The youth unemployment issue is topical for European countries. The authors would like to outline what kind of risks Latvia can meet in different sectors of economy focusing on the public sector. Authors summaries published experts reflections on the situation on Latvian labour market, analyse statistical data, use Latvian economically active youth (high schools students and young specialist with higher education aged from 18 until 24). The hypothesis is Latvian young specialists are mostly attracted by service private sector organisations as employers rather than the public sector organisations.

organisation, to improve their performance. According to the analysed standards of the chosen for the analysis occupations the main knowledge requirements for some public sector occupations are at the following fields: Communication, Country language and foreign languages, Finance, Labour relations, Law, Legislation, Occupational health and safety, Professional terms, Professional ethics, Project management, Record keeping. Only professional terms and record keeping requirements could not be covered by offered courses within analysed master programmes on Public Administration or Management. However, beside formal education, public sector employees can take Massive Open Online Courses, participate in special trainings or be trained on the working place to improve or gain some skills that have not been developed at school or university. Conclusions mainly are based on the quantitative data and the pilot small range studies. Applicable conclusions are made using inductive method.Based on the research authors propose the most suitable set of subjects, which could be proposed for further professional development in public sector. There are possibilities proposed for public sector employees for their further professional development. However, there is a need of special education programme development based on new tendencies and standards for public service employees.

In the condition of demographic issues in Europe and competition for specialist between public and private sector on the labour market public organisations' as employers' image is an important aspect of development. the research aim is to identify principles of Employer branding (Eb) and ways public organisations can organize and develop employees' education on this topic. there are Eb activities examined in ten socially responsible (Sr) organisations from public sector in Latvia. Authors prepare theoretical bases for the research analysing scientific literature to explain the main point of the approaches framework and define the main terms in depth implementing qualitative and quantitative research methods. In the result proposals for the Eb training development for public organisations were developed. training programs on Eb for the public sector organisations should consist of blocks connected to marketing and HrM. Managers should decide whom to train and why and develop different training tracks for each employees level. training should be implemented periodically reflecting on the changes in external and internal organisational environment.

The public sector provides many different jobs in Latvia; however, the number of people employed in the public sector is small. Sometimes private sector organisations with a socially responsible culture are more attractive for specialists. The authors propose to evaluate Social Responsibility’s (SR) importance, benefits, and ways of possible implementation for several types of public sector organisations. The objective of this paper is to enquire what kind of activities organisations need to carry out to be included in the Sustainability Index rating and overview the possible reasons of difficulties encountered by public organisations. The authors describe the structure of the public sector and the Sustainability Index (SI) mechanism in Latvia and evaluate public organisations included in the SI rating by their activities directed to sustainable development; i.e., socially responsible (SR) activities.

Many factors influence situation on Latvian labour market. Employment is one of the core subject to explorer observing changes of labour market supply, demand and forecasts. Focusing on organisational problems concerning labour issues the microenvironment of the organisations ought to be study. The authors would like to compare Latvian labour market forecasts and the real situation for the period starting from the economic crises year 2009 in Latvia to 2015. Reaching the objective of the study additionally, the data on labour market structure is observed focusing on young participants of the employment process (new enterprises and young employees, job seekers). Describing the forecasts fulfilment and current situation on the labour market in Latvia, some risks were defined connected with future employment situation in Latvia. In addition, some tools of labour market development implemented in Latvia were evaluated defining their advantages and disadvantages. The main assessed tools are lifelong education, youth guarantee, new enterprises support programs. They are implemented along the European Commission initiative and European Union funds. This research has an exploratory and descriptive design. The authors develop tentative hypotheses for the future researches. The primary methods used are literature review on employability and labour market topics; statistical data interpretation, statistical data comparison, synthesis, contextual analysis (SWOT). The forecasts about Latvian Labour market done by Ministry of Economics of the Republic of Latvia mainly were wrong. The last tendencies shows that there is a demand for specialists in such areas as trade, agriculture, construction and building, education. The demand of labour for this field is in the top ten rating. However, the forecast was correct about construction field; the demand of the specialists of this field has been decreasing slowly for the last five years. In addition, demand for the specialists of transportation, logistics field is high as it was forecasted as well as demand of medical specialists. The general tendencies of the employment on Labour market are positive. The unemployment rate has been deceased for last five years and is about 10% during last two years. However, youth unemployment rates decrease does not show positive results as it is still high and is about 20 % during last two years. The main risk that can be urgent for the next five years are: economically inactive citizens, higher education institutions non-cooperation with Latvian government, lack of specialists in engineering fields, medicine, Information Technologies, and some other, surplus of humanitarian and social sciences specialists, young specialist emigration, economy dependence on small, medium and microenterprises business. The authors propose public administration work more with their stakeholders especially scientists and younger representatives of the society (pupils). Evaluating unemployment data general and youth some factors needs to be taken in to account before t...