unskilled workers .

The analysis of distribution of employment by education level of long-term education may notice certain changes in this period. Thus, given the growth of 69% in the period 2000 - 2010, respectively from 775679 to 1.314.661 people, people with higher education category occupied "specialist with higher education and scientific" varied a little between 68.75% and 71.5%, reaching in 2010, 69.06% of total value. Category of occupation "Farmers and workers skilled in agriculture, forestry and fishing" posted a significant drop in the share of workers with higher long-term education, indicating a low tech of the field and, therefore, the innovation in this basic economic activity. Also observed an increase in the proportion of people with higher education in the categories of occupations: "Technicians foremen and assimilated", "Administrative officials", "Operative workers in services, trade and assimilated", "Unskilled workers", indicating an inefficient resources spent to prepare high both for individuals and society. The following table illustrated a complete picture of these proportions for the employed population by level of education and training:

To understand the role of labor, its preparation and skill-sized and fitted in the research and development activity, we must be able to assess the proportion of innovative processes in the whole of Romanian companies. The latest Romanian statistics indicate that about 33,3% weight in total companies are undertaking innovative activities distributed such as: 34,7% of enterprises are considered innovative in industry, while in services sector are 31,3% of the them. Innovators typology on the Romanian market indicates that companies are using, particularly, technological innovation, others non-technological innovation and others making use of both types of innovation, while the rest remain non-innovative enterprises. Romanian statistics indicate on levels of staff training in research and development of the national economy the following developments:

From 2005 until 2010, was a sharp drop in the total number of employees in research and development, statistics showing a decrease of about 22% according to Table 3, the number of persons in full-time equivalent. Between 2005 and 2010 the total number of employees allocated to research and development of the economy declined in absolute terms by 1970 persons or 4,8% relative decrease in percent of people, but the whole research-development activity posted an increase in number of higher education level researchers by 3,7%, this indicates the using of flexible forms of labor contract, development of atypical forms of employment, the flexicurity approach adopted in the work culture of our country. Noteworthy that this occurred in the higher education sector, which only increases the number of researchers, based on a generalized decrease of researchers from that all sectors of performance. (Sector performance classification is made by European standards enterprises sector, government sector, tertiary education sector and private non-profit sector).

Employees with higher education are 85,2% weight in total R & D employees from enterprises sector (respectively 70,8% of number of persons in full-time equivalent), and the higher education sector holds the largest share of total workers employed in research and development, respectively 5,2% (about 34,5% of number of persons in full-time equivalent), of those employees with higher education is 95,8% of total employees (respectively 91,1% in number of persons in full-time equivalent). At the opposite site, the smaller share of total employees in staff assigned research and development is located in private non-profit sector, 0,5% weight in total employees, but with a very high percentage of staff with higher education, 94.7% (respectively 64, 8% of employees in full-time equivalent). Characterizing the business sector we found a significant percentage of researchers 74,6% (respectively 70,8% of number of persons in full-time equivalent), but also other training staff than higher (ie, post-secondary schools, high schools, colleges and vocational schools) representing 25,4% in the total sector’s employees (and 29,3% in number of persons in full-time equivalent). The government sector employees represent 23.0% weight in total employees throughout the research-development activity in the economy (respectively 33,2% in number of persons in full-time equivalent), but with the highest percentage of staff belonging to other employees categories (technicians and assimilated and others), excluding tertiary education, respectively 29,7% (respectively 35.8% in number of persons in full-time equivalent).

Regarding the representation of women in research and development staff, a significant percentage of women represents 45,2% in total employees allocated to this activity in the national economy and 84,5% in total having a high level of training and education, meaning that are doctorates holders or postgraduates or having long-term or short term tertiary education; these weights are relatively balanced in relation to men, the only "location" where these reports are illustrated as discrepancies is the business sector, where female employees with training other then tertiary education represent 33,3% in total employment and only 25.4% as research and development employees in the analyzed sector.

We also notice a higher prevalence of women besides men in government sector 51,1% and private non-profit, 51,9% and less significant in the enterprise, respectively 37,8% and 45,6 % besides men. As a conclusion resulting is the polarization of women into public institutions "zones", the government and private non-profit sector and a stronger representation of men in business and in higher education sector.

In general, there is an inverse relationship between how basic research expenditure evolving and the share of technicians, and other similar categories of staff in research and development as a whole. Although the share of technicians, similar categories and other categories of employees in the EU was in 2005, approximately 44% in total employees of research and development activity, in our country was at a lower level, respectively 30.9% supporting and technician staff. This allocation was based on operational needs of the productive units.

In the period 2005-2010 there was a decrease in the number of total technicians and related workers from research activity within the enterprise sector, but increasing in relative terms in the governmental and private non-profit. These "losses" were caused by compression of economic activities due to the prolonged financial and economic crisis. Thus, in 2010, only 16,1% of expenditures were allocated for basic research in enterprise sector, while 29,2% of all employees representing technicians research share in this sector. In contrast, in the higher education sector basic research expenditure reached 68,2% in total of research expenditures and technicians are working in this sector at a rate of 8,9% of all employees hired in research and development activity. These results demonstrate the rationality of development research and development here, as in the EU, meaning that this category of technicians and related workers are involved, in particular, in incremental growth processes of research in applied research related breaks, experimental development, ie, the introduction of new products, services and innovative processes oriented to market.

These weights should, however, perspective, the general context of evolution, the total number of employees in research, by sector of performance (according to new statistical classifications) which indicates, according to Romanian Statistical Yearbook 2011, that although a growing number of researchers in research and development of the business sector to 69.1% (ie 63.9% in full-time equivalent) to 75.6% of total employees allocated to this sector (ie 70.8% in full-time equivalent, as table 3), this has been achieved amid a decline by over 20% of employees (full-time equivalent number of persons) on research and development throughout the entire economy and rising by 3.7% in the number of researchers (number of persons ) economy as a whole compared to 2005. In 2010, the effect of prolonged financial and economic crisis of 8271 saw a number of employees in research and development activity of the business undertaking of the 5853 researchers in this area, both data representing a reduction to almost half the corresponding number indicated in 2005. It may be noted, however, only increase the number of employees, ie, researchers in the higher education sector, where there was an increase in the number of employees by 33% compared to 2005 recorded in the sector.

In terms of measuring changes in task characteristics and attributes needed to succeed at work, the study developed by Romanian specialists and researchers "Evolution of the occupations on the labor market in Romania in the perspective of 2010," (“Evolu?ia ocupa?iilor pe pia?a for?ei de munc? din România în perspectiva anului 2010”) revealed the existence of three categories of occupations in manufacturing (the most important industry): occupations dominating, occupations as breakdown and occupations changing their contents [2]. In this sense we can say that innovation has seen not only technological perspective, but also as a non-technological also. Other study results indicate that skills required especially in professional activities are predominantly intellectual activity, ability to relate with others, social skills, claiming that the whole industry has increased demand for highly skilled labor. A study to directly address skills in research and innovation has not yet been achieved in Romanian economic activity.

Research and development activity is mainly managed by project and the workforce allocation is estimated accordingly the “needs” of the projects. In this sense can be assess the differences between the number of people employed in this activity and the number of persons in full-time equivalent. These results are taken to prove the development of the flexicurity concept, adopting flexible forms of labor, and securing for workers in this field.

Statistics show involution research and development activity in all sectors due to a prolonged economic and financial crisis (sharp decrease in the number of researchers as well as redistribution of reports from researchers and technicians and related workers, the latter been grouped in higher proportions in government sector at the expense of the business enterprise sector); it demonstrates the irrationality of labor allocation, labor inefficiency spending while the government and private sector non-profit basic research spending increased, the experimental development activities, new product implementation , new technologies, new services have diminished by restricting the number of technicians and assimilate categories providing operational and logistical support.