Landekić Matija, BSc.

This paper discusses the key issues of forestry workers training in Croatia, especially dealing
with the providers of vocational training, their profile, training procedures and measures
necessary for training improvement. A combined approach of literature review, internet search
and questionnaire of training providers was applied in order to collect data on training programs
conducted in Croatia. The research was conducted during 2016, and it included 94
legal entities authorized for occupational safety training in the Republic of Croatia, with respect
to safe working practice training and vocational training for operating machinery (chainsaw
and/or skidder). The analysis used basic descriptive statistics.
Research results showed that 30.85% of the analyzed legal entities provide only training for
safe working practice, 15.96% provide both trainings – safe work practice and vocational
training for operating machinery, 5.32% of the analyzed entities provide only vocational
training for operating machinery, 31.91% do not carry out any form of training in forestry,
while 15.96% refused to answer questions. On the other hand, 15.56% of the legal entities,
which do not carry out any training or did not answer these questions, have on their official
website services posted for vocational training in operating machinery (chainsaw and/or skidder).
The key findings of the conducted research have pointed out the great heterogeneity
amongst providers of forestry workers training, and certain reductions or limitations in the
current training programs, both from the aspect of duration of the theoretical and practical
training, and the use of non-transparent criteria and standards in the assessment of training.
As an example of successful solution in forestry workers training, European Chainsaw Standard
model (ECS) is shortly presented in the paper. Discussion and conclusion sections provide
an overview of legislative and organizational requirements for the application of previously
developed European model (ECS) in developing the certification system for training of forestry
workers in Croatia.

Motor-manual felling and wood processing is a high-risk work process where the chainsaw, in connection to other variables in the working environment, is a key and constant source of risk and danger for forest chainsaw operators. Pursuant to the foregoing, the purpose of this research is to investigate and compare detected musculoskeletal disorder (MSD) symptoms among the chainsaw workers in Croatia according to their employer (state company – Hrvatske šume Ltd. or private forestry contractor) and self-evaluated Workability Index. A combined three-stage research method was used: (a) defining a sample; (b) preparation and administration of questionnaire; and (c) data analysis and elaboration. The Standardized Nordic Questionnaire (SNQ) was used as a medium to detect musculoskeletal disorder symptoms in chainsaw operators and the Workability Index (WAI) questionnaire was used as a medium for workability self-evaluation. The field part of face-to-face data collection was conducted in the first quarter of 2022 with a total of 158 sampled workers interviewed directly at the forest worksite. Descriptive and inferential statistical methods were used to verify and analyze the data. The anatomical area with the highest 12-month period prevalence of MSD symptoms for all chainsaw operators is the low back (70.89%), followed by the shoulders (41.14%), neck (39.87%) and wrist/hands (36.71%). Research results, according to the employer, showed that workers employed by Hrvatske šume Ltd. have a higher prevalence of MSD symptoms in almost all anatomical locations compared to chainsaw operators employed by private forest contractors. Mean WAI Score among all respondents was 34.96 points (max. 49) falling into the rank »moderate«, while the current workability compared with the lifetime best was 7.33 (range 0–10). The results of MSD symptoms confirm the self-estimated higher values related to health problems caused by forestry work and lower WAI Score by workers employed in the state forestry sector compared to workers employed in private forestry sector. The prevalence of MSD symptoms, observed through WAI Score, showed a significantly lower percentage of affirmative responses for all anatomical regions except for shoulders in workers who need to maintain their workability. The obtained results show positive correlation with descriptive indicators, where younger workers with less chainsaw work experience have a lower prevalence of MSD symptoms and better WAI Score. In the discussion and conclusion part of the research in question, the need for development of possible solutions is emphasized. The proposed solutions can be included into educational programs or on-site training related to the MSD risks for professional chainsaw workers to change their behaviour that will reduce occupational risks.

Labour force represents the sum of human physical and mental abilities used for the production of whatever kind of use values. In forestry, the performance of work operations, especially wood harvesting, represents a high-risk, physically intensive, and professionally very demanding activity, which inevitably requires a qualified and sustainable labour force. Professional, skilful and motivated forestry workers are the basic requirement for efficient forestry operations and make a constituent part of todays sustainable forest management. However, the forestry sector has recently been facing the increasing problem of a shortage of forestry workers i.e. the major challenge of obtaining the necessary labour force. The reasons for this are different demographic, economic, technological and political processes, as well as the specifics of the forestry sector itself. Therefore, in addition to some general indicators of the forestry workforce condition in Europe and worldwide, this paper presents forestry experts’ reflections on the future perspectives of forest work in Bosnia and Herzegovina. Special attention is paid to current issues and problems in attaining and ensuring the necessary labour force (attitudes on forestry work and the profession of forestry worker, gravity of the labour shortage, leading causes and reasons for the lack of forestry workers) and to possible measures and instruments important for improving the forestry workforce sustainability (factors for successful recruitment of forestry workers, stronger retention of workers, greater work commitment, general forest management issues affecting workforce sustainability, etc.). The opinions of forestry experts in public and private companies were statistically tested for differences. The aim of the study is to sensibilize the sector and the public on the problems of the labour force in forestry, its condition and status, and to create the basis that can contribute to bettering the status and sustainability of the labour force in forestry.

Today in many countries and regions, forestry sector deals with a considerable shortage of forestry workers and faces the serious challenge of ensuring a qualified and sustainable workforce. Current global processes and structural changes, such as emigration from rural areas, aging of the population, unfavorable age structure of existing employees, negative demographic trends (migrations, decline in birth rate, negative natural increase, etc.), lack of interest in the so-called 3D (dirty, dangerous and demeaning) jobs, low cost of labor and others, significantly contribute to such an adverse situation. Additionally, forestry work, especially wood harvesting, represents a very risky, professionally highly demanding and physically extremely intensive activity, which is regularly classified as one of the most dangerous occupations with a high proportion of serious injuries, fatalities and occupational diseases. For these reasons, the forestry profession is considered unattractive, and the job of a forestry worker undesirable. All of this makes finding the people interested in these jobs very difficult, and the task of ensuring the necessary workforce for all regular activities in sustainable forest management becomes very hard. In this paper, based on the surveys carried out in the Federation of Bosnia and Herzegovina (FB&H), i.e. evaluation of forestry workforce sustainability factors, and on the study of available strategic documents, policies and case studies, strategic directions aimed at strengthening the sustainability of forestry workforce were elaborated. The sustainability factors were observed in three categories related to: a) stronger recruiting in forestry, b) more successful retention of forestry workers, and c) higher work commitment of forestry workers. Established rankings, together with other findings, were used to define four separate strategic directions: (1) Direct financial strategy, which emphasizes direct monetary payments to workers and is oriented towards labor productivity, (2) Indirect financial strategy, which focuses more on providing indirect material gains to workers and the quality of performed work, (3) Educational strategy, aimed at the education and training of workers, and (4) Technical-technological strategy, aimed at increasing the mechanization in forest operations thus reducing the demand for labor. The paper elaborates the basic starting points and main characteristics (priorities, measures and activities, stakeholders, responsible authorities, etc.) of each strategic direction considering the possibility and conditions of their implementation in national forestry sector. The objective of the paper is to raise the required awareness of the forestry workforce issues, its position and status, and also to provide foundations for enhancing the attractiveness of forestry work and improving the overall sustainability of the forestry workforce. The results of the study point out the critical issues and provide valuable insights that can help in formulating effective policies and strategies for the future.

Today in many countries and regions, forestry sector deals with a considerable shortage of forestry workers and faces the serious challenge of ensuring a qualified and sustainable workforce. Current global processes and structural changes, such as emigration from rural areas, aging of the population, unfavorable age structure of existing employees, negative demographic trends (migrations, decline in birth rate, negative natural increase, etc.), lack of interest in the so-called 3D (dirty, dangerous and demeaning) jobs, low cost of labor and others, significantly contribute to such an adverse situation. Additionally, forestry work, especially wood harvesting, represents a very risky, professionally highly demanding and physically extremely intensive activity, which is regularly classified as one of the most dangerous occupations with a high proportion of serious injuries, fatalities and occupational diseases. For these reasons, the forestry profession is considered unattractive, and the job of a forestry worker undesirable. All of this makes finding the people interested in these jobs very difficult, and the task of ensuring the necessary workforce for all regular activities in sustainable forest management becomes very hard. In this paper, based on the surveys carried out in the Federation of Bosnia and Herzegovina (FB&H), i.e. evaluation of forestry workforce sustainability factors, and on the study of available strategic documents, policies and case studies, strategic directions aimed at strengthening the sustainability of forestry workforce were elaborated. The sustainability factors were observed in three categories related to: a) stronger recruiting in forestry, b) more successful retention of forestry workers, and c) higher work commitment of forestry workers. Established rankings, together with other findings, were used to define four separate strategic directions: (1) Direct financial strategy, which emphasizes direct monetary payments to workers and is oriented towards labor productivity, (2) Indirect financial strategy, which focuses more on providing indirect material gains to workers and the quality of performed work, (3) Educational strategy, aimed at the education and training of workers, and (4) Technical-technological strategy, aimed at increasing the mechanization in forest operations thus reducing the demand for labor. The paper elaborates the basic starting points and main characteristics (priorities, measures and activities, stakeholders, responsible authorities, etc.) of each strategic direction considering the possibility and conditions of their implementation in national forestry sector. The objective of the paper is to raise the required awareness of the forestry workforce issues, its position and status, and also to provide foundations for enhancing the attractiveness of forestry work and improving the overall sustainability of the forestry workforce. The results of the study point out the critical issues and provide valuable insights that can help in formulating effective policies and strategies for the future.