Academic literature on the topic 'Employment rankings'
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Journal articles on the topic "Employment rankings"
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Mihci, Hakan, Mehmet Tolga Taner, and Bulent Sezen. "Employment-adjusted Human Development Index." South East European Journal of Economics and Business 7, no. 2 (November 1, 2012): 115–37. http://dx.doi.org/10.2478/v10033-012-0020-8.
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Abstract Purpose - The current HDI has a limited capacity to reflect the human condition and country rankings in an accurate way. In addition, the main critiques on the HDI suggest that it uses very few or perhaps the wrong indicators in measuring human development levels in countries. This paper aims to investigate whether the inclusion of employment as a criterion in the HDI would yield a different ranking of nations. Design/methodology/approach - In this study, estimates of the proposed Employment-adjusted Human Development Index (E-HDI) are provided for seventy-seven countries for the 2000-2007 period, and comparisons are made both for changes in the human development index (HDI) and rankings over time in each country and for differences between the E-HDI and the UNDP’s HDI across countries. Findings - The experience of a relatively large number of 77 sample countries has offered promising results for the path to improve the current status of the HDI, and hence, to overcome its weakness in terms of ranking of countries. The additional indicator, i.e. employment, improves the explanatory power of the HDI and makes significant contributions to its reliability. Research limitations/implications - The major limitation of the present study has been the lack of data for a number of the human development indicators for the rest of the countries in the world. Practical implications - The employment-adjusted index has great potential to make the HDI more operational. Social implications - By means of E-HDI, the human development performance of the countries can be better evaluated and compared with other countries by using additional information obtained from the employment position of their citizens. Originality/value - This will be the first paper in the literature that incorporates employment into the HDI..
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Lang, Liqian, Yan Wang, Qinghua Chen, and Tao Zheng. "University ranking based on faculty hiring network with minimum weighted violation rankings." International Journal of Modern Physics C 30, no. 07 (July 2019): 1940017. http://dx.doi.org/10.1142/s0129183119400175.
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University ranking arouses widespread interest among the society and the scientific community. It can cause resources to be allocated to the entity which has a higher ranking to make tremendous uneven distribution of resources such as funds, faculty, students and so on. Every year various controversial university rankings are issued by different institutions or individuals. However, they have to deal with a huge amount of data and cumbersome computing in their research. Furthermore, during the process of calculation, some key indicators are unreliable, subjective, and difficult to obtain or compute so that their results are easily questioned. An accurate and objective university ranking is important and necessary, but it still remains to be solved. In 2015, Clauset et al. creatively studied university rankings based on faculty hiring network with graduation-employment flow data. They used the minimum violation ranking (MVR) method to get a university ranking which has a high correlation with U.S. News & World Report (USN) and National Research Council (NRC) Ranking, implying a strong consistency between them. This method costs less and is also objective. Inspired by this thought, this paper proposed a new ranking algorithm with minimum weighted violation rankings derived through maximum likelihood estimation. This assumption is more reasonable, and the results are commendably consistent with the rankings of renowned agencies. This more general method is more flexible than non-weighted calculation. More importantly, this work revealed the essential mechanism of MVR by deriving maximum likelihood.
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Zenkov, A. R. "RANKINGS AS A TOOL FOR ADAPTING VOCATIONAL EDUCATION TO THE CHALLENGES OF POST-INDUSTRIAL EMPLOYMENT." Social & labor researches 46, no. 1 (2022): 117–27. http://dx.doi.org/10.34022/2658-3712-2022-46-1-117-127.
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Organizational and technological changes taking place against the background of a change in the technological structure have a profoundly transformative effect on the entire spectrum of economic relations, including their socio-labor component; accelerate the processes of restructuring the labor market; set the need to adapt existing public institutions to work in new conditions. Analyzing the dynamics and directions of the development of higher education as a key subject of the system of vocational training, the author turns to the study of the phenomenon of international university rankings, which act as the subject of this study. The relevance of the chosen research perspective is explained by a number of reasons: in just a few decades since its inception, the ratings have successfully integrated into the educational systems of various countries and have found their own niche in this field. The expert community has confirmed the opinion that the entry of universities into international rankings provides countries with opportunities for the formation of world-class labor resources. All this, on the one hand, allows us to consider rankings as a fullfledged subject of the modern system of vocational education. On the other hand, the attitude to rankings as a socio-economic and, partly, cultural phenomenon, both in the public and in the expert environment remains ambiguous. Researchers pay attention to serious flaws in ranking projects, imbalances introduced by participation in rating "competitions" for individual countries and economic systems. The aim of the paper is to study the impact of international university rankings on the state and prospects for the development of university education as the basis of the current system of professional training. The article analyzes the reasons and prerequisites for the emergence of higher education rating practices. The strengths and weak- nesses of the most popular rating projects are evaluated. Particular attention is paid to the study of the practices of participation of the national system of vocational education in rating projects. In this context, the author identifies two areas of development: the creation and promotion of their own rating projects in the global market of educational services, as well as initiatives related to the inclusion of rating projects in national development programs. The author comes to the conclusions about a certain reassessment of priorities in the development of modern university rankings, outlines the further development of the rating movement in the field of education. The methodological basis of the study was institutional, systemic approaches and methods, means of content and comparative theoretical analysis. The results of the study expand the understanding of the phenomenon of international university rankings, which can be used when forming the social policy of the state, programs for the development of higher professional education, as well as for the purposes of harmonizing relations between the labor market and the educational services market.
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Saini, Gordhan K., and I. M. Jawahar. "Do Employment Experience and Attractiveness Rankings Matter in Employee Recommendation? A Firm-level Analysis of Employers." Management and Labour Studies 46, no. 2 (February 19, 2021): 175–91. http://dx.doi.org/10.1177/0258042x21989945.
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In this article, we draw on psychological contract theory to examine the influence of employees’ experiences on their ‘employer of choice’ recommendation and on signalling theory to examine the influence of employer rankings on ‘employer of choice’ recommendation. Using firm-level data representing 387 firms, we used Tobit regression model to assess the effect of employment experience and employer attractiveness rankings on employees’ recommendation of a company as an ‘employer of choice’. We found that employment experience of current and former employees positively influenced employees’ endorsement of their employer. Culture and values, and career opportunities are the most significant variables in generating positive employee recommendation. In addition, appearing in most attractive employer rankings also influenced their recommendation. However, employer rankings lower than the median rank had no effect on whether or not employees recommended their organizations. Being ranked lower than the median did not influence employees’ decisions to endorse their organization because it does not have the same potency for employees as when a firm is ranked higher than the median. Results provide us with a nuanced understanding of the effects of employer attractiveness rankings. Our study has important conceptual and methodological strengths (including the firm-level measure of employment experience and word of mouth) over previous studies in the area of employer branding. JEL Classification: M370, M510, M540, C340, M190
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Farid Shamsudin, Mohd, Aeshah Mohd Ali, Rosni Ab Wahid, and Zulkifli Saidun. "FACTORS INFLUENCE UNDERGRADUATE STUDENTS’ DECISION MAKING TO ENROLL AND SOCIAL MEDIA APPLICATION AS AN EXTERNAL FACTOR." Humanities & Social Sciences Reviews 7, no. 1 (April 15, 2019): 126–36. http://dx.doi.org/10.18510/hssr.2019.7116.
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Purpose: This study conducted to classify factors of fixed Higher Education Institution (HEI) characteristics influenced students' decision making to enroll at private HEI and social media application as an external factor exclusively in Malaysia phenomena. The main focus of this research was to determine the relationship between independent variables (academic programs, tuition fees, location, institution rankings, institution facilities, employment opportunities, social media application) influence dependent variable (decision making); and to determine the major factor that influence students' decision making to enroll at private HEI.
Methodology: The underpinning theory applied in this study was Theory Reason Action (TRA) for social media application, while Theory of Planned Behavior (TPB) applied for academic programs, tuition fees, location, institution rankings, institution facilities, and employment opportunities. Five hundred (500) questionnaires distributed at selected private HEI around Kuala Lumpur and Selangor. Respondent was an undergraduate student semester one the year 2018 only. Data were analyzed using SPSS version 24.
Results: Findings indicated result for direct effect revealed decision making were significant in the relationship between tuition fees, location, institution ranking, institution facilities, employment opportunities, and social media application thus hypothesis H2, H3, H4, H5, H6, and H7 accepted.
Implications: Therefore, the only academic program was insignificant with decision making thus hypothesis H1 rejected. While the major factor that influences students' decision making to enroll at Private HEI in rank number one was employment opportunities H6 (β = .301; p = .000 < .05). Thus, Results of direct effects indicated there is a relationship between employment opportunities and students’ decision making to enroll at private HEI.
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Saini, Gordhan. "Do Attractiveness Rankings and Employment Experience Matter in Employee Recommendation?" Academy of Management Proceedings 2018, no. 1 (August 2018): 11705. http://dx.doi.org/10.5465/ambpp.2018.11705abstract.
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Saini, Gordhan K., and I. M. Jawahar. "The influence of employer rankings, employment experience, and employee characteristics on employer branding as an employer of choice." Career Development International 24, no. 7 (November 11, 2019): 636–57. http://dx.doi.org/10.1108/cdi-11-2018-0290.
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Purpose Drawing on the psychological contract theory and signaling theory, the purpose of this paper is twofold: first, to examine the effect of employer rankings and employment experience on employee recommendation of an employer as an employer of choice and second, to examine whether these effects vary by employee characteristics (i.e. full-time vs part-time, current vs former and newcomers vs established employees). Design/methodology/approach The authors used multilevel logistic regression on a sample of 39,010 Glassdoor employee reviews, drawn from the companies for which three-year employer rankings (from 2015 to 2017) were available, to achieve our research objectives. Findings The results show that employment experience influenced employees’ recommendation of an employer as an employer of choice. The average standardized rankings for three years (i.e. 2015–2017) was also associated with employees’ recommendation of an employer as an employer of choice. Employee characteristics such as employment type (i.e. full-time vs part-time), employment status (i.e. current vs former) and tenure significantly interacted with employment experience in affecting recommendations of a company as an employer of choice. Originality/value In contrast to the bulk of the research on employer branding that relied on job seekers, the authors studied factors that influence employees’ recommendation of an employer as an employer of choice, arguably the most important indicator of employer internal brand strength. The results offer fresh theoretical and practical insights in an area where research lags far behind practice.
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Rūsīte, Evija. "Evaluation of the Significance of the Rankings of Higher Education Institutions." Humanities and Social Sciences: Latvia 28, no. 2 (2020): 91–100. http://dx.doi.org/10.22364/hssl.28.2.06.
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More and more attention is being paid to university rankings – for student and financing attraction, and for research and graduate employment of the respective university – the reputation of universities is becoming more and more important. However, it is important to underline, that only approximately 1–3% of the world universities (200–500 universities) are represented in the most popular international rankings. Previous studies confirm that most international rankings focus predominantly on indicators related to the research function of universities. Therefore, the purpose of this study is to search for some possible solutions for more effective research work organisation at the universities and correct reflection of achieved results to raise their position in university rankings. The methods used in this study are scientific publication analysis, investigation of university ranking results with special attention to research organisation at the university and expert interviews and expert survey. Main findings: possible solutions for more effective research work organisation at the universities with aim to raise the position in different university ratings, are innovative encouragement and financial support of academic staff for active scientific publication creation, as well as practical and methodological support in the preparing of high level publication for young scientists. Also significant aspect is support of academic staff for international communication and extensive information on research results.
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GÜNAY, Aslı. "Üniversite Sıralamaları ile Ülkelerin Ekonomik Performansı Arasındaki İlişkinin İncelenmesi." Üniversite Araştırmaları Dergisi 5, no. 2 (August 20, 2022): 205–11. http://dx.doi.org/10.32329/uad.1144764.
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The main objective of this study is to examine the correlation between university rankings and the economic performance of countries, if university rankings are used as a proxy for the quality of higher education. The findings indicate that there is a correlation between the GDP (or the size of the country’s economy) and the number of universities in the top 500, but there is no correlation between the employment rate and the number of universities in the top 500 by the year of 2019. Hence, the results imply that GDP value rather than the employment rate of countries has an impact on university rankings (or the quality of higher education). Since it is thought that countries with higher or better levels of education, both in terms of quantity and quality, will also have stronger economic growth, the findings of this study could help policymakers make decisions about higher education and the economy.
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Challis, John H. "The National Academy of Kinesiology 2020 Review and Evaluation of Doctoral Programs in Kinesiology." Kinesiology Review 10, no. 1 (February 1, 2021): 1–17. http://dx.doi.org/10.1123/kr.2020-0049.
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The results of the 2020 review and ranking of U.S. doctoral programs in kinesiology conducted by the National Academy of Kinesiology (NAK) are presented. These results represent data collected for the 2015, 2016, 2017, 2018, and 2019 calendar years for 43 programs. The rankings reflect data collected on program faculty (productivity, funding, and visibility) and program students (admissions, support, publications, and employment). The data for each assessment index were first transformed into z scores, and then the z scores converted into T-scores. Weights were applied to the T-scores of the indices and then summed to obtain a total T-score. Programs were ranked in two ways: one based on the total T-scores from the data not normalized (unadjusted) and the other with total T-scores from the data normalized with respect to the number of faculty members in each program (adjusted). In addition to program rankings, descriptive data are presented on faculty and student data.
Dissertations / Theses on the topic "Employment rankings"
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Perrin, Thibault. "Employee-management social exchange trust relationship : a heterogeneous relational capital source of competitive advantage." Electronic Thesis or Diss., Aix-Marseille, 2021. http://theses.univ-amu.fr.lama.univ-amu.fr/210712_PERRIN_853ra674hrcue392qe202wds_TH.pdf.
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La confiance peut jouer un rôle de coordination intra-organisationnelle, source de performance économique. Au sein de la théorie de l'échange social, le management est un pivot entre les attentes des collaborateurs et celle des actionnaires. Il peut initier une confiance, qui, agrégée au niveau organisationnel, est un capital relationnel, source d'avantage concurrentiel. Cette recherche mobilise le classement de confiance Great Place To Work® pour étudier ce phénomène. Trois bases de données différentes sont combinées au niveau individuel puis agrégées au niveau organisationnel pour mener une étude longitudinale sur 5 années. Des analyses factorielles exploratoires ont permis d’introduire une nouvelle échelle de confiance envers le management. Des régressions hiérarchiques linéaires mettent en exergue un accroissement du capital relationnel chez les best workplaces mais de façon plus hétérogène. Un second échantillon, aléatoire, permet d’adresser des effets d’endogénéité ainsi que de discriminer les organisations présentant des niveaux de capital relationnel supérieur à la normale chez les organisations qui ne sont pas labellisées best workplaces. En procédant à des appariements par score de propension avec des entreprises issues d’un troisième échantillon indépendant, nous constatons une performance économique supérieure à la normale. Nous contribuons à une littérature relativement silencieuse sur un capital relationnel source d'avantage concurrentiel. Les implications managériales de cette recherche sont principalement dédiées aux actions managériales. Enfin, nos résultats et nos limites appellent à de futures contributions sur le rôle du managementTrust may play an intra-organizational coordination role, source of economic performance. We investigate the pivotal role of management between employees and shareholders expectations. We adhere to social exchange theory positioning management as an initiator of trust, that - when aggregated at the organizational level into a relational capital - constitutes a source of competitive advantage. We consider Great Place To Work® rankings based on trust as an accurate empirical field. We combine three different databases to conduct research at the individual level, and we aggregate data at the organizational level to conduct longitudinal research (i.e., over 5 years). First, we proceed with an exploratory factor analysis to introduce a new trust in management scale. Second, we cluster trust in management into a relational capital and proceed with hierarchical linear modelling to conclude that best workplaces generate more heterogeneous capital than organizations that did not make the list. Third, we rely on a random sample to address endogeneity issues and identify organizations experiencing above-normal levels of relational capital. We conduct propensity score matchings to compare their return on assets with similar organizations. We find that organizations with above-normal levels of relational capital outperform their competitors. We contribute to a silent literature on heterogeneous relational capital as a source of competitive advantage. Research implications are addressed to improve management actions towards employees. Finally, our findings and limitations call for future research on the role of managers, generating a heterogeneous relational capital
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Chan, Shu-Ping, and 詹淑萍. "Competency importance ranking of Employment Service Personnel - the Cases of Taidong and Hualien Area’s Employment Service Center." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/79565a.
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碩士明新科技大學
管理研究所碩士在職專班
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The development of an employment service in our country began with the introduction of the 2003 Employment Insurance Act (including an employment service, career training, and unemployment benefits), which culminated in a single united service front and assigned specialist service, the 2012 Employment Service One-Stop Model. It switched from the traditional first-come, first-served model to a tailor-made appointment-based specialist service. Regarding changes in the national policy and the employment service model, the demand for physical services in rural areas is higher than that in cities. Is the competency of employment service personnel good sufficient, ranging from one-purpose employment service to career planning coaching? What is the priority of competency building and training action points to meet the competency needs of the relevant positions? This research aimed to investigate the priority and order of competencies of employment service personnel in Employment Service Centers in Hualian and Taitung. The research method included secondary data analysis, literature review, fieldwork studies, and questionnaires on the importance of competencies. The research target group was the employment service personnel in the Hualian Employment Service Center, Yuli Employment Service Center, and Taitung Employment Service Center of the Ministry of Labor. We received 67 replies and 65 effective questionnaires out of 71 copies issued. The statistical methods used in this study were descriptive analysis, cross analysis, and frequency analysis. The findings of this research were as follows: 1. A certain degree of prioritization exists for the competencies of employment service personnel positions. 2. Competencies of employment service personnel differ depending on the position, professional background, and duration of employment. 3. Perceptions of the importance of competencies varies based on the different personal backgrounds of employment service personnel.
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Joubert, Engela Petronella. "A comparative study of the effects of liquidation or business rescue proceedings on the rights of the employees of a company." Thesis, 2018. http://hdl.handle.net/10500/25092.
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Whenever legal disciplines overlap interesting scenarios occur and differences in opinions create intellectual tension. One such interesting scenario occurs when employees’ rights are affected during a company’s liquidation or business rescue. The employees of a company are normally the last persons to find out that a company is struggling financially. They are also the only stakeholders who are in no position to negotiate their risk should the company be liquidated. It is therefore necessary to evaluate the rights given to employees during a company’s liquidation and business rescue. The fundamental ideologies of company law, insolvency law and labour law are challenged and examined to attempt a harmonizing result that respects the core of each discipline. It is crucial to determine whether an appropriate balance is struck between the interests of all the stakeholders of the company during these procedures.
The aim of this thesis is to evaluate whether South Africa manages to strike this balance. If employee rights are protected whilst a company is restructured back to solvency and success, this balance will be struck. An evaluation will also be made whether employees are always better protected during business rescue than in liquidation.
The study analyses employee rights in a company’s liquidation and during a company’s restructuring process. The comparative study of employee rights in liquidation and rescue is done with the jurisdictions of Australia and England – countries with similar procedures.
Important conclusions show that South Africa protects employee rights during business rescue procedures the best. An appropriate balance is indeed struck between the interests of all stakeholders of a company during business rescue procedures and employees are most of the time better off after a restructuring than in a liquidation. Should the recommendations for law reform be implemented in our legislation, South Africa will overcome the few obstacles currently in its way to be seen as a world leader where employee rights are concerned in liquidation proceedings as well as business rescue.Mercantile Law
LL. D.
Books on the topic "Employment rankings"
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Kröger, Martin. International employment ranking 2000. Gütersloh: Bertelsmann Foundation Publishers, 2000.
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Buchanan, Paul L. Community development in the ranking economy. [Jamaica, W.I: P.L. Buchanan], 1986.
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United States. General Accounting Office. and United States. Congress. Senate. Special Committee on Aging, eds. Older workers: Policies of other nations to increase labor force participation : report to the Ranking Minority Member, Special Committee on Aging, U.S. Senate. Washington, D.C: U.S. General Accounting Office, 2003.
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Huckemann, Stefan. Beschäftigungspolitik im internationalen Vergleich: Länder-Ranking 1980-1993 : eine Studie im Auftrag der Bertelsmann Stiftung. Gütersloh: Verlag Bertelsmann-Stiftung, 1994.
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Office, General Accounting. Older workers: Demographic trends pose challenges for employers and workers : report to the ranking minority member, Subcommittee on Employer-Employee Relations, Committee on Education and the Workforce, House of Representatives. Washington, D.C: GAO, 2001.
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Office, General Accounting. Trade adjustment assistance: Trends, outcomes, and management issues in dislocated worker programs : report to the Chairman and ranking minority member, Committee on Finance, U.S. Senate. Washington, D.C. (P.O. Box 37050, Washington, D.C. 20013): GAO, 2000.
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Office, General Accounting. Trade adjustment assistance: Opportunities to improve the community adjustment and investment program : report to the Chairman and ranking minority member, Committee on Finance, U.S. Senate. Washington, D.C. (P.O. Box 37050, Washington 20013): The Office, 2000.
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Office, General Accounting. Older workers: Employment assistance focuses on subsidized jobs and job search, but revised performance measures could improve access to other services : report to the Ranking Minority Member, Subcommittee on Employer-Employee Relations, Committee on Education and the Workforce, House of Representatives. Washington, D.C: United States General Accounting Office, 2003.
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United States. Congress. Senate. Committee on the Budget, ed. Federal workforce: Recent trends in federal civilian employment and compensation : report to the Ranking Member, Committee on the Budget, U.S. Senate. [Washington, D.C.]: United States Government Accountability Office, 2014.
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United States. Government Accountability Office. Equal employment opportunity: Improved coordination needed between EEOC and OPM in leading federal workplace EEO : report to the ranking minority member, Committee on Homeland Security and Governmental Affairs, U.S. Senate. Washington, D.C: Govt. Accountability Office, 2006.
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Mason, Aldene Meis, Léo Paul Dana, and Robert Brent Anderson. "A Study of Enterprise in Rankin Inlet, Nunavut: Where Subsistence Self-Employment Meets Formal Entrepreneurship." In Informal Ethnic Entrepreneurship, 83–98. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-99064-4_6.
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Gravett, Willem H. "Judicial Decision-Making in the Age of Artificial Intelligence." In Multidisciplinary Perspectives on Artificial Intelligence and the Law, 281–97. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-41264-6_15.
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AbstractArtificial intelligence (AI) has become a pervasive presence in almost every aspect of society and business: from assigning credit scores to people, to identifying the best candidates for an employment position, to ranking applicants for admission to university. One of the most striking innovations in the United States criminal justice system in the last three decades has been the introduction of risk-assessment software, powered by sophisticated algorithms, to predict whether individual offenders are likely to re-offend. The focus of this contribution is on the use of these risk-assessment tools in criminal sentencing. Apart from the broader social, ethical and legal considerations, to date, not much is known about how perceptions of technology influence cognition in decision-making, particularly in the legal context. What research does demonstrate is that humans are inclined to trust algorithms as objective, and, as such, as unobjectionable. This contribution examines two phenomena in this regard: (i) the “technology effect”—the human tendency towards excessive optimism when making decisions involving technology; and (ii) “automation bias”—the phenomenon whereby judges accept the recommendations of an automated decision-making system, and cease searching for confirmatory evidence, perhaps even transferring responsibility for decision-making onto the machine.
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Culotta, Fabrizio. "Given N forecasting models, what to do?" In Proceedings e report, 317–22. Florence: Firenze University Press and Genova University Press, 2023. http://dx.doi.org/10.36253/979-12-215-0106-3.55.
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This work evaluates the forecasting performances of different models using data on Italian unemployment and employment rates over the years 2004-2022 at the monthly frequency. The logic of this work is inspired by the series of M-Competitions, i.e. the tradition of competitions organized to test the forecasting performances of classical and innovative models. Given N competing models, only one winner is selected. The types of forecasting models range from the Exponential Smoothing family to ARIMA-like models, to their hybridization, to machine learning and neural network engines. Model combinations through various ensemble techniques are also considered. Once the observational period is split between the training and test set, the estimated forecasting models are ranked in terms of fitting on the training set and in terms of their forecast accuracy on the test set. Results confirm that it does not exist yet a single superior universal model. On the contrary, the ranking of different forecasting models is specific to the adopted training set. Secondly, results confirm that performances of machine learning and neural network models offer satisfactory alternatives and complementarities to the traditional models like ARIMA and Exponential Smoothing. Finally, the results stress the importance of model ensemble techniques as a solution to model uncertainty as well as a tool to improve forecast accuracy. The flexibility provided by a rich set of different forecasting models, and the possibility of combining them, together represent an advantage for decision-makers often constrained to adopt solely pure, not-combined, forecasting models. Overall, this work can represent a first step toward the construction of a semi-automatic forecasting algorithm, which has become an essential tool for both trained and untrained eyes in an era of data-driven decision-making.
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"Employment and Labor." In State Rankings 2020: A Statistical View of America, 167–208. 2455 Teller Road, Thousand Oaks California 91320: SAGE | CQ Press, 2020. http://dx.doi.org/10.4135/9781544395319.n6.
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"Employment and Labor." In State Rankings 2018: A Statistical View of America, 167–208. 2455 Teller Road, Thousand Oaks California 91320: CQ Press, 2018. http://dx.doi.org/10.4135/9781071873175.n6.
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"Employment and Labor." In State Rankings 2017: A Statistical View of America, 167–208. 2455 Teller Road, Thousand Oaks California 91320: CQ Press, 2017. http://dx.doi.org/10.4135/9781071873182.n6.
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"Employment and Labor." In State Rankings 2019: A Statistical View of America, 167–208. 2455 Teller Road, Thousand Oaks California 91320: CQ Press, 2019. http://dx.doi.org/10.4135/9781071873168.n6.
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Shah, Mahsood, Hai Yen Vu, and Winnie Eley. "Do High Ranked Universities Have Better Graduate Employment Outcomes?" In Advances in Educational Marketing, Administration, and Leadership, 210–31. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0819-9.ch011.
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University rankings are increasingly used as a measure of quality and reputation. Institutional leaders are increasingly using the outcomes of ranking in marketing of university courses. Both the critics of ranking and those who support have different viewpoints. Institutions that are ranked high celebrate their achievement however limited research is known on how outcomes of ranking are used to reward academic staff. Likewise some institutions that are not ranked enjoy ongoing student demand with increased diversity of student population, and comparable graduate outcomes. Some research suggests that students consider ranking to determine their choice, however others have ruled out. This chapter reviews the literature on both sides of the argument about ranking and it then presents the graduate employment data related to Australian universities to find out if elite universities have better graduate employment outcomes compared other universities.
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Ishikawa, Mayumi. "7 Between Local Distinction and Global Reputation: University Rankings and Changing Employment in Japan." In Global University Rankings and the Politics of Knowledge, 151–71. University of Toronto Press, 2021. http://dx.doi.org/10.3138/9781487545154-010.
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Jagannathan, Radha. "Grading the Implementation Prospects: Where Do We Go from Here?" In The Growing Challenge of Youth Unemployment in Europe & US, 233–50. Policy Press, 2021. http://dx.doi.org/10.1332/policypress/9781529200102.003.0009.
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Radha Jagannathan authors this final chapter and begins with an examination of the disconnect that exists between knowledge/data on the employment policies with an empirical record of success and the motivation to implement these policies that could dramatically reduce the youth unemployment rates in southern Mediterranean countries. This apparent disconnect is explored through a cultural lens with the help of five, not necessarily mutually exclusive, hypotheses. The chapter then goes on to provide the reader with a scorecard of the feasibility of the German and American models for the southern Mediterranean countries featured in this book. This scorecard contrasts the rankings of chapter experts with assessments of each country’s (Spain, Portugal, Greece, France, Italy) prospects by the authors of the German and American chapters (chapters 7 and 8). Each chapter expert was asked to provide a brief rational for his/her ranking based on the data and discussion which appears in the chapter contributions. These rationales are presented unfiltered. The chapter concludes with a final word on technology transfer in an environment of renewed nationalism.
Conference papers on the topic "Employment rankings"
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Çiftçi, Hakkı, and Aliye Erşahinoğlu. "Eurasian Competitive Capacity Turkey." In International Conference on Eurasian Economies. Eurasian Economists Association, 2016. http://dx.doi.org/10.36880/c07.01743.
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New ventures and creation of market awareness and industrial competition make competition as a prior concept. From this, evaluation of Eurasian competition capacity from the viewpoint of Turkey gains importance as an issue. Within the scope of EU 2020; 3 thematic priorities, 5 main targets, 7 initiatives were determined as a basis. This study that aims developing innovative management and achieving sustainable and more balanced growth with powerful innovative competition capacity, will take basic policies, which will create the competition capacity leans from Turkey to Eurasia, as a basis. This study also includes the analyses of sectoral competition capacity from Turkey to Eurasia as well as legal regulations, energy, trade, employment and geographical dimensions. As the method of this study, data regarding the indications of competition capacity over the last decade will be evaluated, deficiencies will be determined, source distribution will be directed, technological development functions will be achieved, efficient and function competition will be coordinated with the economic growth and a series of measurements will be taken and competition policies will be established in this regard. This study will also analyze the competition policies of Turkey and Eurasia and their objectives, efficiency and measurement of competition, general overview of Eurasian economies, global competition in Eurasian countries, index sequencing and scores in accordance with developed innovation in terms of Azerbaijan, Kazakhstan, Kyrgyzstan, Tajikistan and Turkey. Through the evaluation of rankings of Eurasian economies within Global Competition Index as well as the scores and Global Competition Report, the study will be concluded.
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Chen, Xuanang, Jian Luo, Ben He, Le Sun, and Yingfei Sun. "Towards Robust Dense Retrieval via Local Ranking Alignment." In Thirty-First International Joint Conference on Artificial Intelligence {IJCAI-22}. California: International Joint Conferences on Artificial Intelligence Organization, 2022. http://dx.doi.org/10.24963/ijcai.2022/275.
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Dense retrieval (DR) has extended the employment of pre-trained language models, like BERT, for text ranking. However, recent studies have raised the robustness issue of DR model against query variations, like query with typos, along with non-trivial performance losses. Herein, we argue that it would be beneficial to allow the DR model to learn to align the relative positions of query-passage pairs in the representation space, as query variations cause the query vector to drift away from its original position, affecting the subsequent DR effectiveness. To this end, we propose RoDR, a novel robust DR model that learns to calibrate the in-batch local ranking of query variation to that of original query for the DR space alignment. Extensive experiments on MS MARCO and ANTIQUE datasets show that RoDR significantly improves the retrieval results on both the original queries and different types of query variations. Meanwhile, RoDR provides a general query noise-tolerate learning framework that boosts the robustness and effectiveness of various existing DR models. Our code and models are openly available at https://github.com/cxa-unique/RoDR.
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Pina, Eduardo Antonio, and Marcelo Modesto. "Proposals to Maximize Electricity Generation From Sugar Cane in Brazil." In ASME 2014 12th Biennial Conference on Engineering Systems Design and Analysis. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/esda2014-20132.
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Brazil’s sugarcane industry has been characterized by low efficiency in energy production as it consumes large amounts of bagasse as fuel in its cogeneration system, considering its low price and abundance. The possibility of selling surplus electricity to the grid has motivated investments in improvements, such as reduction of steam demand by means of process thermal integration and double distillation systems, and employment of condensing instead of back pressure steam turbines. Four different cogeneration systems were analyzed in this work: two traditional Rankine Cycles, the first presenting back pressure steam turbine and the second featuring condensing steam turbine configuration; a BIGCC (Biomass Gasification Combined Cycle) and an altered model of the BIGCC, comprised by an extra gas turbine set operating with ethanol. Thermoeconomic analyses determining exergy based costs of electricity and ethanol for all cases were carried out. The main objective of this work is to assess the proposal to maximize electricity production from the sugarcane industry in Brazil.
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Schuknecht, Nathan H., Pamela A. Kulbeik, and Deven M. O’Rourke. "The Economic Potential and Technical Feasibility of Hybridizing Coal Power Plants With Molten Salt Parabolic Troughs." In ASME 2017 11th International Conference on Energy Sustainability collocated with the ASME 2017 Power Conference Joint With ICOPE-17, the ASME 2017 15th International Conference on Fuel Cell Science, Engineering and Technology, and the ASME 2017 Nuclear Forum. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/es2017-3140.
Full textAbstract:
When a coal-fired power plant is considered for closure, arguments are commonly made about the loss of jobs and unrealized investments. Facing this pressure, governments are reluctant to enact enforceable emission standards, and these plants continue to emit pollutants into the atmosphere. As the equipment ages, the plants may retire, but in their lifetime they will cause irreversible environmental damage. This report presents a method to mediate this damage, create jobs, maintain the efficiency of the turbine, and maintain or increase the capacity factor of the plant. Solar parabolic troughs using molten salt technology are scalable and can meet the steam conditions of a standard Rankine cycle coal-fired power plant. A marriage of these technologies allows the parabolic trough field to be installed without new power generation equipment. The turbine, generator, and transmission equipment are already in place, and when compared to a standalone concentrated solar power (CSP) plant, can be amortized over a greater number of operational hours without the use of very large amounts of thermal storage. That allows for a reduction in capital investment compared to a greenfield CSP plant, and reduces the levelized cost of energy (LCOE) from the solar contribution to well below current US Department of Energy SunShot targets. Coal-fired plant operators note that they typically cannot operate at partial power output without reducing the efficiency of their turbine accordingly. So, while a photovoltaic hybridization can take advantage of existing transmission infrastructure, it will require that the coal-fired system reduces its output and will consequently reduce the efficiency of the coal cycle. If we have to burn coal, we should do it in the most efficient way possible. Hybridizing with a molten salt parabolic trough installation makes use of the same turbine as the coal-fired system, which maintains the overall efficiency of the turbine at its design point and optimal load. With this model, the coal plant can operate at full power, reduce overall usage of coal while maintaining or even increasing employment opportunities, and reduce CO2 emissions.
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Shittu, Michael, Patrick Momoh, and Evelyn Oduntan. "Auchi Polytechnic/Commonwealth of Learning (COL) Skills-in-Demand Project: A Review of Concept, Objectives and Strategie." In Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.5975.
Full textAbstract:
The Skills in Demand Project is an initiative of Commonwealth of Learning (COL) with Auchi Polytechnic, Auchi partnering with the Auchi Tailors Union. It is a formal curriculum for training fashion designers under the National Skills Qualification (NSQ) Framework using apprentices under different master-craft persons to upgrade and standardize their training, evaluate their competence and certify them while still under the master-craft persons. The knowledge component of the curriculum will be delivered by Auchi Polytechnic Team members headed by the Project Manager using Open and Distance Learning (ODL) method with AptusPi devices provided by Commonwealth of Learning which is pre-loaded with Moodlebox LMS. The practical component will be delivered in the workplace by master-craft persons, who would be given prior training on competency-based learning and use of formal curriculum. The apprentices would be assessed internally and externally and issued NSQ Level 2 Certificates if competent by National Business and Technical Examinations Board (NABTEB). This initiative is necessitated by the rising demand for knowledge, skilled and competent workforce in the Nigeria fashion and garment industry especially among the women and girls to deliver quality designs for fashion apparel, research fashion trends and similar design, create prototypes of design piece, collaborate with fabric manufacturers for materials and work with other designers and creators to build designs. The project is co-funded by Commonwealth of learning to ensure girls and women are given better considerations and improve their employability, find decent employment and startup businesses in the nearest future as it concerns women. The benefits of this project will be in four-fold namely: learners will be acquiring new skills; acquainted with trainers who are specialist in various skills that might attract their interest to learn; increase livelihood and remote access to the training. The Auchi Polytechnic will improve on its standards and create a platform for its skills to be evaluated; the Internal Generation of Revenue (IGR) of the institution will also increase, then improve the institutional (production, achievements, women presence etc) ranking. The master-craft person (i.e. the project partners) will be more competent as they will be more exposed to the new skills and technology and the use of competency-based assessment. Lastly, the Commonwealth of Learning objectives of skills upscale and poverty reduction from partner countries would be achieved.
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Muhammad, Moin, Saja Al Balushi, and Carrie Murtland. "Harvesting Geothermal Energy from Produced Reservoir Fluids Eliminates CO2 Emission from Production Facility Operations." In International Petroleum Technology Conference. IPTC, 2022. http://dx.doi.org/10.2523/iptc-22313-ea.
Full textAbstract:
Abstract Objective ICE thermal Harvesting has developed a patented technology to convert neglected thermal energy existing in producing oil and gas wells to 100% emissions free electrical power to fulfil in-field power needs and improve operators’ emissions profile. By leveraging advanced process design and automation, heat is harvested and converted to electricity which is then safely delivered to local equipment, the grid, or energy storage fields. During production of oil and gas from high-temperature, high-pressure formations, reservoir fluids are sent through a surface choke reducing the pressure prior to flowing to surface production equipment and pipelines. Flowing pressures before a choke can be as high as 10,000 psi and will most commonly be reduced to pressures below 1,400 psi. This pressure regulation is critical to both limit unmitigated flow from the well, optimizing the ultimate recovery from the reservoir, as well as to protect surface assets from potentially damaging flowing pressures. However, as the flowing pressure is reduced, the temperature as a result also drops significantly and the thermal energy is lost. Additionally, due to the depth of many of these producer wells, the fluid being produced from the subterranean reservoirs contain large amounts of thermal energy. Currently, this thermal energy is unutilized because there is no existing methodology or technology to effectively capture this thermal energy or convert it to electrical power. Based on the EIA estimates, there are roughly 900,000 producing wells across US lands and waters. From conservative initial ICE estimates, at least 7,500 of these well sites have the potential to be utilized for this application. With electric power rates of ICE packages varying from 125kW to 210kW, this would equate to 937,500 MW to 1,575,000 MW of emissions free power production for consumption within the United States. Contrary to previous past projects exploring similar technologies aiming to utilize oil and gas wells as geothermal reserviors, the requirement of continuously pumping large volumes of fresh water downhole is eliminated by utilizing producing wells instead of reconditioning de-commissioned wells. Because the wells are already producing, the ICE system relies on the reservoir pressure or others production lift mechnism to push the oil and gas stream back to surface, rather than pumping large volumes of fluid downhole to recover the geothermal energy. The benefit of this is reducing the parasitic loads imposed by pumping fluid downhole, ultimately improving net power output by over 50%. ICE's innovations to date have been primarily centered around the harvesting of one or more heat sources, aggregating those heat sources in an optimal manner through a patented process loop, and modulating heat transfer through automated control methods. This controlled thermal product is then transferred to the Organic Rankine Cycle generator portion of the system for conversion to electricity. Building upon decades of experience in the electrification of oilfield services, ICE engineers designed the system to be highly mobile, modular, and scalable to comply with the demands of remote oilfield operations. Contrary to other heat-to-power systems, the ICE system does not necessitate civil infrastructure work or the employment of EPC firms to install. ICE systems are planned to be installed in processes spanning several industrial spaces including cement manufacturing, power production, and industrial manufacturing; anywhere large industrial cooling is required, there exists opportunity to implement ICE technology. The initial strong interest from oil and gas operators has caused the initial deployments to focus on the energy sector. These applications are found across the oil and gas value chain, ranging from upstream, midstream, and downstream processes. For this overview, two ICE system applications will be described. For the first application, thermal energy will be harvested from aggregated oil production from 11 conventional wells. As liquid production is aggregated in-field and routed toward initial processing, the production stream will flow though ICE Thermal Harvesting's system, where heat will be extracted from the stream. The second application will harvest thermal energy from natural gas wells. In this application, hot, high- pressure gas from two wells will flow through the ICE system in the vicinity of the wellhead where flowing pressures are still high. Wellhead temperatures of these wells are greater than 230 degrees Fahrenheit. The ICE system is expected to have a cooling impact of over 40 degrees Fahrenheit on the gas stream during the power production process, which will greatly reduce the cooling duty required on location. Both projects will be executed in three phases: Phase 1: Assessing the feasibility of power production from subject assets by evaluating production dataPhase 2: Utilizing the measured heat within the subject assets, ICE will finalize engineering design on heat exchange equipment best suited to harvest the maximum amount of thermal energy from production streams.Phase 3: Critical parameters will be continuously monitored remotely. Optimization engineering to be performed to maximize power production from the system to achieve as close to 125kW nameplate output as possible.
Reports on the topic "Employment rankings"
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Lora, Eduardo. The Distance between Perception and Reality in the Social Domains of Life. Inter-American Development Bank, August 2013. http://dx.doi.org/10.18235/0011489.
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The distance between perception and reality with respect to the social domains of life is often striking. Using survey data collected on Latin American countries, this paper provides an overview of the main empirical findings on the gaps between perception and reality in four social domains--health, employment, the perception of security, and social ranking. The overview emphasizes the psychological biases that may explain the gaps. Biases associated with cultural values are very relevant with respect to health and job satisfaction. Cultural differences across countries are pronounced in perceptions of health, while cultural differences across socioeconomic groups are more apparent with respect to job satisfaction. Affect and availability heuristics are the dominant sources of bias in the case of perceptions of security. The formation of subjective social rankings appears to be less culturally dependent but more dependent on the socioeconomic development in the country. The gaps between objective and subjective indicators in the social domains of life are a rich source of data to help understand how perceptions are formed, identify important aspects of people's lives that do not appear in official indicators, inform public debate on social policy, and shed light on public attitudes on key social issues.
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Mayfield, Colin. Higher Education in the Water Sector: A Global Overview. United Nations University Institute for Water, Environment and Health, May 2019. http://dx.doi.org/10.53328/guxy9244.
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Higher education related to water is a critical component of capacity development necessary to support countries’ progress towards Sustainable Development Goals (SDGs) overall, and towards the SDG6 water and sanitation goal in particular. Although the precise number is unknown, there are at least 28,000 higher education institutions in the world. The actual number is likely higher and constantly changing. Water education programmes are very diverse and complex and can include components of engineering, biology, chemistry, physics, hydrology, hydrogeology, ecology, geography, earth sciences, public health, sociology, law, and political sciences, to mention a few areas. In addition, various levels of qualifications are offered, ranging from certificate, diploma, baccalaureate, to the master’s and doctorate (or equivalent) levels. The percentage of universities offering programmes in ‘water’ ranges from 40% in the USA and Europe to 1% in subSaharan Africa. There are no specific data sets available for the extent or quality of teaching ‘water’ in universities. Consequently, insights on this have to be drawn or inferred from data sources on overall research and teaching excellence such as Scopus, the Shanghai Academic Ranking of World Universities, the Times Higher Education, the Ranking Web of Universities, the Our World in Data website and the UN Statistics Division data. Using a combination of measures of research excellence in water resources and related topics, and overall rankings of university teaching excellence, universities with representation in both categories were identified. Very few universities are represented in both categories. Countries that have at least three universities in the list of the top 50 include USA, Australia, China, UK, Netherlands and Canada. There are universities that have excellent reputations for both teaching excellence and for excellent and diverse research activities in water-related topics. They are mainly in the USA, Europe, Australia and China. Other universities scored well on research in water resources but did not in teaching excellence. The approach proposed in this report has potential to guide the development of comprehensive programmes in water. No specific comparative data on the quality of teaching in water-related topics has been identified. This report further shows the variety of pathways which most water education programmes are associated with or built in – through science, technology and engineering post-secondary and professional education systems. The multitude of possible institutions and pathways to acquire a qualification in water means that a better ‘roadmap’ is needed to chart the programmes. A global database with details on programme curricula, qualifications offered, duration, prerequisites, cost, transfer opportunities and other programme parameters would be ideal for this purpose, showing country-level, regional and global search capabilities. Cooperation between institutions in preparing or presenting water programmes is currently rather limited. Regional consortia of institutions may facilitate cooperation. A similar process could be used for technical and vocational education and training, although a more local approach would be better since conditions, regulations and technologies vary between relatively small areas. Finally, this report examines various factors affecting the future availability of water professionals. This includes the availability of suitable education and training programmes, choices that students make to pursue different areas of study, employment prospects, increasing gender equity, costs of education, and students’ and graduates’ mobility, especially between developing and developed countries. This report aims to inform and open a conversation with educators and administrators in higher education especially those engaged in water education or preparing to enter that field. It will also benefit students intending to enter the water resources field, professionals seeking an overview of educational activities for continuing education on water and government officials and politicians responsible for educational activities