The Arab Gulf's labour market is being overhauled. The private sector is increasingly being 'obliged' to more actively support nationalisation programmes. This study seeks to quantitatively determine ...the recruitment decisions of the employers. We collated the views of just under 250 UAE-based HRM personnel, in order to identify which factors (social, cultural, economic, regulatory, educational and motivational) are most significant as cited in the relevant literature. Not having the necessary educational qualifications and high reservation wage demands were found to have less of a bearing than does the perceived lack of vocationally orientated motivation and the ambiguities over the differing rights afforded to employees.
In today’s volatile labour market, employers look beyond academic achievement when considering job applicants. However, since Uganda’s school curriculum is configured to cater for the academic ...achievements of learners, many graduates fall short of employers’ expectations. The issue that graduates lack Employability Skills (ES) pertinent in the contemporary labour market is hardly new, and stakeholders are incessantly advocating for mainstreaming ES in the national curriculum. While this advocacy is timely, the matter of how ES can be assessed and measured is muted. Yet the effectiveness of teaching and learning of ES is best inferred from the effectiveness of their assessment. This paper draws stakeholders’ attention to such obtrusive but muffled matter that is key to the successful mainstreaming of ES in the national curriculum. We conclude that to meet today’s labour market demands, Uganda’s schools need to shift the assessment strategies towards measuring ES, now prized in a complex global environment. Since the outcomes of assessing cognitive skills have had an important influence on policy, the assessment of and for learning ES will attract attention and support of policymakers in developing ES in the school system.
In the light of the current pandemic, the labour market has suffered many changes: from the typical 9 to 5 job done from the office, to the accommodation to a work from home type of job. Even if we ...speak about the employer or the employee, the situation brought many difficulties regarding how the social security system can help each one.
In this paper the main focus will be on the impact of the pandemic regarding the labour market with a strong accent on the unemployment benefits and the statistics regarding the immigrants. We tend to see an increase of the number of unemployed people and a tendency for the immigrants to move back to their home countries. This is a natural response of the labour market regarding the pandemic. The paper aims to investigate the unemployment rate-unemployment benefits-immigration flows in the EU countries in 2020 when the pandemic erupted compared to the previous periods. Therefore, we aim to emphasize the main changes that took place because of the pandemic crisis.
The article begins by presenting the pandemic context and the implications for the EU labour market, and then analyses the evolution of labour supply and demand, through the prism of three ...macroeconomic indicators: the employment rate, the unemployment rate and the index of hours actually worked, based on data provided by Eurostat and Statista. The emphasis is on describing the measures taken at Member State level to combat the social effects caused by the COVID-19 pandemic, as well as on the EU's efforts to step up the implementation of the objectives of the European Pillar of Social Rights, namely: (1) Workforce and employment; (2) Skills and innovation; (3) Welfare State and social protection, at the Porto Social Summit, on7 May 2021. The conclusions and recommendations of the research focus on capitalizing on the challenges of the pandemic crisis and transforming them into new opportunities for development, innovation and new job creation, such as digitalization and the implementation of a sustainable economy based on green energy.
Adam Smith was the first person to identify specialization and the division of labour as the main drivers of productivity. He also conceptualized the “invisible hand principle” which explains how, ...under the proper set of incentives, self-interested individuals are directed to pursue activities that benefit the whole of society. Both ideas are of utmost importance in the field of management. Specifically, successful managers are those who are able to create good “rules of the game” which align the incentives of labour with the goals of the firm. Smith’s contributions provide a foundation for the division of labour and demonstrate the importance of establishing the right “institutions” within a firm, calling it a fair reward system. The paper arrives at practical implications for managers from the paper of an eighteenth-century economist. The major goal of the paper is to reflect over the decision making process which requires vast time consumption.
Purpose We investigate whether women are more likely than men to choose to pursue a competency-based labour market integration programme, rather than the time-based labour market integration ...programme. We further investigate whether women with existing but uncertified skills are even more likely to pursue a competency-based labour market integration programme. Design/methodology/approach We test our hypotheses using ordinary least squares applied to linear probability models. We discuss the relative advantages of this methodology. We show the robustness of our results through multiple specifications and estimation methods. Finally, we discuss the reasons preventing us from granting our results a causal interpretation and discuss how they are surmountable in future research. Findings Women are significantly more likely to enrol into competency-based programmes, relative to time-based. Women with existing but uncertified skills are significantly more likely to enrol into competency-based programmes, whereas women without skills or with college degrees are not significantly different from the baseline. Our findings are robust to various specifications, and we include a comprehensive set of fixed-effect vectors, addressing industrial, occupational and time-varying state specificities. Research limitations/implications First, our empirical test of hypothesis H2 is hindered by the construction of the “some college or associate’s degree” variable in RAPIDS data. “Some college” is very different from an associate’s degree. Second we had to choose between omitted variable bias and selection bias. Because of the demonstrated importance of the occupation and industry variables in existing literature, we included those variables at the risk of selection bias. Occupation and industry fixed effects reduce, but do not eliminate, omitted variable bias. Finally, the third limitation of this paper is external validity. Registered Apprenticeship programmes are quite idiosyncratic to the United States. Social implications The rollout and expansion of CBRA may thus be an avenue through policymakers may reduce the gender training gap. This may in turn give more women access to the labour market and allow more women to benefit from the “wage premia” of Registered Apprenticeship completion on the labour market (Lou and Hawley, 2019). Originality/value This article is the first that applies econometric methods to investigate women’s choices of labour market integration programmes, using Registered Apprenticeship as a case study. We discuss the implications of our findings, highlighting how competency-based programmes may be an approach to better serving more diverse populations in Registered Apprenticeship.
Network-Based Functional Regions Farmer, Carson J Q; Fotheringham, A Stewart
Environment and planning. A,
11/2011, Volume:
43, Issue:
11
Journal Article
Peer reviewed
For administration efficiency most countries subdivide their national territory into administrative regions. These regions are used to delineate areas which are internally well connected and ...relatively cohesive, especially compared with the links between regions. Hence, many countries seek to delineate local labour markets (LLMs): geographical regions where the majority of the local population seeks employment and from which the majority of local employers recruit labour. LLM boundaries are often based on functional regions, which represent the aggregate commuting patterns of the local population. A number of regionalisation procedures for objectivity delineating functional regions have been suggested, though many of these procedures require the use of ad hoc parameters to control the size and number of regions. Recently, a range of network-based alternatives have been developed in the literature. One of the most successful such methods is based on the concept of modularity: the extent to which there are dense connections within functional regions, but only sparse connections between functional regions. In this paper we maximise the modularity of a network of commuting flows to produce a regionalisation that exhibits less interaction than expected between regions. We demonstrate the effectiveness of this type of regionalisation procedure on a simulated geographical network, as well as using commuting data for the Republic of Ireland. We suggest that this new method has specific advantages over existing regionalisation procedures, particularly in the context of disaggregate commuting patterns of socioeconomic subgroups.
Labour force participation rates of women differ strongly by ethnic origin. Even though existing research using cross-sectional studies has demonstrated that part of these differences can be ...attributed to compositional differences in human capital, household conditions and gender attitudes, residual ‘ethnic effects’ typically remain. To further our understanding of women's labour market behaviour across ethnic groups, we use a large-scale longitudinal study and apply a dynamic perspective to examine how far relevant life-course events in addition to individual characteristics, gender attitudes and religiosity contribute to the explanation of ethnic differences in women's labour force entries and exits in the UK. Our findings show that, adjusting for all these factors, Indian and Caribbean women do not differ from White majority women in their labour force entry and exit probabilities but that Pakistani and Bangladeshi women are less likely to enter and more likely to exit the labour market, whereas Black African women have higher entry rates. We also find that relations between life-course events and labour market transitions differ by ethnic group. Most notably, Pakistani and Bangladeshi women's labour market transitions are less sensitive to child-bearing and Caribbean women's transitions less sensitive to partnership changes than other women's.
In this article, we examine the impact of the introduction of parental leave policy in 1999 on the labour-market engagement of mothers with one and two children in Luxembourg, who had been working 20 ...or more hours per week before childbirth. Labour-market engagement is measured by the number of hours worked monthly, 1, 2 and 3 years following the birth of the last child. Analyses are conducted using longitudinal social security records data from 1995 to 2002. The difference-in-differences (DiD) method is used to establish a causal relationship between the introduction of the policy and its outcomes. The results of the analyses reveal that among mothers with one child, the introduction of the policy had a significant and positive impact on the working hours during the first 3 years after childbirth. Among mothers with two children, the impact of the policy was significant for 1 year after childbirth. Heterogeneity effect analysis shows that single-child mothers who worked part-time before childbirth were substantially more responsive to the policy than their full-time working counterparts.
Quantitative text analysis and the use of large data sets have received only limited attention in the field of Industrial Relations. This is unfortunate, given the variety of opportunities and ...possibilities these methods can address. We demonstrate the use of one promising technique of quantitative text analysis – the Structural Topic Model (STM) – to test the Insider-Outsider theory. This technique allowed us to find underlying topics in atext corpus of nearly 2,000 German trade union press releases (from 2000 to 2014). We provide astep-by-step overview of how to use STMsince we see this method as useful to the future of research in the field of Industrial Relations. Until now the methodological publications regarding STM mostly focus on the mathematics of the method and provide only aminimal discussion of their implementation. Instead, we provide apractical application of STM and apply this method to one of the most prominenttheories in the field of Industrial Relations. Contrary to the original Insider-Outsider arguments, but in line with thecurrent state of research, we show that unions do in fact use topics within their press releases which are relevant for both Insider and Outsider groups.
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