Relevant bibliographies by topics / Shortage of labour

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Shortage of labour'

Author: Grafiati
Published: 4 June 2021
Last updated: 10 February 2022

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Journal articles on the topic "Shortage of labour"

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Rawe, Kathryn. "Labour shortage." Nursing Standard 25, no. 31 (April 6, 2011): 20–21. http://dx.doi.org/10.7748/ns.25.31.20.s27.

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Cseh Papp, Imola, Norbert Bozsik, and Erika Varga. "A review of the tendencies and challenges in the European Union labour market." Contemporary Research on Organization Management and Administration 6, no. 2 (December 30, 2018): 58–75. http://dx.doi.org/10.33605/croma-022018-013.

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Purpose – The paper presents the phenomenon of the past decade (2008-2018) that shaped the labour market all over Europe and also points out the differences lying beneath with the changes generated in the post-crisis period. In the context of this study this literature review is intended to provide a theoretical background for the development of a piece of research revealing the new labour market phenomena. Design/methodology/approach – The study first examines theoretical frameworks, solutions, and their practical operation through international experience. Findings – The economic crisis, initially of financial nature, had its percussions felt on the state budget and went on to real economy. Its consequences were also felt on the labour market. According to global experience, modern economies and societies are facing several challenges including unemployment, labour shortage and underemployment at the same time, in spite of the fact that the level of employment has significantly been rising in the past few years. Research limitations/implications – We applied an abductive approach. The reconstruction of past events is based on abduction, as we can deduce the events from their consequences and impacts on the present. Practical implications – Both unemployment, labor shortages and underemployment result in unfavorable economic conditions in a country. It is of utmost importance to effectively address these phenomena in order to reduce and control their negative effects. Originality/Value – Our study deals with the impact of employment on the labour market, the three key phenomena of the labor market: labour shortages, chnages in underemployment and international migration (labour migration) in European Union countries. Analysis is needed because conscious economic policy begins timely preparations for these changes. Keywords: job vacancy, labour market, labour shortage, migration, underemployment Research type (choose one): research paper JEL classification: J24, J62
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Akomah, Benjamin Boahene, Laud Kwamina Ahinaquah, and Zakari Mustapha. "Skilled Labour Shortage in the Building Construction Industry Within the Central Region." Baltic Journal of Real Estate Economics and Construction Management 8, no. 1 (January 1, 2020): 83–92. http://dx.doi.org/10.2478/bjreecm-2020-0006.

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AbstractSkilled labour shortage is the shortfall of workforce in specific trades or shortage of workforce with requisite skills. The paper seeks to identify areas where there are skilled labour shortages in the building construction industry within the Central Region. A survey research approach was employed to get the study population that consisted of project managers, site engineers, site foremen and engineers working with contactors. Questionnaires were designed based on the research specific objectives and used as the main instrument for data collection. Findings from the study revealed that the shortage of skilled manpower was from painters and decorators, electricians and tile workers. Further findings showed that skilled labour shortage was caused by socio–economic conditions, external forces, job attractiveness, job characteristics, job satisfaction, industry limitations and personal factors. Employees should be encouraged to develop their trade competences and change their attitude to work, while employers should build their manpower base through training.
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Boeri, Tito, and Mark Keese. "From labour shortage to labour shedding: Labour markets in central and Eastern Europe." Communist Economies and Economic Transformation 4, no. 3 (January 1992): 373–94. http://dx.doi.org/10.1080/14631379208427729.

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Gershon, Diane. "Germany faces up to its labour shortage." Nature 405, no. 6786 (June 2000): 597. http://dx.doi.org/10.1038/35014685.

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Drake-Brockman, Allan, and Daniel White. "Labour and productivity: exploring alternative solutions." APPEA Journal 52, no. 2 (2012): 651. http://dx.doi.org/10.1071/aj11065.

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A serious skills shortage and increasing wage rates with no apparent increase in productivity is facing Australia’s oil and gas industry. The measures announced in the 2011–12 Federal Budget on 10 May do not appear to address the skills shortage crisis and may affect the viability of some projects.This extended abstract proposes some solutions to alleviate the existing skills shortages facing offshore resource projects. It also discusses some of the structural inefficiencies in the Fair Work Act 2009 (Cth) that is contributing to these issues.Under the Regional Sponsored Migration Scheme, the Federal Budget included an increase of skilled migration from 10,000–16,000 places in 2011–12. This is in contrast to the calls from Western Australia’s resources industry suggesting about 33,000 workers will be needed by the end of this year. The major changes to Australian labour laws brought by the FW Act is said to have resulted in uncertainty about some projects.Evidence of the shift to a collective (enterprise) bargaining framework based on delivering productivity increases is not yet available. An enhanced role for union officials seems to have resulted in an increase in union power and union influence in enterprise bargaining. This may be a reason for wage blow-outs in the oil and gas industry.
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SIMELANE, HAMILTON SIPHO. "Labour Migration, Labour Shortage, and Employer Response in Swaziland, 1935–1945." South African Historical Journal 44, no. 1 (May 2001): 163–83. http://dx.doi.org/10.1080/02582470108671392.

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Dai, Jiukun, and Paul M. Goodrum. "Generational differences on craft workers’ perceptions of the factors affecting labour productivity1This paper is one of a selection of papers in this Special Issue on Construction Engineering and Management." Canadian Journal of Civil Engineering 39, no. 9 (September 2012): 1018–26. http://dx.doi.org/10.1139/l2012-053.

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Although the current economic downturn has eased the stress of broad skilled labour shortages, it is reasonable to believe that the shortage will return when the U.S. economy rebounds. The shortage could become more substantial because the U.S. construction industry is poised to make a significant demographic shift with Baby Boomer workers approaching retirement and Generation Y workers joining the workforce. This paper investigates how different generations of craft workers perceive the factors affecting labour productivity. The data was collected through a survey of 1996 craft workers on 28 U.S. construction sites in 2004 and 2005. The analysis results reveal that: (1) Generation Y, Generation X, and Baby Boomers actually have consensus on the relative impact of productivity factors; and (2) significant differences were also observed on individual productivity factors and the primary differences among the generations were associated with tools and consumables, labour, engineering drawing management, and project policy.
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Satishkumar, M., and K. B. Umesh. "Farmers Strategies to Cope Labour Shortage in Northern and Southern Dry Zones of Karnataka, India." Current Agriculture Research Journal 6, no. 2 (June 28, 2018): 206–12. http://dx.doi.org/10.12944/carj.6.2.10.

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This study aimed to analyze the strategies adopted by the farmers to overcome the labour shortage in Sindhanur taluk of Raichur district and Mandya taluk of Mandya district. Random sample of 120 farmers each from the taluk were selected for the study. Opinion survey was conducted and results revealed that mechanization of agricultural operations, shifting towards less labour required crops, hiring labour from outside the village and intensive use of family labour are the major strategies adopted by farmers to overcome labour shortage. Mechanization in agriculture helped to solve the labour shortage. Therefore, this study concludes that the awareness among farmers should be created about existence of custom hiring centres and they should be encouraged to use it through self help groups based on subsidized rates.
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Tiwasing, Pattanapong. "Brexit and skill shortages: an empirical analysis of UK SMEs." Economics and Business Letters 10, no. 1 (February 21, 2021): 9–15. http://dx.doi.org/10.17811/ebl.10.1.2021.9-15.

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This paper examines the perspectives of SMEs on Brexit and skill shortages using cross-sectional data of 2,969 SMEs from a UK Government’s Small Business survey for 2016. The logistic regression with clustered standard errors is applied to analyse the association between SMEs considering Brexit as a major business obstacle and the probability of SMEs identifying skill shortages in their businesses. The results show that firms with a shortage of managerial skills/expertise have a 6.5% higher probability to report that Brexit will affect their businesses, followed by difficulties in staff recruitment (4.5%) and shortage of skills within external labour markets (3.8%). Policy recommendations are provided.
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Dissertations / Theses on the topic "Shortage of labour"

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Lidvall, Adam. "Relative wages and labour shortages : Evidence from Sweden." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-97604.

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The purpose of this thesis is to look into the relationship between relative wage and labor shortage in the Swedish labor market. This relationship is expected to be positive since wage increases are often used as a mechanism to counter shortages. To look into this relationship the seemingly unrelated regression model (SUR), as well as the random effects model are introduced. The results indicate that there exists a positive relationship between relative wage and shortage for occupations with higher degree of shortage and a negative relationship for occupations with no or low degree of shortage. From the results, the evidence suggests that relative wage is a good mechanism for countering shortages, but not a sufficient one.
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Vanqa, Inga Bongo. "The effects of the labour skills shortage in the construction industry." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021125.

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Purpose of this treatise: The aim of this research is to determine, if the skilled labour shortage has had any impact on how construction projects are executed. If there is an impact the study aims to determine the nature and extent of the problem. Design/methodology/approach: A review of related literature was conducted, mainly to ensure that existing research is not replicated, in order to generate new ideas. The quantitative research approach was applied for this research. The questionnaire was designed so that scores can be easily summed in order to obtain an overall measure of the attitudes and opinions of the respondents. Findings: The results revealed that the skilled labour shortage has a negative effect on how construction projects are executed. The results further revealed that the biggest concern amongst employers and management of construction companies was the negative impact the shortage of skilled labour has on the levels of workmanship. Research limitations: The sample (construction companies) is mostly situated in the Gauteng province of South Africa. Practical implications: The research is of importance to managers and supervisors of construction companies of all sizes. The findings of this study will assist in ensuring that projects are efficiently managed irrespective of the current skills crisis in the construction industry.
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Leong, Priscilla. "Understanding the seafarer global labour market in the context of a seafarer 'shortage'." Thesis, Cardiff University, 2012. http://orca.cf.ac.uk/52229/.

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There is a prevailing view that the seafarer labour market provides an exemplar of a global labour market (GLM). The broader literatures suggest that labour markets when examined in detail are characteristically segmented in various ways. There is some evidence to indicate that the maritime industry may be somewhat similar. The purpose of this study was to investigate the extent to which the maritime labour market is striated and thus, the extent to which it may be considered truly global. Using the lens of perceived shortage of quality officers within the industry, this study examines whether the seafaring GLM can be understood to be a homogeneous space in which seafarers are freely employed on a global basis. A qualitative research methodology was utilised consisting of interviews with representatives from maritime associations and organisations, executives from shipping companies and seafarers. The study also analysed over 200 articles from the electronic archives of ‘Lloyd’s List’, a maritime newspaper. The analysis of the data revealed that jobs and seafarers are divided into market segments that can function relatively independently. Segments occur because seafarers and jobs do not fit smoothly via a common market mechanism, instead demand and supply processes separate jobs and workers into divisions. The segmentation of the labour market is marked by quality, trade sector, geography, and international regulations and industry requirements, and market striation occurs along both horizontal and vertical dimensions.
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Leung, Kit-ming, and 梁傑明. "From Labour shortage to rising unemployment: viewing the labour market of Hong Kong in the 1990s from a humanresource management perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267452.

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Leung, Kit-ming. "From Labour shortage to rising unemployment : viewing the labour market of Hong Kong in the 1990s from a human resource management perspective /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18024543.

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Gustafsson, Alma, and Katja Löfling. "Mångfald eller enfald? : En fallstudie om mångfald och kompetensförsörjning." Thesis, Umeå universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-117063.

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Demographic changes in the Swedish context due to the aging population leads to an escalation of retirements. This presents new challenges concerning labour shortage in organizations. Another important issue is cultural diversity which posts demands on employers to meet their service users needs. The main area of interest in this study is to investigate factors in an organization that connects to diversity and labour shortages and furthermore investigate the correlation between the two areas. To do this, a case study have been conducted using Umeå municipality as the case organization. Umeå is located in the north of Sweden with a population of about 120 000 residents. The method approach is qualitative, using semi-structured   interviews for data collection. The results suggests that terms and conditions for employees within the organization differs between majority and minority groups and that the cognitive awareness in the matter is diverse. The result also states the importance of strategic management such as follow ups, evaluations and designing of proactive standardizations for the HR   processes to reinforce anti-discrimination in the organizations. Our ambition is to give perspective on how norms influence the reality we create and recreate daily in our workplaces.
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Yenge, Massa Noela, and Per Karlsson. "The factors influencing students’ career choices towards the accounting profession in Sweden." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-67688.

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Purpose – This thesis aimed at investigating students’ beliefs influencing their personal attitudes and subjective norms not to choose the accounting profession by using the simplified Theory of Reasoned Action (TRA) model. Theoretical framework – This study used the simplified TRA model to investigate the beliefs that influence students not to choose the accounting profession. From an accounting context, prior research has indicated that, there are intrinsic and extrinsic factors that determine the behavioural beliefs of students about the accounting profession. Likewise, normative beliefs are another construct of the simplified TRA model that influences students’ intentions towards the accounting profession. Methodology – Through a quantitative approach, questionnaires were sent electronically to first and second year students at five major universities in Sweden. In total, 323 students replied to the questionnaire. Since this study focused on students intending to choose business administration, non-business administration students were deleted from the sample giving an actual sample size of 228. The data collected was analyzed in two steps using multiple regression analysis. Findings – The findings of the study confirmed the simplified TRA model. The results showed that both behavioural and normative beliefs influenced students’ intentions not to choose the accounting profession. For behavioral beliefs, no personal interest in accounting, the belief that accounting is boring and the belief that other occupations (for instance, marketing and management) negatively influenced students’ attitudes not to choose the accounting profession. Similarly, for normative beliefs, teachers and peers influenced students’ subjective norms not to choose the accounting profession. Practical implications – The practical implications of this study are two-folded. Firstly, program directors at universities should engage in hiring qualified teachers in accounting, organize supportive activities to encourage students about the accounting profession. Also, program directors should include compulsory internships in the curriculum so that students can learn about the accounting profession. Secondly, former accounting students should get involved in the process of encouraging students about the accounting profession. Originality/value – This paper contributes to the existing literature by highlighting the beliefs influencing the personal attitudes and subjective norms of students not to choose the accounting profession. Therefore, the thesis provides an up-to-date theory about the TRA in the accounting profession in Sweden.
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Silfverberg, Marina, and Louise Magnusson. "Managing Employee Retention in Thailand : a quantitative study at a multinational company." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-23552.

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We approached a multinational manufacturing company that wants to reduce its employee turnover among white collars workers. Thailand's current labour shortage requires an ability to retain employees and a quantitative survey is conducted to measure the perceived job satisfaction. Job Satisfaction is a key component in strive for employee retention. The study identifies and analyzes organizational reasons that contribute to job satisfaction and that can contribute to increased employee retention. By investigating perceived job satisfaction amongst white collar worker, aims the study to find factors that are central to employee retention and how the most central factors can be strengthen and developed by the organization. The study creates an understanding of the benefits of employee retention strategies and the results may support the organization in the development of these. The conclusion is that organizational effort within work design, leadership, social support; development, compensation & benefits, and work-life balance are essential for employee retention. The study indicates that employees‘ annual development, competitiveness within compensation & benefits and a leader that lives up to the employee's expectations have an influence on the perceived job satisfaction. A continuous effort to increase job satisfaction reduces employee desire of movement. The pros of staying and the risks of leaving the organization increases and the result is an increased opportunity for employee retention
Vi kom i kontakt med ett multinationellt tillverkningsföretag som vill minska sin personalomsättning bland tjänstemän. Thailands rådande arbetskraftbrist ställer krav på en god förmåga att behålla personal och en kvantitativ undersökning genomförs för att mäta den upplevda arbetstillfredsställelsen. Arbetstillfredsställelse ses i tidigare studier som en nyckelkomponent för arbetet med personalbehållning, och vår studie fortsätter i samma riktning. Syftet är att finna och analysera organisatoriska grunder i arbetstillfredsställelse som kan bidra till ökad personalbehållning. Genom att undersöka tjänstemännens upplevda arbetstillfredsställelse kan vi besvara vilka faktorer som är centrala för personalbehållning och hur de mest centrala faktorerna kan stärkas och utvecklas av organisationen. Resultatet ökar förståelsen av fördelarna med personalbehållningsstrategier och kan stödja organisationen i utvecklingen av dessa. Slutsatsen är att organisationens arbete med Arbetsdesign, Ledarskap, Socialt stöd, Utveckling, Kompensation &Förmåner samt Balansen mellan privat- och arbetslivs är centrala för deras personalbehållning. Studien indikerar även att årlig utveckling hos de anställda, konkurrenskraftiga kompensationer & förmåner och en ledare som lever upp till de anställdas förväntningar har en stark inverkan på arbetstillfredsställelsen. Ett kontinuerligt arbete för ökad arbetstillfredsställelse minskar de anställdas önskan om att byta arbete. Fördelarna med att stanna kvar samt riskerna med att lämna organisationen ökar och resultatet blir en förbättrad möjlighet till personalbehållning
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Kervall, Alexander, Sofie Mikkelsen, and Sanna Rosén. "Employer branding till undsättning : En fallstudie om ett apoteksföretags arbete med employer branding." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-52780.

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Syfte: Syftet med studien är att ge en förståelse för hur employer branding kan användas för att göra en organisations arbetsgivarvarumärke mer attraktivt, då organisationen är präglad av arbetskraftsbrist samtidigt som ett krav på specifik kompetens finns.   Metod: En fallstudie med en abduktiv ansats som behandlar employer branding utifrån ett apoteksföretag. Datainsamlingen har gjorts genom kvalitativa intervjuer och från fallföretagets forum på sociala medier.   Slutsats: Studiens resultat har visat hur en organisation kan arbeta med employer branding för att stärka sitt arbetsgivarvarumärke. Två av de mest fundamentala målsättningarna med employer branding är att kunna behålla och attrahera personal. För att kunna uppnå dessa målsättningar har flertalet aspekter valts ut och analyserats för att kunna identifiera hur en organisation kan vara framgångsrik i sitt employer branding-arbete. Studien har visat att ett framgångsrikt employer branding-arbete kräver en process där varje aspekt fungerar i symbios, men att förändringar på arbetsmarknaden ibland kan vara överväldigande och underminera företagens möjligheter med employer branding.
Purpose: The purpose of this study is to bring understanding into how employer  branding can be used in order to make an employer brand more attractive, while the organization is characterized by labour-shortage and at the same time demand specialized skills.   Method: The study is based on a case study with an abductive reasoning and addresses employer branding from a pharmaceutical company’s perspective. The data has been collected through qualitative interviews and from the pharmaceutical company’s social media forums.   Conclusion: The results of the study have shown how an organization can work with employer branding in order to strengthen its employer brand. Two of the most fundamental objectives of employer branding is to be able to retain and attract personnel. In order to achieve these objectives, numerous aspects have been selected and analyzed to identify how an organization can be successful in its work with employer branding. The study has shown that a successful work with employer branding demands a process where every aspect functions in symbiosis. However, changes in the labour-market can sometimes be overwhelming and therefore underminine the companies employer branding abilities.
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Kelleher, Michael. "Skills shortages and work reorganisation in British manufacturing." Thesis, University of Bath, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334371.

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Books on the topic "Shortage of labour"

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Boeri, Tito. From labour shortage to labour shedding: Labour markets in Central and Eastern Europe. Paris: OECD, 1992.

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Oxenstierna, Susanne. From labour shortage to unemployment?: The Soviet labour market in the 1980s. Stockholm, Sweden: University of Stockholm, 1990.

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Meltz, Noah M. The shortage of registered nurses: An analysis in a labour market context. Toronto: Registered Nurses' Association of Ontario, 1988.

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National Economic and Social Forum. Alleviating labour shortages. Dublin: National Economic and Social Forum, 2000.

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Metcalf, Hilary. Retaining women employees: Measures to counteract labour shortage : based on researchunder the Manpower Commentary Programme for the Department of Employment and the Training Agency. Brighton: Institute of Manpower Studies, 1990.

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Hawaii. Labor Market and Employment Service Research Section. Labor shortages in agriculture. [Honolulu]: Dept. of Labor and Industrial Relations, 1989.

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Sauvé, Roger. Countdown: Future shortages in the Canadian labour market. Okotoks, Alta: People Patterns Consulting, 2000.

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Who needs migrant workers?: Labour shortages, immigration, and public policy. Oxford: Oxford University Press, 2010.

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Foundation, Joseph Rowntree. Local labour in construction: Tackling social exclusion and skill shortages. York: Joseph Rowntree Foundation, 2000.

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Ruhs, Martin. Who needs migrant workers?: Labour shortages, immigration, and public policy. Oxford: Oxford University Press, 2010.

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Book chapters on the topic "Shortage of labour"

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Arnot, Bob. "Labour Discipline and Labour Shortage." In Controlling Soviet Labour, 71–102. London: Palgrave Macmillan UK, 1988. http://dx.doi.org/10.1007/978-1-349-09231-4_5.

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Kuipers, Simon K. "The trade cycle under capital shortage and labour shortage." In The Quest for National and Global Economic Stability, 79–117. Dordrecht: Springer Netherlands, 1988. http://dx.doi.org/10.1007/978-94-009-1389-9_7.

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Townsend, Keith, and Cameron Allan. "Flexibility at a Cost: Responding to a Skilled Labour Shortage." In Workplace Reform in the Healthcare Industry, 187–206. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230596009_10.

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Haus, Ber. "Forms of Employment and Payment Under Conditions of Manpower Shortage in Poland." In Management Under Differing Labour Market and Employment Systems, edited by Günter Dlugos, Wolfgang Dorow, Klaus Weiermair, and Frank C. Danesy, 419–26. Berlin, Boston: De Gruyter, 1988. http://dx.doi.org/10.1515/9783110859379-036.

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McDonald, Lynn, and Mervin Y. T. Chen. "The Youth Freeze and the Retirement Bulge: Older Workers and the Impending Labour Shortage." In Aging, edited by Victor Marshall and Barry McPherson, 113–39. Toronto: University of Toronto Press, 1994. http://dx.doi.org/10.3138/9781442602342-008.

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Liu, Jingyi, and Yujie Cai. "What Caused the Shortage of Labour: Examining the Recruitment and Selection in the Internet Financial Industry in China." In Advances in Theory and Practice of Emerging Markets, 339–57. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-75013-2_26.

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Zimmerer, K. "2. Land-use Modification and Labour Shortage Impacts on the Loss of Native Crop Diversity in the Andean Highlands." In Sustainable Mountain Agriculture Volume 2, 413–22. Rugby, Warwickshire, United Kingdom: Practical Action Publishing, 1992. http://dx.doi.org/10.3362/9781780443553.002.

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Schroeder, Gertrude E. "Managing Labour Shortages in the Soviet Union." In Employment Policies in the Soviet Union and Eastern Europe, 3–26. London: Palgrave Macmillan UK, 1987. http://dx.doi.org/10.1007/978-1-349-08756-3_1.

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Elshaer, Abdallah M., and Asmaa M. Marzouk. "Labor Shortage in the Tourism and Hospitality Industry." In Labor in the Tourism and Hospitality Industry, 121–52. Series statement: Advances in hospitality and tourism book series: Apple Academic Press, 2019. http://dx.doi.org/10.1201/9780429465093-5.

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Adam, Jan. "Similarities and Differences in the Treatment of Labour Shortages." In Employment Policies in the Soviet Union and Eastern Europe, 127–48. London: Palgrave Macmillan UK, 1987. http://dx.doi.org/10.1007/978-1-349-08756-3_6.

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Conference papers on the topic "Shortage of labour"

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Ma, Jing, and Aidong Wu. "The Research on the Change of the Cost of Labor Migration in Urban and Rural Areas and Enterprise Labour Shortage." In International Conference on Education, Management, Computer and Society. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/emcs-16.2016.45.

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Skirmantienė, Jolanta, and Kristina Vaičiutė. "COMPETENCE EVALUATION OF TRANSPORT MANAGEMENT SPECIALISTS: RESEARCH ON GRADUATES’ ATTITUDES REGISTERED AT LABOUR EXCHANGE." In Business and Management 2016. VGTU Technika, 2016. http://dx.doi.org/10.3846/bm.2016.55.

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Constantly changing labour market poses new challenges for transport management specialists. Employers require specialists characterised not only by their professional knowledge, but also capable of adapting to changing circumstances, making individual decisions, creating value added. Successful integration into labour market not only depends on external factors, such as state policies, but also on internal factors as social, personal and information competence. The conducted research enabled to assess attitudes of transport management graduates towards knowledge and competencies acquired during study process, preparedness for labour market. Research participants’ attitudes enabled to distinguish the most important skills and general competencies. Research have shown that graduates most often face the shortage of practical training, financial knowledge and poor ability to develop business plans.
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Csugány, Julianna. "LABOUR MARKET TENDENCIES IN THE ERA OF THE FOURTH INDUSTRIAL REVOLUTION." In 4th International Scientific Conference – EMAN 2020 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/eman.s.p.2020.55.

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In the era of the Fourth Industrial Revolution, technological change is also transforming the labour market. Technological and structural unemployment is simultaneously present in the economy, as well as the labour shortage causes many problems for the firms. The labour market has to respond to both demographic and technological change, while workers’ expectations and workers’ preferences are transformed in the digital era. The biggest fear in the new technological era is related to robots, which generate the loss of jobs because they can substitute human resources in an efficient way. Technological changes typically threaten lower-skilled workers doing routine tasks, while the need for a high-skilled workforce combined with creativity is increasing. This asymmetry of training already appeared in the earlier industrial revolution, but nowadays digital literacy, as well as the technological knowledge necessary for the operation of machines and equipment, are becoming a basic skill, so new competence requirements are formulated for the employees. In the era of the Fourth Industrial Revolution, not only robots cause problems in the global labour market, but also international trends that cause major transformation in both the supply and demand side of the labour market. Effective labour market adaptation to technological change can be the key to competitiveness in the new technological era. This research aims to provide a short analysis of the differences in the European labour market in the era of the Fourth Industrial Revolution. The labour demand and supply will be analysed in order to highlight the main tendencies related to the qualitative features of labour market in the new technological era.
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DUDEK, Michał, and Bożena KARWAT-WOŹNIAK. "BARRIERS AND CHALLENGES IN INCREASING RURAL EMPLOYMENT: LABOUR RESOURCES AND SELECTED POLICY INSTRUMENTS. THE CASE OF EU COHESION POLICY AND COMMON AGRICULTURAL POLICY INTERVENTIONS IN POLAND." In RURAL DEVELOPMENT. Aleksandras Stulginskis University, 2018. http://dx.doi.org/10.15544/rd.2017.155.

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An important feature of many rural markets is the over-supply of labour. An insufficient number of jobs in rural areas is usually associated with the shortage of capital, companies, consumers and skilled workers, i.e. limited impact of the agglomeration effect. Additionally, in regions with structural changes in agriculture, the phenomenon of increased or hidden unemployment is visible. One of the important objectives of labour market policy in Poland was a promotion of employment, especially in peripheral, poor and agricultural territories. Along with the accession of Poland to the EU, both agricultural and cohesion policy instruments supported by the structural funds have also been aimed at resolving the problems of rural labour markets. They concerned mainly the diversification of agricultural activities, support of entrepreneurship, as well as development of knowledge and skills. The paper considers the barriers and challenges in increasing employment in rural Poland. In particular, the changes on local rural labour markets and the influence of relevant policy tools thereon have been studied. The study is based on the quantitative and qualitative analysis of the public statistics and information on the implementation of selected EU CAP and Cohesion Policy instruments in Poland from the period 2007-2014 and the literature of the subject. The study showed that, despite the favourable economic situation and the effects of projects aimed at creating and maintaining non-agricultural jobs in rural areas supported by the EU founds, the rural employment rate and the number of people employed in agriculture did not increase significantly. In this context, the paper provides the explanation of limited improvements in terms of rural employment and policy offers recommendations in this area.
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Miller, Neal. "Solving the LEOT labor shortage." In Education and Training in Optics and Photonics (ETOP'99). SPIE, 2000. http://dx.doi.org/10.1117/12.388696.

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Manea, Ludmila Daniela, Florina Oana Virlanuta, and Mihaela-Carmen Muntean. "Investigating the Causes of the Current Labor Shortage in Romania." In International Conference Risk in Contemporary Economy. Dunarea de Jos University of Galati, Romania Faculty of Economics and Business Administration, 2019. http://dx.doi.org/10.35219/rce206705326.

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Dawson, Nikolas, Marian-Andrei Rizoiu, Benjamin Johnston, and Mary-Anne Williams. "Predicting Skill Shortages in Labor Markets: A Machine Learning Approach." In 2020 IEEE International Conference on Big Data (Big Data). IEEE, 2020. http://dx.doi.org/10.1109/bigdata50022.2020.9377773.

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Qin Li and Yang Jinghong. "Notice of Retraction: Study of blue-collar “labor shortage” after the financial crisis." In 2010 IEEE International Conference on Advanced Management Science (ICAMS). IEEE, 2010. http://dx.doi.org/10.1109/icams.2010.5553000.

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Poór, József, Agneš Slavić, Milan Nikolić, and Nemanja Berber. "The Managerial Implications of the Labor Market and Workplace Shortage in Central Eastern Europe." In 25th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2020. http://dx.doi.org/10.46541/978-86-7233-386-2_4.

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Eftekhari, Farhad, and Jenni Mentilä. "TECHCLASS DIGITAL ACADEMY AS AN ULTIMATE SOLUTION TO THE SHORTAGE OF SKILLED LABOR IN THE IT SECTOR." In 15th International Technology, Education and Development Conference. IATED, 2021. http://dx.doi.org/10.21125/inted.2021.2150.

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Reports on the topic "Shortage of labour"

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Freeman, Richard. Employment and Earnings of Disadvantaged Young Men in a Labor Shortage Economy. Cambridge, MA: National Bureau of Economic Research, September 1990. http://dx.doi.org/10.3386/w3444.

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Freeman, Richard. Is A Great Labor Shortage Coming? Replacement Demand in the Global Economy. Cambridge, MA: National Bureau of Economic Research, September 2006. http://dx.doi.org/10.3386/w12541.

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Gehlhaus, Diana, and Ilya Rahkovsky. U.S. AI Workforce: Labor Market Dynamics. Center for Security and Emerging Technology, April 2021. http://dx.doi.org/10.51593/20200086.

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A lack of good data on the U.S. artificial intelligence workforce limits the potential effectiveness of policies meant to increase and cultivate this cadre of talent. In this issue brief, the authors bridge that information gap with new analysis on the state of the U.S. AI workforce, along with insight into the ongoing concern over AI talent shortages. Their findings suggest some segments of the AI workforce are more likely than others to be experiencing a supply-demand gap.
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