Gotowe bibliografie tematyczne / Skilled workforce

Gotowa bibliografia na temat „Skilled workforce”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

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Artykuły w czasopismach na temat "Skilled workforce"

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Saberwal, Gayatri. "Seeding a skilled workforce". Nature Biotechnology 27, nr 8 (sierpień 2009): 773–75. http://dx.doi.org/10.1038/nbt0809-773.

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Eitzen, Guy, David Panton i Graham Mills. "Multi-Skilled Workforce Optimisation". Annals of Operations Research 127, nr 1-4 (marzec 2004): 359–72. http://dx.doi.org/10.1023/b:anor.0000019096.58882.54.

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Valls, Vicente, Ángeles Pérez i Sacramento Quintanilla. "Skilled workforce scheduling in Service Centres". European Journal of Operational Research 193, nr 3 (marzec 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 (1.11.2022): 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, nr 1 (26.04.2018): 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, nr 02 (12.02.2020): 1796–807. http://dx.doi.org/10.37200/ijpr/v24i2/pr200481.

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Brusco, Michael J., Tony R. Johns i John H. Reed. "Cross‐utilization of a two‐skilled workforce". International Journal of Operations & Production Management 18, nr 6 (czerwiec 1998): 555–64. http://dx.doi.org/10.1108/01443579810370116.

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Sleezer, Catherine M., i Dan Denny. "Strategies for Developing a High-Skilled Workforce". Performance Improvement Quarterly 17, nr 1 (22.10.2008): 41–55. http://dx.doi.org/10.1111/j.1937-8327.2004.tb00301.x.

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O’Rourke, Pam, i Laura Caramanica. "Addressing Workforce Needs in Skilled Nursing Facilities". Nurse Leader 18, nr 2 (kwiecień 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, nr 41 (12.10.1998): 17–18. http://dx.doi.org/10.1021/cen-v076n041.p017a.

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Rozprawy doktorskie na temat "Skilled workforce"

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Hoisington, Edward H. Jr. "Police Recruitment| Best Practices to Ensure a Competent, Skilled Workforce". Thesis, University of Phoenix, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10811880.

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This researcher examined the recruitment process to identify best practices for law enforcement leaders to populate vacant positions with a competent and skilled workforce. The purpose of this qualitative exploratory case study was to identify best practices for law enforcement agencies to recruit and maintain trustworthy officers to protect local communities. The conceptual framework for this study was based on the historical evolution of recruitment practices. The researcher used a review of past and present police-recruitment practices to help identify best practices by which law enforcement administrators can select trustworthy officers. This case study was used to examine and compare recruitment practices, minimum requirements, disqualifiers, advertising campaigns, testing procedures, background investigations, and panel interviews. The researcher conducted face-to-face interviews with law enforcement officers and human resource personnel from four of Virginia’s law enforcement departments, and identified three themes based on the sample population’s responses: strategy, trends, and requirements. The researcher identified a progression of recruitment practices executed by a layered-approach. The recruitment process addressed eligibility requirements and potential disqualifiers established by hiring authorities and the State of Virginia. Through the findings of this study, law enforcement leaders may be armed with new knowledge to improve the recruitment process, with the end result of recruiting a qualified and competent workforce.

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Eriksson, Sara. "Optimal Multi-Skilled Workforce Scheduling for Contact Centers Using Mixed Integer Linear Programming : A Method to Automatize Workforce Management". Thesis, KTH, Optimeringslära och systemteori, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-272833.

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This master thesis in optimization and systems theory is a development of two different optimization models formulated to schedule multi-skilled agents for contact centers depending on the forecasted demand, assigned by Teleopti. Four mixed integer linear programming models are created with the optimization programming language GAMS and solved by the internet based solver NEOS. Two of the models are formulated to perform an optimal scheduling that matches a forecasted demand per skill and day and the remaining two models are formulated to perform an optimal scheduling that matches a forecasted demand per skill, day and half hour. The first two models are referred to as the Basic Models and the second two are referred to as the Complex Models. The Basic Models includes seven constraints and the Complex Model includes nine constraints, describing regulations at the contact center. The main goal of the project is to find an optimal solution that results in an as even distribution of under or over scheduling. The scheduling optimization covers a period of 28 days, starting on a Monday which results in four weeks. The optimization models are based on two sets of data, there are 104 assigned agents that possesses one, two or three of the skills Channel, Direct and Product. All agents are bound to work according to a contract specified through the constraints. In the Basic Model the forecasted demand is given in amount of hours per day and skill, the demand is non-cyclical. In the Complex model the forecasted demand is given in amount of half hours per day, skill and half hour. Each day is scheduled from 7 a.m. to 11 p.m. resulting in 32 available half hours. All optimization models are developed to correctly mathematically formulate the constraints specified by Teleopti. Any non-linear equation that arises are linearized to maintain linearity, this is favourable in the sense of computational time solving the models. The objective functions in this thesis are formulated to describe the main goal of even distribution as correctly as possible. The result for the Basic Model shows that an optimal solution is achieved after 34 seconds. This model contains 169,080 variables and 39,913 equations. In the Complex Models integer solutions are achieved, but no optimal solution is found in 8 hours of computational time. The larger Complex Model contains 9,385,984 variables and 1,052,253 equations and the smaller Complex Model contains 5,596,952 variables and 210,685 equations. Teleopti’s scheduler produces an integer solution matching the Complex Model in 4 minutes.
Detta examensarbete i optimering och systemteori är framtagningen av två olika optimeringsmodeller formulerade för att schemalägga multikompetenta agenter för kontaktcenters beroende av den förväntade efterfrågan, tilldelad av Teleopti. Fyra blandade heltals linjära programmeringsmodeller skapas med optimeringsprogrammeringsspråket GAMS och löses av den internetbaserade lösaren NEOS. Två av modellerna är formulerade för att utföra en optimal schemaläggning som matchar en prognostiserad efterfrågan per skicklighet och dag och de återstående två modellerna är formulerade för att utföra en optimal schemaläggning som matchar en prognostiserad efterfrågan per färdighet, dag och en halvtimme. De två första modellerna i detta arbete benämns de Grundläggande Modellerna och de resterande två benämns de Komplexa Modellerna. Grundmodellerna inkluderar sju bivillkor och de Komplexa modellerna innehåller nio bivillkor, vilka beskriver arbetsvillkoren på kontaktcentret. Projektets huvudmål är att hitta en optimal lösning som resulterar i en jämn fördelning av under- eller överschemaläggning. Den schemalagda optimeringen täcker en period av 28 dagar, vilken börjar på en måndag vilket resulterar i fyra veckor. Optimeringsmodellerna är baserade på två uppsättningar data, det finns 104 tillgängliga agenter vilka har en, två eller tre av kompetenserna Channel, Direct och Product. Alla agenter är bundna att arbeta enligt det kontrakt som specificeras genom bivillkoren. I grundmodellen anges den prognostiserade efterfrågan i timmar per dygn och kompetens, efterfrågan är icke-cyklisk. I den komplexa modellen anges den beräknade efterfrågan i mängd halvtimmar per dag, kompetens och halvtimme. Varje dag är schemalagd från kl. 07.00 till 23.00 vilket resulterar i 32 tillgängliga halvtimmar. Alla optimeringsmodeller är utvecklade för att matematiskt beskriva de begränsningar som Teleopti specificerar. Alla icke-linjära ekvationer som uppstår linjäriseras för att upprätthålla linjäritet, detta är gynnsamt i avseendet mängd tid beräkningen av modellerna tar. Målfunktionerna i detta arbete är formulerade för att beskriva huvudmålet för jämn distribution så korrekt som möjligt. Resultatet för grundmodellen visar att en optimal lösning uppnås efter 34 sekunder. Denna modell innehåller 169,080 variabler och 39,913 ekvationer. I de komplexa modellerna uppnås heltalslösningar, men ingen optimal lösning hittas på 8 timmars beräkningstid. Den större komplexa modellen innehåller 9,385,984 variabler och 1,052,253 ekvationer och den mindre komplexa modellen innehåller 5,596,952 variabler och 210,665 ekvationer. Teleoptis schemaläggare producerar en heltalslösning som matchar den komplexa modellen på 4 minuter.
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Gao, Hongman. "Preventive maintenance scheduling with multi-skilled workforce constraints : models, algorithms, and applications /". Full text available from ProQuest UM Digital Dissertations, 2007. http://0-proquest.umi.com.umiss.lib.olemiss.edu/pqdweb?index=0&did=1421616521&SrchMode=1&sid=5&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1218826310&clientId=22256.

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Shacklock, Kate Herring, i n/a. "Shall I stay?: The Meaning of Working to Older Workers in an Organisational Setting". Griffith University. Griffith Business School, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20060818.144021.

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Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.
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Shacklock, Kate Herring. "Shall I stay?: The Meaning of Working to Older Workers in an Organisational Setting". Thesis, Griffith University, 2005. http://hdl.handle.net/10072/366714.

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Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
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McDonald, Thomas N. "Analysis of Worker Assignment Policies on Production Line Performance Utilizing a Multi-skilled Workforce". Diss., Virginia Tech, 2004. http://hdl.handle.net/10919/26386.

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Lean production prescribes training workers on all tasks within the cell to adapt to changes in customer demand. Multi-skilling of workers can be achieved by cross-training. Cross-training can be improved and reinforced by implementing job rotation. Lean production also prescribes using job rotation to improve worker flexibility, worker satisfaction, and to increase worker knowledge in how their work affects the rest of the cell. Currently, there is minimal research on how to assign multi-skilled workers to tasks within a lean production cell while considering multi-skilling and job rotation. In this research, a new mathematical model was developed that assigns workers to tasks, while ensuring job rotation, and determines the levels of skill, and thus training, necessary to meet customer demand, quality requirements, and training objectives. The model is solved using sequential goal programming to incorporate three objectives: overproduction, cost of poor quality, and cost of training. The results of the model include an assignment of workers to tasks, a determination of the training necessary for the workers, and a job rotation schedule. To evaluate the results on a cost basis, the costs associated with overproduction, defects, and training were used to calculate the net present cost for one year. The solutions from the model were further analyzed using a simulation model of the cell to determine the impact of job rotation and multi-skilling levels on production line performance. The measures of performance include average flowtime, work-in-process (WIP) level, and monthly shipments (number produced). Using the model, the impact of alternative levels of multi-skilling and job rotation on the performance of cellular manufacturing systems is investigated. Understanding the effect of multi-skilling and job rotation can aid both production managers and human resources managers in determining which workers need training and how often workers should be rotated to improve the performance of the cell. The lean production literature prescribes training workers on all tasks within a cell and developing a rotation schedule to reinforce the cross-training. Four levels of multi-skilling and three levels of job rotation frequency are evaluated for both a hypothetical cell and a case application in a relatively mature actual production cell. The results of this investigation provide insight on how multi-skilling and job rotation frequency influence production line performance and provide guidance on training policies. The results show that there is an interaction effect between multi-skilling and job rotation for flowtime, work-in-process, in both the hypothetical cell and the case application and monthly shipments in the case application. Therefore, the effect of job rotation on performance measures is not the same at all levels of multi-skilling thus indicating that inferences about the effect of changing multi-skilling, for example, should not be made without considering the job rotation level. The results also indicate that the net present cost is heavily influenced by the cost of poor quality. The results for the case application indicated that the maturity level of the cell influences the benefits derived from increased multi-skilling and affects several key characteristics of the cell. As a cell becomes more mature, it is expected that the quality levels increase and that the skill levels on tasks normally performed increase. Because workers in the case application already have a high skill level on some tasks, the return on training is not as significant. Additionally, the mature cell has relatively high quality levels from the beginning and any improvements in quality would be in small increments rather than in large breakthroughs. The primary contribution of this research is the development of a sequential goal programming worker assignment model that addresses overproduction, poor quality, cross-training, and job rotation in order to meet the prescription in the lean production literature of only producing to customer demand while utilizing multi-skilled workers. Further contributions are analysis of how multi-skilling level and job rotation frequency impact the performance of the cell. Lastly, a contribution is the application of optimization and simulation methods for comprehensively analyzing the impact of worker assignment on performance measures.
Ph. D.
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Searson, Aaron. "THE PROSPECT FOR COMMUNITY-BASED INTERVENTION INTO WORKFORCE DEVELOPMENT POLICY FOR LOW-SKILLED URBAN POPULATIONS". Master's thesis, Temple University Libraries, 2009. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/69878.

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Urban Studies
M.A.
This case study documents the experience of the Opportunities Industrialization Center of America (OICA) during the transition to and implementation of the Comprehensive Employment and Training Act of 1973 (CETA). It explores the potential of maintaining a community-based workforce development model for low-skilled urban populations in changing policy contexts that rupture existing frameworks linking people to work. Community-based organizations with unique service delivery models, including OICA, were given less direct funding and influence in workforce development provision and production under CETA. I explore to what extent the government and OICA promoted community-based leadership in planning and ideal implementation of workforce development for low-skilled populations in this milieu. I analyzed archival data documenting correspondence between OICA and government and within OICA from the enactment of CETA in 1973 through 1977. OICA was instrumental in adopting context-specific orientations towards government and other service providers to maintain a voice and to garner funding, and also had internal strife over how to expand and prioritize community input within CETA's regulations. More consistent funding and a sincere commitment to community representation in workforce development provision and production by both the state and organizations like OICA is essential to promoting ideal workforce development for spatially and economically isolated urban communities. Support for and implementation of rigorous internal evaluation, with participation of all stakeholders, would also improve processes and outcomes for an organization looking to both promote community empowerment and expand nationally.
Temple University--Theses
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Blum, Jutta, i Erik Henriksson. "What it is that skilled young adults seek in their workplace". Thesis, Högskolan Dalarna, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-27874.

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Problem- An increasingly globalized world is a cause for highly competitive job markets, making the attraction and retention of young talents increasingly important (Wallace et al., 2014). Additionally, current studies have not been able to successfully frame possible needs and wishes of this cohort towards their future workplaces (Deal et al., 2010). Aim- Therefore, this study aims to contribute to the understanding of what these young talents, seek for from a workplace. Method- This study applies a qualitative, and inductive approach, to explore and simultaneously allow new in-depth insights into the study area. Therefore, 13 fictive stories were collected from current, and former students in Sweden. The fictive stories were used to ease the participants into the distancing of themselves from current social structures, and to express their actual needs and wants. Findings- With the findings five major dimensions could be identified, that concerns the study group when picturing a desirable workplace: Workplace structure & dynamics, Validation & acknowledgment, Acceptance and Freedom, Private & Work life balance, and Personal growth and the future. These dimensions further split into issues and seeking’s that concern equality and flat leader style, as well as an inhibited insecurity and the wish for support and acceptance. Limitations- This research is, as all qualitative studies greatly dependent on the researchers’ interpretation of the underlying material. Also, other factors as for example national culture could have possible effects on the outcomes of this study, however efforts were made to discuss the potential influences. Contribution- With the five dimension that were identified in our study, new knowledge on what it is that attracts and motivates young adults in Sweden to a certain company, could be collected. This knowledge might benefit businesses that regard these, when reaching out for new labor force. Also, further studies can be built upon this research, as for example an inductive testing on the applicability in other contexts, or generalizability of the model.
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Greene, Jr James Irvine. "Acquisition and Retention of Skilled Employees for Industries in Giles County, Tennessee". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3680.

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The U.S. manufacturing industry produces products that ship all over the world. Because of the shortage of skilled labor, some manufacturing human resource professionals lack the strategies and processes necessary to acquire and retain skilled employees. Guided by Maslow's hierarchy of needs theory and Herzberg's motivation-hygiene theory, the purpose of this qualitative multiple-case study was to explore the strategies and processes that manufacturing human resource professionals use to acquire and retain skilled employees. Data were gathered from a population of manufacturing human resource professionals in Giles County, Tennessee from individual interviews; focus group; and participants' internal documents, public documents, and websites. Transcribed interview data and focus group data, along triangulated data from other gathered documents, were inductively coded following Yin's approach to analysis. Six themes emerged as key strategies to acquire and retain skilled employees: company culture, succession, benefits, finding new employees, incentives, and employee attraction and retention. These findings may contribute to improving business practices in manufacturing industries or human resource management. The implications for positive social change include the potential for the community to become more attractive for other industries and improve the quality of life for individuals who reside in the community.
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James, Jennifer Lynn 1972. "Prospects for low-skilled workers in the information technology (IT) sector : lessons for workforce development policy from Boston area IT firms and the staffing industry". Thesis, Massachusetts Institute of Technology, 2001. http://hdl.handle.net/1721.1/67540.

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Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 2001.
Includes bibliographical references (leaves 87-90).
This thesis investigates the role of workforce development policy in creating employment opportunities for lower skilled workers in the information technology (IT) sector and related businesses. It generally accepted that this sector creates job opportunities with superior wages and employment benefits compared to other sectors; this thesis explores entry-level employment in IT-related occupations as an opportunity out of low-wage, low-skill jobs through access to higher quality entry-level work and mobility into higher skilled position in the industry. Research on the occupational profiles along with the employment and hiring practices of IT firms highlights employment barriers faced by lower skilled workers in the IT sector. This investigation surveys two perspectives: the IT firms of Cambridge, Massachusetts that employ workers, and the Boston area staffing industry that supplies a significant amount of labor to these employers. Thus, the research presented in this thesis describes both the demand and supply sides of the IT labor market. The ultimate goal of this investigation is to look for ways to open up high-tech employment to workers beyond the norm of white, male, Caucasian, age 36 to 40, with a bachelor's degree, as reported by nationwide statistics on IT workers. Forging into the IT sector with workforce development policy requires more than short-term training to assist lower skilled workers in accessing jobs. The stringent education and skill requirements of core IT positions mandate the development of long-term training and education policies to increase the supply of workers qualified to enter into the field. In addition to long-term training, successful employment policy is needed to creatively assist lower skilled workers in qualifying for entry-level IT occupations, so that they can take advantage of the growing employment opportunities created by this industry. This thesis concludes with policy recommendations on how to provide employment and training opportunities that initiate careers for lower skilled workers in IT-related occupations, as well as spur opportunities for mobility out of entry-level work
by Jennifer Lynn James.
M.C.P.
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Książki na temat "Skilled workforce"

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Simmons, Charlene Wear. Building a skilled state information and technology workforce. Sacramento, CA (900 N street, suite 300, P.O. Box 942837, Sacramento, 94237): California Research Bureau, 1999.

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Simmons, Charlene Wear. Building a skilled state information and technology workforce. Sacramento, CA: California State Library, California Research Bureau, 1999.

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Walter, Matthias. Multi-Project Management with a Multi-Skilled Workforce. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-08036-5.

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Alberta. Alberta industry workforce strategies: Progress update 2006-2010. Edmonton: Govt. of Alberta], 2010.

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Virtual learning: A revolutionary approach to building a highly skilled workforce. New York: McGraw-Hill, 1997.

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Skills investment strategy: Supporting the development of a skilled workforce in Alberta, policy framework. Edmonton, Alta: Alberta Human Resources and Employment, 2003.

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A Workforce strategy for Alberta's manufacturing industry. Edmonton: Alberta Employment, Immigration and Industry, 2007.

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A Workforce strategy for Alberta's energy sector. Edmonton: Alberta Employment, Immigration and Industry, 2007.

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The accelerating decline in America's high-skilled workforce: Implications for immigration policy. Washington, DC: Peterson Institute for International Economics, 2007.

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America needs talent: Attracting, educating & deploying the 21st-century workforce. New York, NY: RosettaBooks, 2015.

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Części książek na temat "Skilled workforce"

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Dietrich, David M., Michael Kenworthy i Elizabeth A. Cudney. "Skilled workforce, or lack thereof". W Additive Manufacturing Change Management, 87–92. Boca Raton : Taylor & Francis, 2019. | Series: Continuous: CRC Press, 2019. http://dx.doi.org/10.1201/9780429465246-9.

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Deissinger, Thomas, i Kathrin Breuing. "Recruitment of Skilled Employees and Workforce Development in Germany: Practices, Challenges and Strategies for the Future". W Workforce Development, 281–301. Singapore: Springer Singapore, 2014. http://dx.doi.org/10.1007/978-981-287-068-1_17.

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Jonker, Kobus, i Bryan Robinson. "A Skilled and Educated Workforce for Africa". W China’s Impact on the African Renaissance, 137–65. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-0179-7_6.

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Walter, Matthias. "Introduction". W Multi-Project Management with a Multi-Skilled Workforce, 1–5. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-08036-5_1.

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Walter, Matthias. "Background and motivation". W Multi-Project Management with a Multi-Skilled Workforce, 7–37. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-08036-5_2.

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Walter, Matthias. "Problem definitions and basic notation". W Multi-Project Management with a Multi-Skilled Workforce, 39–51. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-08036-5_3.

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Walter, Matthias. "Optimization models and complexity analysis". W Multi-Project Management with a Multi-Skilled Workforce, 53–86. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-08036-5_4.

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Walter, Matthias. "Literature review". W Multi-Project Management with a Multi-Skilled Workforce, 87–107. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-08036-5_5.

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Walter, Matthias. "Solution methods". W Multi-Project Management with a Multi-Skilled Workforce, 109–96. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-08036-5_6.

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Walter, Matthias. "Numerical analysis". W Multi-Project Management with a Multi-Skilled Workforce, 197–274. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-08036-5_7.

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Streszczenia konferencji na temat "Skilled workforce"

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Dlamini, Patience, John Mahlalela, Talent Rugube, Eunice Mthethwa-Kunene i Cosmas Maphosa. "Work-based Learning as a Means to Foster Lifelong Learning: Views of Education Stakeholders in Eswatini". W Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.6917.

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One of UNESCO's advocacy messages states that ‘lifelong learning for all is the most appropriate philosophy, conceptual framework and organising principle for learning, education and training in the 21st century’. To ensure innovative and resilient employees, companies need to integrate lifelong learning into their operations. Investing in upskilling and reskilling employees across all gender has a potential to close the ever-increasing workforce skills gap in the complex business setting. Actively learning new skills and technologies by employees is mandatory to align with sustainable development goal No 4. Work-based learning is one approach that has increased access to higher education for working adults in many parts of the world. Though still not common in Sub-Saharan Africa, this approach resonates well with the 21st century demands for skilled workforce, innovation and educational resilience. This paper discusses views of Thirty-two (32) Education stakeholders who participated in the Survey on the importance of introducing a work-based learning approach using the distance education mode to upskill industry employees at the University of Eswatini. Survey questions were sent to stakeholders and document analysis on Work-based learning as a means to upskill the workforce in engineering was done. The findings showed that stakeholders embraced work-based learning as an approach to create a skilled workforce but policies have to be in place for effective implementation.
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Sandborn, Peter, Varun J. Prabhakar i Abisola Kusimo. "Modeling the Obsolescence of Critical Human Skills Necessary for Supporting Legacy Systems". W ASME 2012 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/detc2012-71554.

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Obsolescence of human skills impacts the support of long field life systems. Human skills obsolescence is a growing problem for organizations as they try to estimate and mitigate the effects of an aging workforce with specialized (and possibly irreplaceable) skill sets. Difficulties with skills obsolescence have been reported in a number of industries including industrial controls, aerospace, and military systems, all product sectors that must support critical systems for 20–30 years or longer. Common workforce planning models do not generally address the obsolescence of skills. Rather, they implicitly assume lost human resources are always replenishable. Nearly all of the existing research associated with the obsolescence of skills focuses on the opposite of the problem addressed in this paper, i.e., workers have skills that are obsolete and therefore need to be retrained in order to be employable. Alternatively, this paper addresses the lack of workers with the necessary skill set and the inability to replace them. This paper describes a model for the obsolescence of skills and skilled worker retention. This research provides a way to quantitatively address the problem of skills obsolescence and provides a basis upon which to estimate the cost of future system support.
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Sguario, Renata, Mahendra Singh i Som Naidu. "Gamified and Digitised Technology to Help Empower Minority and under Resourced Groups to Fuel their Advancement and Rise". W Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.1116.

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The issues and challenges confronting the changing face of the global workforce, like automation, technology advances and a global shortage of skilled labour, are expediting the need for business and economies, to quickly adapt and drive the necessary upskill/reskill of employees to be ready. The need is global, and just as acute in disadvantaged countries. Economies, and their leaders, who think beyond technical skills and seek to avail themselves of market leading solutions, and help their people invest in human skill development will thrive.
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Chen, Di, Shi-xin Liu i Yi-fan Wang. "Modeling for project scheduling with multi-skilled workforce constraints and uncertainty". W 2014 26th Chinese Control And Decision Conference (CCDC). IEEE, 2014. http://dx.doi.org/10.1109/ccdc.2014.6852136.

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Richter, Yossi, Yehuda Naveh, Donna L. Gresh i Daniel P. Connors. "Optimatch: Applying Constraint Programming to Workforce Management of Highly-skilled Employees". W 2007 IEEE International Conference on Service Operations and Logistics, and Informatics. IEEE, 2007. http://dx.doi.org/10.1109/soli.2007.4383953.

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Yusnandar, Yandi, Raja Masbar, B. S. Nazamuddin i Abd Jamal. "High-skilled Workforce and Productivity Growth: the Knowledge-based Economics Perspective". W Proceedings of the 1st Aceh Global Conference (AGC 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/agc-18.2019.81.

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"MILP with Multi-Skilled Workforce and Multi-Mode Performance in RCPSP". W WCSE 2022 Spring Event: 2022 9th International Conference on Industrial Engineering and Applications. WCSE, 2022. http://dx.doi.org/10.18178/wcse.2022.04.035.

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Di, Chen, Sun Fu-quan, Liu Shi-xin i Wang Yi-fan. "Priority rule based heuristics for project scheduling problems with multi-skilled workforce constraints". W 2013 25th Chinese Control and Decision Conference (CCDC). IEEE, 2013. http://dx.doi.org/10.1109/ccdc.2013.6561233.

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Yi-fan, Wang, Sun Fu-quan, Liu Shi-xin i Chen Di. "A new method to solve project scheduling problems with multi-skilled workforce constraints". W 2013 25th Chinese Control and Decision Conference (CCDC). IEEE, 2013. http://dx.doi.org/10.1109/ccdc.2013.6561342.

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Feng, Yuan, i Wenhui Fan. "A hybrid simulation approach to dynamic multi-skilled workforce planning of production line". W 2014 Winter Simulation Conference - (WSC 2014). IEEE, 2014. http://dx.doi.org/10.1109/wsc.2014.7020014.

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Raporty organizacyjne na temat "Skilled workforce"

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Chen, Xianglei, i Susan Rotermund. Entering the Skilled Technical Workforce After College. RTI Press, kwiecień 2020. http://dx.doi.org/10.3768/rtipress.2020.rb.0024.2004.

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This research brief uses nationally representative data from the 2012/17 Beginning Postsecondary Students Longitudinal Study (BPS:12/17) to examine post-college transitions of US undergraduates into the skilled technical workforce (STW), defined here as workers in a collection of occupations that require significant levels of science, technology, engineering, and mathematics (STEM) knowledge but not necessarily a bachelor’s degree for entry. Thus far, empirical research on the STW has been limited by a dearth of data; however, based on newly available data from BPS:12/17, the findings in this report indicate that STW employment provides workers with above-median salaries, more equitable wages, a variety of benefits, and clear career paths. STW jobs attract diverse populations, especially those from underrepresented groups (e.g., Hispanics, individuals from low-income backgrounds, and those whose parents do not have college education). US community colleges and sub-baccalaureate programs play a large role in developing the STW.
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Bound, John, Breno Braga, Gaurav Khanna i Sarah Turner. Public Universities: The Supply Side of Building a Skilled Workforce. Cambridge, MA: National Bureau of Economic Research, czerwiec 2019. http://dx.doi.org/10.3386/w25945.

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Hunt, Will. Reshoring Chipmaking Capacity Requires High-Skilled Foreign Talent. Center for Security and Emerging Technology, luty 2022. http://dx.doi.org/10.51593/20210065.

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CHIPS for America Act funding will result in the construction of new semiconductor fabrication facilities (“fabs”) in the United States, employing tens of thousands of workers. This policy brief assesses the occupations and backgrounds that will be most in-demand among new fabs, as well as options for ensuring availability of the necessary talent. Findings suggest the need for new immigration pathways for experienced foreign fab workers, and investments in workforce development.
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Walker, Lee. The National Shipbuilding Research Program, Assist U.S. Shipyards to Develop and Maintain a Skilled Workforce -- Database Read ME" Document". Fort Belvoir, VA: Defense Technical Information Center, styczeń 1999. http://dx.doi.org/10.21236/ada446645.

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Mohebbi, Mehri, Sumita Raghuram i Ahoura Zandiatashbar. Pathway to Promote Diversity within Public Transit Workforce. Mineta Transportation Institute, sierpień 2022. http://dx.doi.org/10.31979/mti.2022.2135.

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There are many aspects of the transportation industry that can be focused on, but the lack of resiliency is one of the most urgent. Enhancing resiliency and creative problem-solving is essential to the industry’s growth and survival. But it cannot happen without building a more diverse workforce. Women still make up a small fraction of transportation workers, and African American and Hispanic employees are even less represented. These disparities are increasingly pronounced in many senior positions, particularly in STEM fields. Meanwhile, the public transportation industry is experiencing a severe and worsening workforce shortage and many agencies have reported substantial difficulty recruiting, retaining, and developing skilled workers. Considering the transit industry’s existing diversity and inclusion toolkits and guidelines, this project emphasizes lessons from in-depth interviews with leaders from 18 transit agencies across the country. The interviews illuminate the existing challenges and creative solutions around transit workforce diversity and inclusion. From the interviews, we discovered: 1) the critical factors that impact the current level of diversity and career mobility within transit agencies; 2) how diversity efforts help explore resources and provide opportunities for effective and robust employee engagement; and 3) the significance of evaluation systems in creating a more transparent recruitment process that initiates structural shifts, resulting in better recruiting. Moving towards inclusive and equitable workforce environments is a healing process that starts with understanding these gaps. We call this effort Healing the Workforce through Diversification.
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Arnold, Zachary. Canada’s Immigration System Increasingly Draws Talent from the United States. Center for Security and Emerging Technology, lipiec 2020. http://dx.doi.org/10.51593/20200056.

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Official data shows a 75 percent increase in the number of U.S. residents advancing through Express Entry, Canada's flagship skilled immigration program. These findings call for immigration reforms and greater investment in STEM research and workforce development.
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Kerai, Urvi, Lydia Kiroff i Rashika Sharma. The Response of Auckland Construction Firms to Recent Technological Changes. Unitec ePress, lipiec 2021. http://dx.doi.org/10.34074/ocds.087.

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Over the past decade, the impacts of technology on the construction sector have been profound. This trend presents significant challenges for construction firms in an environment characterised by skilled labor shortages and an aging workforce that tends to struggle to accept new technology. The purpose of this research is to determine the types of technologies that are being used by Auckland construction firms, the challenges that they face as they adopt new technologies, and the impact of technology on the construction workforce.
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Mehmood, Hamid, Surya Karthik Mukkavilli, Ingmar Weber, Atsushi Koshio, Chinaporn Meechaiya, Thanapon Piman, Kenneth Mubea, Cecilia Tortajada, Kimberly Mahadeo i Danielle Liao. Strategic Foresight to Applications of Artificial Intelligence to Achieve Water-related Sustainable Development Goals. United Nations University Institute for Water, Environment and Health, kwiecień 2020. http://dx.doi.org/10.53328/lotc2968.

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The report recommends that: 1) Policymakers should conduct holistic assessments of social, economic, and cultural factors before AI adoption in the water sector, as prospective applications of AI are case- specific. It is also important to conduct baseline studies to measure the implementation capacity, return on investment, and impact of intervention. 2) To ensure positive development outcomes, policies regarding the use of AI for water-related challenges should be coupled with capacity and infrastructure development policies. Capacity development policies need to address the AI and Information and Communications Technology (ICT) needs for the AI-related skill development of all water-related stakeholders. Infrastructure development policies should address the underlying requirements of computation, energy, data generation, and storage. The sequencing of these policies is critical. 3) To mitigate the predicted job displacement that will accompany AI-led innovation in the water sector, policies should direct investments towards enabling a skilled workforce by developing water sector-related education at all levels. This skilled workforce should be strategically placed to offset dependency on the private sector. 4) Water-related challenges are cross-cutting running from grassroots to the global level and require an understanding of the water ecosystem. It is important for countries connected by major rivers and watersheds to collaborate in developing policies that advance the use of AI to address common water-related challenges. 5) A council or agency with representation from all stakeholders should be constituted at the national level, to allow for the successful adoption of AI by water agencies. This council or agency should be tasked with the development of policies, guidelines, and codes of conduct for the adoption of AI in the water-sector. These key policy recommendations can be used as primary guidelines for the development of strategies and plans to use AI to help achieve water-related SDGs.
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Arbeit, Caren A., Alexander Bentz, Emily Forrest Cataldi i Herschel Sanders. Alternative and Independent: The universe of technology-related “bootcamps". RTI Press, luty 2019. http://dx.doi.org/10.3768/rtipress.2019.rr.0033.1902.

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In recent years, nontraditional workforce training programs have proliferated inside and outside of traditional postsecondary institutions. A subset of these programs, bootcamps, advertise high job placement rates and have been hailed by policymakers as key to training skilled workers. However, few formal data exist on the number, types, prices, location, or other descriptive details of program offerings. We fill this void by studying the universe of bootcamp programs offered as of June 30, 2017. In this report, we discuss the attributes of the 1,010 technology-related programs offered in the United States, Canada, and online. We find more diversity among bootcamp providers and programs than would be expected from public discourse. This primarily relates to the mode of delivery (online vs. in person), intensity (part time/full time), cost, and program types. Based on the data we collected, we present a classification structure for bootcamps focused on five distinct program types.
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Petersen, Rodney, Danielle Santos, Matthew C. Smith, Karen A. Wetzel i Greg Witte. Workforce Framework for Cybersecurity (NICE Framework). National Institute of Standards and Technology, listopad 2020. http://dx.doi.org/10.6028/nist.sp.800-181r1.

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This publication from the National Initiative for Cybersecurity Education (NICE) describes the Workforce Framework for Cybersecurity (NICE Framework), a fundamental reference for describing and sharing information about cybersecurity work. It expresses that work as Task statements and describes Knowledge and Skill statements that provide a foundation for learners including students, job seekers, and employees. The use of these statements helps students to develop skills, job seekers to demonstrate competencies, and employees to accomplish tasks. As a common, consistent lexicon that categorizes and describes cybersecurity work, the NICE Framework improves communication about how to identify, recruit, develop, and retain cybersecurity talent. The NICE Framework is a reference source from which organizations or sectors can develop additional publications or tools that meet their needs to define or provide guidance on different aspects of cybersecurity education, training, and workforce development.
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