To see the other types of publications on this topic, follow the link: Shortage of labour.
Dissertations / Theses on the topic 'Shortage of labour'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Shortage of labour.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
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.
Full textAbstract:
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.
2
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.
Full textAbstract:
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.
3
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/.
Full textAbstract:
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.
4
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.
Full text
5
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.
Full text
6
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.
Full textAbstract:
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.
7
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.
Full textAbstract:
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.
8
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.
Full textAbstract:
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 retentionVi 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
9
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.
Full textAbstract:
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.
10
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.
Full text
11
Garcia, Kelly A. "Planning for the labor shortage a study of Rock County employers /." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005garciak.pdf.
Full text
12
Connor, Wilbert [Verfasser]. "The Impact of Natural Disasters on Labor Shortage in Dominica / Wilbert Connor." München : GRIN Verlag, 2020. http://d-nb.info/1219802476/34.
Full text
13
Winstanley, D. "Skill shortages and the changing structure of labour markets in high technology industry : Case studies in technological staff recruitment in Hampshire." Thesis, University of Southampton, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.233006.
Full text
14
Rieger, Vanessa. "The Challenge of Managerial Staff Shortage on the Chinese Labor Market - The Development of HRM in China." Würzburg : Univ., Inst. für Kulturwissenschaften Ost- und Südostasiens, 2008. http://www.opus-bayern.de/uni-wuerzburg/volltexte/2009/3443/.
Full text
15
Xingwana, Lumkwana. "Management perceptions regarding skills shortages in gold mines." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1007959.
Full textAbstract:
The skills shortages in mining and mineral sector had existed for a decade and had a widespread effect on South Africa economy. It affects the level of economic productivity and reduces the country’s capacity to develop a knowledge society. This, in turn, affects the country’s functioning in the global economy. Despite the sector’s best efforts, the shortages continue to grow and threaten the delivery of projects and growth plans. Some researchers contend with the view that the persistence of skills shortages in mining and mineral sector is largely due to entrenched attitudes among both the industry and the community. They claim that employers have the means to change the educational profile of the subsectors by appointing recruits with higher levels of schooling. However, owing to the limited number of higher educated people living in the communities surrounding the mining operations and lack of interest in mining of people with higher levels of education, to name but few, employers are perceived to have a habit of employing people with little skills. The current study was aimed at investigating the impact of skills shortage on organisational performance, propensity to leave, competitive advantage and sustainability, from the management perceptive. The main objective of this study was to incorporate and embed previous research findings and theories into a comprehensive hypothetical model. A hypothetical model showed various factors that may influence skills shortage. Four independent variables (working environment, employment conditions, resources and education and training) were identified as variables that may influence skills shortage; and mediating variable (skills shortage) was also identified as a variable that have potential to affect dependent variables (organisational performance, propensity to leave, competitive advantage and sustainability) of gold mining sector. Furthermore, eight hypotheses were developed to test the relationship between independent, mediating and dependent variables. All these variables were clearly defined and operationalized with various items obtained from measuring instruments used in other similar studies. A purposive sample of 343 respondents was drawn from the population. A seven-point Likert scale and structured questionnaire were administered in person to the respondents and of which 300 were usable and subjected further to several statistical analyses. The validity and reliability of the measuring instrument was evaluated using significant effect p< = 0.001 and Pearson’s correlation test (α = 0.05). Data gathered were fed to and analysed by STATISTICA (version 10) and factor analysis and regression analyses were the statistical procedures used to test the significance of the relationships between the various independent and dependent variables. Consequently, working environment, resources and education and training were three independent variables that were identified as having ability to predict propensity to leave, competitive advantage and sustainability. An attempt was made to establish whether various demographic variables have an influence on mediating and dependent variables through the introduction of gender and position in the organisation while conducting an Analysis of Variance and Multiple linear regressions, but they obtained negative values. The conclusion is that demographic variables do not have over mediating and depended variables. The findings of this study states that with conducive working environment, availability of resources, the high levels of education and training, the country could produce skills that would reduce propensity to leave, drive competitive advantage and sustainability, innovation and entrepreneurship, create competitive advantages and boost employment sustainability.
16
Calleman, Catharina. "Turordning vid uppsägning." Doctoral thesis, Umeå universitet, Juridiska institutionen, 1999. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-17404.
Full textAbstract:
This dissertation explores the role of the regulations regarding seniority with respect to employee layoffs. The main focus of this inquiry is to explore the degree to which the regulations protect the groups of employees for which it is intended. The main area of interest is § 22 of the law regarding employment protection concerning protections for employees with long periods of employment and older workers. It contains an examination of the regulatory framework and an empirical survey of how these regulations were applied at a number of workplaces. The survey consists of thirty workplaces and illustrates how the protectionist purpose of the legislation can be minimized or enhanced as a result of the different decisions made by employers or labor unions and the deliberations behind the decisions. The empirical survey also roughly shows the outcome of the application of these regulations with respect to the surveyed groups at the workplaces.digitalisering@umu
17
Fruscione, David. "Le travailleur extra-communautaire : réflexions sur l'immigration économique." Thesis, Grenoble, 2012. http://www.theses.fr/2012GREND017.
Full textAbstract:
L'économie mondiale actuelle est marquée par une forte rivalité entre États. Ces derniers se doivent ainsi d'être le plus compétitifs possible. Dans ce contexte, l'immigration économique a indéniablement un rôle à jouer. Elle peut en effet donner au marché du travail le personnel dont il a besoin, que ce soit en matière de travailleurs hautement qualifiés ou uniquement pour faire face à des pénuries de main-d'œuvre. Par conséquent, l'Union européenne et ses États membres se doivent d'agir afin de se montrer attractifs en matière de recrutement de travailleurs extracommunautaires. À la suite du livre vert de 2005 sur la gestion des migrations économiques, l'Union a fait le choix de se focaliser sur des directives sectorielles relatives à l'admission de certaines catégories de travailleurs extracommunautaires. La directive majeure qui en est ressortie est celle relative à l'admission des travailleurs hautement qualifiés. En agissant de la sorte, l'Union a souhaité rivaliser avec les autres pôles d'attraction de main-d'œuvre que sont notamment les États-Unis. Dans cette perspective, l'Union a-t-elle réussi son pari ? En outre, la question de l'immigration économique renvoie immanquablement au statut des travailleurs extracommunautaires. Ces deux notions sont d'ailleurs étroitement liées. Il ne saurait être question de statut s'il n'y avait pas eu immigration. À l'inverse, il ne pourrait y avoir d'immigration en l'absence d'un statut avantageux pour le migrant. Les États souhaitant développer l'immigration du travail se doivent ainsi de garantir un ensemble de droits protecteurs aux travailleurs extracommunautaires. Le statut revêt en effet une importance capitale dans le choix d'une destination. Partant de là, quel est le statut réservé aux travailleurs extracommunautaires au sein de l'Union ?The present global economy is characterized by a strong rivalry between States. Therefore they have to be the most competitive they can be. In this context, there is no doubt the economic immigration has a role to play. It can indeed give needed workers to the labour market, whether concerning highly qualified workers or only in order to answer labour shortage. As a result, European Union and its Members States must behave in order to seem attractive regarding the recruitment of extra community workers. After the 2005 green paper on an approach to managing economic migration, the Union chose to focus itself on sectoral directives regarding the admission of some categories of extra community workers. The major directive that came out is the one dealing with the admission of highly skilled workers. By doing so, the Union wished to compete with the other attracting labour poles such as the United States for example. From this point of view, did the Union succeed ? Furthermore, the question of economic immigration inevitably refers to the extra community workers status. In fact, these two notions are highly connected. We would not talk about status if there were no immigration. On the contrary, immigration could not be possible without a favourable status for the migrant. The States which want to encourage economic immigration must guarantee a package of rights protecting extra community workers. This is why the status is really important in choosing a destination. Hence, what is the status reserved for extra community workers within the Union ?
18
Karimi, Hossein. "QUANTITATIVE ANALYSIS OF THE IMPACT OF CRAFT LABOR AVAILABILITY ON CONSTRUCTION PROJECT PERFORMANCE." UKnowledge, 2017. http://uknowledge.uky.edu/ce_etds/56.
Full textAbstract:
A shortage of skilled craft labor in the North American construction industry has been an unfortunate cyclic trend since the late 1980s. This shortage has been reported and discussed frequently by numerous past studies in the context of construction industry. The 2008 U.S. recession was at least one period when the craft shortage temporarily improved, as witnessed by spikes in construction unemployment rates above 20% due to the work slowdowns. However, the current economic recovery period is once again experiencing craft shortages in some sectors of the U.S. construction industry. Although the past literature provides wealth of information about influence of craft labor shortage on construction project, less attention has been given to quantifying the impact of craft labor availability on construction project performance. The primary contribution of this study to the body of knowledge is to fill the gap in existing literature by quantitatively modelling and elucidating the influence of craft labor availability on construction project performance as measured by safety, schedule, productivity and cost. Data from 97 construction projects completed in the U.S. and Canada between 2001 and 2014 were collected from two data sources. A number of t-tests and regression analyses were conducted in both databases to examine the significance of the influence of craft labor shortage on construction project performance. The primary analysis shows that projects that experienced craft shortages underwent significant higher growth in cost overrun, time overrun, safety incident and also lower productivity compared to projects that did not. Further analysis on two databases returned the following models: 1) a Poisson regression model that demonstrates a positive exponential relationship between increased craft worker recruiting difficulty and Occupational Safety and Health Administration (OSHA) Total Number of Recordable Incident Cases per 200,000 Actual Direct Work Hours (TRIR) on construction projects. 2) a statistically significant correlation between increased craft recruiting difficulty and lower project productivity and higher schedule overruns 3) a multiple regression models that demonstrate a relationship between increased construction cost overrun with two variables of increased actual cost and increased craft staffing difficulty. These models are intended to be used by project management team to perceive the risk that skilled craft labor variability poses on project safety, productivity, time, and cost performance. In addition, understanding the level of impact that craft shortages are having through robust statistical analyses is a first step in developing the motivation for industry leaders, communities, and construction stakeholders to address this challenge.
19
Mateus, Antonio Domingos. "Perceptions of the socio economic impact of skills shortage on the community of Khayelitsha, Western Cape." Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/1732.
Full textAbstract:
Thesis submitted in partial fulfilment of the requirements for the degree
Magister of Technologiae: Human Resource Management
In the Faculty of Business
At the Cape Peninsula University of Technology
2012This research focused on investigating perceptions of the socio economic impact of skills shortage on the community of Khayelitsha, Western Cape. The objectives of this study were to critically investigate the causes of skills shortage in the community of Khayelitsha; to assess the perceived social impacts that it has on the community; and to critically investigate whether skills shortage is one of the causes of unemployment. The research also went as far as examining measures, which were taken by government and other stakeholders to address skills shortage. Chapter One of the study provides information related to a background of the research under study. Chapter Two briefly considers skills shortage, globally, prior to looking thoroughly at the causes for skills shortage in Khayelitsha. It further presents evidence of skills shortage in South Africa by considering different sectors. Furthermore, the research details the social and the economic impact of skills shortage, the state of poverty and inequality, as well as the state of unemployment. Chapter Two also details the role of government and other stakeholders to address skill shortage. Chapter Three introduces the research design and methodologies that were used, while Chapter Four presents an analysis and assessment of data that was collected. Chapter Five concludes the research by making recommendations. Two types of methodologies were employed by the researcher, namely qualitative and quantitative research methodology. The researcher employed two types of data analysis, namely content analysis and descriptive statistics. These techniques were helpful for the study because they explored perceptions and evidence of skills shortage in South Africa and Khayelitsha, in particular. The study further explores the impact of skills shortage on the economic development of the country, unemployment poverty and the society at large. Finally, the research shows that respondents perceive that skills shortage does indeed have a negative impact on South Africa by being one of the causes of unemployment and poverty, and hence economic growth. While socially, respondents believe that skills shortage is the main driver of issues such as crime, violence, teenage pregnancy, prostitution, HIV/AIDS poverty and other social issues, which are prevalent nationwide.
20
Mbeki, Sisa. "Causes, effects and impact of shortages of skilled artisans on contractor productivity." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1062.
Full textAbstract:
A dissertation submitted to the Department of Construction Management and Quantity Surveying, Faculty of Engineering
at the Cape Peninsula University of Technology
in fulfilment of the requirements for the degree of Master of Technology Construction ManagementThis study investigated the causes and impact of the effects of shortages of skilled artisans on contractor productivity. The objectives of the study were as follows: (i) to identify causes of shortages of skills during the construction production phases; (ii) to define the effects of shortages of skills during the production phase of a project; (iii) to examine how to deal with shortages of skills when they happen; (iv) to determine ways in which the shortage of skills may be reduced; (v) to determine whether shortages of skills cause poor contractor performance. The study was inspired by many international and local studies demonstrating a lack of concern for the impact of shortages of skilled artisans on project performance, and their effects on project time. The research method adopted for study was a survey of construction sites and staff within the NMC group in the Cape Peninsula metropolitan area of the Western Cape Province. The study collected data from 65 participants from 10 different NMC sites. The participants in the survey included Project managers, site managers, quantity surveyors and artisans on sites. The findings of the study revealed that there is lack of formal training of artisans; performance of artisans is not highly regarded and there is lack of motivation, these factors contribute to the shortages of skilled artisans. It is also evident that shortage of skills causes’ poor contractor performance and leads to poor quality of work. The researchers also found that, setting out errors occur due to lack of coordination between the main contractor and subcontractors and the lack of skills on the part of the artisans. In addition, inexperience on the side of the leading hand and / or supervisor and trades foremen and their inability to interpret the drawings contributed to rework during construction phase. A reason also given for shortage of artisans is that young people are afraid to get their hands dirty. Young people would rather work with computers than for engineering and its associated professions. It is recommended that to increase the supply of artisans some measures will have to be implemented to encourage young people to become artisans.
21
Combes, Jean-Baptiste. "An investigation of the impact of the local labour markets on staff shortages and staff mix of hospitals in England and France." Thesis, University of Aberdeen, 2012. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=195747.
Full text
22
Moodley, Thigenthren. "Exploring what companies are doing to manage the shortage of technical skills in the South African manufacturing sector of fast moving consumer goods." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96215.
Full textAbstract:
Thesis (MBA)--Stellenbosch University, 2014.The government of South Africa aspires to achieve a six percent economic growth per annum. The scarcity of qualified and experienced people that are crucial in contributing to economic growth and creating job opportunities, poses a problem for the country. The current demand for skills that are out of reach for many workers and the prevailing unemployment that is caused by the mismatch between what an organisation seeks and what a potential candidate can provide, have been highlighted as a critical cause for the scarcity of skills. The aim of this research assignment was to examine the current crisis of the skills shortage in the South African economy, with the focus on the manufacturing sector within the FMCG industry. Semi-structured and open-ended interviews with human resource, training and development, as well as technical managers in manufacturing organisations in Cape Town, South Africa were conducted. Data was obtained from a sample of six managers. According to all respondents interviewed, it takes approximately two to six months to replace an employee who has the appropriate technical skills. All the respondents are concerned with the situation of the technical skills shortage in the country. Consequently, these respondents’ companies engage in a talent war in order to recruit the best talent. It is therefore obvious that the market dynamics of supply and demand are out of equilibrium with regard to technically skilled employees in the manufacturing segment of the South African FMCG industry. The interviews that were conducted identified some companies that train new employees in technical skills. However, the majority of the companies are not doing much to improve the situation. In addition, the companies in this sector also compete with the other industries in the South African and the global economy regarding technical skills.
23
Wilson, Timothy N. "Tennessee Colleges of Applied Technology: Student Demographics and Completion Rates." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etd/3189.
Full textAbstract:
The purpose of this quantitative study was to examine relationships between gender and race, disability status, single parent status, and economically disadvantaged status of students enrolled in Tennessee Colleges of Applied Technology advanced manufacturing skills programs. Furthermore, this study determined if there were significant relationships between race and disability status, single parent status, and economically disadvantaged status of students enrolled in Tennessee Colleges of Applied Technology advanced manufacturing skills programs. Finally, differences in completion rates between female and male students as well as differences in completion rates between white and nonwhite students enrolled in Tennessee Colleges of Applied Technology advanced manufacturing skills programs.
Archival data from Fall 2014 were collected from the Office of Research and Assessment at the Tennessee Board of Regents for each student at the point of enrollment. Chi-square tests of independence were used to determine if significant relationships existed between demographic variables and completion rates.
Significant relationships were found between gender and race where there more white females and males than nonwhite females and males. Significant relationships between gender and disability status were discovered where there were more students of both genders who were not disabled than were disabled. Significant relationships between race and single parent status were found in that more nonwhite students were single parents than white students. Significant relationships between race and economically disadvantaged status indicated more nonwhite students were economically disadvantaged than white students. Significant differences between gender and program completion rate were realized in that more males completed their programs of study than females. Finally, significant differences were discovered between race and program completion rate revealing more white students completed their programs of study than nonwhite students. However, there were no significant differences found between race and disability, between gender and economically disadvantaged status, and gender and single parent status.
24
Rosenberg, János E. X. "The German Skilled Immigration Act 2019 (‘Fachkräfteeinwanderungsgesetz, FEG’) : An inquiry into the policy process, pivotal political players, and the role of interest groups." Thesis, Högskolan Dalarna, Statsvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:du-35029.
Full textAbstract:
This study examines the 2019 ‘FEG’ through policy process and interest-based lenses, thus aiming to address the relationship between labour shortages and migration policy. Hence, the roles of political stakeholders and interest groups in the policy process are discerned.
25
Lepine, Irène. "Shortages of skilled blue collar workers in the machining trades in Montreal." Thesis, McGill University, 1987. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=75702.
Full textAbstract:
The objective of this thesis is to examine the evidence of and responses to shortages of skilled blue collar workers in the machining trades--tool and die makers and machinists--in the Montreal metropolitan region. The period studied is 1974 to 1981 and the study focuses on employer behaviour.It was found that data available from government sources documenting the supply and demand for thee occupations are generally inadequate. The research underlines that one of the fundamental difficulties in compiling net supply and demand figures for these occupations is the pinning down of skill levels involved. Employers' definitions of skill are therefore analyzed.
This research indicates that organizational factors appear to influence the recruitment process as well as the choice of adjustment measures. It was found that employers dispose of and use many measures to respond to shortages. Specifically it was found that the adjustment process does not take place only through changes in wage rates. Rather employers will tend to favour adjustment measures that maintain existing arrangements within firms and preserve management discretion.
26
Nyamazana, Mushiba. "Manpower planning and labour shortages in an underdeveloped economy : an empirical analysis of manpower policies and practices of the Industrial Development Corporation Limited (INDECO) of Zambia." Thesis, SOAS, University of London, 1989. http://eprints.soas.ac.uk/28749/.
Full textAbstract:
This study focuses on the extent and adjustment to labour shortages in a large, publicly owned, Industrial holding company (INDECO) operating in an underdeveloped economy---Zambia---whose labour market experiences severe shortages of skilled manpower. In taking an empirical approach, we sought to test the applicability of the conventional labour market adjustment theory in the context of an underdeveloped economy. It is suggested that a systematic management of human resources through manpower planning can help to reduce the incidence of either labour shortages or surplus and thereby minimise the implied costs of either situation. We, therefore, sought to find out whether the concept of manpower planning has been adopted in INDECO and, if so, how it is viewed and practised and the problems which are encountered in its implementation. Evidence presented in this thesis suggests that skilled manpower shortages, as exemplified by recruitment difficulties and high labour turnover, are experienced in technical, engineering, accounting and managerial occupations. Skill deficiency problems also obtain among existing employees, especially those in direct production occupations. The causes of such shortages are historical, technical and institutional: colonial educational and labour policies; high demand from increased manufacturing activity after independence; inelastic supply; poor manpower utilization policies; and, for parastatal companies, a bureaucratic pay structure. In addition to reduced efficiency, the shortage of local skilled manpower have forced many companies to depend on expatriates. This is costly both in terms of foreign exchange and its distortional effects on the economic structure. While many companies favour increased supply (training) as the main adjustment instrument, the relatively cheaper forms of increasing supply (on-the-job and local training) are, however, underrated when compared to foreign training. In most companies manpower planning is synonymous with training and development. We attribute such a narrow view to the government's indi-genization policy, the lack of appropriate manpower planning skills, and that increasing supply may be the most effective way of adjusting to labour shortages. Implementing comprehensive manpower planning is also constrained by the bureaucratic pay structure, government intervention, foreign exchange problems, and, the lack of suitable manpower data. Given such constraints, we suggest some approaches to manpower planning which the INDECO companies could adopt.
27
Greilinger, Andrea [Verfasser], Gunther [Akademischer Betreuer] Friedl, and Alwine [Akademischer Betreuer] Mohnen. "Challenges of SMEs in Apprentices’ Recruitment and Employment: Empirical Studies to Overcome the Skilled Labor Shortage / Andrea Greilinger. Gutachter: Alwine Mohnen ; Gunther Friedl. Betreuer: Gunther Friedl." München : Universitätsbibliothek der TU München, 2015. http://d-nb.info/1070372404/34.
Full text
28
Dwinal, Mallory A. "Teach for America and rural southern teacher labour supply : an exploratory case study of Teach for America as a supplement to teacher labour policies in the Mississippi-Arkansas Delta, 2008-2010." Thesis, University of Oxford, 2012. http://ora.ox.ac.uk/objects/uuid:ec68169b-bf6c-4659-82a9-3fe8be3fa883.
Full textAbstract:
The recent growth of Teach For America (TFA) has enabled it to substantially expand the teacher labour supply in many rural Southern communities, one of its largest and fastest-growing partnership subsets. Though it is generally accepted that these areas face more severe teacher shortages than most other regions in the country, there is little research as to how these staffing challenges arise or how they might be resolved; TFA’s potential to grow the rural Southern teacher supply thus signals a promising opportunity in need of further research. This work offers a case study of teacher labour outcomes in the Mississippi-Arkansas Delta, TFA’s oldest and largest rural Southern partnership site. In this region, local schools have experienced a 600 per-cent increase in corps member presence since 2008; consequently, TFA provided anywhere from a quarter to a half of the area’s new teacher labour supply each year from 2008 to 2010. A mixed-methods analysis illuminates both the causes of Delta teacher shortages and TFA’s potential to address these vacancies. Within the Delta, local schools face chronic teacher shortages because the communities they serve are overwhelmingly poor, geographically isolated, and racially segregated. TFA appears to have targeted the Delta communities where teacher labour policies have systematically fallen short, as it partners with districts bearing the greatest share of the region’s aggregate teacher vacancies. Additional statistical testing reveals that amongst these hard-to-staff districts, TFA has further focussed its resources into the schools that serve more rural, less educated, and/or predominantly African American populations. In this way, TFA funnels its corps members into the very districts where state reform efforts have struggled most, thus serving as a powerful resource for realigning ‘sticky’ outcomes in the most hard-to-staff Delta school districts. These findings notwithstanding, closer examination reveals significant drawbacks and limitations to current TFA outcomes in the rural Southern Delta. TFA does not saturate hard-to-staff school districts enough to produce statistically significant changes in local teacher vacancy rates. Instead, the programme appears to have established an unofficial threshold for the number of teachers placed per district; once this ceiling has been reached, additional corps members are funnelled into a new area regardless of the original district’s remaining need. Additionally, there is no long-term ‘exit strategy’ to help Delta districts employing TFA corps members to eventually cultivate their own high-quality teacher labour supply, thus leaving them perpetually dependent on TFA to staff their classrooms. Preliminary evidence suggests that state governments could address these shortcomings through 1) increased financial support for TFA to fully saturate vacancies in current partnership districts, as well as 2) the simultaneous development of grow-your-own teacher certification programmes in rural Delta districts. The evidence suggests that these two strategies would improve TFA as a targeted teacher recruitment strategy for hard-to-staff communities both in the Delta and across the programme’s nine other rural Southern partnership sites.
29
Edsvik, Sofia. "En kommuns integration på lokal nivå : En kvalitativ studie om hur en enskild kommun arbetar för att etablera personer med utländsk bakgrund på arbetsmarknaden." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-72834.
Full textAbstract:
Uppsatsens syfte är att beskriva hur man arbetar med att integrera personer med utländsk bakgrund på arbetsmarknaden och vilka problem som kan uppstå. Problemformuleringen grundar sig i hur en enskild kommun ska kunna komma att lösa matchningen av en viss grupp av personer som står utanför arbetsmarknaden med företag på arbetsmarknaden. Personer med utländskbakgrund har det svårt att komma in på arbetsmarknaden trots att personal behövs inom olika yrkesgrupper. Det är in denna uppsats intressant att undersöka hur kommunen arbetar för att etablera dessa personer på arbetsmarknaden. Det empiriska materialet är insamlat via fyra kvalitativa intervjuer med personer inom tre olika områden. Resultatet delas upp i flera olika teman, bland dessa finns kategorierna ”validering”, ”språk och kompetens” samt de olika perspektiven ”arbetstagare” och ”arbetsgivare”. Resultatet visar på hur projektet som undersöks och socialförvaltningen arbetar med etablering av nyanlända på arbetsmarknaden. Resultatet har delats upp i tre delar utefter de informanter som varit med och vad som anses vara relevant för att besvara syftet. Ett genomgående tema som framkommer visar på att språk och kompetens betyder mycket för både arbetsgivare och arbetstagare. Dessutom uppmärksammas validering av kompetens och hur detta fungerar i kommunen i empirin. Sammanfattningsvis beskrivs etableringsprocesser som råder, de problem som existerat på arbetsplatsen och vid rekrytering samt vikten av att ett samarbete mellan aktörer sker. Slutsatserna av resultatet är dels att varje enskild del i etableringen av denna grupp av människor är viktigt. Dels att det är ytterst viktigt att kunna tillämpa helhetsperspektivet när delproblem uppstår.The purpose of the essay is to describe how the municipality of Luleå works to integrate people with foreign backgrounds in the labor market and why. The problem formulation is based on establishing persons with foreign background in the labor market in the municipality of Luleå. This group of people has difficulties entering the labor market despite this. It is in this essay interesting to examine how the municipality works to establish these people in the labor market. The empirical material is collected through four qualitative interviews with adult people in three different areas. The essay results in several different categorizations, among which are the categories "validation", "language and competence" and the different perspectives "workers" and "employers". The results show how the project under investigation and social administration works with the establishment of new arrivals in the labor market. The result has been divided into three parts, according to the informants and what is considered relevant to answer the purpose. A comprehensive theme that appears shows that languages and competences mean a lot to both employers and employees. In addition, the validation of competence is recognized and how this works in the municipality and in the social administration. In summary, the establishment processes that prevail, the problems in the workplace and recruitment and the importance of cooperation between actors are described. The conclusion of the result is that each individual part of the establishment of this group of people is important, and that it is extremely important to be able to apply the holistic approach when some problems arise.
30
Jílková, Lenka. "Vývoj dlouhodobé nezaměstnanosti v letech 1998 - 2008." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15729.
Full textAbstract:
In 2007 came into force amendments to the social security system in the Czech Republic. Agreed amendments aim to strengthen the motivation to enter and remain in the labour market, favouring those who seek to improve their situation through their own effort and unfavouring people living just on welfare benefits. There was thus a redefinition of the social benefits and their construction. And there was a significant reduction in unemployment in 2007. This thesis entitled "Developing long-term unemployment in the years 1998 - 2008" assesses the impact of these changes on the level of unemployment, special attention is paid to long-term unemployment. The work is not overlooked by the economic situation of the Czech Republic in the years 1998 - 2008.
31
Penepent, David Rocco. "A Comparison Study of Gender Role Differences Between Funeral Professionals and Nurses." ScholarWorks, 2015. http://scholarworks.waldenu.edu/dissertations/1711.
Full textAbstract:
Women comprise over 57% of all U.S. mortuary school students, yet less than 20% of all funeral directors employed in this country are women. As such, women are underrepresented as funeral directors in the funeral industry. Research to date has not established clear differences between perceived gender roles and occupations in the funeral service industry. The research questions examined the perceived differences of gender role characteristics of masculine, feminine, and androgyny between the occupations of funeral service providers and nursing. Bem's gender role theory was the theoretical framework of this study. The research compared the mean scores of male and female funeral service professionals and nursing professionals as measured by the validated Bem Sex Role Inventory (BSRI). A sample consisted of 214 randomly selected male (n = 88) and female (n = 25) funeral service professionals and male (n = 37) and female (n = 64) nurse professionals. Data scores were analyzed using the factorial multivariate analysis of variance method. Results indicated nonsignificant gender role differences between male and female funeral directors. Funeral directors appear more androgynous compared to nurses. The present study contributed to the development of this important and neglected area of research by quantitatively examining the gender role perceptions of men and women in the funeral service industry for the first time. This study results highlighted the complexity in self-perceived gender role characteristics as measured by BSRI. When the funeral profession begins to dispel gender stereotypes and discrimination issues, positive social change can occur.
32
Schneider, Anna-Maria. "Reflections on corporate social responsibility in China." Doctoral thesis, Humboldt-Universität zu Berlin, Wirtschaftswissenschaftliche Fakultät, 2012. http://dx.doi.org/10.18452/16586.
Full textAbstract:
Die kumulative Dissertation setzt sich aus drei Publikationen und zwei Working Paper zusammen, welche unter dem Thema „Reflections on Corporate Social Responsibility in China“ subsummiert werden. Die Art der Umsetzung von CSR in China wird auf verschiedenen Ebenen analysiert: 1) in großen, gelisteten Unternehmen, 2) in kleineren und mittleren Unternehmen. Ferner wird der potentielle Einfluss chinaspezifischer Phänomene, wie der Mangel an Wanderarbeitern und die Verlagerung von Produktionsbetrieben, auf die Umsetzung von CSR untersucht. Das Ziel ist, die Determinanten zu betrachten, welche das Ausmaß und die Gestalt von CSR Maßnahmen in chinesischen Firmen beeinflussen. Die Artikel sind inhaltlich mit einander verbunden und zu einem Gesamtwerk integriert. Es werden verschiedene Forschungsmethoden angewandt, wie Webseitenanalyse, leitfadengestützte Interviews, Entwicklung eines Einflussfaktorenmodells und Szenarioentwicklung, um die Forschungsfragen der einzelnen Artikel zu beantworten.This cumulative dissertation is a compilation of three publications and two working papers which are summarized under the topic ‘Reflections on Corporate Social Responsibility in China’. The way of CSR realization in China is analyzed on different levels: 1) large and listed companies, and 2) small and medium-sized companies. Further, the potential influence of recent nation-specific phenomena in China, shortage of migrant workers and relocation of production facilities, on CSR practices are analyzed in this doctoral thesis. The objective is to consider determinants which influence the extent and shape of CSR measures in Chinese firms. The articles are contextually linked and combined into one complete work. In the course of this dissertation, a variety of different research methods such as website analysis, semi-structured interviews, influencing factor model and scenario development are applied in order to answer the respective research questions of the individual papers.
33
Maharaj, Rasmika. "Strategy solutions for skills shortage circumventions through understanding of skilled migrant communities : a research study of the impact of South Africa's socio-economic concerns on the South African skilled migrant population of Auckland, New Zealand." Thesis, 2007. http://hdl.handle.net/10413/1221.
Full textAbstract:
If one considers the view's of the "pessimists" too long, it is not difficult to lapse into a spiral of depression with regard to the nature of South Africa and her economic future; suffice to say that this in fact could be the stimuli in itself to result in the so-called "brain drain" phenomenon. However, though opinions and views of even the experts may be rejected or accepted on que, the figures do speak for themselves. According to one such report, a staggering 1% of the total science and IT workforce left the country between 1994 and 2001, some 17 000 professionals! Research studies and government campaigns aimed at addressing the issue of skill shortages, continue to look for appropriate strategies to properly address and/or minimize the problem. In so doing, research studies and current literature have highlighted top destination countries for South African emigration, skilled migrant impact as measured in terms of industry and job classification as well as prevalent reasons for emigration. The essence of this study is to uncover the most prevalent socio-economic factor, as perceived by skilled migrants, and as a contributory factor to the brain drain crises. This study aims to evaluate, specifically, extent of safety and security concerns as most prevalent stimuli for emigration. In so doing, the study aims to present strategy solutions in alignment with findings to aid in present government initiatives to curbing the brain drain. Furthermore, it aims to provide a basis for further study to develop government strategies for skilled migrant prevention.Thesis (MBA)-University of KwaZulu-Natal, 2007.
34
Jian, Yi-Ting, and 簡翊婷. "Exploring the Causes of Labor Shortage in Taiwan’s Hospitality Industry." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/41084202594669120510.
Full textAbstract:
碩士中原大學
企業管理研究所
103
Accompany the development of service industry, the number in hospitaly industry increase. Thought many schools nurture hospitality students, the industry remains with high turnover rate and labor shortage. The past researches focused the problems on school characteristics and industry factors, this research explores other factors that cause the labor shortage in the hospitality industry. The research uses qualitative and half structural interview methods by interviewing 17 owners of restaurants, workers, and consultants. Their thinking and suggestion can be divided into five aspects, namely the change of era, school system, enterprise, industry character, and individual employee. The intention of job seek is affected by past value system in facing era change, fewer children, globalization, overdue legislation which link with labor shortage in business, overexpansion in higher education, the ignorance in technical education, and its own problems in business. The research findings are presented in three function of office, basic level employee, middle level employee and chef. There are different factors resulting in labor shortage in the hospitality industry including lack of understanding in study subject and self-exploration, less pressure bearing capability, plus the stereotype toward the job, attitude of customer, other choices, and retention more difficult in the hospitality industry.
35
Zeng, He-Rong, and 曾河嶸. "The managing strategies of labor shortage in Taiwan''s enterprises." Thesis, 1994. http://ndltd.ncl.edu.tw/handle/36864404814600413579.
Full text
36
Cassang, Amaury. "Impact of labor shortage on employer search strategies: A theoretical model." Master's thesis, 2020. http://hdl.handle.net/10071/21423.
Full textAbstract:
Labor shortage is an important issue in most countries, for both firms and the
social planner, which has been understudied relatively to its importance. In this
paper the author creates a theoretical framework to study the effect of such a
shortage from the employer perspective. The paper focuses on the impact a shortage
may have on the firm search strategy by considering the extensive/intensive
dichotomy perspective. The paper investigates how labor shortage impacts the
employer search strategy according to the shortage strength. To do so, the paper
develops a modified version of the model created by Barron, Berger & Black (1997).
The theoretical results give clear insights on the relation between labor shortage
strength, profit and investment in search strategies. The paper has three main
findings. First, if the firm has to stick to its original strategy, then, when facing a
shortage, it should decrease the investment if it is an extensive one whatever the
strength of the shortage is. However, if it invests on an intensive strategy, then, the
firm should increase its investment if the shortage is enough strong. Second, the
fewer the firm has resources, the more rentable the intensive search is. Finally, the
study shows labor shortage impact on the search strategy of an employer by
increasing the importance of extensive search for the firm. One of the main
implications of this study is that it may be possible to identify labor shortage via the
evolution of employer’s investment in search strategy.A escassez de mão-de-obra é uma questão importante na maioria dos países, para empresas e planeadores sociais, e tem sido pouco estudada relativamente à sua importância. Neste artigo, o autor cria um quadro teórico para estudar o efeito da escassez na perspectiva do empregador. O artigo centra-se no seu impacto na estratégia de procura de empresas, considerando a perspectiva de dicotomia extensiva/intensiva. O artigo investiga o impacto da escassez de mão-de-obra na estratégia de pesquisa do empregador, de acordo com a força da escassez. Para tal, o documento desenvolve uma versão modificada do modelo criado por Barron, Berger & Black (1997). Os resultados teóricos dão uma visão clara da relação entre a força da escassez de mão-de-obra, o lucro e o investimento em estratégias de procura. O artigo tem três conclusões principais. Primeiro, se a empresa tiver de se cingir à sua estratégia original, então, ao enfrentar uma escassez, deverá diminuir o investimento se for um investimento extensivo, qualquer que seja a força da escassez. Contudo, se investir numa estratégia intensiva, então, a empresa deve aumentar o seu investimento se a escassez for suficientemente forte. Em segundo lugar, quanto menos recursos a empresa tiver, mais rentável será a procura intensiva. Finalmente, o estudo mostra o impacto da escassez de mão-de-obra na estratégia de busca de um empregador, aumentando a importância da busca extensiva. Uma das principais implicações deste estudo é que poderá ser possível identificar a escassez de mão-de-obra através da evolução do investimento do empregador na estratégia de busca.
37
Lee, Hsin-Yi, and 李欣怡. "Strategy of Diversified Solutions to Improve Seasonal Labor Shortage of Agriculture in Taiwan." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/g5m7pd.
Full textAbstract:
碩士國立交通大學
管理學院經營管理學程
106
At present, Taiwan’s agriculture is facing a shrinking employment population, the employment population structure is highly aged. This has reduced the efficiency of agricultural production. Nowadays, the lack of agricultural work also causes multiple challenges for the agricultural industry in the economic, social, ecological and political aspects. This paper has analyzed and provided appropriate suggestion for domestic governments, farmers, and relevant industry professionals’ reference. 1.Young farmers use Internet social media as a recruitment channel. 2.The government's promotion plan has room for improvement. 3.Target users of intelligent recruitment tools should not be limited to students. 4.The recruitment of tools for integrating sales services is more attractive to farmers. 5.The number of planted items can affect the open or conservative attitude of farmers toward agricultural technological heritage.
38
CHAN, I.-YU, and 詹依瑜. "Exploring the Shortage of Labor Talents under the Trend of smart manufacturing industry." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/3m2xyb.
Full textAbstract:
碩士國立臺南大學
經營與管理學系科技管理碩士在職專班
106
This study in the big data environment of Industry 4.0, there will be many positive help to reduce the cost of the industry and increase the profit, but it is indisputable that Industry 4.0 will make people's work easier and one can do more work from the current Labor orientation has become equipment-oriented, causing high-end talents to be in short supply, but low- and medium-level workers are facing unemployment problems. The main purpose of this study is to investigate the scope of the smart-networked production enterprises through the focus group interviews. It will help to understand the industrial demand and labor gap, and to expect the labor demand under the smart networked production. The research results are expected to be managed by the smart manufacturing. The results can have contributions to IOT practice for industry and provide references to develop a skilled workforce for education.
39
Liu, Shin-Hong, and 劉信宏. "A Study of Construction Labor Shortage Problems in Kaohsiung Area and Relieving Strategies." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/93033221327278613084.
Full textAbstract:
碩士國立高雄第一科技大學
營建工程研究所
103
In recent years, we often hear that there is shortage of construction labor in Taiwan, but we were unable to ascertain the actual situation and differences among various categories of labor and hence the strategies to deal with the problem. Therefore, a questionnaire survey of construction labor shortage has been carried out in this study, with the scope limited to on-site workers related to reinforced concrete construction in the Kaohsiung area. The questions asked include labor sufficiency in each category, age distribution, skill level, attitude to the job and likely relieving strategies, and construction professionals involved were invited to answer the questionnaire. The results show that the shortage of workers for form assembly and rebar fixing is most serious while the age of form workers tends to be higher and the problem is getting worse progressively. The proportion of female workers is low but not insignificant. However, in general the workers’ attitude to their jobs has not been affected by the shortage. On relieving strategies, it is still necessary to find ways to attract young people to join construction if the shortage is to be really solved by, for example, raising wages or improving the image of the industry, while making changes in schooling, such as an increase in internship programs to reduce the time for training later. For private projects, it is more feasible to consider using more labor-saving construction methods such as steel construction or precast concrete to replace in-situ reinforced concrete. Finally, keeping the existing labor force is also important and more secure jobs and greater respect should be given to workers near retiring to encourage them to extend working, meanwhile working conditions and safety should be continuously improved in order to make better use of female labor and relieve the effects of labor shortage.
40
TSAI, MING-CHUN, and 蔡明峻. "A Study of Labor Shortage in the Sheet Metal Manufacturing Industry in Taiwan." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/44406808050122943414.
Full textAbstract:
碩士國立高雄師範大學
工業科技教育學系
104
Recently, there have been some fracture constantly occur at production line in the Sheet Metal Manufacturing Industry of Taiwan.Although the factory/entrepreneur hold business with buyer, they are unable to process production due to the lack of labor.This kind of phenomenon result failed to pass on professional skills and to train new comer.The government and industry-related business do not have concrete detailed knowledge of the structure of Sheet Metal Manufacturing Industry ; they only acknowledged the general structure of SOP procedure.Therefore, this research is primarily breaking down the issue of lack of professional labor in Sheet Metal Manufacturing Industry. In order analyze and breakdown the issue, this report would be discussing labor issue internationally base on historical literature. Furthermore, the report would present a survey done with employees from Switchboard Manufacturing Company as an example. Finally, this research paper would generate professions labor problem base on collected information provided. Research has shown most of the professions labor are middle-age to senior male, which have a serious phenomenon of aged professions. This was influence by working environment, social perspective and sense of success from career. On the other hand, salaries and government policies of foreign workers could be influential as well. Keyword： Labor Shortage、Construction Trades、Sheet Metal Manufacturing Industry
41
"An economic analysis of the skills shortage problem in South Africa." Thesis, 2010. http://hdl.handle.net/10210/3426.
Full textAbstract:
M.Comm.South Africa has experienced a long period of high unemployment. While the economy has achieved relatively higher GDP growth rates in the recent past, unfortunately not as many jobs have been created. This is because of, amongst other constraints, the skills shortage experienced. This shortage of skills is not solely the result of the emigration of professionals since the inception of the new political dispensation in 1994. This paper investigated the economic sectors showing high growth, with a view of identifying the sectors that can be promoted for high investment and hence the creation of employment for the country’s labour force. The secondary and the tertiary sectors have been found to contributing more to the country’s GDP growth and could create more employment opportunities if promoted by more investment. However, the unemployment experienced is mainly structural in nature and the country should concentrate on human capital development and skills development to reduce it. The education of the labour force in South Africa has been found to be concentrated in the secondary level. This has raised questions as to the ability of the country’s education system to fulfil its role of empowering the labour force. More than ten years into democracy, blacks are the most disadvantaged population group regarding the levels of appropriate educational qualifications making them contribute the most to the unemployed labour force.
42
Chou, Hung-ta, and 周宏達. "Labor Shortage In Long-term Care Institutions: A Case Study of Tainan Area Taiwan." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/wu5q3y.
Full textAbstract:
碩士國立中山大學
高階公共政策碩士班
106
Since Taiwan has been gradually going into an aging society, the demands for caring attendants has increased greatly, and human power shortage has always been a problem. The objectives of this research is to examine the factors of labor shortage in long-term care institutions so as to provide policy solutions for this pressing issue. A number of qualitative methods are employed. For both the participant observation the in-depth interviews and focused group interviews, the semi-structured programming method is used to collect data among 12 interviewees in the Tainan metropolitan area, Taiwan. Base on Motivation-Hygiene theory, this research analyzes the potential reasons behind the shortage of care attendants. In addition, we use Push and Pull theory to explain why the long-term care institutions are always short-staffed for nursing assistants. The research findings include fourfold: first, the remunerations do not seem to be fair among them. Second, poor social perceptions for the job they perform. Third, limited promotional prospects. Forth, work overload. In accordance with our research findings, we thus propose some policy guidelines hoping to resolve the human power shortage in long-term care institutions in Taiwan.
43
Lan, Yi-Feng, and 藍一峰. "A “Labor Shortage” Empirical Analysis in the Chinese Economy Development – Take “Zhujiang Delta” As Example." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/5fd552.
Full textAbstract:
碩士國立東華大學
公共行政研究所
96
This paper sought to explore the reasons for what is to possess the "infinite supply of cheap labor" and "wages are fairly stable" China's labor market, had a "labor shortage" very seriously phenomenon. First, we reviewed the related theories and the "labor shortage" literatures. Then, we pointed out that the flow of China's rural labor force status and trends. After that, we focused on the Zhujiang Delta of Guangdong, comprehensive analyses of the "labor shortage". Finally, we used regression model to study the Zhujiang Delta’s "labor shortage", and explained the main reason for the "labor shortage". According to the empirical results showed that, "the job opportunities of the two places differences" is the "most important" factor. In three independent variables, only the "Zhujiang Delta in the average wage of workers", played a positive role. Assuming that other conditions remain unchanged, as long as the increase in the wages of the Zhujiang Delta, Sichuan supply of workers will increase, it would not have a "labor shortage". However, our empirical results also proved that the "Total investment in fixed assets of Sichuan Province " and the "Foreign degree of openness of Sichuan Province" created massive job opportunity, were principal factors that let the Sichuan labor reduce to the Zhujiang Delta supplies , particular in "Total investment in fixed assets of Sichuan Province " this factor.
44
Li, Xiang, and 李想. "Study on Labor Shortage of China and The Related Variables of Human Resource Management System." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/ktb3y2.
Full textAbstract:
碩士國立中興大學
企業管理學系所
107
The mainland of China has currently faced a situation: labor shortage. This study hopes to explore the main reasons for the labor shortage and the role of the human resource management system. The study is divided into two parts. Research 1 mainly analyzes the employment situation and the reasons for the labor shortage. Study 2 mainly analyzes the promotion of human resources management systems in China and its impact on human resource effectiveness and organizational performance. This study took the executives of enterprises in the mainland of China as the research objects, conducted in-depth interviews and questionnaires, three business executives had been interviewed, 101 questionnaires had been collected, and 84 valid questionnaires had been analyzed. The research results are as follows: First, the reasons for the labor shortage are divided into four categories, namely changes in the personal characteristics of labor, lack of corporate human resources systems, social and human circumstances, and improvement in job skills.Second, currently Chinese enterprises are mainly focused on recruitment selection, performance evaluation, but the implementation of training and salary remuneration is still insufficient.And there is a significant positive impact relationship between recruitment and selection, training, salary compensation and organizational performance. And there is a mediating effect on the relationship between human resource management system and organizational performance. According to the results, Chinese enterprises can solve the problem of labor shortage from the human resource management system in the future. Increasing the emphasis on the various aspects of human resources management and the degree of implementation, take them as a corporate resource and advantages, will reduce and avoid the problem of lack of work, and achieve the purpose of improving organizational performance.
45
HOU, MEI-LING, and 侯美鈴. "A Study on Impact Factors of Supply and Demand Salary for Labor Shortage and Unemployment." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/45407527090379305541.
Full textAbstract:
碩士國立臺北大學
統計學系
103
Unemployment and labor shortage are the results of unbalanced supply and demand conditions in the labor market. In order to explore the impact factors and differences of the supply and demand salary for labor shortage and unemployment, providing useful information for salary cognitive gap between the unemployed people and labor-shortage enterprises, this study uses the data collected by “Manpower Survey” along with “Manpower Utilization Survey” in May 2013, and “Job Vacancy and Employment Status Survey” in August of same year, made by Directorate-General of Budget, Accounting and Statistics, Executive Yuan. The analysis of variance model and multiple regression are used to identify potential impact factors associated with the unemployed desired minimum monthly salary. Logistic regression is used to identify the potential impact factors associated with the labor-shortage enterprises. The hierarchical linear model is used to evaluate the influential factors that are related to the monthly salary model. The empirical results of this study are as follows: 1. The most significant factors associated with the unemployed expected salary are unemployed education level, desired occupation, gender, age, job hunting by participating in government exam for distribution, marital status, and hoping to work in the northern region; that is, the expected salary of the unemployed having higher education level, looking for the higher professional technical work, male, of the higher age, wanting to hold public office, and hoping to work in the northern region is higher, and the expected salary of divorced, separated or widowed unemployed is lower. 2. Enterprises in the northern region, with the size of the larger, having difficulties in recruiting staff, or without excess of staff are easier having labor shortage; and the way for enterprises to find employees has significant influence on the probability of having the labor shortage. 3. Among the potential factors influencing the monthly salary for labor shortage from enterprises, 17.57% of factors are from enterprises, among which the monthly salary for labor shortage is higher on the enterprises located in the northern region, being public-operated and industry, having no excess of staff, and looking for employees through introduction by colleagues relatives or job fair, while that is lower for those through public employment service agencies. In terms of characteristics the shortage labor, the monthly salary for labor shortage is higher in the higher education level, executives, professionals and technicians category, required more than a year of work experience, license qualification, required for night work, and working place in the northern region; and the monthly salary for labor shortage is relatively lower in response to the needs of staff mobility, required regular overtime. The findings of this study provide specific suggestions in planning policies for enterprises, the unemployed and government and guidance for future researches. Key words : expected salary, hierarchical linear model, logistic regression, monthly salary for labor shortage, multiple regression
46
Liao, Wan-Chun, and 廖婉君. "An Analysis Review of Regional Economic Development in China：An Exploration of shortage of rural labor workers." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/65744620390442835954.
Full text
47
TSAI, PEI-SUNG, and 蔡培松. "Research for the reason of grassroots labor force shortage-case in Taichung, Changhua and Nantou area." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/5xbs28.
Full textAbstract:
碩士國立中正大學
勞工關係學系暨研究所
103
Taiwan's aging population and low fertility rate brought by rapid social changes have led to a tremendous transformation in the supply and demand structure of the labor market. According to numerous investigations, the lack of labor supply in the manufacturing sector, conventional industries in particular, poses serious risks to the economy. This research is based on interviews and their analyses, and aims at providing recommendations to the government and businesses with regard to labor shortage. This research adopts a qualitative methodology. It firstly conducts relevant literature review and then engages in in-depth interviews with employers, employees and other staff of manufacturing businesses, totally 14 interviewers as case studies to the theoretical works. This research reveals that: 1. Companies are capable of securing talented employees when they raise salary and compensations as the firm's scale expands, and provide other optimization measures when needed, for example, improvements in working environment, daily commute to the workplace, dormitories or other welfare management. 2. Foreign workers accept over-work and late night shifts more willingly than domestic workers. Therefore the import of foreign laborer is important to manufacturers. 3. Businesses in general agree that the collaboration between industries and academics is beneficial to solving labor shortage. 4. Manufacturing firms still find automation and smart machines difficult to implement and adopt, and rely on the assistance from the government. This research recommends that the government, in resolving the labor shortage issues in conventional manufacturing sectors, take the following strategies: 1. Assist manufacturing firms in updating their production methods by introducing automation. 2. Implement policies and create incentives for senior citizens and female population to return to the work force.3. Educate job seekers to build the mindset to enter into the job market.4. Implement the collaboration between industries and academics and enforce occupational education and trainings In return, employers should: 1. Implement structural reform when needed.2. Investment in R&D, smart machines and automation.3. Provide better salaries and welfare. 4. Improve the working environment
48
"Technical staffing and the border zone: The complexities of skilled labor shortages in Mexican industry." UNIVERSITY OF PHOENIX, 2009. http://pqdtopen.proquest.com/#viewpdf?dispub=3338360.
Full text
49
"The impact of skills shortages on client satisfaction at Stewart Scott International in KwaZulu-Natal." Thesis, 2006. http://hdl.handle.net/10413/1426.
Full textAbstract:
A persistent theme over the past year in public discussion has been the state of skills in the South African economy and society (DoL, 2003:1). The DoL (2005:55) further states that the issue of "scarce skills" has become a key government priority. It is now generally accepted that skills shortages in key occupational areas are hindering future economic growth (DoL, 2005:55). Within the civil engineering industry in South Africa recent studies have found that there has been a slow decline in the number of civil engineering professionals since the seventies and early eighties; all sectors in the industry have reported staff shortages, particularly of experienced midcareer professionals; staff utilisation rates are over 90% on average and in excess of 100% in many firms and there is a critical shortage of experienced civil professionals responsible for production work (Lawless, 2005 and SAACE, 2005). Some of the reasons cited for the skills shortages and skills gaps include poor quality of both secondary and tertiary education, inadequate training provided by employers, the overall unattractiveness of civil engineering due to relatively lower salaries being paid as compared to other professions and working conditions and emigration (for various reasons). The primary aim of the study was to investigate the impact skills shortages have had on client satisfaction within Stewart Scott International (SSI), a multi-disciplinary engineering consultancy firm, in KwaZulu-Natal. Thereafter, from the findings of the research, identify specific areas of dissatisfaction ( from SSI's clients' perspective) and develop short to medium term strategies to better manage the situation, it being noted that addressing the root causes of skills shortages and skills gaps requires long term interventions. The research also sought to assess from SSI's clients' whether they believed any decline in their satisfaction levels was as a result of skills shortages in the industry. The data collection instrument used in the study was a structured questionnaire. Questionnaires were sent to clients with whom SSI had been doing business with for at least five years. The study found three areas of concern in SSI's quality of service (which clients' believed were as a result of skills shortages), viz SSI's approach to work, SSI's creativity in proposed solutions and SSI's approach in dealing with problems in relationships with clients. The findings of the research are similar to the findings of the NACI ( 2003) in SA and Mills and Treagust (2003) in Australia. The study further found empirical evidence to support the hypothesis that the levels of skills and levels of client satisfaction are related. The research found that: • There has been a decline in SSI's approach to work • There has been a decline in SSI's creativity in proposed solutions • There has been a decline in the manner and time frames SSI deals with problems in relationships The following are recommended: • More efficient use of resources (short-term) • Coaching and training initiatives be reviewed and formalised (short-term) • Develop a new skills management specification (medium-term) inThesis (M.B.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2006.
50
HU, TAN-HUA, and 胡唐華. "Utilize Business Process Re-engineering to Improve the Labor Shortage Problem and to Construct An Innovative Long-Term Care Service Model." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/6yp22d.
Full textAbstract:
碩士東海大學
高階經營管理碩士在職專班
106
With the improvement of technology and medical technology, the average age of Taiwanese’ Population has increased over the years. To solve this problem, Taiwan’s government established a policy named “Long-term care 2.0”, which is categorized into three levels A, B, C by the scope and the level of complete service, allocation of caring resources and HR Policies must be coordinated. Unfortunately, related policies are still underdeveloped. For instance, in Taiwan, financial income of a household is an important part of life, (low salary issue) so the long-term care labor force is mainly foreigners, local graduates from Professional schools who have received short-term care training work in similar fields as those in long-term care. The rating & standards of these training have not been clearly defined; the problems mentioned directly affect the quality of long-term care provided. This study will search for domestic and foreign cases of long-term care, process redesign, and innovative service models, and apply the TOC model to analyze long-term care demand and problems. Through process redesign, categorize work contents, integrate technology and long-term care robots, to reduce the load on long-term care labor, develop long-term care work specifications which can be implemented in the near future. This study expects to provide long-term care demand groups and government ministries with a set of an innovative long-term model with health, happiness, and humanistic care to solve the current manpower problem. Combining the results with long-term care 2.0 policy enhance long-term care quality under effective resources, achieves the goal of resource refinement, the categorized 3 levels manpower and information more circulated. Adding the concept of the “Time Bank”, hoping to reprocess the traditional methods and develop it into a prospective innovative service model.