Journal articles: 'Skilled workforce'

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Saberwal, Gayatri. "Seeding a skilled workforce." Nature Biotechnology 27, no. 8 (August 2009): 773–75. http://dx.doi.org/10.1038/nbt0809-773.

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Eitzen, Guy, David Panton, and Graham Mills. "Multi-Skilled Workforce Optimisation." Annals of Operations Research 127, no. 1-4 (March 2004): 359–72. http://dx.doi.org/10.1023/b:anor.0000019096.58882.54.

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Valls, Vicente, Ángeles Pérez, and Sacramento Quintanilla. "Skilled workforce scheduling in Service Centres." European Journal of Operational Research 193, no. 3 (March 2009): 791–804. http://dx.doi.org/10.1016/j.ejor.2007.11.008.

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Ma, Chenjuan. "HOME HEALTHCARE WORKFORCE AND NEIGHBORHOOD CHARACTERISTICS." Innovation in Aging 6, Supplement_1 (November 1, 2022): 286. http://dx.doi.org/10.1093/geroni/igac059.1138.

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Abstract Despite the rapid increase in the needs for home- and community-based services (HCBS), including home health care which is the most commonly used HCBS, workforce shortage has become a critical challenge to home health agencies in providing quality care to meet the needs of millions of homebound Americans. This study aimed to examine the availability of home health care workforce and its variations by neighborhood characteristics. We linked several national datasets from 2019 and included information from 11,005 HHC agencies in 1,849 counties. The unit for analysis is county. We found that on average county had fulltime equivalent (FTE) 83 (SD=351) home health care nurses, 120 (SD=411) FTE skilled home health providers (e.g., nurses, physical/occupational therapists) and 37 (SD=411) FTE aides. For every 1,000 persons, on average counties had 0.7 (SD=4.6) FTE nurses, 0.9 (SD=4.7) FTE skilled providers, and 0.2 (SD=0.8)) FTE aides. For every 1,000 older adults (>=65), on average counties had 3.6 (SD=23.9)) FTE nurses, 4.8 (SD=24.6) FTE skilled providers and 1.2 (SD=4.4) FTE aides. We also found that counties with moderate (2nd tertile) proportion of Black and Hispanic Americans; counties with highest (3rd title) proportion of Black and Hispanic Americans had the lowest number of FTE home health care aides per every 1,000 persons. Our findings highlight the staff shortage facing home health care and suggest the existence of disparities in availability of home health care workforce.

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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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Okoro, Chima Onyebuchi. "Unqualified Skilled Workforce Involvement in Construction Process in South East Nigeria." International Journal of Psychosocial Rehabilitation 24, no. 02 (February 12, 2020): 1796–807. http://dx.doi.org/10.37200/ijpr/v24i2/pr200481.

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Brusco, Michael J., Tony R. Johns, and John H. Reed. "Cross‐utilization of a two‐skilled workforce." International Journal of Operations & Production Management 18, no. 6 (June 1998): 555–64. http://dx.doi.org/10.1108/01443579810370116.

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Sleezer, Catherine M., and Dan Denny. "Strategies for Developing a High-Skilled Workforce." Performance Improvement Quarterly 17, no. 1 (October 22, 2008): 41–55. http://dx.doi.org/10.1111/j.1937-8327.2004.tb00301.x.

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O’Rourke, Pam, and Laura Caramanica. "Addressing Workforce Needs in Skilled Nursing Facilities." Nurse Leader 18, no. 2 (April 2020): 122–25. http://dx.doi.org/10.1016/j.mnl.2019.12.007.

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TREMBLAY, JEAN-FRANÇOIS. "Singapore acts to keep its skilled workforce." Chemical & Engineering News 76, no. 41 (October 12, 1998): 17–18. http://dx.doi.org/10.1021/cen-v076n041.p017a.

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Fayek, Aminah Robinson, Mike Yorke, and Ron Cherlet. "Workforce training initiatives for megaproject success." Canadian Journal of Civil Engineering 33, no. 12 (December 1, 2006): 1561–70. http://dx.doi.org/10.1139/l05-125.

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The recent trend of mega construction projects has resulted in some major challenges and opportunities for construction management and execution. One of these challenges is in construction workforce renewal and training. With a rapidly aging workforce, the challenge is to attract new workers while simultaneously providing adequate training for the influx of young and sometimes inexperienced people. Client–owners are now recognizing the economic need to implement advanced training on their projects, to improve productivity and minimize losses. With workforces ranging in the thousands, skilled labour has one of the most significant impacts on project outcomes. Alberta has seen a significant increase in workforce training initiatives, particularly since 2000. The objectives of this paper are to provide an overview of the recent advances and initiatives in workforce training in Alberta within the unionized building trades sector of the industrial construction industry and to highlight the economic significance of these initiatives for mega construction projects. The training contributions made by other key organizations are also presented. Key words: Alberta, apprentices, industrial construction, labour force, mentoring, trades, training, workforce.

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Pretorius, Adri, Nuresha Karunaratne, and Susan Fehring. "Australian physiotherapy workforce at a glance: a narrative review." Australian Health Review 40, no. 4 (2016): 438. http://dx.doi.org/10.1071/ah15114.

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Background The ability of the physiotherapy workforce to meet the growing demand in the Australian community is uncertain, despite increasing tertiary students and numbers of registered physiotherapists annually. Objectives The present narrative literature review investigates what is known about the Australian physiotherapy workforce, what factors contribute to attrition from the profession and what strategies could be implemented to improve retention of skilled physiotherapists. Methods A literature search of five databases identified 24 articles that informed the content of the present review. The articles were reviewed and content summarised according to focus areas and results discussed in the current Australian healthcare context. Results Although many factors of attrition are inevitable, the present review identified some potentially modifiable factors of attrition. Strategies to improve retention of skilled physiotherapists were broadly grouped into improving professional support in the workforce and assisting the re-entry process for physiotherapists seeking to return to the workforce. Conclusion Increasing retention of qualified and skilled physiotherapists nationally will help build workforce capacity, meeting the needs of the growing, changing and aging community. What is known about the topic? The demand for physiotherapists is growing significantly in Australia and the ability of the workforce to meet growing demands is uncertain. What does this paper add? Many physiotherapists in Australia leave the workforce and the profession early in their careers. Addressing modifiable factors of attrition could help improve the retention of practitioners and skills in the profession, building workforce capacity. What are the implications for practitioners? Professional support for current physiotherapists is crucial. Re-entry physiotherapists should be supported with flexible return-to-work programs, refresher training and mentorship.

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Foerster-Pastor Foerster-Metz, Ulrike Stefanie, Nina Golowko, Christian Richard Hell, and Katrin Marquardt. "Creating talent pools through coopetition: a case study on vocational training programs in Romania." Management & Marketing. Challenges for the Knowledge Society 14, no. 2 (June 1, 2019): 203–19. http://dx.doi.org/10.2478/mmcks-2019-0014.

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Abstract The Romanian economy has prospered in the last years, and as a result, economic players claim today the scarcity of skilled workforce in the country. Many reasons have been mentioned for this: a dysfunctional labour market, saturated economic regions, demographic decline, migration, not adequately skilled workers. Therefore, it is crucial activating participation at an early stage to grow future skilled workforce as insufficiency of skilled human resources can limit economic growth. Talent management and talent pool growth have been concentrated on star talent acquisition and the development of new in -house talent processes. Rather slow has been the advance in generating new talent pools from an inter-firm cooperative approach. This work will make an initial approach to close this gap in research by studying the creation of talent pools through coopetition in the private sector as mean to an end to growing workforce supply. The concept is studied based on a case study that focuses on two private Vocational Education Training programs of two industries in Romania namely retail and manufacturing. The study shows that new talent pools can be grown through a coopetitive environment given harsh environments and limited resource capabilities of the firms.

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Chalapati, Nakarin, and Supaporn Chalapati. "Building a skilled workforce: Public discourses on vocational education in Thailand." International Journal for Research in Vocational Education and Training 7, no. 1 (April 29, 2020): 67–90. http://dx.doi.org/10.13152/10.13152/ijrvet.7.1.4.

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Context: Thailand is now facing skilled labour shortages, which has prevented the country from achieving significant economic progress. This paper examines Thailand’s vocational education policy discourses from 1992 to 2014 and how such policies were discussed to build the country’s skilled labour force.Approach:This study utilised a qualitative approach, using documentation analysis as a key research method. We also used data triangulation and thematic analysis to categorise the public discourses. In order to examine the vocational education policy discourses in Thailand, secondary data such as the five NESD plans (7th, 8th, 9th, 10th, and 11th) and other government policy statements were investigated and triangulated, along with data from newspaper articles, other public documents, reports from international organisations, and academic journal articles.Findings: Based on the findings of the study, we identified three key policy discourses regarding vocational education in Thailand during 1992-2014: (1) increasing the vocational skilled workforce, (2) the minor role of private vocational providers, and (3) collaboration between vocational providers and industry.Conclusion: We argue that there are five key policy themes in building a vocational skilled workforce: (1) the dedication of the government in increasing the quantity of vocational skilled workforce, (2) encouraging collaboration between vocational colleges and industries, (3) fostering a greater role for private vocational providers, (4) promoting a positive reputation for vocational education, and (5) maintaining the continuity of policy implementation.

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Chalapati, Nakarin, and Supaporn Chalapati. "Building a skilled workforce: Public discourses on vocational education in Thailand." International Journal for Research in Vocational Education and Training 7, no. 1 (April 29, 2020): 67–90. http://dx.doi.org/10.13152/ijrvet.7.1.4.

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Context: Thailand is now facing skilled labour shortages, which has prevented the country from achieving significant economic progress. This paper examines Thailand’s vocational education policy discourses from 1992 to 2014 and how such policies were discussed to build the country’s skilled labour force.Approach:This study utilised a qualitative approach, using documentation analysis as a key research method. We also used data triangulation and thematic analysis to categorise the public discourses. In order to examine the vocational education policy discourses in Thailand, secondary data such as the five NESD plans (7th, 8th, 9th, 10th, and 11th) and other government policy statements were investigated and triangulated, along with data from newspaper articles, other public documents, reports from international organisations, and academic journal articles.Findings: Based on the findings of the study, we identified three key policy discourses regarding vocational education in Thailand during 1992-2014: (1) increasing the vocational skilled workforce, (2) the minor role of private vocational providers, and (3) collaboration between vocational providers and industry.Conclusion: We argue that there are five key policy themes in building a vocational skilled workforce: (1) the dedication of the government in increasing the quantity of vocational skilled workforce, (2) encouraging collaboration between vocational colleges and industries, (3) fostering a greater role for private vocational providers, (4) promoting a positive reputation for vocational education, and (5) maintaining the continuity of policy implementation.

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Hammond, M., and D. C. Sanders. "MAXIMISING INDIGENOUS EMPLOYMENT IN THE OIL AND GAS INDUSTRY IN WESTERN AUSTRALIA." APPEA Journal 46, no. 1 (2006): 595. http://dx.doi.org/10.1071/aj05040.

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The skilled labour shortage facing the upstream oil and gas industry is encouraging companies who have already begun to examine ways of increasing the number of indigenous people in their workforce.It is common practice for companies to use fly-in flyout solutions to build a stable workforce in remote areas. While this suits many workers and operations, a simpler solution arguably would be to have a skilled workforce who works in their home region. Many resource companies are now placing a renewed emphasis on training indigenous people to take on roles in the oil and gas industry. A highly skilled local workforce will have benefits for industry with a reduction in logistical costs and an increase in retention rates.This paper describes the challenges facing companies which elect to develop those skills in a largely technically unskilled indigenous community. The paper uses a range of case studies drawn from company experience. It further showcases some success stories and describes where the industry might need to focus its efforts in order to achieve a more equitable training and employment outcome for Australia’s indigenous communities.

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Master, Benjamin, Min Sun, and Susanna Loeb. "Teacher Workforce Developments: Recent Changes in Academic Competitiveness and Job Satisfaction of New Teachers." Education Finance and Policy 13, no. 3 (July 2018): 310–32. http://dx.doi.org/10.1162/edfp_a_00215.

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Policy makers and school leaders are perennially concerned with the capacity of the nation's public schools to recruit and retain highly skilled teachers. Over the past two decades, policy strategies including the federal No Child Left Behind Act and alternative pathways to teaching, as well as changes in the broader labor market, have altered the context in which academically skilled college graduates choose whether to enter teaching, and, if so, where to teach. Using data from 1993 to 2008, we find that schools nationwide are recruiting a greater share of academically skilled college graduates into teaching, and that increases in teachers’ academic skills are especially large in urban school districts that serve predominantly nonwhite students. On the other hand, the increase in the share of academically skilled teachers coincides with the lower likelihood of nonwhite teachers being employed. Once teaching, nonwhite teachers report substantially lower job satisfaction than other teachers. The issue of how to recruit and support an academically skilled and diverse teacher workforce remains pressing.

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Ermolaev, Ivan Alekseevich, Evgenii Andreevich Loginov, Aisuluu Rustamovna Madumarova, Aleksei Vyacheslavovich Nesterov, and Oksana Alekseevna Morgunova. "Comparative analysis of approaches of the Russian Federation, the United States and Germany towards recruitment of highly skilled migrants (2010–2016)." Конфликтология / nota bene, no. 1 (January 2022): 11–31. http://dx.doi.org/10.7256/2454-0617.2022.1.36981.

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The subject of this research is the programs for attracting highly skilled workers in the United States, the Russian Federation, and Germany. The developed countries compete for such valuable and limited resource as highly skilled workforce. It is emphasized that the immigration system and the priority of highly skilled workers in migration flows contributes to the long-term rise in labor productivity, technological innovations, and entrepreneurial development. The currently implemented in the Russian Federation policy of recruiting highly skilled workers leans on the experience of countries that have already embarked on such programs of priority migration. Within the framework of comparative analysis of the category “highly skilled migrant” in the United States, the Russian Federation and Germany, the authors highlight their characteristic features of national approaches towards migration policy. The ambiguity of the term “highly skilled workforce” and national peculiarities of visa policy with regards to migrants are outlined. The need for highly skilled migrants is substantiated with consideration of the global and national factors. Over the period from 2010 to 2016, in the United States the number of H-1B visa applications has increased by 28%, the number of issued H-1B visas by 44%; Germany marks the increase in the number of highly skilled migrants by 8%; the approved visas for highly skilled workers in the Russian Federation amounts to 82%. The article systematizes the relevant methods of recruiting highly skilled specialists in the United States, the Russian Federation and Germany.

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Werner, Alex, and Michael Berlin. "Developing an interdisciplinary approach? The skilled workforce project." Bulletin of the John Rylands Library 77, no. 1 (March 1995): 49–56. http://dx.doi.org/10.7227/bjrl.77.1.6.

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Rotondo, A., M. Barake, and F. Quilligan. "Cross-skilled workforce allocation supporting self-management practices." IFAC-PapersOnLine 55, no. 10 (2022): 496–501. http://dx.doi.org/10.1016/j.ifacol.2022.09.442.

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Rosskam, Ellen, George Pariyo, Sennen Hounton, and Hirotsugu Aiga. "Increasing skilled birth attendance through midwifery workforce management." International Journal of Health Planning and Management 28, no. 1 (October 14, 2012): e62-e71. http://dx.doi.org/10.1002/hpm.2131.

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Canady, Valerie A. "Training, education required for skilled infant MH workforce." Mental Health Weekly 25, no. 16 (April 20, 2015): 3–4. http://dx.doi.org/10.1002/mhw.30154.

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Masiira, Ben, Simon N. Antara, Herbert B. Kazoora, Olivia Namusisi, Notion T. Gombe, Alain N. Magazani, Patrick M. Nguku, et al. "Building a new platform to support public health emergency response in Africa: the AFENET Corps of Disease Detectives, 2018–2019." BMJ Global Health 5, no. 10 (October 2020): e002874. http://dx.doi.org/10.1136/bmjgh-2020-002874.

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Public health emergency (PHE) response in sub-Saharan Africa is constrained by inadequate skilled public health workforce and underfunding. Since 2005, the African Field Epidemiology Network (AFENET) has been supporting field epidemiology capacity development and innovative strategies are required to use this workforce. In 2018, AFENET launched a continental rapid response team: the AFENET Corps of Disease Detectives (ACoDD). ACoDD comprises field epidemiology graduates and residents and was established to support PHE response. Since 2018, AFENET has deployed the ACoDD to support response to several PHEs. The main challenges faced during ACoDD deployments were financing of operations, ACoDD safety and security, resistance to interventions and distrust of the responders by some communities. Our experience during these deployments showed that it was feasible to mobilise and deploy ACoDD within 48 hours. However, the sustainability of deployments will depend on establishing strong linkages with the employers of ACoDD members. PHEs are effectively controlled when there is a fast deployment and strong linkages between the stakeholders. There are ongoing efforts to strengthen PHE preparedness and response in sub-Saharan Africa. ACoDD members are a competent workforce that can effectively augment PHE response. ACoDD teams mentored front-line health workers and community health workers who are critical in PHE response. Public health emergence response in sub-Saharan Africa is constrained by inadequacies in a skilled workforce and underfunding. ACoDD can be utilised to overcome the challenges of accessing a skilled public health workforce. To improve health security in sub-Saharan Africa, more financing of PHE response is needed.

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Bae, Seong-O., and John Lie. "The Coming Crisis of Scientific and Technological Expertise in South Korea." Asian Survey 56, no. 4 (July 2016): 676–706. http://dx.doi.org/10.1525/as.2016.56.4.676.

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South Korea has shifted from a relatively well-educated but poorly remunerated workforce to a highly skilled and compensated one in high-value-added industries. This paper analyzes the South Korean government’s science and technology policy and the supply of scientists and engineers in emerging industries. We note a potential shortfall of skilled talent in the near future.

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Attia, El-Awady, Philippe Duquenne, and Jean-Marc Le-Lann. "Considering skills evolutions in multi-skilled workforce allocation with flexible working hours." International Journal of Production Research 52, no. 15 (February 5, 2014): 4548–73. http://dx.doi.org/10.1080/00207543.2013.877613.

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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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Hotaling, Liesl, and Hans Van Sumeren. "The Case for Microcredentials for Workforce Preparation." Marine Technology Society Journal 56, no. 1 (February 25, 2022): 35–39. http://dx.doi.org/10.4031/mtsj.56.1.5.

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Abstract There is a global need for skilled workers across multiple sectors, including the marine industry. To prepare this workforce, we must collectively take action to establish attractive, innovative, agile, and equitable educational opportunities. These opportunities should capitalize on skill sets from a range of workers and encourage engagement pathways for life-long learning through obtaining microcredentials and professional certificates to promote personal growth, keep pace with technological changes, and capitalize upon opportunities within the New Blue Economy.

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Li, Yan, Zhi Run Xiao, Wen Qing Dou, and Ying Yang. "A Constraint-Based Approach for Skilled Workforce Scheduling Problem." Applied Mechanics and Materials 536-537 (April 2014): 1669–73. http://dx.doi.org/10.4028/www.scientific.net/amm.536-537.1669.

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The Skilled Workforce Project Scheduling Problem (SWPSP) is a complex problem of task scheduling and resource assignment that comes up in the daily management of many company Service Centers. In this paper we present a constraint programming (CP) approach for the SWPSP. We extend the project scheduling literature by developing a project scheduling model that accounts for differing skills among workers. The computational results for the SWPSP show that the constraint programming approach increases the performance of the model solving processes. The results for the SWPSP is effective in solving the proposed problem.

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Li, Yan, Zhi Run Xiao, Wen Qing Dou, and Ying Yang. "A Constraint-Based Approach for Skilled Workforce Scheduling Problem." Applied Mechanics and Materials 631-632 (September 2014): 1295–99. http://dx.doi.org/10.4028/www.scientific.net/amm.631-632.1295.

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The Skilled Workforce Project Scheduling Problem (SWPSP) is a complex problem of task scheduling and resource assignment that comes up in the daily management of many company Service Centers. In this paper we present a constraint programming (CP) approach for the SWPSP. We extend the project scheduling literature by developing a project scheduling model that accounts for differing skills among workers. The computational results for the SWPSP show that the constraint programming approach increases the performance of the model solving processes. The results for the SWPSP is effective in solving the proposed problem.

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Watt, Bonnie. "Skilled trades to university student: luck or courage?" Education + Training 58, no. 6 (July 11, 2016): 643–54. http://dx.doi.org/10.1108/et-01-2016-0016.

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Purpose – The purpose of this paper is to examine participants’ experiences as they transitioned from the skilled trade labor workforce to the school teaching profession. Their goal was to work in the secondary school system as certificated teachers. Design/methodology/approach – The study examined interview data from a 2014 to 2015 evaluation study of participants in the Career and Technology Studies Bridge to Teacher Certification Program in Alberta. Interview comments of 20 participants were analyzed. Findings – Participants earning a bachelor of education degree countered their skilled trade habitus with adjustment to the university habitus, with support provided though the program and strong networks among the students. Individuals demonstrated resiliency, persistence, and optimism. The findings may have significance more broadly for a re-examination of university policies and spaces for non-traditional students. Originality/value – The paper provides an insight into how a well-designed program provides opportunities for individuals to transition from the skilled trade workforce to university. Further, the paper contributes to the scholarly literature in the area of second-career teachers’ habitus, fields, and capitals.

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Aboderin, I. "A SKILLED ELDER CARE WORKFORCE FOR SUB-SAHARAN AFRICA?" Innovation in Aging 2, suppl_1 (November 1, 2018): 197. http://dx.doi.org/10.1093/geroni/igy023.722.

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Morris, David. "Developing a multi-skilled workforce through an assembly model." Performance + Instruction 24, no. 3 (April 1985): 15–21. http://dx.doi.org/10.1002/pfi.4150240310.

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Fan, Simon, Yu Pang, and Pierre Pestieau. "Nature versus Nurture in Social Mobility Under Private and Public Education Systems." Public Finance Review 51, no. 1 (November 14, 2022): 132–67. http://dx.doi.org/10.1177/10911421221134727.

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This paper analyzes the roles of innate talent versus family background in shaping intergenerational mobility and social welfare under different education systems. We establish an overlapping-generations model in which the allocation of workforce between a high-paying skilled labor sector and a low-paying unskilled labor sector depends on talent, parental human capital, and educational resources, and the wage rate of skilled workers is governed by their average talent. Our model suggests that under the private education system, income inequality is inversely associated with social mobility, and the steady-state average talent of skilled labor declines as parents increase educational spending. The introduction of public education, which makes the allocation of workforce depend more on talent and less on family background, tends to increase both inequality and mobility and improve welfare under reasonable conditions. Our simulations show that if the government diverts public school funding to redistribution, the economy has lower inequality and mobility in the steady state. Moving from elitist to meritocratic systems yields lower inequality and greater mobility.

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PALAMUTÇU, Sema, and Nedim DOĞAN. "SKILLED WORKFORCE TRAINING PROGRAMS FOR THE TURKISH TEXTILE AND APPAREL INDUSTRY, CASE OF DENİZLİ." ISGUC The Journal of Industrial Relations and Human Resources 17, no. 3 (July 1, 2015): 49–60. http://dx.doi.org/10.4026/1303-2860.2015.0288.

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Ramli, Mohamad Faizal, Muhammad Majid, Basri Badyalina, and Nur Fatihah Shaari. "EXPLORING THE RELATIONSHIP BETWEEN ENGINEERING STUDENTS' SKILLS AND READINESS TOWARD INDUSTRY REVOLUTION 4.0." International Journal of Education, Psychology and Counseling 7, no. 47 (September 1, 2022): 171–80. http://dx.doi.org/10.35631/ijepc.747016.

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To move into the industrial revolution (IR) 4.0, the manufacturing sector faced some challenges, one of them is the shortage of skilled workforce. Previous studies also determined a lack of awareness and knowledge of IR 4.0 and Malaysian students still lack the necessary skills to work in the IR 4.0 era. Thus, the objectives of this study are to conceptualize the students’ skills towards adapting to IR 4.0. The study will discover IR 4.0 required skills, and the significant factors influencing students’ readiness, and the findings will also contribute to some solutions to improve students’ skills. This study is significant to the students, university, industry as well as policymakers. Students will increase their understanding of the required skills in the IR 4.0 era. University will gain input to provide quality education to equip the students with necessary skills. Besides, the industry can gain benefits from education development. Therefore, the issue of shortage of skilled workforces can be reduced. This study also will acknowledge the policy makers towards preparing future workforces and meeting the government objectives of implementing IR 4.0, particularly in the manufacturing sector in Malaysia.

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Srour, F. Jordan, Issam Srour, and M. Ghayth Lattouf. "A survey of absenteeism on construction sites." International Journal of Manpower 38, no. 4 (July 3, 2017): 533–47. http://dx.doi.org/10.1108/ijm-08-2015-0135.

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Purpose The construction industry is dynamic and often unregulated due to its complex, project-based nature. This makes the task of implementing human resource management (HRM) functions more difficult than in other economic sectors. This is particularly the case for developing countries which rely on a migrant, casual, and transient workforce. Despite offering flexibility, a transient workforce can lead to unpredictable rates of absenteeism and unsatisfactory productivity. This paper links HRM practices in the construction industry of the developing world to rates of absenteeism across three segments of the construction workforce – foremen, skilled workers, and unskilled workers. The paper aims to discuss these issues. Design/methodology/approach A survey targeting 60 construction sites in Beirut, Lebanon form the basis of the analysis. Within each site, measures of absenteeism for foremen, skilled, and unskilled workers were solicited along with other data on HRM onsite. Findings The results suggest a regression model for worker absenteeism based on tenure of work as well as the absenteeism of workers at the next hierarchical level onsite. Originality/value This study is among the first to show a link between the mechanisms by which construction workers are employed (contract-based foremen vs daily/weekly labourers – both skilled and unskilled) and the rate of absenteeism seen onsite. Given the role of absenteeism in construction productivity, having a good understanding of the underlying causes of absenteeism is critical to the design of mitigating policies.

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Al-Agtash, Salem. "Workforce Assessment in the Jordanian ICT Industry." International Journal of Social and Organizational Dynamics in IT 1, no. 4 (October 2011): 18–36. http://dx.doi.org/10.4018/ijsodit.2011100102.

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This paper provides an assessment of workforce need in the Jordanian ICT industry. The results have shown that there is a growing workforce gap in the ICT sector. The technical skills of graduates are not satisfactory, and there is an increasing demand for skilled graduates. In addition to the technical skills required, communication skills, creative thinking, and English language skills were seen as important “soft skill elements” across all job categories and are missing in the current ICT workforce. The skills and competencies identified in this study can be used to motivate a design of an effective, flexible and relevant ICT program that can contribute to building a skillful workforce focusing on specialized and hands-on practices in ICT domains.

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Deshong, Diane, and Amanda Henderson. "The trainee assistant in nursing: a pilot exercise in building and retaining a workforce." Australian Health Review 34, no. 1 (2010): 41. http://dx.doi.org/10.1071/ah09641.

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With increasing pressures on the skilled nursing workforce, strategies need to be developed to maximise the value of the existing workforce without impacting on the quality of care delivery. This paper reports on the introduction of a Commonwealth and State subsidised program for assistants-in-nursing (AINs) to assist in addressing the global nursing shortage. The program – which has included education sessions with registered nurses about the role of the AIN, delegation and supervision, and has also sustained support to the participants throughout the duration of their employment – has delivered benefits locally to the Princess Alexandra Hospital (PAH) and, broadly, to the nursing profession. Most of the participants completing the program have chosen to continue their employment at PAH or pursue further studies in nursing. What is known about the topic?The shortage of skilled nurses means there is a need for innovative solutions to support the existing workforce. What does this paper add?The development of an assistant-in-nursing role was seen as a successful development for a Queensland hospital. What are the implications for practitioners?The trained assistants have largely remained employed in the area and 68% have gone on to further nursing education.

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Benzinger, Diana. "Organizational socialization tactics and newcomer information seeking in the contingent workforce." Personnel Review 45, no. 4 (June 6, 2016): 743–63. http://dx.doi.org/10.1108/pr-06-2014-0131.

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Purpose – The purpose of this paper is to compare newcomers’ perceptions on how employers structure the socialization process in the core and peripheral workforce and to explore the proactivity of these new hires in form of information seeking behavior. Design/methodology/approach – The data of this study were collected from a German sample with 359 contingent and permanent new hires in skilled jobs. Findings – The employment type was linked to both socialization tactics firms provided during organizational entry as well as information seeking of permanent and contingent newcomers. In addition, organizational tenure was positively linked with information seeking of both newly hired temporary agency workers and newcomers holding fixed-term contracts. Research limitations/implications – Since most of the participants worked for different employers, differences in socialization might also be caused by different organizational cultures. Future studies should compare the socialization of new permanent and new temporary workers on an inter-organizational and intra-organizational level. Practical implications – For skilled jobs firms should offer long-term assignments for temporary agency workers, as they are associated with higher proactivity. Further, firms should intensify the socialization of newcomers holding longer-term work contracts, as these employees may tend to show lower proactivity. Social implications – A structured organizational entry of skilled temporary agency workers may represent a stepping stone for permanent employment due to improved work attitudes and behaviors. Originality/value – This is the first study that examines employment characteristics as potential determinants of organizational socialization tactics. In addition, the study uses a German sample and therefore, follows recent calls for more research on organizational socialization in non-Anglo-Saxon work contexts.

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Mitra, Partha Pratim. "Skilling and Employability: Understanding Challenges in India with Special Reference to West Bengal." Indian Journal of Public Administration 64, no. 2 (March 27, 2018): 143–58. http://dx.doi.org/10.1177/0019556117750893.

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Demand and supply mismatch is central to the issue of skills and employability. If levels of education are considered as proxy for skills, literacy and numeracy, then higher share of those with lower levels of education—primary to secondary level (44% to 52%)—has not joined the labour force compared to those with higher education levels. The paradox is that unemployment levels are the highest for engineering, technology and management and lower for law, medical and accounts graduates. High dropout rates in schools contribute to lower levels of skills in the workforce. There is dominance of self-employed and casual labour over wage labour. Telangana, Tamil Nadu, Manipur and Uttarakhand have both high gross enrolment ratio and high workforce participation. Studies show that only 40 per cent are employable based on attributes of employability, such as domain knowledge, communication skills, numerical and logical attributes and vertical thinking. In West Bengal, there is excess supply of workforce in all categories—skilled, semi-skilled and unskilled. Although the share of trained workforce in the state is higher than the national average, the absorption rate of this workforce is lower than the national average. Although national- and state-level skill policies have been announced, there is poor mapping of skill gaps which is not in keeping with the local demand. Skill-building policies and strategies need to be made more demand-driven and responsive to the needs of the industry, whose participation in the entire skill-building process will have to be proactive than has been the case at present.

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Frogner, Bianca K. "The Health Care Job Engine: Where Do They Come From and What Do They Say About Our Future?" Medical Care Research and Review 75, no. 2 (January 19, 2017): 219–31. http://dx.doi.org/10.1177/1077558716688156.

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Health care has been cited as a job engine for the U.S. economy. This study used the Current Population Survey to examine the sector and occupation shifts that underlie this growth trend. Health care has had a cyclical relationship with retail trade, leisure and hospitality, education, and professional services. The entering workforce has been increasingly taking on low-skilled occupations. The exiting workforce has not been necessarily retiring or going back to school, but appeared to be leaving without a job, with potentially more child care duties, and with high rates of disability and poverty levels. This study also found that the number of workers staying in health care has been slowly declining over time. As the United States moves toward team-based care, more attention should be paid to the needs of the lower skilled workers to reduce turnover and ensure delivery of quality care.

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Fernandes, Brian, Edward R. Scheffer Cliff, and Amelia Chowdhury. "Achieving self-sufficiency: training Australia’s future medical workforce." Australian Health Review 42, no. 6 (2018): 640. http://dx.doi.org/10.1071/ah17019.

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There is an oversupply of Australian junior doctors, but significant training bottlenecks are developing, and geographical maldistribution in rural and remote areas remains. Last year, the Federal Minister for Immigration rejected a Department of Health recommendation for the removal of 41 health roles from the Skilled Occupation List after concerns that rural and regional communities would be left without access to medical services in areas currently serviced by international medical graduates. In an effort to achieve workforce self-sufficiency, Australia must ensure access to high-quality vocational training places in rural and regional settings while managing immigration of overseas-trained health professionals.

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Bound, Braga, Khanna, and Turner. "Public Universities: The Supply Side of Building a Skilled Workforce." RSF: The Russell Sage Foundation Journal of the Social Sciences 5, no. 5 (2019): 43. http://dx.doi.org/10.7758/rsf.2019.5.5.03.

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Siomos, Martha Zervopoulos, Margaret Perlia Bavis, Kathryn Swartwout, Katie Danko, and Kathleen R. Delaney. "Nurse Practitioner Training With the Underserved: Building a Skilled Workforce." Journal for Nurse Practitioners 12, no. 2 (February 2016): e37-e43. http://dx.doi.org/10.1016/j.nurpra.2015.08.034.

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Cuevas, Rodolfo, Juan-Carlos Ferrer, Mathias Klapp, and Juan-Carlos Muñoz. "A mixed integer programming approach to multi-skilled workforce scheduling." Journal of Scheduling 19, no. 1 (September 26, 2015): 91–106. http://dx.doi.org/10.1007/s10951-015-0450-0.

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Heimerl, Christian, and Rainer Kolisch. "Scheduling and staffing multiple projects with a multi-skilled workforce." OR Spectrum 32, no. 2 (March 21, 2009): 343–68. http://dx.doi.org/10.1007/s00291-009-0169-4.

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Weritz, Pauline. "Hey Leaders, It’s Time to Train the Workforce: Critical Skills in the Digital Workplace." Administrative Sciences 12, no. 3 (August 2, 2022): 94. http://dx.doi.org/10.3390/admsci12030094.

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Businesses are confronted with digital challenges and require skilled employees to work effectively in the digital workplace. Drawing on the theoretical background of digital workplace transformation and the conceptual learning framework, we conducted a qualitative study. With the help of a cross-case analysis of nine multinational corporations, we provide a skillset for leaders on how to train the workforce in the digital workplace. The insights showed that an entrepreneurial mindset, digital responsible thinking, digital literacy, transformative skills, personal development skills, communication skills, community management skills, data analytic skills, and web development skills are critical in the digital workplace. These findings contribute to the literature by offering an exploratory understanding of essential skills for the digital workplace. Furthermore, we provide a theoretical foundation for future empirical investigations of cognitive and metacognitive, social-emotional, and practical skills. The study also offers practical implications for businesses and leaders on how to upskill the workforce and what kind of employees to recruit in the future workplace.

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Keppich-Arnold, Sandra, and Liza Hopkins. "Establishing a COVID-positive mental health ward: an Australian-first case study." Australasian Psychiatry 30, no. 1 (November 8, 2021): 23–25. http://dx.doi.org/10.1177/10398562211045086.

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Objective: Managing mental health patients during the COVID-19 pandemic has been a global challenge. Current workforce arrangements tend to separate those skilled in caring for highly infectious medical patients from those whose specialism is in managing co-morbid mental health, substance misuse and/or behaviours of concern, including potential non-compliance with community or health care directives. This paper reports an innovative service development through the emergency establishment of a temporary COVID-positive mental health ward in response to a local outbreak in Melbourne. Method: A case study of service reorientation is presented, examining barriers and enablers to effective care of co-morbid mental illness, addiction and COVID-19. Results: Establishing a skilled multidisciplinary workforce across mental health and infectious disease is the most important consideration in optimising care. Other issues included suitable physical space, security arrangements and inter-disciplinary communication. Conclusions: The paper holds insights for managing mental health care during potential future infectious disease outbreaks across the country.

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Lassell, Rebecca, Aditi Durga, Shih-Yin Lin, Tessa Jones, Ariel Ford, and Abraham Brody. "INTERDISCIPLINARY DEMENTIA CARE WORKFORCE TRAINING DURING COVID-19 AND TWO HOSPICE CASE STUDIES." Innovation in Aging 6, Supplement_1 (November 1, 2022): 85. http://dx.doi.org/10.1093/geroni/igac059.338.

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Abstract Hospice is a care model characterized by interdisciplinary team-based, person and family-centered care. To optimize agency-wide interdisciplinary team-based hospice dementia care, at least two levels of tailoring of the dementia care workforce training are imperative, first, by discipline, and second, by hospices’ local culture and needs. As of February 2022, a thousand and one skilled hospice interdisciplinary team members (not counting champions) across 18 hospice agencies have completed their discipline-specific Aliviado dementia care training, including 56 providers, 763 nurses, 129 social workers, and 53 chaplains. In this presentation, we describe how we tailored dementia workforce training for skilled interdisciplinary team members (first level tailoring), as well as provide two case studies elucidating how we performed further tailoring of the program for two large hospice agencies (average daily census: 354 and 868, respectively) in two different states to meet their local needs (second level tailoring), and lessons learned.

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Solovieva, Svetlana, Taina Leinonen, Kirsti Husgafvel-Pursiainen, Antti Kauhanen, Pekka Vanhala, Rita Asplund, and Eira Viikari-Juntura. "Controlling for Structural Changes in the Workforce Influenced Occupational Class Differences in Disability Retirement Trends." International Journal of Environmental Research and Public Health 16, no. 9 (April 30, 2019): 1523. http://dx.doi.org/10.3390/ijerph16091523.

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We explored occupational class differences in disability retirement trends accounting for structural changes in the workforce induced by the recent economic crisis and the following economic stagnation. Using nationwide register data on the general Finnish population aged 30–59 years, we examined trends in disability retirement due to all causes, musculoskeletal diseases, and mental disorders in 2007, 2010, and 2013. Applying propensity score (PS) matching to control for bias induced by structural changes in the workforce over time, we obtained 885,807 matched triplets. In the original study population, all-cause and cause-specific disability retirement declined between 2007 and 2013 for most occupational classes. In the matched study population, the disability retirement among skilled and unskilled manual workers sharply increased in 2010 and then declined in 2013. PS matching considerably attenuated the decline in disability retirement, particularly between the years 2007 and 2010. In general, the differences in disability retirement between both skilled and unskilled manual workers and upper-level non-manual employees widened during the period of economic stagnation. In occupational epidemiology, structural changes in the workforce should be accounted for when analysing trends in ill-health. Controlling for these changes revealed widening occupational class differences in disability retirement during the period of economic stagnation.

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Journal articles on the topic 'Skilled workforce'

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