Enquête Pratiques Organisationnelles et Managériales des Entreprises (POME)
    Enterprises’ organizational and managerial practices survey (POME)
    The survey on ‘Enterprises’ organizational and managerial practices survey (POME) – Luxembourg – 2013’ was conducted between January and March 2013. The survey was run by regular mail on the census of resident legal units of the private sector with at least 15 employees. The response rate was 56%. The number of legal units in the dataset is 1 468. The topics covered are the management practices offered to employees (team work, job rotation, training, information-sharing, quality management, family-friendly policies, incentives, …) as well as the information and communication technologies (Internet, ERP, VPN, cloud, …). This survey interconnected with the survey on ‘working conditions and quality of work life (QVT) – Luxembourg – 2013’ is the first employer-employee dataset available in Luxembourg.
    Businesses
    Organizational practices
    Managerial practices
    Information And Communications Technology
    Human Resources


    e2
    E2.      Your enterprise offer to prospective employees ...: (tick only one answer)
    TAG: Human Resources
    e3
    E3.      During a recruitment, does your enterprise give priority to applicants who are in special conditions: the unemployed, people with family problems ...?
    TAG: Human Resources
    e4a
    E4.      During the period 1 January 2010 to 31 December 2012, did your enterprise encounter difficulties to retain employees for ... positions? a.    unskilled
    TAG: Human Resources
    e4b
    E4.      During the period 1 January 2010 to 31 December 2012, did your enterprise encounter difficulties to retain employees for ... positions? b.    skilled
    TAG: Human Resources
    e5a
    E5.      What do you propose to a star performer employee (not senior executives) who wants to leave the enterprise but that you would like to keep? a.    Nothing, we let him go
    TAG: Human Resources
    e5b
    E5.      What do you propose to a star performer employee (not senior executives) who wants to leave the enterprise but that you would like to keep? b.    A greater remuneration
    TAG: Human Resources
    e5c
    E5.      What do you propose to a star performer employee (not senior executives) who wants to leave the enterprise but that you would like to keep? c.     Additional benefits in kind
    TAG: Human Resources
    e5d
    E5.      What do you propose to a star performer employee (not senior executives) who wants to leave the enterprise but that you would like to keep? d.    Better career prospects
    TAG: Human Resources
    e5e
    E5.      What do you propose to a star performer employee (not senior executives) who wants to leave the enterprise but that you would like to keep? e.    The assignment of different tasks
    TAG: Human Resources
    e5f
    E5.      What do you propose to a star performer employee (not senior executives) who wants to leave the enterprise but that you would like to keep? f.      Work time arrangements
    TAG: Human Resources
    e5g
    E5.      What do you propose to a star performer employee (not senior executives) who wants to leave the enterprise but that you would like to keep? g.    Other
    TAG: Human Resources
    e5g1
    E5.      What do you propose to a star performer employee (not senior executives) who wants to leave the enterprise but that you would like to keep? Specify :
    TAG: Human Resources
    e6
    E6.      Does your enterprise have internal mechanisms to promote diversity (in terms of gender, age ...)?
    TAG: Human Resources
    e7
    E7.      Does your enterprise have a HRIS (Human Resource Information System)? (that is to say a system based on a set of software applications that automate human resources management tasks)
    TAG: Human Resources
    e8a
    E8.      Does this Human Resource Information System allow to manage the following tasks? a.    Administrative (management of absences, timetable, expense reports ...)
    TAG: Human Resources
    e8b
    E8.      Does this Human Resource Information System allow to manage the following tasks? b.    Services related to the employee's career (management of training, skills ...)
    TAG: Human Resources
    e8c
    E8.      Does this Human Resource Information System allow to manage the following tasks? c.     Communication and information (internal rules, collective agreement, labor law, job offers, memos ...)
    TAG: Human Resources
    e9
    E9.      Does this Human Resource Information System integrate a "reporting" and/or a "decision" component?
    TAG: Human Resources

    LISER database access and use policy

    As part of its studies and research, LISER has collected large amounts of data from various projects the Institute has carried out since its creation. LISER has also conducted a significant number of surveys in the country and in bordering countries mainly concerning individuals and households, from which it has analysed and archived information.

    LISER aims to increase the value of the data collected by making it available to the scientific community.

    It is, therefore, necessary to lay down essential rules for accessing the Institute's different databases. These rules concern the confidentiality statutes that are to be complied with as well as general conditions of use and procedures for accessing the multiple databases.

    This policy specifies the types of databases LISER makes available, as well as how they can be used, either :

    • (a) Externally, by user requests from the scientific community,
    • (b) Internally, by all LISER employees or by visitors to LISER.


    Data access conditions

    By default, all the databases owned or co-owned by LISER are accessible to all LISER employees on simple request (using a confidentiality declaration form). There may be specific cases that differ, namely databases of which LISER is not the sole owner. For the latter case, each database has its own arrangements (generally a specific data agreement form).

    For people external to LISER, access to data varies depending on the legal status and confidentiality level of the database requested. Therefore, depending on the database's confidentiality level, access may be granted only within LISER (physical entity) through an individualised and secure IT account. In all cases, access is requested using a form (see 'How to make a request').

    The aim of our policy is to facilitate access to data for research. The rules laid down are not used to hinder research or any other arbitrary desire to control. Rather, the aim is to put researchers in a position of responsibility with regard to data whose dissemination may be limited due to legal obligations (protection of persons, professional secrecy, etc.) or due to the data producer's interest (privilege of use, right of quotation, etc.).

    How to make a request

    The data access procedures differ depending on the user and data status. In all cases, users must sign an individual commitment.

    Data can be requested :

    • By contacting the LISER Data Centre : dataservice@liser.lu,
    • Or by drawing up (if one is available for the database requested) a LISER Agreement on data access or provision. (downloadable).
      Users provide information on their status and are requested to indicate which research project their request relates to. The published and signed documents must be sent by post to the following address :

      The Luxembourg Institute of Socio-Economic Research (LISER)
      11 Porte des Sciences Campus Belval
      L-4366 Esch-sur-Alzette
      Luxembourg