Academic literature on the topic 'Skilled worker shortage'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Skilled worker shortage.'
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.
Journal articles on the topic "Skilled worker shortage"
1
Whittaker, J. Gregg. "Skills Gap – A Strategy for Increasing Knowledge Worker Supply & Demand." Journal of Business 1, no. 4 (September 29, 2016): 13. http://dx.doi.org/10.18533/job.v1i4.42.
Full textAbstract:
The U.S. Economy has been and continues to be burdened with a “Skills Gap” where the skills of the available workforce are mismatched with the skilled talent needs of employer. The skills gap is especially evident among knowledge workers. Millions of people in the US are looking for jobs while millions of skilled jobs remain open. The unemployed and the underemployed in general do not posess the professional skills necessary for the jobs that are available. The conundrum is this recognized shortage of skilled knowledge workers has not led to the expected increase in salaries traditional economic analysis would suggest. This paper explains the true economic analysis of the skills gap in terms of an economic “wedge” that supresses knowledge worker saleries in the face of worker shortages. The paper recognizes a systemic disharmony between the momentum of traditional higher education and the rapidly changing needs and demands for professional skill sets in the marketplace. Traditional academic institutions are not predisposed to creating job-ready professionals that meet market needs, and private sector businesses are not positioned to fill the professional education, training and development gaps that exist. Significant opportunities exist to reposition the players to cerate opportunities for both academic intuitions and private sector companies to address the skills gap problem efficiently and effectively.
2
Ang, Mei Choo, Kok Weng Ng, Siti Azfanizam Ahmad, and Amelia Natasya Abdul Wahab. "Using TRIZ to Generate Ideas to Solve the Problem of the Shortage of ICT Workers." Applied Mechanics and Materials 564 (June 2014): 733–39. http://dx.doi.org/10.4028/www.scientific.net/amm.564.733.
Full textAbstract:
With the ever competitive global market swamped with more choices of high-tech gadgets from smartphones to head-mounted display eyewear like “Google Glass”, Information and Communication Technology (ICT) is one of the key factors to engineering and technological advancement and the bridge to the future. In view of such significant importance, the government of Malaysia has been embarking on national policies to prioritise the education and the programmes on ICT to train and produce highly skilled ICT workers to achieve the nation’s ambition to become a developed country. Despite the government efforts, studies have shown that Malaysia is still currently facing shortage of skilled ICT workers. In view of this shortage of skilled ICT worker problem, a systematic engineering problem solving theory known as TRIZ is applied to generate ideas and potential solutions to solve this problem in this research.
3
Toppin, Ian. "Who is Going to Build the Wall? A Building Trades Crisis in the U.S.A." International Journal for Research in Vocational Education and Training 5, no. 1 (April 26, 2018): 64–76. http://dx.doi.org/10.13152/ijrvet.5.1.4.
Full textAbstract:
The context of this study was to examine factors contributing to significant workforce shortages in building trades in the United States. As it is, recruitment of qualified skilled trades workers is becoming increasingly difficult due to lack of a pipeline of prospective workers, and training programs. The study assumed a theoretical inquiry approach in order to address the following three main questions: 1) What is the scope of the workforce shortage in skilled and building trades in the US? 2) What factors are recognized as contributors to the building trades workforce shortage in the US? And, 3) What strategies can be implemented to reverse building trades workforce shortages in the US? Findings affirmed that the scope of workforce shortages in skilled and building (con- struction) trades in the US is very broad and the impact is rather deep. Factors con- tributing to the shortage include: declines in high school technical education programs, which have been replaced by career academies; misconception that higher education al- ways equal higher income, but the untold story is higher debt associated with pursuing higher education; and stricter immigration laws, which are forcing potential workers out of the US. The study concluded that in order to reverse currently declining workforce trends the following six strategies should be implemented: 1) Make it a national priority, thereby appropriating adequate resources to the effort. 2) Increase the number or women and African Americans in building trades. 3) Expand apprenticeship programs. An expan- sion of both government and corporate incentives are needed to stimulate an increase in apprenticeships. 4) Reintroduce building and skilled trades programs in secondary and postsecondary schools. Growth in the number of Career Academies, and participation in them has been encouraging, yet there are not enough of them to meet the need. 5) Re-examine guest-worker programs, which are currently cumbersome for employers to participate in, and do not allow for anywhere close to the number of workers needed to meet workforce needs. 6) Change marketing of building trades from menial to meaning- ful. Many young people simply do not know that they can make a comfortable living from a career in skilled trades. They have been taught that at least a bachelor’s degree is needed in order to have a successful career. This narrative has to be revised in order to create a pipeline of prospective skilled trades employees for the future.
4
Coker, Christine, Patricia Knight, Ben Posadas, Scott Langlois, and Randy Coker. "MISSISSIPPI STATE UNIVERSITY'S RESEARCH AND EDUCATION EFFORTS TO INCREASE NURSERY MECHANIZATION ACROSS THE GULF SOUTH." HortScience 41, no. 3 (June 2006): 514B—514. http://dx.doi.org/10.21273/hortsci.41.3.514b.
Full textAbstract:
The greenhouse and nursery industry is one of the fastest growing sectors of the region's agricultural economy; however, a major problem facing this industry is a shortage of workers, particularly skilled workers. A recent national survey of commercial nursery/landscape operations listed labor shortage as the number one limitation facing the industry at the end of 2001. The target population of this project is greenhouse and nursery workers in the Gulf South. The goal of this project is to develop and identify automated systems that can be adapted by the highly diverse greenhouse and nursery industry. Adoption of this technology will improve working conditions for greenhouse and nursery workers, increase worker retention, improve worker safety, increase worker productivity, improve skill levels, and create new jobs related to servicing the machinery and instrumentation. The Coastal Research and Extension Center, in cooperation with industry leaders representing the Gulf South, has identified several major areas of program focus. Together, we have developed a comprehensive set of production issues which will be addressed through the integration of applied mechanization technologies developed through this project.
5
Mez, Lutz, and Mycle Schneider. "Renaissance der Atomkraft? Vermutlich nicht!" PROKLA. Zeitschrift für kritische Sozialwissenschaft 39, no. 156 (September 1, 2009): 425–40. http://dx.doi.org/10.32387/prokla.v39i156.423.
Full textAbstract:
The international nuclear lobby is constantly talking about a nuclear renaissance. But nuclear power is rather in the dusk than in the dawn. Missing industrial capacities, skyrocketing costs for raw materials and new nuclear power plants, the dramatic skilled worker/manager shortage and a sceptical financial sector are the main problems of nuclear industry. And nuclear technology as saviour against global warming is no good either.
6
Oladeji, Bibilola D., and Oye Gureje. "Brain drain: a challenge to global mental health." BJPsych. International 13, no. 3 (August 2016): 61–63. http://dx.doi.org/10.1192/s2056474000001240.
Full textAbstract:
The brain drain of medical professionals from lower-income to higher-income countries contributes to the current inequity that characterises access to mental healthcare by those in need across the world and hinders efforts to scale up mental health services in resource-constrained settings, especially in Nigeria and other West African countries. The migration of skilled workers is driven by a combination of the globalisation of the labour market and the ability of highly resourced countries to attract and retain specialists from poorer countries. If we are to ameliorate the worldwide shortage of mental health professionals, we need to find innovative ways of attracting young doctors into psychiatric training in all countries. We must also introduce measures to improve health worker retention in low- and middle-income countries.
7
Sarkis, Nicole, and Lillian Mwanri. "The role of information technology in strengthening human resources for health." Health Education 114, no. 1 (December 20, 2013): 67–79. http://dx.doi.org/10.1108/he-02-2013-0008.
Full textAbstract:
Purpose – The purpose of this paper is to discuss innovative ways of addressing human resources for health (HRH) shortage in the Pacific, supported by a review of the literature and the Pacific Open Learning Health Network (POLHN), a programme created in response to the Pacific's HRH concern. Design/methodology/approach – A systematic search was conducted of English literature between 1990 and 2012. A number of key words, singly and/or in combination, were used to search for articles on ProQuest and PubMed. Original articles were identified and reference lists scrutinised to obtain additional literature. Due to the paucity of information, only narrative review was conducted and themes emerging from the literature identified and critically reviewed. Findings – There is a worldwide HRH shortage and a need to improve the skills of the health workforce to respond to changing population health needs. Continuing education (CE) through use of information technology (IT) is a means to strengthen HRH. POLHN is one example of an initiative to improve health worker skills and motivation. Technological change is increasingly common place in society. To make sense of these changes, practitioners can look for common themes in successful technological innovations of interactivity; information access, creation or sharing; communication; and simplicity. To ensure effective regulation of CE and IT there is a need to incorporate qualitative as well as quantitative measures, to prioritise the creation of quality, relevant, and appropriate resources and to facilitate access and active participation by health workers. Originality/value – The paper highlights the complexity of HRH shortage as a global problem, which demands multiple initiatives to respond to the shortage in the pursuit of skilled, equitable and just delivery of health services and distribution of health service providers. One initiative that has worked elsewhere is professional development of health professionals through the provision of CE using IT. Online learning offers a pathway to address HRH shortage and overcomes challenges posed by distance, limited infrastructure and in small remote communities. POLHN contributes to improved skills and knowledge among health professionals who can, as a result, deliver better health services in a region as geographically dispersed and isolated as the Pacific.
8
Hamzah, Intan Suria, and Sity Daud. "Implikasi Kemasukan Pekerja Asing Di Malaysia: Suatu Tinjauan Awal." Sains Insani 1, no. 1 (August 15, 2018): 69–77. http://dx.doi.org/10.33102/sainsinsani.vol1no1.11.
Full textAbstract:
Malaysia experienced a number of the entry of foreigners in the world, mainly as low-skilled workers. Malaysia has been experiencing shortage of workers in main sectors such as construction, agriculture, industrial and service. Foreign workers are workers came from other countries who come to work in Malaysia for a certain period, they are also known as economic’s workers. The study found that foreign workers give benefits for country development process in variuos sectors but with their numbers growing and reaching millions of peoples were disturbing economy and local communities.Keywords: Foreign worker, demand, economy, PATI, crime, security
Abstrak: Malaysia mengalami jumlah kemasukan warga asing yang besar di dunia, terutamanya sebagai buruh berkemahiran rendah. Malaysia telah mengalami masalah kekurangan buruh dalam sektor-sektor utama negara seperti pembinaan, perladangan, perindustrian dan perkhidmatan. Pekerja asing atau buruh asing merupakan pekerja yang berasal dari negara luar yang datang bekerja di Malaysia bagi sesuatu tempoh tertentu, ianya juga dikenali sebagai buruh ekonomi. Hasil kajian, mendapati pekerja asing telah membawa manfaat dalam proses pembangunan negara Malaysia dalam pelbagai sektor namun begitu dengan jumlah mereka yang semakin meningkat dan mencecah jutaan orang telah mengganggu-gugat ekonomi dan masyarakat tempatan.Kata kunci: Pekerja asing, permintaan, ekonomi, PATI, jenayah, keselamatan.
9
Muthuri, Rose Nabi Deborah Karimi, Flavia Senkubuge, and Charles Hongoro. "Predictors of Health-Related Quality of Life among Healthcare Workers in the Context of Health System Strengthening in Kenya." Healthcare 9, no. 1 (December 25, 2020): 18. http://dx.doi.org/10.3390/healthcare9010018.
Full textAbstract:
Kenya is among the countries with an acute shortage of skilled health workers. There have been recurrent health worker strikes in Kenya due to several issues, some of which directly or indirectly affect their health. The purpose of this study was to investigate the predictors of health-related quality of life (HRQOL) among healthcare workers in public and mission hospitals in Meru County, Kenya. A cross-sectional study design was undertaken among 553 healthcare workers across 24 hospitals in Meru County. The participants completed the EuroQol-five dimension-five level (EQ-5D-5L) instrument, which measures health status across five dimensions and the overall self-assessment of health status on a visual analogue scale (EQ-VAS). Approximately 66.55% of the healthcare workers reported no problems (i.e., 11,111) across the five dimensions. The six predictors of HRQOL among the healthcare workers were hospital ownership (p < 0.05), age (p < 0.05), income (p < 0.01), availability of water for handwashing (p < 0.05), presence of risk in using a toilet facility (p < 0.05), and overall safety of hospital work environment (p < 0.05). Personal, job-related attributes and work environment characteristics are significant predictors of healthcare workers HRQOL. Thus, these factors ought to be considered by health policymakers and managers when developing and implementing policies and programs aimed at promoting HRQOL among healthcare workers.
10
Colnar, Simon, Vlado Dimovski, and David Bogataj. "Knowledge Management and the Sustainable Development of Social Work." Sustainability 11, no. 22 (November 13, 2019): 6374. http://dx.doi.org/10.3390/su11226374.
Full textAbstract:
The growing shortage of skilled social workers, accompanied by an ageing population and the increasing number of fragile, elderly individuals that require social services, poses a serious challenge for our society. The magnitude of this problem is seen in the various predictions hypothesizing that, globally, there is likely to be a shortfall of millions of social workers for the successful provision of social services. To make matters worse, there are not enough social work students to fill that void, whereas the existing employee turnover is another serious concern for the social work field. Policy makers in many countries do not yet understand the pattern of growing needs and have no tool to forecast the future increase in educational requirements for creating a pool of adequately skilled social workers. In addition to this, understanding the patterns of workforce entrance and exit for social workers and the dynamics of transition becomes important for national policy and decision makers. In our paper, we build on current research about knowledge management in social work settings to demonstrate that knowledge management can have a positive impact in helping to fulfil the important role of social work in any ageing society. With our research, we contribute to the underdeveloped literature about knowledge management in the public sector and especially in social work settings and to the knowledge-based view of the organization. We present a multiple decrement model of social workers’ entrance and transition from social work student and social worker trainee to fully productive social worker, to their exit, whether by changed profession, retirement or death. We argue that the availability of social workers in a national economy depends on the development and operationalization of appropriate policies, where knowledge management can be influential. Our model allows measuring the quality of the national policy system related to the social work profession, something which has not been achieved yet, and shows how knowledge management solutions can positively influence the whole field of social work. We apply an objective measuring tool, grounded in an already developed actuarial–mathematical method. Our case relies on the collection and analysis of relevant data found in publicly available statistical reports for Slovenia. Existing data enables us to provide assumptions on how to better forecast the transition of social workers.
Dissertations / Theses on the topic "Skilled worker shortage"
1
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.
2
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 ?
3
Haustein, Rocco. "Die Exportabhängigkeit südwestsächsischer Industrie-KMU und internationale Mitarbeiterqualifikationen." Doctoral thesis, Universitätsbibliothek Chemnitz, 2014. http://nbn-resolving.de/urn:nbn:de:bsz:ch1-qucosa-137159.
Full textAbstract:
Die Region Südwestsachsen wird von kleinen und mittleren Industrieunternehmen (Industrie-KMU) geprägt. In der vorliegenden Arbeit wird gezeigt, dass der wirtschaftliche Erfolg dieser Unternehmen maßgeblich von deren Exportgeschäft abhängt. Eine solche große Bedeutung des Außenhandelsgeschäfts verlangt von den Beschäftigten der Unternehmen spezielle Qualifikationen ab. Diese Dissertationsschrift versucht, diese sog. „internationalen Qualifikationen“ durch die Untersuchung ausgewählter Unternehmen und industrienaher Dachorganisationen und Verbände sowohl zu charakterisieren als auch qualifikatorische Defizite in den Unternehmen aufzuzeigen und mögliche Lösungsstrategien anzuregen.
4
Van, Rooyen Lariska. "Managing artisan retention / Lariska van Rooyen." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4789.
Full textAbstract:
The retention of artisans is becoming an increasingly important challenge faced by many organisations. The decision to intensify artisan retention strategies arises from the fact that there is currently a shortage of artisans in the country. This situation is aggravated by the fact that many of our country's current supply of artisans are being lured away to Canada and Australia by the highly competitive packages offered them. For effective retention of their artisans, organisations must be aware of the factors that artisans perceive as being important in the decision to remain with an organisation. The main research objective was, therefore, to establish the factors that are important for artisan retention. It was also decided to measure the level of intention to leave among a sample of artisans, as there were no results available from previous research. The research was explorative in nature and a mixed-methods design was used to achieve the objectives. The participants were selected by means of a judgement sample to consist only of participants who hold a formal qualification as an artisan, as prescribed by Sector Education and Training Authority (SETA) standards. Employees were requested to take part voluntarily in the research and a total population of 14 employees responded (N = 14). A semi-structured interview was used as means of collecting the qualitative data, while the quantitative data were collected by means of questionnaires. The results indicated that remuneration had the highest rank of all the factors for the retention of artisans, closely followed by development opportunity in second place. Other factors that were also perceived as important for artisan retention by the participants included equality (ranked third), recognition (ranked fourth), management and the working environment (ranked fifth), working relationships (ranked sixth), while change management, job security, belongingness, the merit system, job satisfaction and employee wellness were all ranked jointly in seventh place. With regard to Turnover Intention, the results indicated a mean score of 2,38 out of 5,00; it can thus be concluded that the sample reported an average level of turnover intention. The spread of the scores was quite large, indicating that some artisans had a strong intention to continue working at the organisation, while others were likely to consider other offers. By way of conclusion, recommendations were made both for the organisation and for future research.Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.
5
Visser, Anntha. "Investigating the relationship between intrinsic and extrinsic reward, job satisfaction, organisational commitment and turnover intention / Anntha Visser." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9243.
Full textAbstract:
Retention strategies in the nursing profession have been a significant subject among researchers for decades. The current shortages of these skilled professionals have reached an alarming extent globally, making it difficult for organisations to retain these workers, also in South Africa. It has become evident that nursing professionals from South Africa emigrate to other countries for more lucrative remuneration, sophisticated work resources and better career opportunities, impacting the South African economy and nursing workforce negatively.
The general objective of the research was to determine whether a relationship exists between intrinsic and extrinsic rewards, job satisfaction, organisational commitment and turnover intention among a group of South African healthcare workers in the private healthcare sector. Specifically of interest was also to see if nurses’ turnover intention could be predicted by the other variables.
A cross-sectional survey design was used. A convenience sample of 152 healthcare workers was obtained from three private hospitals in the Gauteng and North-West provinces. A measuring instrument for intrinsic and extrinsic rewards was adapted from a previous study, and applied with measures of job satisfaction, affective organisational commitment and turnover intention.
Results indicated that the measure of rewards did not present with sufficient reliability, and it was subjected to factor analysis. This delivered two reliable factors, which were labelled Objective experience of rewards and Perceived lacking organisational support. Objective experience of rewards showed to be significantly related to job satisfaction and inversely to turnover intention, and Perceived lacking organisational support was significantly negatively related to job satisfaction and positively to turnover intention. It was also seen that both job satisfaction and objective experience of rewards showed predictive value in terms of nurses’ turnover intention.
Conclusions and limitations regarding this study were made, and recommendations regarding the profession and future research are made.Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.
6
Li, Yiqiong School of Organization & Management UNSW. "Employers' experiences of shortages of skilled process workers in Suzhou industrial park, China." 2007. http://handle.unsw.edu.au/1959.4/40576.
Full textAbstract:
This thesis examines and explains multinational employers' experiences of localized shortages of skilled process workers in Suzhou Industrial Park (SIP), China. It explains three challenges facing SIP employers in accessing sufficient skilled process workers and their responses within HRM to such challenges. These three challenges are employers' experiences with vocational education and training (VET) deficiencies in students' skill development, employers' experiences of poaching of skilled process workers by other companies, and employers' experiences of provision of workplace training for skilled process workers in their own companies. In response to these challenges, SIP employers have adopted various HRM measures that include differing combination of recruitment and selection, employee retention, training and development, and employment relations management. These policies and practices represent the different ways that SIP employers have attempted to meet the challenges of localized skill shortages in the context of their own business strategies.
7
Stasch, Kevin. "The role of the psychological contract and its influence on engineers’ worker engagement." Diss., 2010. http://hdl.handle.net/2263/24588.
Full textAbstract:
The study investigated the concept of the psychological contract and its influence on engineers’ worker engagement. The underlying rationale for this study was to address the shortage of engineers and specialised artisans (that is, the shortage of skilled people in two of the professions where such a shortage poses a threat to the economic growth of South Africa) by determining the worker engagement of engineers. The study also attempted to identify the true drivers of engagement for engineers which can then be used as a baseline for further development of business specific strategies. The sample was engineering personnel in the South African project engineering sector, and a combination of two existing questionnaires, the Psychological Contract Inventory (PCI) and the Utrecht Work Engagement Scale (UWES), was used to gather the data. It was concluded that generally engineers are loyal to the task at hand and not necessarily to the organisation that employs them. They are engaged in their work, but also indicate that they constantly seek to improve their education and experience to make future employment at other companies probable. A somewhat contradictory finding is that they claim to be satisfied with the employment offered to them, as well as the benefits they receive. To ensure the retention of skilled employees, the study proposes that employers of engineers diversify from time to time, or introduce some variation. Even internal shuffling can be used to continually challenge the engineers. It is further recommended that companies should ensure that there are clear career paths for engineering employees, combining secure employment with stable and realistic benefits.Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
8
Haustein, Rocco. "Die Exportabhängigkeit südwestsächsischer Industrie-KMU und internationale Mitarbeiterqualifikationen: Eine qualitative Untersuchung anhand ausgewählter Unternehmen sowie industrienaher Dachorganisationen und Verbände." Doctoral thesis, 2013. https://monarch.qucosa.de/id/qucosa%3A20020.
Full textAbstract:
Die Region Südwestsachsen wird von kleinen und mittleren Industrieunternehmen (Industrie-KMU) geprägt. In der vorliegenden Arbeit wird gezeigt, dass der wirtschaftliche Erfolg dieser Unternehmen maßgeblich von deren Exportgeschäft abhängt. Eine solche große Bedeutung des Außenhandelsgeschäfts verlangt von den Beschäftigten der Unternehmen spezielle Qualifikationen ab. Diese Dissertationsschrift versucht, diese sog. „internationalen Qualifikationen“ durch die Untersuchung ausgewählter Unternehmen und industrienaher Dachorganisationen und Verbände sowohl zu charakterisieren als auch qualifikatorische Defizite in den Unternehmen aufzuzeigen und mögliche Lösungsstrategien anzuregen.
9
Selepe, Olpha Nkosingiphile. "Management of National Certificate Vocational curriculum in addressing skills shortage in Newcastle, KwaZulu-Natal." Diss., 2017. http://hdl.handle.net/10500/23735.
Full textAbstract:
The aim of this study was to investigate how the National Certificate Vocational (NCV) curriculum is being managed at Majuba TVET College in ensuring that it impacts positively in addressing skills shortage in the Newcastle area.
The following was the main question for the study:
How is Majuba TVET College managing the National Certificate Vocational (NCV) curriculum in addressing skills shortage in the Newcastle area?
A comprehensive literature review was conducted to provide strong arguments as presented by different authors who wrote on the topic after conducting research about Technical Vocational Education and Training (TVET) Colleges
A qualitative method was chosen by the researcher to gather data on the management of the NCV curriculum in addressing skills shortage. The main aim was to discuss the methods the researcher used in the study to collect data meant to acquire the impact of the NCV curriculum management in addressing skills shortage.
Data was collected through face-to-face interviews, non-participant observation and literature review. It was then put together and analysed according to themes aligned to the main study problem and the sub problems in order to realise the main aim of the study and the sub-aims.
On the basis of the findings and the recommendations, the researcher proposed the importance of the college to review the NCV curriculum so that it is aligned with practical exposure enhanced by NCV students from the industry.
In conclusion, the findings pointed out that NCV students’ practical exposure may have a big impact in addressing skills shortage and combating the high unemployment rate in the Newcastle area.Educational Leadership and Management
M. Ed. (Education Management)
10
Kaizemi, Sencia. "Challenges of recruitment and retention of skilled employees in a Namibian bank." Diss., 2017. http://hdl.handle.net/10500/23153.
Full textAbstract:
The purpose of this study was to explore and describe the challenges that a Namibian bank faced in recruiting and retaining skilled employees. The study adopted a qualitative research approach and the data were collected through face-to-face interviews with 20 participants from the Namibian bank. The researcher used the Five-Phased Data Analysis Cycle as described by Yin (2011) to analyse the data. Ensuring trustworthiness, the researcher used Guba's Model of Trustworthiness as cited by Krefting (1990).
The major findings of the study were the shortcomings in the Namibian bank remuneration structure, lack of training and no employee recognition. The recommendations of the study are that the Namibian bank needs to implement training and development for its employees, review its remuneration structure and demonstrate appreciation of staff by showing recognition, better salaries and incentives.Business Management
M.Com. (Business Management)
Books on the topic "Skilled worker shortage"
1
Abse, Nathan. The great skills gap: How to cash in on educating tomorrow's workforce and prepare for the looming skilled worker shortage. Edited by Kuypers-Denlinger Corinne. Alexandria, VA: Briefings Pub. Group, 2003.
Find full text
2
The global warming survival kit: The must-have guide to overcoming extreme weather, power cuts, food shortages and other climate change disasters. Toronto: Viking, 2007.
Find full text
3
Washington (State). State Board for Community and Technical Colleges. and Washington State Library. Electronic State Publications., eds. Closing the skills gap: Strategies Washington's community and technical colleges are using to reduce the skilled worker shortage. Olympia, WA: Washington State Board for Community and Technical Colleges, 2000.
Find full text
4
Minnesota. Dept. of Economic Security. Office of Research and Statistics., ed. Worker shortages in Minnesota. [St. Paul, Minn.]: Minnesota Dept. of Economic Security, Research and Statistics Office, 1997.
Find full text
5
Omaswa, Francis, and Nigel Crisp. Introduction to Part 4: Making the best use of all the talents. Oxford University Press, 2015. http://dx.doi.org/10.1093/med/9780198703327.003.0011.
Full textAbstract:
Chapter 11 discusses the greatest shortage in Africa—skilled health workers. It provides the background in terms of numbers, distribution, and migration of health workers, and goes on to describe some of the imaginative solutions that health leaders in Africa and elsewhere have developed to tackle these shortages. It sets the scene for the following chapters in which African health leaders describe how they have dealt with these issues, whilst developing services and professional education in tandem. It concludes with a short chapter on Indigenous Knowledge Systems.
6
Smith, Mark B. The Life of the Soviet Worker. Edited by Simon Dixon. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199236701.013.026.
Full textAbstract:
The Soviet Union was the workers’ state and worker culture, broadly defined, coloured the whole of the Soviet experience. At the centre of the most transformative Soviet project of all, Stalin’s industrial revolution of 1928–41, workers benefited from specific privileges and from affirmative action, though they also suffered the misery of rapid industrial change. After 1953, they enjoyed a heyday of modest material advances and moral certainties, marked by the sense that society respected at least some of their values and would do so forever. But this sense was not shared by all Soviet workers, and lifestyles varied by industry, skill level, and region. And the heyday faded as shortages became increasingly difficult to endure, and then ended, as Gorbachev’s reforms destroyed the comforts that remained. A positive worker identity, but not a coherent class consciousness, survived through toperestroika, and helped to sustain the dynamic of Soviet history.
7
Blitz, Brad K. Highly Skilled Migration. Oxford University Press, 2017. http://dx.doi.org/10.1093/acrefore/9780190846626.013.209.
Full textAbstract:
Evidence shows that international flows of highly skilled workers are increasing, both between advanced states and between advanced and developing regions. The movement of skilled people around the globe is driven by a variety of political forces, including governments’ continued efforts to address domestic labor shortages and restock through preferential immigration policies and international recruitment drives. For social scientists, the unprecedented movement of highly skilled labor across the globe calls into question earlier approaches to the study of migration. Where international highly skilled workers were treated in the classical sociological literature on migration as a small population that reflected both the potential for human capital transfers between states and, more controversially, a corresponding “brain drain” from source countries, the realities of transnational migration now complicate this picture. The expansion of the European Union and other forms of regional cooperation have given rise to important trade liberalizing agreements, producing a truly global migration market and the policy context for much contemporary research. More studies are needed to tackle issues relevant to the study of skilled migration, such as estimates of skilled migrants, longitudinal studies of circular migration, and analyses of the differentiation of migrants by occupational group and country of origin, along with the relative access that such groups enjoy in the receiving state.
8
S, Jones Darren, ed. An Analysis of the shortage of skilled carpenters in Florida as reported by union contractors: Impediments and recommendations. [Gainesville, Fla.]: School of Building Construction, University of Florida, 1987.
Find full text
9
Jenkins, Rob, and James Manor. NREGA’s Impact on the Material Well-Being and Political Capacity of Poor People. Oxford University Press, 2017. http://dx.doi.org/10.1093/acprof:oso/9780190608309.003.0006.
Full textAbstract:
This chapter assesses the positive political impacts of the National Rural Employment Guarantee Act 2005 (NREGA) on poor and marginalized people. Two types of impacts are distinguished: those stemming primarily from the material benefits derived by NREGA workers (increased incomes, less dependence on elites), and those that contribute to their “political capacity”, the severe shortage of which has constituted an important dimension of their “poverty”.The authors define political capacity as an amalgam of political awareness, confidence, skills and connections. To advance these claims, the chapter discusses the uses to which laborers put their wages, NREGA's impact on distress migration by poor people, the gains made by women, examples of unusual alliances through participation in NREGA works, and the political implications of all of these processes.
Book chapters on the topic "Skilled worker shortage"
1
Gray, Kenneth, and Sang Hoon Bae. "Skills Shortages, Over-Education and Unemployed Youth: An International Dilemma." In International Handbook of Education for the Changing World of Work, 2211–28. Dordrecht: Springer Netherlands, 2009. http://dx.doi.org/10.1007/978-1-4020-5281-1_146.
Full text
2
Neal, Julie, and Brittany Lee Neal. "Workforce Demands." In Workforce Education at Oil and Gas Companies in the Permian Basin, 49–66. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8464-3.ch003.
Full textAbstract:
Since the Permian Basin area requires a specific skillset, what can and is being done to find and retain those needed employees? Has anything been done to alleviate the continual issue of skilled worker shortages in the area? A critical shortage in skilled workers can be caused by retirement, youth moving to different areas, families relocating out of the area, lack of interest, and no training offered within a close proximity. A system that is working for employers and employees are partnerships. Employers today require specific skillsets resulting in business and industry partnering with high schools and community colleges to create skill-specific training. This chapter explores this phenomenon.
3
Murray, L. W., and Alev M. Efendioglu. "Addressing Global Labor Needs Using E-Training." In Encyclopedia of Human Resources Information Systems, 12–17. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch003.
Full textAbstract:
Given the increased globalization and 24/7 business operations, can we reasonably expect to rely on etraining to address a forecasted worldwide shortage of skilled workers? To answer this question, we will examine the key supply and demand determinants of the global worker shortage and analyze the critical systematic requirements that tend to favor the use of asymmetric, interactive, e-training technologies. Recent meta-studies of distance education conclude that distance education delivery is both cost-effective and is superior to face-to-face instruction, when controlling for several important intervening variables. Further, such studies conclude that when organized, systematic student discussions are employed the benefits are substantially enhanced. Give some of these identified benefits, can Internet technologies be used to somehow enable learning/training to take place, across different cultures and languages, as opposed to traditional training/educational systems which use “live” trainers/teachers in this process? To address this proposition, we will expand the discussion of tutored video instruction (TVI) by reviewing the recent research on some alternatives, regardless of whether the students taking the course are discussing the course materials at the same time
4
Dutta, Debolina, Prem Mirchandani, and Anasha Kannan Poyil. "The Emerging New Order: Exploring New Ways to Build an Internal Gig Employment System for IT/ITES Organizations." In Beyond Human Resources - Research Paths Towards a New Understanding of Workforce Management Within Organizations [Working Title]. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.96731.
Full textAbstract:
The IT/ITeS industry has had an impressive growth trajectory over the past two decades. However, it continues to be plagued with talent shortages, managing employee satisfaction, and growth aspirations while trying to reduce employee attrition. COVID-19 has presented an unprecedented opportunity for IT Service organizations to transform the established paradigm of working. The industry has been exploring non-linear growth models that address the talent demand–supply gap. With skilled talent shortage continuing to limit the industry growth, non-linear initiatives of growth are urgently required. Based on the self-determination theory and the dynamic capabilities framework, we propose a model of “Internal Gig” worker (I-GIG) for the IT Services industry. The new I-GIG workforce would be providing non-linear outcomes without increasing costs significantly. We also argue that this model would be motivational for employees who opt for it, with commensurate reward motivations to engage them. Additionally, this model would enable the work-anywhere, anytime, and leverage talent availability on a global scale. We adopt a qualitative research approach to understand the mechanisms to institutionalize internal gig working, the potential issues such a system may face, and then suggest an internal and external enabling framework that organizations need to adapt to support internal gig work.
5
Lim, Doo Hun, Sunyoung Park, Cho Hyun Park, and Chang Sung Jang. "Neuroscientific Approaches for Maintaining, Balancing, and Developing Mature Workers." In Strategies for Attracting, Maintaining, and Balancing a Mature Workforce, 85–111. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2277-6.ch004.
Full textAbstract:
As the aging population is rapidly increasing worldwide, keeping older workers to address the skilled labor shortage has been an important economic issue. This study pursues the current status of the older workforce in the U.S., identifies organizational support systems for mature workers, and proposes neuroscientific approaches and methods to maintain and develop effective mature workers through an integrative review of recent research findings in neuroscience and brain-based learning and development.
6
Leaning, Marcus, and Udo Richard Averweg. "Developing the Social, Political, Economic, and Criminological Awareness of Cybersecurity Experts." In Global Cyber Security Labor Shortage and International Business Risk, 77–93. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-5927-6.ch005.
Full textAbstract:
The global shortage in skilled labor for cybersecurity and the risk it presents to international business can only be solved by a significant increase in the number of skilled personnel. However, as the nature of risks proliferate and bifurcate the training of such, personnel must incorporate a broader understanding of contemporary and future risks. That is, while technical training is highly important, it is contended that future cybersecurity experts need to be aware of social, political, economic, and criminological issues. Towards this end, this chapter considers a number of exemplary issues that are considered worthy of inclusion in the development of future cybersecurity workers. Accordingly, an overview is given of the issues of the “dark side of the net” that cause problems for global cybersecurity and international business risk. The issues are discussed so that from these a skill set can be articulated which will attend to (and mitigate against) potential threats.
7
Hai-Jew, Shalin. "Online Calling Cards and Professional Profiles in Cybersecurity From Social Media." In Global Cyber Security Labor Shortage and International Business Risk, 149–86. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-5927-6.ch009.
Full textAbstract:
Demand is very high for people to work in various cybersecurity professions and ceteris paribus that demand may well continue into the near term. While there are more formal trails for employment, such as higher-educational pathways, performance in cybersecurity competitions, participation in professional conferences, and social media presentations may all offer less conventional paths into cybersecurity hiring. Through a convenience sample across a number of social media platforms and bottom-up coding, this work explores some aspects of cybersecurity professional profiles (“calling cards”) available on the open Social Web and what may be learned about respective skills and capabilities from these glimmers of the person(s) behind the profiles. These profiles are assessed based on a 2x2 axis with focuses on (1) target skills and (2) personhood attributes. From these analyses, some tentative insights are shared about the cybersecurity calling cards and how informative they may be for recruitment and retention of cybersecurity workers.
8
Ferrari, Filippo. "Global Labor Market, “Re-Shoring” Dynamics, and Skill Mismatch." In Emerging Economic Models for Global Sustainability and Social Development, 125–43. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-5787-6.ch007.
Full textAbstract:
Workers' capabilities and knowledge are factors that a company can use to boost its productivity. The relocation of operational activity away from industrialized nations has led to the erosion of manufacturing skills, and this fact often results in a severe skill shortage in specific local labor markets, becoming much more prominent in the case of re-shoring. Consistent with the transaction cost economics approach (TCE), the purpose of this research was to verify if students possess at least basic skills at the end of their educational path to face the labor market without economic frictions in school-to-work transition. Finally, this chapter presents a model that could be useful in order to design programs aimed to overcome the erosion of manufacturing skills and provide students with skills that companies need to deal with local labor markets successfully.
9
Orgeron, Craig P. "A Model for Reengineering IT Job Classes in State Government." In Handbook of Research on Public Information Technology, 735–46. IGI Global, 2008. http://dx.doi.org/10.4018/978-1-59904-857-4.ch066.
Full textAbstract:
For public-sector administrators burdened with the task of recruiting and retaining information technology (IT) professionals, these are difficult times. A shortage of IT personnel combined with intense demand for new technology skills has made recruiting and retaining staff harried pursuits; additionally, the demand for technical workers in corporate America keeps rising (Pawlowski, Datta, & Houston, 2005). This demand for workers with leading-edge IT skills is exacerbated by the looming retirement of seasoned government workers, estimated at a 30% reduction in public-sector workforce across state governments by 2006 (Council of State Government [CSG], 2002). Despite the mounting demands on IT to be leveraged in state governments as a cost-reducing and efficiency-increasing tool (Levinson, 2003), even with economic recovery (Information Technology Association of America [ITAA], 2004) many scholars and industry analysts fear a widening shortage in available IT professionals (Pawlowski et al.).
10
Gibson, Candace J., and H. Dominic Covvey. "Demystifying eHealth Human Resources." In Advances in Healthcare Information Systems and Administration, 212–27. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-61520-885-2.ch013.
Full textAbstract:
The introduction and use of information and communication technologies (ICT) in health care, particularly the electronic health record (EHR), may be seriously hampered or delayed by the lack of available human resources with the necessary skills and competencies in e-health. A number of different types of professionals are needed, and an appropriate mix of skills and workers who can complement one another in the final deployment of the EHR and in the appropriate and best use and management of the health information it contains. These include health informatics (HI) professionals or health informaticians, health information management (HIM) professionals, and others, with not only knowledge of ICT, but also knowledge of the health system, data standards, and interoperability across platforms; privacy and security of health records; human factors and process engineering; project management and technology adoption; and user-supporting mechanisms. A human resources strategy is needed to address the current shortage of skilled workers and to develop a long term strategy for education and training of e-health personnel necessary to ensure the continued quality of health data collected, its security and confidentiality, and to manage and maintain the systems and data in the future.
Conference papers on the topic "Skilled worker shortage"
1
Kozák, Anita, and Zoltán Krajcsák. "Shortage of skilled workers in Hungary: organizational responses and methodological questions." In 2nd International Scientific Conference - Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia; Faculty of Management Koper, Slovenia; Doba Business School - Maribor, Slovenia; Integrated Business Faculty - Skopje, Macedonia; Faculty of Management - Zajecar, Serbia, 2018. http://dx.doi.org/10.31410/eman.2018.448.
Full text
2
Parr, Corhyn. "Collaborative ReTek Exchange: An Innovative Solution to the Skills and Resource Shortage in the Nuclear Industry." In ASME 2009 12th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2009. http://dx.doi.org/10.1115/icem2009-16396.
Full textAbstract:
A Different Approach to the Skills and Resource Shortage The Nuclear Industry has for many years been concerned about a skills and resource shortage. This has been due to a poor perception of the industry by those on the outside, highly competitive industries vying for the same resource pool, a steep retirement curve for highly qualified staff and a lack of graduates entering industry. Here in the UK the creation of the National Skill Academy for Nuclear (NSAN) has put in place a framework to record skills and look to accredit the training providers in the nuclear industry to ensure that the correct skills for the future are available. This has gone some way to solving the skills problem and developing a well recognised accredited system but what about resource — where are the additional qualified resources going to be found? Part of the Solution – A Resource Exchange. How do we solve the skills shortage? We come together as an industry and share the available resource through a collaborative resource exchange. It has been done before in the IT industry when rates for specialists hit £1500 per day and recruitment agencies were charging extortionate fees for providing temporary resource. ReTek Consulting have developed the ReTek Resource Exchange to provide a neutral collaborative platform across the supply chain; from large scale infrastructure companies and joint venture platforms through to small companies and independent consultants. Using the ReTek Exchange permanent staff are made available to work for others during periods of underutilisation. Links with similar highly regulated industries enable further management of peaks and troughs and a growth in experienced nuclear professionals through focused training and development. The Benefits of the ReTek Exchange are: • Increased utilisation of your current workforce. • Shared cost of permanent staff. • Speedy access to staff available in your region. • Reduced need for contract or agency staff. • Access to wider skills & experience. • Retention of key staff through personal development. • Knowledge and experience transfer. Now is the time in the industry to make the most of the available resource and work together to ensure the required growth through training and development of all workers. The infrastructure required to make this resource exchange possible is available and proven many times. This paper will talk through the story of the development of the ReTek Exchange in the UK and how the same system can be used elsewhere in the world.
3
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.
Full textAbstract:
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.
4
Peñalvo-López, Elisa, Javier Cárcel-Carrasco, Jaime Llinares-Millán, and Manuel Valcuende-Payá. "Digital skills for workplace mentors in construction sector apprenticeships (CONDAP)." In INNODOCT 2019. Valencia: Universitat Politècnica de València, 2019. http://dx.doi.org/10.4995/inn2019.2019.10221.
Full textAbstract:
Employers in the construction industry are regularly and increasingly reporting hiring difficulties, since the sector is experiencing a skills shortage in spite of numerous apprenticeship schemes. According to the European Construction Sector Observatory, the main reason of this skills shortage is two-fold: a) the inadequacy of VET provision, and b) the low attractiveness of the sector to young people, further hindered by the perception of its limited capacity for innovation. Correspondingly, modernising construction apprenticeships is crucial for the development of key skills and the improvement of the employability of young construction workers. Training the trainers and mentors to become more engaged and involved in the design of apprenticeships and to introduce new methods, digital tools, and innovative content during their teaching practices is essential to make training more flexible and effective. Such an approach could effectively address the misalignment between VET offerings and the demand for skills and innovation in the construction sector. This article shows the focus of the European project CONDAP, whose purpose is to improve learning in the construction sector.
5
Wadhwa, Sujata, Audrey Barlow, and Siddharth Jadeja. "Ascertaining Affective Domain in Engineering: A New Learning Concept." In ASME 2015 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2015. http://dx.doi.org/10.1115/imece2015-50031.
Full textAbstract:
Engineering Education has always been focusing on the development of technical skills since decades. Technological advancement and digitalization have enabled the educators to implement various teaching pedagogies for the Digital Natives [1]. According to the World Bank report on the employability and skill set of newly graduated engineers in India, the core employability skills like self-discipline, reliability, self-motivation, team work, willingness to learn, flexibility, empathy, understanding and taking instructions for assignments with the weightage of 4.27 and communication skills with the weightage of 4.01 are prioritized much more than the professional skills with the average of 3.91 [2]. The three skills groups identified by The World Bank, partly underpinned by the tripartite conceptualization of learning as cognitive, psychomotor and affective domain of Bloom’s taxonomy are an important source of investigation for teaching learning pedagogy [3]. The engineers always play a critical role in the development of the society which demands from them critical thinking, problem solving, collaboration skills, decision making, communication skills, integrity, realizing human values, being compassionate and accountable etc. These skills enable them to work for the welfare of mankind. Much of the research has emphasized to have such types of skills among the engineers but increased demand and increased number of qualifying engineering graduates have led to poor quality of education and consequently skill shortage. This paper presents a unique pedagogical framework focusing on the development of affective domain among the first year engineering students. The authors ascertain that the cognitive domain has been always emphasized in engineering education, more than the affective domain, albeit affective domain is substantial for engineers. The affective domain, arguably the most complex, [4] is about students’ values, attitude, emotions, appreciation etc. The authors have adopted a new hybrid learning concept offering a conducive, student-centered learning environment that motivates and enhances students’ engagement with their peers, friends, teachers and the institute. This paper discusses a new learning concept, specific to engineering education for the smooth transition of the students to real contributors and life-long learners by acquiring some indispensable 21st century skills.
6
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.
Full textAbstract:
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.
7
"Authentic Assessment Design in Accounting Courses: A Literature Review." In InSITE 2018: Informing Science + IT Education Conferences: La Verne California. Informing Science Institute, 2018. http://dx.doi.org/10.28945/4042.
Full textAbstract:
Aim/Purpose: [This Proceedings paper was revised and published in the 2018 issue of the journal Issues in Informing Science and Information Technology, Volume 15] Authentic assessments offer students the opportunity to develop skills that implement the formal learning they receive in the classroom. Although there is a need for accounting graduates to possess a plethora of skills to equip them for success, there is a shortage of literature which focuses on authentic assessment design for accounting courses. This paper aims to address this gap by compiling a toolkit for accounting educators aspiring to design and implement authentic assessments Background: This paper reviews examples of authentic assessments that are available and have been used by accounting educators and educators in general. It highlights the skills that might be developed with each assessment Methodology: A review of literature on authentic assessment design and examples of authentic assessments like portfolios, reflective journals, presentations, reports peer and self-assessment was conducted. Contribution: This paper aims to address this gap by compiling a toolkit for accounting educators aspiring to design and implement authentic assessments. Findings: Authentic assessments are a form of learning. They help graduates develop skills and attribute that will make them work-ready and capable of handling a lot of real life practical work situations. Recommendations for Practitioners: Accounting educators may find guidelines in this paper which will help them understand authentic assessments and enlighten them on the challenges they may encounter when implementing the assessments Recommendation for Researchers: There is a need for future researchers to contribute more to this topic so as to increase the variety and amount of literature available for those wishing to engage with authentic curriculum design in accounting. Impact on Society: This paper may also be of use to prospective employers wishing to gain a clear understanding of the skills inherent in prospective graduates who may have been exposed to authentic assessments. Accounting students and graduates may find this paper useful as it will help them comprehend the importance of some the assessments with the backing and assurance from the literature. Future Research: Future research may focus on the challenges in implementing authentic assessments. It would also be great to see more research addressing the perceptions of educators towards authentic assessments.
8
Smith, Warren F., Michael Myers, and Brenton Dansie. "F1 in Schools: An Australian Perspective." In ASME 2012 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/imece2012-86240.
Full textAbstract:
The Australian Government and industry groups have been discussing the projected “skills shortage” for a number of years. This concern for the future is mirrored in many countries including the USA and the UK where the risk is not having sufficient skilled people to realise the projects being proposed. Growing tertiary qualified practicing engineers takes time and commitment but without the excitement of the possibility of such a career being seeded in the youth of the world, school leavers won’t be attracted to engineering in sufficient numbers. In response, one successful model for exciting school children about engineering and science careers is the international F1inSchools Technology Challenge which was created in the UK in 2002 and implemented in Australia in 2003. It is now run in over 300 Australian Schools and 33 countries. In the Australian context, the program is managed and promoted by the Reengineering Australia Foundation. It is supported and fostered through a range of regional hubs, individual schools and some exceptional teachers. Presented in this paper are some perspectives drawn particularly from the Australian experience with the program over 10 years — which by any measure has been outstanding. The F1inSchools model has been designed specifically through its association with Formula One racing to attract the intrinsic interests of students. It is based on the fundamentals of action learning. Role models and industry involvement are utilised as motivation modifiers in students from Years 5 to 12. While immersing children in project based learning, the program explicitly encourages them to engage with practicing mentors taking them on a journey outside their normal classroom experience. In this program, students have the opportunity to use the design and analysis tools that are implemented in high technology industries. Their experience is one of reaching into industry and creative exploration rather than industry reaching down to them to play in a constrained and artificial school based environment. Anecdotally F1inSchools has been very successful in positively influencing career choices. With the aim of objectively assessing the impact of the program, doctoral research has been completed. Some key findings from this work are summarized and reported in this paper. The children involved truly become excited as they utilise a vehicle for integration of learning outcomes across a range of educational disciplines with a creative design focus. This enthusiasm flows to reflective thought and informed action in their career choice. As a result of F1inSchools, students are electing to follow engineering pathways and they will shape tomorrow’s world.
9
Mercer, Tim, and Jonathan Francis. "Education and Industry Partnership: A Case Study of Co-Delivery." In ASME 2009 12th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2009. http://dx.doi.org/10.1115/icem2009-16065.
Full textAbstract:
One of the essential elements for safe operation of a nuclear licensed site is the availability to the licensee in sufficient numbers of suitably qualified and experienced people to carry out and manage the operations and associated design work. In the last few years, there have been a number of reports to illustrate the recent and current problems of recruiting such people to work in the traditional locations for nuclear personnel in the North-West of England. Concern for the immediate future is exacerbated by a peculiar demographic of the people currently employed in positions demanding higher level skills. In response to the growing realization that there is an impending skills gap that needs to be filled, Sellafield Limited’s Talent Management team (and latterly with support of the NDA) have been working with a number of education and training providers to put in place bespoke courses aimed at overcoming this shortage. In the absence of a steady stream of willing graduates from technical and management courses, the primary strategy has been to encourage life-long learning and up-skilling amongst its employees, targeting those who, for whatever reason upon leaving school, missed their opportunity to study and progress to train at a high level, but who possess that potential and have now developed a keenness to proceed with that study in later life. One Foundation Degree has been selected for development of a unique approach to higher education. The work of University of Central Lancashire and its West-Cumbrian education and training partners has featured as a case study in other media, but this paper reports on a fresh development within that work: co-delivery. Co-delivery relates to a partnership of educationalists and industrialists, with an emphasis on industrial numbers on the course development steering group. The means by which a significant proportion of the course is strongly workplace related are presented and the benefits and problems that this introduces are discussed. The course uses the industry as a vehicle to communicate concepts and develop problem-solving skills. Rather than the major vocational aspects being confined to just a few ‘workplace’ modules, the industry permeates all modules and co-delivery is part of a good many. A report is also made on the areas of provision where the major capability and expertise is located in just a few industrialists; and how that aspect is learned within a co-delivery course.
10
"Remaining Connected with our Graduates: A Pilot Study." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4162.
Full textAbstract:
[This Proceedings paper was revised and published in the 2019 issue of the Interdisciplinary Journal of E-Skills and Lifelong Learning, Volume 15.] Aim/Purpose This study aims to determine where nursing students from a metropolitan university subsequently work following graduation, identify the factors that influence decisions to pursue careers in particular locations, ascertain educational plans in the immediate future; and explore the factors that might attract students to pursue postgraduate study. Background The global nursing shortage and high attrition of nursing students remain a challenge for the nursing profession. A recurrent pattern of maldistribution of nurses in clinical specialities and work locations has also occurred. It is imperative that institutions of learning examine their directions and priorities with the goal of meeting the mounting health needs of the wider community. Methodology Qualitative and quantitative data were obtained through an online 21-item questionnaire. The questionnaire gathered data such as year of graduation, employment status, the location of main and secondary jobs, the principal area of nursing activity, and plans for postgraduate study. It sought graduates’ reasons for seeking employment in particular workplaces and the factors encouraging them to pursue postgraduate study. Contribution This study is meaningful and relevant as it provided a window to see the gaps in higher education and nursing practice, and opportunities in research and collaboration. It conveys many insights that were informative, valuable and illuminating in the context of nurse shortage and nurse education. The partnership with hospitals and health services in providing education and support at the workplace is emphasized. Findings Twenty-three students completed the online questionnaire. All respondents were employed, 22 were working in Australia on a permanent basis (96%), 19 in urban areas (83%) with three in regional/rural areas (13%), and one was working internationally (4%). This pilot study revealed that there were varied reasons for workplace decisions, but the most common answer was the opportunity provided to students to undertake their graduate year and subsequent employment offered. Moreover, the prevailing culture of the organization and high-quality clinical experiences afforded to students were significant contributory factors. Data analysis revealed their plans for postgraduate studies in the next five years (61%), with critical care nursing as the most popular specialty option. The majority of the respondents (78%) signified their interest in taking further courses, being familiar with the educational system and expressing high satisfaction with the university’s program delivery. Recommendations for Practitioners The results of the pilot should be tested in a full study with validated instruments in the future. With a larger dataset, the conclusions about graduate destinations and postgraduate educational pursuits of graduates would be generalizable, valid and reliable. Recommendation for Researchers Further research to explore how graduates might be encouraged to work in rural and regional areas, determine courses that meet the demand of the market, and how to better engage with clinical partners are recommended. Impact on Society It is expected that the study will be extended in the future to benefit other academics, service managers, recruiters, and stakeholders to alert them of strategies that may be used to entice graduates to seek employment in various areas and plan for addressing the educational needs of postgraduate nursing students. The end goal is to help enhance the nursing workforce by focusing on leadership and retention. Future Research Future directions for research will include canvassing a bigger sample of alumni students and continuously monitoring graduate destinations and educational aspirations. How graduates might be encouraged to work in rural and regional areas will be further explored. Further research will also be undertaken involving graduates from other universities and other countries in order to compare the work practice of graduates over the same time frame.
Reports on the topic "Skilled worker shortage"
1
Gasperini, Bruno, Amy Kracker Selzer, Lauren Lochocki, James Moore, Neha Nanda, and Luke Patterson. Building New Careers: Identifying Shortage Occupations and the Skills 50+ Workers Will Need, 2017-2020. AARP Research, September 2017. http://dx.doi.org/10.26419/res.00056.001.
Full text
2
Gasperini, Bruno, Amy Kracker Selzer, Lauren Lochocki, James Moore, Neha Nanda, and Luke Patterson. Building New Careers: Identifying Shortage Occupations and the Skills 50+ Workers Will Need, 2017-2020: Appendices. AARP Research, September 2017. http://dx.doi.org/10.26419/res.00056.002.
Full text