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Journal articles on the topic 'Skilled worker shortage'
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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Alavi, Hamed, and Tatsiana Khamichonak. "Immigration of Highly–Skilled Workers to Estonia: Current Trends and Legislative Framework / Imigrácia Kvalifikovanej Pracovnej Sily Do Estónska: Súčasné Trendy A Právny Rámec." EU agrarian Law 4, no. 2 (December 1, 2015): 7–14. http://dx.doi.org/10.1515/eual-2015-0008.
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Abstract Estonian immigration policies have been largely influenced by its historical development. The figures from 1989 show that the population was only 61.5 percent Estonian by origin with the remaining 38.5 percent belonging to other ethnic backgrounds. Remarkably, 26 percent of the Estonian population were foreign born.(1) After joining the European Union in 2004, Estonia faced a high rate of outward migration, which was connected, inter alia, to the higher average salaries of the other Member States. The rapid expansion of the Estonian economy and growth of employment coupled with the negative population growth contributed to the need of foreign skilled labour.(2) Besides, the recent reform in the education system accounts for shortage of technical specialists in some labour areas.(3) It is thus not surprising that Estonian government employs focused, selective and demand-based immigration strategies to fight the ‘global war for talents’.(4),(5) The objective of the restrictive immigration policy is to attract first and foremost highly qualified professionals in the strategic economic areas while avoiding uncontrolled immigration and increase the sustainability and competitiveness of the Estonian economy. First part of current paper provides an overview of who falls under the classification of a ‘skilled’ worker and the Estonian perspective on talent attraction and retention. The second part lays down the existing legal framework, which covers the conditions and procedures of knowledge-worker’s immigration to Estonia. Particularly, this includes the relatively recent amendments to the Aliens Act 2004, which came into force in 2008 and set forth a facilitated approach towards entry and residence requirements.
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Doll, Christina. "Facilitating workforce development: The economic developer’s role in supporting economic stability in medium and small resource-based British Columbian cities." Papers in Canadian Economic Development 18 (April 11, 2019): 111. http://dx.doi.org/10.15353/pced.v18i0.97.
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<p>The availability of a talented workforce is increasingly being cited as a barrier to growth by businesses across Canada. This worker shortage is particularly challenging for organizations looking to expand in medium and small resource-based cities. This is due to an increase in outmigration to large cities by people seeking knowledge economy based employment and negative perceptions of resource-based cities. These factors hinder employer’s ability to attract people to their smaller resource-reliant communities from other cities. Economic developers in these smaller cities can adjust to these changing realities by highlighting their community’s strengths in relation to larger cities to attract and retain the skilled talent needed to support the growth of their existing businesses and to attract new business. Economic developers in the Kootenays, Prince George and Quesnel have all recognized this opportunity and the work being done in these communities to increase the population base can be used as a model by other communities grappling with similar workforce attraction and retention issues. </p><p><strong>Keywords: </strong>economic development, workforce, population, attraction and retention, natural resources, urbanization, outmigration </p>
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Sarpin, Norliana, Yi Ling Chia, Narimah Kasim, Hamidun Mohd Noh, Roshartini Omar, and Rozlin Zainal. "Key Strategies in Undertaking International Construction Project: Contractors’ Perspective." MATEC Web of Conferences 266 (2019): 03019. http://dx.doi.org/10.1051/matecconf/201926603019.
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The pressures of internationalisation have generated a high competitive market on Malaysian construction industry. However, the competitive and saturated of domestic market has driven many Malaysian contractor to undertake international projects. Without any denial, participation in international projects is a challenging task. It requires Malaysian contractors to develop strategy to enable them to operate successfully abroad. Therefore, the objectives of this research is to examine the key challenges for Malaysian contractors to undertake international construction projects thus identify strategies for Malaysian contractors to undertake international construction projects. To achieve the objectives of this research, quantitative method were adopted by using questionnaires. Questionnaire were distributed to participants from well experienced management team of G6 and G7 companies that have vast involvement in international projects. The findings of this research revealed that skilled worker shortage, high cost of financing of international project and limited experience with similar projects are the top three key challenges encountered by the Malaysian contractors in international construction project. The research identifies risk management and forming joint venture are the key strategies for Malaysian contractor to undertake international projects. In conclusion, this research can assist Malaysian contractor who wish to embark in international projects in supporting the current Construction Industry Transformation Programme (CITP) and the 4th Industrial Revolution in construction industry.
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Nabwera, Helen M., Jemma L. Wright, Manasi Patil, Fiona Dickinson, Pamela Godia, Judith Maua, Mercy K. Sammy, et al. "‘Sometimes you are forced to play God…’: a qualitative study of healthcare worker experiences of using continuous positive airway pressure in newborn care in Kenya." BMJ Open 10, no. 8 (August 2020): e034668. http://dx.doi.org/10.1136/bmjopen-2019-034668.
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ObjectiveTo explore the experiences of using continuous positive airway pressure (CPAP) in newborn care among healthcare workers in Kenya, and to identify factors that would promote successful scale-up.Design and settingA qualitative study using key informant interviews and focus group discussions, based at secondary and tertiary level hospitals in Kenya.ParticipantsHealthcare workers in the newborn units providing CPAP.Primary and secondary outcome measureFacilitators and barriers of CPAP use in newborn care in Kenya.Results16 key informant interviews and 15 focus group discussions were conducted across 19 hospitals from September 2017 to February 2018. Main barriers reported were: (1) inadequate infrastructure to support the effective delivery of CPAP, (2) shortage of skilled staff rendering it difficult for the available staff to initiate or monitor infants on CPAP and (3) inadequate knowledge and training of staff that inhibited the safe care of infants on CPAP. Key facilitators reported were positive patient outcomes after CPAP use that increased staff confidence and partnership with caregivers in the management of newborns on CPAP. Healthcare workers in private/mission hospitals had more positive experiences of using CPAP in newborn care as the relevant support and infrastructure were available.ConclusionCPAP use in newborn care is valued by healthcare workers in Kenya. However, we identified key challenges that threaten its safe use and sustainability. Further scale-up of CPAP in newborn care should ensure that staff members have ready access to optimal training on CPAP and that there are enough resources and infrastructure to support its use.EthicsThis study was approved through the appropriate ethics committees in Kenya and the UK (see in text) with written informed consent for each participant.
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Akomah, Benjamin Boahene, Laud Kwamina Ahinaquah, and Zakari Mustapha. "Skilled Labour Shortage in the Building Construction Industry Within the Central Region." Baltic Journal of Real Estate Economics and Construction Management 8, no. 1 (January 1, 2020): 83–92. http://dx.doi.org/10.2478/bjreecm-2020-0006.
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AbstractSkilled labour shortage is the shortfall of workforce in specific trades or shortage of workforce with requisite skills. The paper seeks to identify areas where there are skilled labour shortages in the building construction industry within the Central Region. A survey research approach was employed to get the study population that consisted of project managers, site engineers, site foremen and engineers working with contactors. Questionnaires were designed based on the research specific objectives and used as the main instrument for data collection. Findings from the study revealed that the shortage of skilled manpower was from painters and decorators, electricians and tile workers. Further findings showed that skilled labour shortage was caused by socio–economic conditions, external forces, job attractiveness, job characteristics, job satisfaction, industry limitations and personal factors. Employees should be encouraged to develop their trade competences and change their attitude to work, while employers should build their manpower base through training.
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Dai, Jiukun, and Paul M. Goodrum. "Generational differences on craft workers’ perceptions of the factors affecting labour productivity1This paper is one of a selection of papers in this Special Issue on Construction Engineering and Management." Canadian Journal of Civil Engineering 39, no. 9 (September 2012): 1018–26. http://dx.doi.org/10.1139/l2012-053.
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Although the current economic downturn has eased the stress of broad skilled labour shortages, it is reasonable to believe that the shortage will return when the U.S. economy rebounds. The shortage could become more substantial because the U.S. construction industry is poised to make a significant demographic shift with Baby Boomer workers approaching retirement and Generation Y workers joining the workforce. This paper investigates how different generations of craft workers perceive the factors affecting labour productivity. The data was collected through a survey of 1996 craft workers on 28 U.S. construction sites in 2004 and 2005. The analysis results reveal that: (1) Generation Y, Generation X, and Baby Boomers actually have consensus on the relative impact of productivity factors; and (2) significant differences were also observed on individual productivity factors and the primary differences among the generations were associated with tools and consumables, labour, engineering drawing management, and project policy.
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Howe, Joanna. "Is the Net Cast Too Wide? An Assessment of Whether the Regulatory Design of the 457 Visa Meets Australia's Skill Needs." Federal Law Review 41, no. 3 (September 2013): 443–69. http://dx.doi.org/10.22145/flr.41.3.3.
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With increasing use of skilled temporary migration by employers and its significant influence upon Australia's permanent migration intake, the 457 visa has far-reaching implications — both for the domestic labour market and for the long-term composition of the Australian population. The scheme was introduced in 1996 to facilitate the temporary migration of skilled overseas workers to alleviate domestic skill shortages. Predicated upon a premise of business demand, the scheme allows employers to sponsor overseas workers whose occupations are on the Consolidated Sponsored Occupation List. Verification of whether the employer's attestation of a skill shortage is genuine is provided through employer-conducted labour market testing for certain occupations and the market salary rates requirement. This article questions whether these regulatory mechanisms are effective for ensuring the 457 visa program meets its objectives.
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Mazzeschi, Marco. "The EU Policy to Attract Highly Skilled Workers: The Status of Implementation of the Blue Card Directive." Journal of Management and Sustainability 6, no. 4 (November 28, 2016): 45. http://dx.doi.org/10.5539/jms.v6n4p45.
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<p>A worldwide shortage of about 38-40 million highly skilled workers is forecast by 2020. Many countries are implementing policies to attract workers with special skills and knowledge. What is the European Union doing to face this challenge? In 2009 the EU adopted the so called Blue Card Directive (n. 2009/50) to attract highly qualified workers from abroad, address labour and skills shortages and strengthen the EU’s competitiveness and economic growth. The Directive was implemented by most EU countries during 2012 but has proven to be insufficiently attractive and underused, with only a limited number of Blue Cards issued. For these reasons, the EU Commission has announced some proposed changes to the Blue Card Directive. The specific objectives are, amongst other things, to increase the numbers of third-country highly skilled workers immigrating to the EU and simplify and harmonise admission procedures for third-country highly skilled workers.</p><p>The article also outlines a summary of the current state of implementation of the Directive in the following countries: Italy, France, Spain, Germany, Poland, Hungary, Austria, Belgium and The Netherlands.</p>
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Hanlon, W. Walker. "Skilled Immigrants and American Industrialization: Lessons from Newport News Shipyard." Business History Review 92, no. 4 (2018): 605–32. http://dx.doi.org/10.1017/s0007680519000023.
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In the late nineteenth century, American shipyards started building modern metal ships, a sector dominated by the British. But, they faced a challenge: a shortage of domestic workers with the skills to fabricate large metal ships. Using census of population data, this article describes how one important U.S. shipyard, Newport News Shipbuilding, overcame the shortage of skilled domestic workers to assemble an effective labor force. The results show that skilled immigrants, mainly from Britain, played an important role in the shipyard's early life while, over time, native workers were trained to fill skilled occupations.
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Azmi, Tazifuzin, and Dani Salleh. "A REVIEW ON TVET CURRICULUM PRACTICES IN MALAYSIA." International Journal of Education, Psychology and Counseling 6, no. 40 (June 25, 2021): 35–48. http://dx.doi.org/10.35631/ijepc.640003.
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The Malaysian labour market traditionally experiencing a shortage of skilled human resources. Labour shortages in the country, especially in the technical fields have resulted in more foreign engineers were recruited in many areas, especially those that need technical ability. Because of the poor education and training system, the workforce is mostly made up of less-qualified workers. This has created critical skills gaps in almost all sectors of the Malaysian economy. TVET provides specific work to people by learning the principles of technology through extensive educational knowledge following a more specific skill training process.
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van Riemsdijk, Micheline. "Obstacles to the Free Movement of Professionals: Mutual Recognition of Professional Qualifications in the European Union." European Journal of Migration and Law 15, no. 1 (2013): 47–68. http://dx.doi.org/10.1163/15718166-12342023.
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Abstract European states are experiencing a shortage of healthcare workers, and hiring managers are increasingly looking for foreign-trained health professionals to fill care shortages. However, these workers often experience difficulties with the transfer of their professional qualifications across national borders. This article investigates the recognition of Polish nursing qualifications in the EU, studying the directives for mutual recognition of nursing qualifications, negotiations over Poland’s Accession Treaty, and efforts by the Polish Chamber of Nurses and Midwives to reverse its discriminatory conditions. It is argued that the exclusion of the Polish nursing unions from the accession negotiations constitutes a democratic deficit, and that the creation of a single European market is not yet achieved. The findings are placed in a larger discussion about the Europeanization of healthcare delivery, the harmonization of curricula in higher education, and the consequences of these developments for the free movement of skilled workers within the EU.
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Bishop, John H., and Shani Carter. "The Worsening Shortage of College-Graduate Workers." Educational Evaluation and Policy Analysis 13, no. 3 (September 1991): 221–46. http://dx.doi.org/10.3102/01623737013003221.
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The Bureau of Labor Statistics (BLS) projections of occupational employment growth have consistently underpredicted the growth of skilled occupations. BLS currently projects that professional, technical, and managerial jobs will account for 44.5% of employment growth between 1988 and 2000, while we project they will account for 70% of employment growth. Between March 1988 and March 1991 these occupations, in fact, accounted for 87% of employment growth. The BLS’s projections of the supply/demand balance for college graduates have also been off the mark—predicting a surplus for the 1980s when, in fact, a shortage developed, and relative wage ratios for college graduates rose to all-time highs. We project that the supply of college educated workers will grow more slowly during the 1990s and that there will be a continuing escalation of wage premiums for college graduates.
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Houlahan, Bart, and Dan Osusky. "Introducing B Corporations to the Higher Education Community." Higher Learning Research Communications 6, no. 2 (June 30, 2016): 15–19. http://dx.doi.org/10.18870/hlrc.v6i2.310.
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The higher education industry faces many challenges. Despite the recognition that a college degree is essential to developing skilled employees, informed citizens, and flourishing people, there is a shortage of skilled workers, college costs (and student debt) are rising, and the attainment gap for minorities and underrepresented populations remains stark.
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O.G., Honcharenko, and Sirenko K. Yu. "Current trends in youth employment in Ukraine." Scientific Herald of Sivershchyna. Series: Education. Social and Behavioural Sciences 2020, no. 2 (December 21, 2020): 38–51. http://dx.doi.org/10.32755/sjeducation.2020.02.038.
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The relevance of the scientific article topic is due to the growing importance of human capital as a major factor in economic growth, so higher education is becoming an important means of forming a new generation of qualified personnel and the development of intellectual capital. As a basis for the formation of human capital, education is related to the functioning of the labor market. The imbalance in the development of higher education and the labor market causes both a surplus of specialists in certain areas of training and a shortage of highly qualified personnel in some specialties. Scientists consider human capital from the standpoint of economic asset, which is formed by investing in education and training of the worker, and contributes to the specific effect associated with the involvement in material production of economically active labor. The purpose of the article is to assess the state of the national labor market and study the share of economically active population by level of education, identify existing problems and the ways of their solving. The results of the study. The training of skilled labor in Ukraine is suboptimal and does not meet the needs of the domestic labor market, which requires their synchronization. Despite the decline in the main quantitative indicators of higher education coverage, over the last ten years about 70% of students have become students of higher educational institutions and Ukraine ranks fifth position in Europe and twelfth position in the world in terms of higher education coverage. It is established that the shortage of personnel trained to work in the new socio-economic conditions is an objective reason for changing the structure of specialties for which training is carried out, and the chronic lack of funding for higher education forces to expand enrollment in social sciences and humanities disciplines which attract students. The main reasons for informal employment are the imperfection of organizational, managerial and regulatory mechanisms of the labor market, employment, imbalance in the labor market and educational services, which do result in changes in the quantitative and qualitative structure of the labor market and personnel skills mismatch. In this context, the optimization of public procurement and funding of training in higher education institutions remains relevant. It is investigated that in addition to the formal signal of professional competencies in the form of a diploma, the employer considers the presence of job applicants “soft skills”, which are considered non-specialized, between professional skills that allow professionals to adapt to new conditions, perform non-standard tasks to change the field of employment. Conclusions. Ukraine’s national economy could be more productive if the state focused on ensuring the productive potential of young people. “The positive effects of public investment in youth employment can be enhanced by ensuring that young workers have the necessary skills. In this sense, linking infrastructure investment to labor market policies will help increase the number and quality of jobs for young people” [10]. The research shows that in Ukraine the quality of training in the system of higher educational institutions does not fully meet the needs of the national labor market, which causes a high level of unemployment of their graduates. As a result, Ukraine is losing the factors of economic growth – human and intellectual capital, which migrates abroad not realizing itself in the country. Thus, it requires new approaches to the development of the higher education system and in modern conditions higher educational institutions should intensify activities aimed at strengthening cooperation between business and employers in maximizing the adaptation of educational programs to the needs of the national economy which are extremely popular with domestic experts. Key words: labor market, human capital, labor resources, unemployment.
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Bolshova, N. N. "Germany's Immigration Policy Towards Highly-Skilled Workers in the 21stCentury." MGIMO Review of International Relations, no. 6(27) (December 28, 2012): 226–36. http://dx.doi.org/10.24833/2071-8160-2012-6-27-226-236.
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At the end of XX - beginning of XXI century due to accelerating the transition of the world economy to the innovative way of development, "knowledge" has become a direct force of production, significantly increased the role of human capital as the main factor in future economic growth and competitiveness of modern states. In turn, developed and developing countries, faced with a shortage of personnel in high-tech industries and the "brain drain", modernize their immigration policy to attract highly qualified foreign personnel from all over the world and to secure its own intellectual resources. The article examines recent changes in the modern migration policy in Germany, which has become, on the one hand, more selective to different categories of workers, and on the other hand - more open for skilled personnel, especially from developing countries. The purpose of this policy is primarily to cover the shortage of skilled personnel in the national labor market by attracting foreign specialists.
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Venter, Lieschen, and Stephan Visagie. "Optimal assignment and scheduling of workers and tasks on an assembly line." Suid-Afrikaanse Tydskrif vir Natuurwetenskap en Tegnologie 28, no. 1 (September 2, 2009): 64–84. http://dx.doi.org/10.4102/satnt.v28i1.48.
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In this paper the assignment of cross-trained and temporary workers to tasks on an assembly line is investigated. Cross-trained workers are skilled to perform more than one task on the assembly line in the production process. Temporary workers are viewed as either trained or untrained and may be hired or laid off as required. The solution procedure may be divided into three parts. During the first part a model is formulated to determine an optimal assignment of the workers to the production tasks. During the second part the model is extended to determine the effect of the assignment of both trained and untrained temporary workers to the tasks on the assembly line. During the final part of the model an optimal sequence of tasks in the assembly line is determined that minimises the resulting execution times of these tasks. During the first part the objective is to maximise the total production utility. This is achieved by implementing a two-phase model. The first phase maximises the utility of pro-duction by minimising labour shortage in the assembly line. During the second phase the improvement of the workers’ levels of skill is maximised while the effect of the learning and forgetting of skills is taken into consideration. A learn-forget-curve model (LFCM) is implemented to model the effect of this human characteristic on the master model. This approach ensures that the advantageous cross-trained nature of the workers is maintained and optimized, without a large deviation from the solution determined by the first phase. The objective of the second part is to minimise the labour cost of production by determin-ing the best type of workers for a certain task as well as the manner in which they should be hired or laid off. A worker is classified as either permanently or temporarily employed. Tem-porarily employed workers are further classified as either untrained or cross-trained workers. The assignment of workers to tasks on the assembly line is achieved by means of a Master Production Scheduling (MPS) model. The MPS has as its objective the minimisation of the total labour cost of performing all the tasks. The labour cost is defined as the sum of the temporary workers’ daily wages, the overtime cost of permanent workers, the overtime cost of temporary workers and the cost of employing and laying off temporary workers. Finally, during the third part an optimal sequence of tasks is determined in the production process in order to minimise the total production time. This is achieved by means of a two-phase dynamic assembly line balancing model, which is adjusted to incorporate the critical path method. During the first phase, an optimal task sequence is determined, while during the second phase, an optimal assignment of tasks to workstations and the timing thereof, is determined. The practical applicability of the model is demonstrated by means of a real life case study. The production of various styles of shoes in a leatherworks factory is considered. The production of each style requires a different set of tasks and each task requires a different level of skill. The factory under consideration employs both cross-trained and temporary workers and data sets were obtained empirically by observation, interviews and questionnaires. Upon execution of the first phase of the assignment model, an optimal utility is found and the second phase is able to maximise the increase of the workers’ skill level without deviation from this optimum. Upon execution of the employment model, it is found that labour costs are minimized by increasing the use of temporary workers and by assigning the maximum allowable number of overtime hours to them. Upon application of the scheduling model, an improved time is obtained compared to the standard execution time of each style. The results obtained from the case study indicate that the application of the model presented in this paper shows a substantial improvement in production, while reducing the cost of labour as well as improving the overall level of workers’ skills. A multi-objective model is thus developed which successfully maximises production utility, maximises skill development of workers, minimises labour costs and the occurrence of idle workers as well as minimises total execution time.
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Gimpelson, V. "Shortage of Skills in the Labor Market: Limited Supply, Lack of Demand, or False Signals from Employers?" Voprosy Ekonomiki, no. 3 (March 20, 2004): 76–94. http://dx.doi.org/10.32609/0042-8736-2004-3-76-94.
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The article discusses the issue of shortage of skills in the Russian industry. Using microdata from a survey of industrial enterprises, the author confirms that most of employers complain of difficulties in hiring and attaching skilled workers. In case of mass occupations, this shortage relates mostly to low efficient enterprises, which are unable or unwilling to pay competitive market going wage. More efficient and better paying firms are less likely to face shortage of general skills on the labor market but may face limited supply of specific skills.
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Martin, Philip L., and Martin Ruhs. "Independent commissions and labour migration: The British MAC." Migration Letters 11, no. 1 (January 1, 2014): 23–32. http://dx.doi.org/10.33182/ml.v11i1.167.
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The independent Migration Advisory Committee (MAC) was created in 2007 after a decade in which the share of foreign-born workers in the British labour force doubled to 13 per cent. The initial core mandate of the MAC was to provide “independent, evidence-based advice to government on specific skilled occupations in the labour market where shortages exist which can sensibly be filled by migration.” The MAC's answers to these 3-S questions, viz, is the occupation for which employers are requesting foreign workers skilled, are there labour shortages, and is admitting foreign workers a sensible response, have improved the quality of the debate over the “need” for foreign workers in the UK by highlighting some of the important trade-offs inherent in migration policy making. The MAC can clarify migration trade-offs in labour immigration policy, but cannot decide the ultimately political questions about whose interests should be prioritised and how competing policy objectives should be balanced.
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Lam, Joanna Kit-Chun. "Shortage of highly skilled workers in Hong Kong and policy responses." Journal of International Migration and Integration / Revue de l'integration et de la migration internationale 1, no. 4 (December 2000): 405–25. http://dx.doi.org/10.1007/s12134-000-1022-4.
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Brucker Juricic, Belinda, Mario Galic, and Sasa Marenjak. "Review of the Construction Labour Demand and Shortages in the EU." Buildings 11, no. 1 (January 2, 2021): 17. http://dx.doi.org/10.3390/buildings11010017.
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This paper reviews the recent literature on skill and labour shortages in the labour market with special emphasis on the construction sector in the European Union Member States, foreseeing the Construction 4.0 era. The free movement of people is one of the rights of all citizens of the EU which also includes the free movement of workers. Labour shortages in the EU are expected to increase in the future due to a declining population and an ageing workforce. In order to recognize and forecast labour shortages, EU Member states use a variety of instruments but they do not answer as to whether it is possible to use migrant labour to appease those shortages. There are several systems used to classify labour shortages in the EU Member states. Most of the countries classify labour shortages in relation to different sectors or occupation groups as well as by skill levels, but in some Member States, classification is made according to the type of employment. Instruments used to measure labour shortages significantly differ from country to country. Several criteria are used for creating lists of shortage occupations and most of the criteria include demand side and supply side criteria. A majority of the Member States are facing labour and skill shortages in various sectors and the construction sector is not an exception. As total employment in the construction sector decreased, so did the share of employed migrants. Labour shortages in the construction sector can be eased by the availability of a labour supply willing to accept unqualified and low-paying jobs. The construction sector seeks low-, medium-, and high-skilled individuals and is most likely the sector where most of the incoming migrants will be working, which has an impact on the development and implementation dynamic of Construction 4.0.
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Aghimien, Douglas O., Oluwaseyi A. Awodele, and Christopher S. Maipompo. "Organisational Commitment of Construction Skilled Workers in Selected Construction Firms in Nigeria." Journal of Construction Business and Management 3, no. 1 (February 12, 2019): 8–17. http://dx.doi.org/10.15641/jcbm.3.1.481.
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Skilled construction workers are crucial to the successful delivery of construction projects. However, there have been reports of their shortage within the Nigerian construction industry. Ensuring commitment of the few available ones to their organisation is important as this is bound to influence the service delivery of these organisations. This paper presents the result of the assessment of the organisational commitment of skilled construction workers in Abuja, Nigeria. A quantitative survey design was adopted, and data were gathered from selected skilled construction workers in 31 construction companies registered with Nigeria's Federation of Construction Industry. Organisational Commitment Scale was adopted in assessing the commitment of these set of workers, and data were harnessed through the use of a questionnaire. Percentage, mean item score and Kruskal-Wallis H-Test were used in analysing the data gathered. Cronbach Alpha test was also conducted to test the reliability of the research instrument. The study revealed that the common type of commitment exhibited by skilled construction workers is the continuance commitment. Factors such as getting feedback from supervisors, payment received being equal to work done, and the availability of opportunities to grow, play a major role in the commitment type being exhibited. The practical implication of this result is that construction companies within the country need to improve in the aspect of human resource management to attain better commitment and at the same time improve their productivity. It is believed that the findings of this study will assist construction organisations in adopting the right method that will help enhance the organisational commitment of their skilled workers.
Keywords: Construction workers, Nigeria, Organisational commitment, Skilled workers, Workers satisfaction.
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Tierney, Robert. "Immigration and Production Line Margins in the 1950s Vehicle Building Industry." Journal of Industrial Relations 36, no. 1 (March 1994): 18–36. http://dx.doi.org/10.1177/002218569403600102.
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In the 1950s, the Australian automotive industry exerted pressure on the Common wealth government to import southern European labour on a mass scale. The employers' aim was to overcome severe labour shortages on the production lines, particularly in the areas where Australian-born and non-Mediterranean immi grant men were generally reluctant to work. Prior to and during the early part of this decade, the Vehicle Builders Employees Federation (since January 1993 the Automotive section of the Automotive, Metal and Engineering Union) were exploit ing the labour shortages in the industry to strengthen their claim for the introduc tion of a uniform, semi-skilled, second-class tradesmen's margin for production line workers. Two major car makers were already paying this semi-skilled wage to line workers. The mass recruitment of southern European labour by the vehicle building industry was one of the factors undermining the production line workers' claim for this semi-skilled margin. The other important factors were Commissioner Galvin's rigid views about the marginal rates and comparative wage justice and the Vehicle Builders Employees Federation's organizational weakness and remote ness from its members.
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Drake-Brockman, Allan, and Daniel White. "Labour and productivity: exploring alternative solutions." APPEA Journal 52, no. 2 (2012): 651. http://dx.doi.org/10.1071/aj11065.
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A serious skills shortage and increasing wage rates with no apparent increase in productivity is facing Australia’s oil and gas industry. The measures announced in the 2011–12 Federal Budget on 10 May do not appear to address the skills shortage crisis and may affect the viability of some projects.This extended abstract proposes some solutions to alleviate the existing skills shortages facing offshore resource projects. It also discusses some of the structural inefficiencies in the Fair Work Act 2009 (Cth) that is contributing to these issues.Under the Regional Sponsored Migration Scheme, the Federal Budget included an increase of skilled migration from 10,000–16,000 places in 2011–12. This is in contrast to the calls from Western Australia’s resources industry suggesting about 33,000 workers will be needed by the end of this year. The major changes to Australian labour laws brought by the FW Act is said to have resulted in uncertainty about some projects.Evidence of the shift to a collective (enterprise) bargaining framework based on delivering productivity increases is not yet available. An enhanced role for union officials seems to have resulted in an increase in union power and union influence in enterprise bargaining. This may be a reason for wage blow-outs in the oil and gas industry.
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Li, Ming-Liang. "Standardizing Components and Rotating Workers Using GT-Based Algorithm—A Case Study." Sustainability 13, no. 14 (July 14, 2021): 7880. http://dx.doi.org/10.3390/su13147880.
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In both manufacturing and remanufacturing systems, exploiting bulk buying and avoiding delivery delays due to material shortages are crucial. One method that aids in these processes is component standardization. Additionally, company managers seek to reduce labor costs and mitigate the risk of sudden worker resignation or absence due to, for example, reasons associated with the COVID-19 pandemic. The aforementioned problems could be solved using the sorting algorithm proposed in this study. The concept of the proposed algorithm is based on group technology. One numerical example and two case studies are presented to demonstrate the utility of the proposed algorithm. The first example suggested that the performance of the algorithm proposed in this study is superior to another one in the literature. The second one demonstrated that the algorithm in this work achieves component standardization by reducing an initial number of 12 components down to 6. The final case study provides an effective means of grouping workers with similar operational abilities and suggests how to assign new tasks to other skilled workers if a worker resigns suddenly or cannot attend work due to pandemic prevention measures.
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Howe, Joanna, and Alexander Reilly. "Meeting Australia's Labour Needs: The Case for a New Low-Skill Work Visa." Federal Law Review 43, no. 2 (June 2015): 259–87. http://dx.doi.org/10.22145/flr.43.2.4.
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This article examines whether Australia's regulatory settings for temporary migrant labour are working effectively and argues that a backdoor currently exists which permits the entry of low skilled migrant workers on visas which are not for a work purpose, namely the international student visa and the working holiday maker visa. We propose that an explicit visa pathway be created for low and semi-skilled workers so that the working conditions of these visa holders are more appropriately monitored and to enable Australia's temporary labour migration program to better meet skill shortages in the economy.
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Mukomel, Vladimir I. "Highly Skilled Migrants from Post-Soviet States: Labor Mobility." Sociological Journal 26 (2020): 31–59. http://dx.doi.org/10.19181/socjour.2020.26.2.7264.
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The Russian labor market is experiencing a shortage of highly skilled workers, and there is a consensus in Russian society that it is necessary to attract and utilize the labor of highly qualified foreign specialists. The key question of the article is: how much demand is there on the Russian labor market for the knowledge and experience of highly qualified migrants? What types of economic activities and occupations are typical for highly skilled migrants? What is their horizontal and vertical mobility on the Russian labor market? The article shows that highly skilled workers who come from post-Soviet states to Russia take jobs which are not in demand among Russian workers; the main types of their economic activities are trade, construction, utilities, social and personal services, and household assistance. Neither specific skills and knowledge nor qualifications of foreign workers are demanded on the Russian labor market: over 80% of highly skilled migrants work at jobs which do not require their education or qualification. Vertical labor mobility is predominantly downward, and upward mobility is quite rare (downward mobility is less typical for highly skilled migrants who have received education in Russia, Ukraine, and Belarus). The empirical basis of the study was the results of sociological surveys of 1,450 highly qualified migrants from the CIS and Georgia in 2017 and 1,050 in 2011.
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Michel, Jean-Pierre, and Fiona Ecarnot. "The shortage of skilled workers in Europe: its impact on geriatric medicine." European Geriatric Medicine 11, no. 3 (April 23, 2020): 345–47. http://dx.doi.org/10.1007/s41999-020-00323-0.
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Kahanec, Martin, and Martin Guzi. "How immigrants helped EU labor markets to adjust during the Great Recession." International Journal of Manpower 38, no. 7 (October 2, 2017): 996–1015. http://dx.doi.org/10.1108/ijm-08-2017-0205.
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Purpose The economic literature starting with Borjas (2001) suggests that immigrants are more flexible than natives in responding to changing sectoral, occupational and spatial shortages in the labor market. The purpose of this paper is to study the relative responsiveness to labor shortages by immigrants from various origins, skills and tenure in the country vis-à-vis the natives, and how it varied over the business cycle during the Great Recession. Design/methodology/approach Using data primarily from the EU Labor Force Survey and the EU Statistics on Income and Living Conditions, the authors calculate a wage-based measure of labor shortages in the first stage while in the second stage the authors use them in a first-differences fixed-effects model as a regressor to explain changes in immigrants’ distribution across sectors, occupations and countries vis-à-vis the natives. Findings The authors show that immigrants have responded to changing labor shortages across EU member states, occupations and sectors at least as much and in many cases more flexibly than natives. This effect is especially significant for low-skilled immigrants from the new member states or with the medium number of years since migration, as well as with high-skilled immigrants with relatively few (one to five) or many (11+) years since migration. The relative responsiveness of some immigrant groups declined during the crisis years (those from Europe outside the EU or with 11 or more years since migration), whereas other groups of immigrants became particularly fluid during the Great Recession, such as those from new member states. Research limitations/implications The results suggest that immigrants may play an important role in labor adjustment during times of asymmetric economic shocks, and support the case for well-designed immigration policy and free movement of workers within the EU. Some limitations include alternative interpretations of the wage premium as our measure of shortage, as well as possible endogeneity of this measure in the model. Originality/value The results provide new insights into the functioning of the European Single Market and the roles various immigrant groups play for its stabilization through labor adjustment during the times of uneven economic development across sectors, occupations and countries.
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Chang-Richards, Yan, Suzanne Wilkinson, Erica Seville, and David Brunsdon. "Effects of a major disaster on skills shortages in the construction industry." Engineering, Construction and Architectural Management 24, no. 1 (January 16, 2017): 2–20. http://dx.doi.org/10.1108/ecam-03-2014-0044.
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Purpose The purpose of this paper is to empirically investigate the effects of a major disaster on the management of human resources in the construction sector. It sets out to identify the construction skills challenges and the factors that affected skills availability following the 2010/2011 earthquakes in Christchurch. It is hoped that this study will provide insights for on-going reconstruction and future disaster response with respect to the problem of skills shortages. Design/methodology/approach A triangulation method was adopted. The quantitative method, namely, a questionnaire survey, was employed to provide a baseline description. Field observations and interviews were used as a follow-up to ascertain issues and potential shortages over time. Three focus groups in the form of research workshops were convened to gain further insight into the feedback and to investigate the validity and applicability of the research findings. Findings The earthquakes in Christchurch had compounded the pre-existing skills shortages in the country due to heightened demand from reconstruction. Skills shortages primarily existed in seismic assessment and design for land and structures, certain trades, project management and site supervision. The limited technical capability available nationally, shortage of temporary accommodation to house additional workers, time needed for trainees to become skilled workers, lack of information about reconstruction workloads and lack of operational capacity within construction organisations, were critical constraints to the resourcing of disaster recovery projects. Research limitations/implications The research findings contribute to the debate on skills issues in construction. The study provides evidence that contributes to an improved understanding of the industry’s skills vulnerability and emerging issues that would likely exist after a major disaster in a resource-limited country such as New Zealand. Practical implications From this research, decision makers and construction organisations can gain a clear direction for improving the construction capacity and capability for on-going reconstruction. Factors that affected the post-earthquake skills availability can be considered by decision makers and construction organisations in their workforce planning for future disaster events. The recommendations will assist them in addressing skills shortages for on-going reconstruction. Originality/value Although the study is country-specific, the findings show the nature and scale of skills challenges the construction industry is likely to face following a major disaster, and the potential issues that may compound skills shortages. It provides lessons for other disaster-prone countries where the resource pool is small and a large number of additional workers are needed to undertake reconstruction.
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Cundal, Kerry, and Brian Seaman. "Canada’s temporary foreign worker programme: A discussion of human rights issues." MIGRATION LETTERS 9, no. 3 (October 28, 2012): 201–14. http://dx.doi.org/10.33182/ml.v9i3.92.
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Canada, like many other developed countries, has implemented a temporary foreign workers’ programme, ostensibly to address temporary labour shortages within its domestic labour market. However, there is growing evidence of the programme being used to meet longer-term labour demands, with low-skilled migrant workers being marginalized into low paying service industry jobs and manual labour in the construction and manufacturing industries. Furthermore, there is evidence of these marginalized workers suffering human rights abuses and economic exploitation. This paper discusses some of these problems and presents a case for legislative reform.
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Tsay, Ching-Lung. "Clandestine Labor Migration to Taiwan." Asian and Pacific Migration Journal 1, no. 3-4 (September 1992): 637–55. http://dx.doi.org/10.1177/011719689200100312.
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Illegal migration to Taiwan is a recent phenomenon but with a rapid rate of increase. Most illegal foreign workers enter on visitor's visas and overstay. This paper's detailed analysis of official data reveals that Malaysia, Philippines, Indonesia and Thailand are the major sources, providing a stock of mostly male workers numbering around 40,000. Sociodemographic and attitudinal changes among Taiwanese workers coupled with labor shortages in low-skilled jobs are pressuring the Taiwanese government to formulate plans for a systematic importation of foreign labor.
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Ceric, Anita, and Ivona Ivic. "Construction labor and skill shortages in Croatia: causes and response strategies." Organization, Technology and Management in Construction: an International Journal 12, no. 1 (June 22, 2020): 2232–44. http://dx.doi.org/10.2478/otmcj-2020-0019.
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AbstractThe construction labor is crucial to the construction industry, which is known globally for its creation of jobs at different skill and professional levels. The world's construction industry is currently experiencing a rapid recovery after the 2008 global crisis. This positive growth is also noticeable in Croatia. Nevertheless, the industry is experiencing a considerable shortage of skilled labor. First, this paper investigates the main causes of the current condition of the labor market through an extensive literature review and construction market analysis. Second, the case study of the Croatian construction labor market is presented. The longitudinal study of official statistical data shows that the total number of workers employed over the last 10 years has decreased significantly. There has been an increase in the number of unskilled workers and a decrease in the number of all other types of workers between 2016 and 2017. Following the literature review and market analysis, the response strategies for the problem of labor shortage in Croatian construction are provided and discussed.
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Honda, Kohji, and Noriyuki Tabushi. "Design of Longitudinal Beam Layout on a Curved Shell Based on the Production-Oriented Design Concept." Journal of Ship Production 10, no. 04 (November 1, 1994): 217–22. http://dx.doi.org/10.5957/jsp.1994.10.4.217.
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A VLCC (very large crude oil carrier) has approximately 1000 curved longitudinal beams, many of which have three-dimensional complicated curvatures. Due to the shortage of highly skilled workers and the need to keep costs down, production and structural designers have worked to reduce the number of such beams. In order to meet the requirements of production, the authors' company has attempted several design approaches for the longitudinal beam layout to reduce the number of beams that have complicated curvature. Recently, through the application of a computer-aided design system, which has been improved for shipbuilding based on the Calma's system, a new design method for the longitudinal beam layout has been successfully developed. A significant number of beams with a twisted configuration have been eliminated and replaced with beams of simpler, two-dimensional shapes. This paper shows the transition of these design approaches, and the application of the new design to building a VLCC.
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Aldrich, Robyn. "The ageing demographic transition: The impact on elderly and social workers." Aotearoa New Zealand Social Work 22, no. 2 (January 1, 2010): 4–12. http://dx.doi.org/10.11157/anzswj-vol22iss2id187.
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The issues associated with an ageing population pose substantial challenges for governments globally. Social workers are well suited to respond to the challenges of this demographic change. However, there is a severe shortage of social workers that are skilled in working in this field. This article looks at the ageing demographic transition, how support for the increasing older population will be a problem, and the issues that may impact older people,as well as social workers. How discrimination, culture and ethics inform social work practice, and the legislation and policies that are available for the aged. The article also looks at the knowledge, skills, values, beliefs and models of practice that are used by social workers in working with the older generation.
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Überwimmer, Margareth, Denise Hurch, and Georg Feichtinger. "Actions Against the Lack of Highly Skilled Workers in the Regions of Upper Austria." JOURNAL OF INTERNATIONAL BUSINESS RESEARCH AND MARKETING 5, no. 2 (2020): 7–11. http://dx.doi.org/10.18775/jibrm.1849-8558.2015.52.3001.
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Globalization, rapid technological changes and labor market developments cause that companies require different skilled employees on a continuous basis. This leads to a shortage in skilled workers in Upper Austria. In order to overcome this issue Upper Austrian regions try to attract skilled workers from abroad or people who left the region and moved to another place in Austria. In order to foster this movement Austria introduced the Red-White-Red Card in 2011, which eases the access to the labor market for skilled workers from the non-EEA (European Economic Area). An empirical study conducted in 2016 and 2017 should support the companies in evaluating their level of attractiveness from the point of view of immigrants and remigrants and should give them advice on how to increase this level. The study is made up of an online questionnaire consisting of nine dimensions, which are called welcome_here, _administration, _job, _housing, _family, _education, _leisure time, _health and _infrastructure. In every dimension challenges for the companies, needs of the employees and possible actions and solutions taken are being evaluated. The questionnaire consists of a mix of closed, multiple choice and open questions. In 2016 and 2017 in total 41 companies and 39 municipalities filled in the questionnaire. This report deals with the results of the interviews conducted with the companies. In general, companies evaluated their level of competence higher than the need for action in each of the nine dimensions, except in welcome_infrastructure. The biggest challenges for immigrating skilled workers are mainly language barriers, integration and settlement of the family/partner. From the company side it becomes visible that employers do not perceive themselves responsible for some dimensions dealing with leisure time or the family.
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Ho, Paul H. K. "Labour and skill shortages in Hong Kong’s construction industry." Engineering, Construction and Architectural Management 23, no. 4 (July 18, 2016): 533–50. http://dx.doi.org/10.1108/ecam-12-2014-0165.
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Purpose – With many large-scale infrastructural and residential projects in Hong Kong, the construction industry is suffering from serious labour and skill shortages. The purpose of this paper is to identify practicable strategies for resolving these problems, assess the effectiveness of these identified strategies and finally develop a conceptual labour supply model. Design/methodology/approach – Data were collected qualitatively and quantitatively through discussion forums and questionnaire surveys. Comprising 30 expert members, two discussion forums were held to identify both practical response strategies and conceptual labour supply framework. Based on ten identified strategies, surveys were then conducted in the form of a web-based questionnaire. In total, 2,900 respondents were invited to take part and 438 questionnaires were completed. Grounded theory approach was adopted to develop a labour supply theory. Findings – In total, three identified strategies which could deliver quick results to the industry were increasing worker wages, importing foreign workers and engaging employers to provide training. Other identified strategies were also effective over the medium and long terms. Practical implications – Many of the identified solutions are enforceable. These are not only applicable to Hong Kong, but also transferable to other countries where voluntarily based measures under the free-market economy do not work in an effective manner. Originality/value – Unlike previous studies largely relied on voluntarily based measures, most of the identified strategies in this study are enforceable to ensure its effectiveness. In addition, based on the grounded theory approach, this study has developed a conceptual model for analysing labour supply issues in both local and overseas situations, thus contributing to the new knowledge in this area.
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Hente, Luisa, and Torsten Schlesinger. "Factors influencing the implementation of workplace health promotion in companies in rural areas." International Journal of Workplace Health Management 14, no. 2 (March 9, 2021): 242–59. http://dx.doi.org/10.1108/ijwhm-04-2020-0058.
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PurposeWorkplace health promotion (WHP) is becoming increasingly important due to the ageing workforce and a shortage of skilled workers. Nevertheless, too few companies have reacted to the demographic change and introduced health-promoting measures. This paper aims to identify which factors influence the implementation of WHP, especially in small and medium-sized enterprises (SMEs) in rural areas.Design/methodology/approach253 companies in a rural area in the federal state of Saxony (Germany) were surveyed using a standardised questionnaire via a computer-assisted telephone interview. Bivariate analyses and logistic regression models were carried out. The focus was on the relationship between the status of WHP and the size of the company, pressure of demographic change, health-related attitude and organisational capacity factors.FindingsIt was shown that, in addition to the control variables company size and pressure of the shortage of skilled workers, a company's attitude regarding health promotion, financial capacity and planning and development capacity has a relevant influence on the status of WHP.Practical implicationsBased on the results, targeted measures can be developed and converted to implement WHP, particularly in SMEs in rural regions. The focus should be on sensitisation, knowledge transfer and capacity development.Originality/valueThe present paper reveals the relationship between company size, pressure of demographic change, health-related attitude and organisational capacities regarding the status of health-promoting measures in SMEs in a rural region.
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Bilan, Yuriy, Halyna Mishchuk, Iryna Roshchyk, and Olena Joshi. "HIRING AND RETAINING SKILLED EMPLOYEES IN SMES: PROBLEMS IN HUMAN RESOURCE PRACTICES AND LINKS WITH ORGANIZATIONAL SUCCESS." Business: Theory and Practice 21, no. 2 (November 16, 2020): 780–91. http://dx.doi.org/10.3846/btp.2020.12750.
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The ability to attract and retain the talents is an important factor in the competitiveness of countries, as it is confirmed in our study. At the level of small and medium-sized enterprises, hiring and retaining skilled workers is one of the most difficult tasks of HR management, especially in transition economies with a high intensity of “leaching out” the skilled workers due to labour migration. Our research in Ukraine, which is a prime example of such countries, conducted via the cluster analysis allows us to conclude that the problems of hiring and retaining skilled workers have some connection with profitability: there is almost always a problem with filling vacancies with people of all educational levels in unprofitable enterprises, which is not typical of profitable businesses. The main problems with filling vacancies according to employers’ estimations are: 1) market factors – shortage of employees with the required skills; 2) internal problems of ensuring the attractiveness of jobs (material – pay, and intangible – career prospects, flexible working hours, legal employment); 3) internal factors of inefficient HR management, including recruiting; 4) psycho-physiological factors of job satisfaction. However, there are no close links between the factors of hiring effectiveness and retention of skilled workers with the economic success of the organization in the form of the growth of assets, revenues and stuff. This leads to the conclusion that the practices of human resources management in small and medium-sized businesses in Ukraine are largely built chaotic, without analyzing the impact on the efficiency of the use of other resources and without providing links with the overall economic efficiency of enterprises.
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Guildford, L. "Migrant workers: a workable solution to engineering skill shortages?" Engineering Management 17, no. 1 (February 1, 2007): 20–23. http://dx.doi.org/10.1049/em:20070104.
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Motkuri, Venkatanarayana, and Udaya S. Mishra. "Human Resources in Healthcare and Health Outcomes in India." Millennial Asia 11, no. 2 (August 2020): 133–59. http://dx.doi.org/10.1177/0976399620926141.
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Human resources for health including health professionals and skilled health workers are crucial in shaping health outcomes. But the shortage of human resources in healthcare services is a reality and hence it has been a cause of concern in lower-middle income countries like India. The present exercise based on census data is a situation analysis of size, composition and distribution of human resources available in the Indian healthcare services. It also explores the relationship between educational development and health workers availability alongside the association between density of health workers and health outcomes across states of India. It is observed that despite the remarkable improvement in health workers density particularly during 2001–2011, the country is falling short of the World Health Organization’s (WHO) need-based minimum requirement (4.45 health workers per 1,000 population) of health workers. The exploratory verification asserts that there is a significant and strong positive relationship/association between the density of health workers and health outcomes.