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Bibliografias temáticas / Skill shortages

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Literatura científica selecionada sobre o tema "Skill shortages"

Autor: Grafiati

Publicado: 4 de junho de 2021

Última modificação: 5 de fevereiro de 2022

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Artigos de revistas sobre o assunto "Skill shortages"

1

Paul, Suchandra. "An Analysis of the Skill Shortage Problems in Indian IT Companies". Social Sciences 7, n.º 9 (14 de setembro de 2018): 159. http://dx.doi.org/10.3390/socsci7090159.

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Skill shortage is a crucial social issue which needs to be analyzed thoroughly in any organization. In this paper, the problems related to the skill shortage are analyzed and possible solutions are provided to deal with the problem of skill shortages effectively. This paper will facilitate in helping the organization to find the right talent for the organization thus removing or decreasing the problem of skill shortages. The paper begins with the importance of skills shortage from a theoretical point of view. The problems associated are highlighted and analyzed. The factors which are an integral part of skill shortages are elaborated. Also, an in-depth analysis is carried out by considering the organizations, Tata Consultancy Services and Infosys as a case study. In the final section, various solutions and approaches are laid down to tackle the problems incorporated with skill shortages.

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Bosworth, Derek L. "Professional Skill Shortages". International Journal of Manpower 11, n.º 2 (fevereiro de 1990): 6–17. http://dx.doi.org/10.1108/01437729010135674.

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Cappelli, Peter H. "Skill Gaps, Skill Shortages, and Skill Mismatches". ILR Review 68, n.º 2 (23 de janeiro de 2015): 251–90. http://dx.doi.org/10.1177/0019793914564961.

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4

Tiwasing, Pattanapong. "Brexit and skill shortages: an empirical analysis of UK SMEs". Economics and Business Letters 10, n.º 1 (21 de fevereiro de 2021): 9–15. http://dx.doi.org/10.17811/ebl.10.1.2021.9-15.

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This paper examines the perspectives of SMEs on Brexit and skill shortages using cross-sectional data of 2,969 SMEs from a UK Government’s Small Business survey for 2016. The logistic regression with clustered standard errors is applied to analyse the association between SMEs considering Brexit as a major business obstacle and the probability of SMEs identifying skill shortages in their businesses. The results show that firms with a shortage of managerial skills/expertise have a 6.5% higher probability to report that Brexit will affect their businesses, followed by difficulties in staff recruitment (4.5%) and shortage of skills within external labour markets (3.8%). Policy recommendations are provided.

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Standley, Frankie. "Skill shortages in mining". Filtration Industry Analyst 2005, n.º 6 (junho de 2005): 7. http://dx.doi.org/10.1016/s1365-6937(05)70706-1.

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Bosworth, Derek. "SKILL SHORTAGES IN BRITAIN". Scottish Journal of Political Economy 40, n.º 3 (agosto de 1993): 241–71. http://dx.doi.org/10.1111/j.1467-9485.1993.tb00903.x.

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7

Bosworth, Derek L., e Patricia A. Dutton. "Skill Shortages: An Overview". International Journal of Manpower 11, n.º 2 (fevereiro de 1990): 54–57. http://dx.doi.org/10.1108/01437729010135665.

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Bryant, Lia, e Katrina Jaworski. "Minding the gaps: Examining skill shortages in Australian rural non-agricultural workplaces". Journal of Management & Organization 18, n.º 4 (julho de 2012): 499–515. http://dx.doi.org/10.1017/s1833367200000729.

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AbstractThis article examines skills shortage in rural Australian mining and food and beverage processing industries by analyzing the concept of skill and differentiating between gaps in skills and skill shortages. Drawing on Acker's sociological concept of inequality regimes, we analyze workforce profiles informed by the Australian Bureau of Statistics data, and qualitative interview data with human resource personnel. Emphasis is given to gender and Indigeneity, and the recruitment and retention practices by place and organization. We argue that the term ‘skill shortage’ is contentious as current workforce profiles are narrow and thereby exclude segments of the rural labor market. We also argue that underlying assumptions about gender and race in organizations need to be addressed for rural-based organizations to more fully utilize the available workforce.

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Bryant, Lia, e Katrina Jaworski. "Minding the gaps: Examining skill shortages in Australian rural non-agricultural workplaces". Journal of Management & Organization 18, n.º 4 (julho de 2012): 499–515. http://dx.doi.org/10.5172/jmo.2012.18.4.499.

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AbstractThis article examines skills shortage in rural Australian mining and food and beverage processing industries by analyzing the concept of skill and differentiating between gaps in skills and skill shortages. Drawing on Acker's sociological concept of inequality regimes, we analyze workforce profiles informed by the Australian Bureau of Statistics data, and qualitative interview data with human resource personnel. Emphasis is given to gender and Indigeneity, and the recruitment and retention practices by place and organization. We argue that the term ‘skill shortage’ is contentious as current workforce profiles are narrow and thereby exclude segments of the rural labor market. We also argue that underlying assumptions about gender and race in organizations need to be addressed for rural-based organizations to more fully utilize the available workforce.

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Moghadam, Reza. "the cure for skill shortages?" Economic Affairs 11, n.º 3 (abril de 1991): 16–18. http://dx.doi.org/10.1111/j.1468-0270.1991.tb00781.x.

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Teses / dissertações sobre o assunto "Skill shortages"

1

Winstanley, D. "Skill shortages and the changing structure of labour markets in high technology industry : Case studies in technological staff recruitment in Hampshire". Thesis, University of Southampton, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.233006.

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2

Lubbe, Thomas Arnoldus. "The impact of skills shortage in the heating, ventilation and air conditioning industry in the Western Cape". Thesis, Cape Peninsula University of Technology, 2020. http://hdl.handle.net/20.500.11838/3102.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2020
This thesis examined the impact skills shortage among artisans in the heating, ventilation and air conditioning (HVAC) field have on the industry. The rationale for this investigation is based on the view of engineers and company owners in the HVAC industry that there is a dire need to train more artisans and to improving the skills of already qualified artisans. The thesis employed a mixed method research approach and reviewed relevant literature. Empirical data was obtained from HVAC contracting companies being members of the South African Refrigeration and Air Conditioning Contractors Association (SARACCA) in the Western Cape. The study demonstrates that there is a shortage of skilled and qualified artisans in the HVAC industry. Although there are individuals within the HVAC industry who are passionate about training, their efforts cannot supply the whole industry with knowledgeable qualified artisans. More emphasis should be placed on basic education, the level of artisan training, continuous training of qualified artisans and the retention of skilled artisans. Based on the findings, the study concluded that skilled artisans and poor quality workmanship is being experienced on a continuous basis. The lack of skilled artisans and the cost implication to obtain skilled artisans force companies to employ unskilled labour. It is recommended that the industry should work closer with government agencies to ensure that training being offered by private training institutions and colleges is aligned with the industry requirements. This together with an improved education system will secure skilled artisans.

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3

Kelleher, Michael. "Skills shortages and work reorganisation in British manufacturing". Thesis, University of Bath, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334371.

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4

Xingwana, Lumkwana. "Management perceptions regarding skills shortages in gold mines". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1007959.

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The skills shortages in mining and mineral sector had existed for a decade and had a widespread effect on South Africa economy. It affects the level of economic productivity and reduces the country’s capacity to develop a knowledge society. This, in turn, affects the country’s functioning in the global economy. Despite the sector’s best efforts, the shortages continue to grow and threaten the delivery of projects and growth plans. Some researchers contend with the view that the persistence of skills shortages in mining and mineral sector is largely due to entrenched attitudes among both the industry and the community. They claim that employers have the means to change the educational profile of the subsectors by appointing recruits with higher levels of schooling. However, owing to the limited number of higher educated people living in the communities surrounding the mining operations and lack of interest in mining of people with higher levels of education, to name but few, employers are perceived to have a habit of employing people with little skills. The current study was aimed at investigating the impact of skills shortage on organisational performance, propensity to leave, competitive advantage and sustainability, from the management perceptive. The main objective of this study was to incorporate and embed previous research findings and theories into a comprehensive hypothetical model. A hypothetical model showed various factors that may influence skills shortage. Four independent variables (working environment, employment conditions, resources and education and training) were identified as variables that may influence skills shortage; and mediating variable (skills shortage) was also identified as a variable that have potential to affect dependent variables (organisational performance, propensity to leave, competitive advantage and sustainability) of gold mining sector. Furthermore, eight hypotheses were developed to test the relationship between independent, mediating and dependent variables. All these variables were clearly defined and operationalized with various items obtained from measuring instruments used in other similar studies. A purposive sample of 343 respondents was drawn from the population. A seven-point Likert scale and structured questionnaire were administered in person to the respondents and of which 300 were usable and subjected further to several statistical analyses. The validity and reliability of the measuring instrument was evaluated using significant effect p< = 0.001 and Pearson’s correlation test (α = 0.05). Data gathered were fed to and analysed by STATISTICA (version 10) and factor analysis and regression analyses were the statistical procedures used to test the significance of the relationships between the various independent and dependent variables. Consequently, working environment, resources and education and training were three independent variables that were identified as having ability to predict propensity to leave, competitive advantage and sustainability. An attempt was made to establish whether various demographic variables have an influence on mediating and dependent variables through the introduction of gender and position in the organisation while conducting an Analysis of Variance and Multiple linear regressions, but they obtained negative values. The conclusion is that demographic variables do not have over mediating and depended variables. The findings of this study states that with conducive working environment, availability of resources, the high levels of education and training, the country could produce skills that would reduce propensity to leave, drive competitive advantage and sustainability, innovation and entrepreneurship, create competitive advantages and boost employment sustainability.

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Rasool, Fathima. "The role of skills immigration in addressing skills shortages in South Africa / by Fathima Rasool". Thesis, North-West University, 2010. http://hdl.handle.net/10394/4618.

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South Africa is in the throes of a skills crisis. This situation is seriously hampering the country's economic progress and global participation. This study focuses on the analysis of skills migration in South Africa, and specifically aims to provide a conceptual framework for better cognition of the skills situation in South Africa. The study is presented in a series of four articles with a final chapter that incorporates these articles in a cognitive unit and, therefore, provide a cognitive map to better understand skills migration in South Africa. Article one of the study provides an in–depth discussion on the serious shortage of skilled workers and its impact on the progress of the country. This crisis is largely due to the failure of the national education and training system to supply the economy with much needed skills required to support economic growth and job creation. The findings of this study indicated that there are various factors that are contributing to the skills shortages in the country. Some of the factors include: poor education standards, emigration, crime and HIV. It must be noted that these factors cannot be addressed overnight. Hence, this study emphasised the role that skilled foreign workers can play in alleviating the skills shortages in the country. The contribution of foreign workers could be viewed as a short to medium solution to the skills crisis. Finally, this study has confirmed the findings of similar studies undertaken by the Centre for Development and Enterprise that opening the doors to high–skilled immigration can only serve as a means of supplementing the skills pool and hence contributing to the economic growth of the country. In relation to the above, that is, a means to address the skills shortages, article two supported the view that a more expansive and robust policy approach to skills immigration can be part of the larger solution of addressing the skills shortages of the country. This would allow for economic progress and make South Africa globally competitive. Hence, the primary purpose of this article was to determine the effectiveness of South Africa's immigration policy to support skills immigration. Attempts to recruit foreign skills to work in South African firms is proving to be a challenge as there are a number of issues in South Africa's immigration policy that makes it restrictive for organisations when recruiting skilled foreign workers. The following are some of the consequences of this restrictive policy: due to major infrastructural growth and development during the 2010 period, there is tremendous strain on the construction industry as a result of shortage of engineers, quantity surveyors, technicians and architects. Problems in retaining skilled mining staff combined with insufficient new graduates and an aging workforce is affecting the South African industry. A dearth of engineering skills at Eskom has also contributed to the power crisis. Thus it could be concluded that South Africa's skills immigration policy is problematic and not helpful in addressing the skills shortages of the country. In addition and in relation to factors that are contributing to skills shortages in the country, article three of the study focused specifically on factors that either push or pull people into a country. Push factors are generally regarded as negative factors as they push people out of the country. These factors include affirmative action, which contributes to emigration of skilled individuals, crime, HIV, economic instability, poor health care and dissatisfaction with the political situation of the country. Pull or positive factors on the other hand draw skilled South Africans to a country. These factors include: attractive salary packages, early retirement within the education sector, an opportunity to gain international work experience, an improved lifestyle and variety of career choices. Certain immigrants are pulled to South Africa as they see it as offering them economic opportunities that are not available in their home country. However, these immigrants range largely from unskilled to a limited number of highly skilled workers. This is inadequate to address the skill shortages. Hence, this situation also points towards recruitment of skilled foreign workers as a short to medium term solution. The final article of the study confirms that skills shortage is a global phenomenon. As a result there is fierce competition amongst countries to attract skilled labour so as to alleviate these shortages and improve their competitive footing in the global economy. One major way that these countries strive to achieve their goal, is through promoting targeted skills immigration programmes to attract skilled workers. In order to alleviate these skills shortages and be part of the global economy, South Africa has to take lessons from these countries. Therefore, the main purpose of this article in the study was to indicate the advantages of having a competitive skills immigration policy. It also highlighted practices that make certain countries skills immigration programmes successful. In doing so, these suitable practices could be offered to policy makers so that they can make informed decisions on improving the skills immigration policy of the country. Finally, there is a general consensus that South Africa's policy on skills immigration is in need of radical review due to the fact that it is highly restrictive, bureaucratic, user–unfriendly and costly to administer. Moreover, it serves as an impediment for business and industry to recruit skilled foreign labour into the country as a result of excessive, and often, unnecessary regulations and procedures. As a consequence, South Africa tends to attract a higher proportion of unskilled and semi–skilled foreign workers when, in actual fact, it should be attracting highly skilled immigrants.
Thesis (Ph.D. (Business Administration))--North-West University, Potchefstroom Campus, 2011.

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Murray, Nicole Anne. "Who gets their hands 'dirty' in the knowledge society? Training for the skilled trades in New Zealand". Lincoln University, 2004. http://hdl.handle.net/10182/1714.

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The vision of New Zealand as a 'knowledge society' is a mantra that has opened the twenty-first century. Underpinning any 'knowledge society', however; are people who turn resources into concrete products and who build, maintain and service the technological and social infrastructure essential to society. This thesis examines the skilled trades and, in particular, how people are trained for those trades. Industry training is a crucial component of the wealth-generating capabilities of New Zealand. It is also an essential part of the way that many young people make the transition from school to work and from adolescence to adulthood. The means of training tradespeople has moved over the years from the rigid and prescriptive apprenticeship system, to the more voluntaristic, industry-led 'industry training' strategy, introduced following the Industry Training Act 1992. Regardless of the system used to organise training, however, there have been long-standing problems in New Zealand with achieving the optimum number of skilled workers, possessing the correct 'mix' of skills required. In this research, based upon semi-structured interviews with industry training stakeholders four industry case studies, policy content analysis and an in-depth examination of the Modem Apprenticeships scheme, I ask three key questions. First, what are the things that, as a country, we could or should reasonably expect a 'good' industry training system to contribute to? These may be things like: an adequate supply of appropriately skilled workers, the ability to upskill or reskill these workers as needed, clear transition routes for young people, lifelong learning opportunities, equity goals and foundation skills. Second, I ask how the current system performs against these criteria. The short answer is that the performance is 'patchy'. There are dire skill shortages in many areas. While opportunities for workplace upskilling, reskilling or 'lifelong learning' are available, I argue that they are not yet cemented into a 'training culture'. Workplace-based learning is an important transition route for a small percentage of our young people but the favoured route is some form of tertiary education, which may be an expensive and not necessarily relevant option. Third, I ask why the performance of New Zealand's industry training system is often less than desirable. My argument is that the problems and solutions thereof, of skill formation in New Zealand have been understood largely in terms of the supply-side. That is, we have either critiqued, or looked to reform, whatever system has been in place to train skilled workers. The inadequacy of this approach is evident from weaknesses in the ability of either the prescriptive apprenticeship system or the voluntaristic industry training strategy to deliver an appropriately skilled workforce. Thus, I also examine the demand side of skill formation: the wider influences that impact on employers' training decisions. Training decisions made by individual employers, the aggregation of which represent the level and quality of training for New Zealand as a whole, are influenced by a plethora of factors. At the micro level of the employer or firm, I explore barriers to training and some of the constraints to the demand for skills. I then examine broader influences, such as the changing shape of the workforce, labour market regulation and wider economic factors, all of which impact on training levels.

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Ntolwana, Olwethu A. "ICT skills shortages in under-developed areas of South Africa: a case of the Eastern Cape". Thesis, University of the Western Cape, 2013. http://hdl.handle.net/11394/4476.

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Masters of Commerce
Information and Communication Technology is a mixed set of technological tools and resources used to create and manage information. It involves technologies such as radio, television, video, DVD, telephone (both fixed line and mobile phones), satellite systems, computer (network hardware and software) as well as the tools and services associated with these technologies. ICT is increasingly seen as a major enabler of efficiencies and a catalyst for innovations. With adequate skills to effectively use ICT, it can also prove to be a foundation upon which sustainable socio-economic developments can be built. The problem in South Africa, however, is that of a severe shortage of technical skills in the ICT sector. The paradox is that despite the efforts at national, provincial and organisational levels to redress the shortage of skills, the problem persists. The aim of this study thus, was to understand the magnitude of skills shortages in under-developed areas of the Eastern Cape, so as to inform corrective measures. The Actor Network Theory (ANT) was used mainly as an analytical framework to analyse the problem of e-Skills shortages in South Africa. ANT helped in framing the context of the problem. It offered useful lenses of viewing the e-Skills development phenomenon as a network of stakeholders (actors), subjects (actants), processes and a determinant of information flows within the e-Skills development network. The study was mostly descriptive (and partly explanatory), seeking to clarify the status quo, the causes, and ultimately, to explore appropriate solutions. The interpretive approach was followed to conduct qualitative research. In this instance, a purposive sampling method was used to draw participants mainly from un/employed grade 12 (grade 12) graduates of 26 participants, consisting of 18 to 35 years of age. Participants were also drawn from high-level management in the training and development organisations and local employers of ICT graduates of Centane and Butterworth villages in the Eastern Cape. Content analysis technique was used to analyse and interpret data. Findings do reflect a severe lack of basic ICT skills, with causal factors varying from a lack of awareness about ICT careers, to a lack of access to ICT tools, with the majority of the affected grade 12 graduates neither being employed nor doing any tertiary studies. It is therefore recommended for the government to revisit the e-Skills policy and its implementation structures in rural areas. The Department of Education (DoE) in the Eastern Cape should also create educational networks that will provide remote schools with low cost, but high performance Internet access. A re-look into the general quality of education in rural areas is also urgent.

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Vanqa, Inga Bongo. "The effects of the labour skills shortage in the construction industry". Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021125.

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Purpose of this treatise: The aim of this research is to determine, if the skilled labour shortage has had any impact on how construction projects are executed. If there is an impact the study aims to determine the nature and extent of the problem. Design/methodology/approach: A review of related literature was conducted, mainly to ensure that existing research is not replicated, in order to generate new ideas. The quantitative research approach was applied for this research. The questionnaire was designed so that scores can be easily summed in order to obtain an overall measure of the attitudes and opinions of the respondents. Findings: The results revealed that the skilled labour shortage has a negative effect on how construction projects are executed. The results further revealed that the biggest concern amongst employers and management of construction companies was the negative impact the shortage of skilled labour has on the levels of workmanship. Research limitations: The sample (construction companies) is mostly situated in the Gauteng province of South Africa. Practical implications: The research is of importance to managers and supervisors of construction companies of all sizes. The findings of this study will assist in ensuring that projects are efficiently managed irrespective of the current skills crisis in the construction industry.

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Teka, Babalwa. "The credit risk management skills shortage in Nelson Mandela Bay Metropole". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1019893.

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Tito Mboweni (2011) said one of South Africa’s biggest tests is the overwhelming the skills shortage. He was echoing the views of Higher Education Minister Blade Nzimande who himself said “South Africa could not afford to have an economy "constrained by a severe lack of skills". There are numerous initiatives that having been undertaken by government in an attempt to solve the skills shortage problem. However, these initiatives are not aimed at the tertiary education system. The tertiary education system is the focus of this study as the author investigates how the NMMU Business School can play a significant role in addressing the skills shortage in the credit risk management sector. Following a literature review, surveys were completed by the NMMU Business School MBA students (ninety of them completed it) and personal interviews were conducted with three Provincial HR managers from South Africa’s “four big banks” in Nelson Mandela Bay (Nedbank, Standard Bank and ABSA). The study found that the skills shortage is indeed a problem. The study found that reasons including the legacy left by apartheid and students pursuing the wrong degrees were highlighted as some of the reason for this skills shortage. An opportunity for the NMMU Business School was identified to support the banking industry in addressing credit risk management skills shortage. The benefits include financial reward and more importantly an opportunity to differentiate the Business School and the courses offered at the school from the rest. Some of the recommendations included sourcing of the best practices from institutions like the Millpark Business School on effective partnering with the banking industry as well as a proactive approach to be adopted by the banking industry in terms of lobbying support from other potential role players for example but not limited to, student bodies, BankSeta and the smaller banks in the industry.

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Roberts, Elizabeth W. "Development of a Nurse Residency Program in Perinatal Nursing". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7730.

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Staffing turnover created a challenge for the women’s services department of a hospital in the southern United States, potentially compromising care for women and infants during childbirth. The gap in practice was the lack of a structured nurse orientation/residency program for nurses new to perinatal nursing, which requires specific competencies not learned at the prelicensure level of education. The guiding practice-focused question was whether a multidisciplinary team could develop a formal evidence-based perinatal nurse residency program that would meet the needs of on-boarding and support for the new nursing hires at this facility. A team of experienced nurses, which included two nurses from labor and delivery, high risk antepartum, mother baby, and assistant nurse manager developed a comprehensive program, which included defined competencies, didactic materials, detailed simulations, and evaluation tools. A multidisciplinary team of six nurses, and the assistant nurse manager achieved consensus on the quality and comprehensive nature of the program plan using the Appraisal of Guidelines for Research and Evaluation Instrument II assessment tool. The implications of this project to bring about positive social change include the potential for improved nursing care for patients during childbirth as a result of increased nurse knowledge and mentoring support. Improved retention might also contribute to stable teamwork and peer support. This project has the potential to improve both physical and psychological outcomes for women and infants in the perinatal period.

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Mais fontes

Livros sobre o assunto "Skill shortages"

1

Atkinson, John. Skill shortages survey. Brighton: Institute of Manpower Studies, 1985.

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2

Trades Union Congress. Economic and Social Affairs Department. Britain's skills gap: Skill shortages and training effort. London: Trades Union Congress, Economic and Social Affairs Department, 1999.

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3

Haskel, Jonathan. Will skill shortages end the recovery? London: London University,Queen Mary and Westfield College, Department of Economics, 1994.

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4

Hart, P. E. Skill shortages in the United Kingdom. London: National Institute of Economic and Social Research, 1990.

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5

Canada. Statistics Canada. Analytical Studies Branch. Skill shortages and advanced technology adoption. Ottawa: Statistics Canada, 2001.

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6

Sabourin, David. Skill shortages and advanced technology adoption. [Ottawa: Analytical Studies Branch, Statistics Canada], 2001.

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7

Sheffield), Skill '89 (Conference) (1989 University of. Skill '89: Developing solutions to the national skills shortages. Sheffield: University of Sheffield Centre for Continuing Vocational Education, 1989.

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8

Haskel, Jonathan. The causes of skill shortages in Britain. London: Queen Mary and Westfield College. Department of Economics, 1990.

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9

Jackson, Caroline. People, skills and potential: Skill gaps, skill shortages and training issues : a practical guide. London: English Tourism Council, 1999.

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10

Rees, Teresa L. Skill shortages, women and the new information technologies. Brussels: Commission of the European Communities, 1992.

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Capítulos de livros sobre o assunto "Skill shortages"

1

Murphy, Brian, Michael R. Veall e Yan Zhang. "Is There Evidence of ICT Skill Shortages in Canadian Taxfiler Data?" In Productivity and Efficiency Analysis, 145–60. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-23228-7_9.

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2

Dittrich, Winand, e Natalina Reuffurth. "Turkish Aacademics and Students in the Context of Skill Shortages in Germany". In German-Turkish Perspectives on IT and Innovation Management, 411–25. Wiesbaden: Springer Fachmedien Wiesbaden, 2017. http://dx.doi.org/10.1007/978-3-658-16962-6_25.

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3

Hariri, Nizar, Raymond Bou Nader e Sarah Haykal. "Technological Change and Future Skill-Shortages in Engineering and Architecture Education: Lessons from Lebanon". In Lecture Notes in Business Information Processing, 38–50. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-64642-4_4.

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4

Kilpatrick, Sue, Susan Johns, Patricia Millar, Georgina Routley e Quynh Lê. "Good Practice Models for Using TVET to Address Skill Shortages: A Case Study from Health". In Vocational Learning, 165–77. Dordrecht: Springer Netherlands, 2011. http://dx.doi.org/10.1007/978-94-007-1539-4_10.

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5

Lewis, J. "Skill shortages and the re-training needs of the unemployed: a local labour market study". In Studies in Operational Regional Science, 438–51. Dordrecht: Springer Netherlands, 1992. http://dx.doi.org/10.1007/978-94-015-8080-9_27.

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Voth, Joachim. "Europe’s “Skill Shortage”". In Economic Ideas You Should Forget, 157–58. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-47458-8_68.

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Westwood, Andy. "Skills that Matter and Shortages that Don’t". In The Skills That Matter, 38–54. London: Macmillan Education UK, 2004. http://dx.doi.org/10.1007/978-0-230-21189-6_3.

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Oke, Ayodeji, Clinton Aigbavboa e Tshinakaho Khangale. "Effect of Skills Shortage on Sustainable Construction". In Advances in Human Factors, Sustainable Urban Planning and Infrastructure, 303–9. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-60450-3_29.

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De Zan, Tommaso. "Future research on the cyber security skills shortage". In Cyber Security Education, 194–207. Names: Austin, Greg, 1951- editor. Title: Cyber-security education : principles and policies / edited by Greg Austin. Description: London ; New York : Routledge/Taylor & Francis Group, 2021. | Series: Routledge studies in conflict, security and technology: Routledge, 2020. http://dx.doi.org/10.4324/9780367822576-12.

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Gray, Kenneth, e Sang Hoon Bae. "Skills Shortages, Over-Education and Unemployed Youth: An International Dilemma". In International Handbook of Education for the Changing World of Work, 2211–28. Dordrecht: Springer Netherlands, 2009. http://dx.doi.org/10.1007/978-1-4020-5281-1_146.

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Trabalhos de conferências sobre o assunto "Skill shortages"

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Dawson, Nikolas, Marian-Andrei Rizoiu, Benjamin Johnston e Mary-Anne Williams. "Predicting Skill Shortages in Labor Markets: A Machine Learning Approach". In 2020 IEEE International Conference on Big Data (Big Data). IEEE, 2020. http://dx.doi.org/10.1109/bigdata50022.2020.9377773.

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Dawson, Nik, Marian-Andrei Rizoiu, Benjamin Johnston e Mary-Anne Williams. "Adaptively selecting occupations to detect skill shortages from online job ads". In 2019 IEEE International Conference on Big Data (Big Data). IEEE, 2019. http://dx.doi.org/10.1109/bigdata47090.2019.9005967.

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Gaur, Bhawna, Raeesa Bashir e Bhoomi Sanghvi. "An AI based training framework for Telecommuting Employees to combat perennial skill shortages post pandemic". In 2021 2nd International Conference on Intelligent Engineering and Management (ICIEM). IEEE, 2021. http://dx.doi.org/10.1109/iciem51511.2021.9445329.

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Thomas, Annette. "Skills Shortages in Geophysics, Subsurface and Subsea". In SPE Offshore Europe Oil and Gas Conference and Exhibition. Society of Petroleum Engineers, 2007. http://dx.doi.org/10.2118/108587-ms.

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Ittyeipe, Alan Verghese, e Anu V. Thomas. "Barriers to Adoption of Precast Concrete Construction in Buildings". In International Web Conference in Civil Engineering for a Sustainable Planet. AIJR Publisher, 2021. http://dx.doi.org/10.21467/proceedings.112.2.

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Resumo:

The increasing demands for housing the burgeoning urban population in developing countries like India has impelled the need to shift to mechanised construction practices like Precast Concrete Construction (PCCon) for faster supply of projects. PCCon has been successfully implemented in developed countries to meet the once prevalent housing shortages and is still being adopted extensively in high rise residential building projects in these countries. PCCon offers several benefits compared to cast in situ construction practices such as reduced construction time, time and cost certainty, improved quality control and improved health and safety. PCCon also promotes environment friendly construction, addresses shortage of skills and results in minimisation of life cycle costs.

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Sancho, Maria Ribera, Nia Alexandrova e Montserrat Gonzalez. "Addressing HPC skills shortages with parallel computing MOOC". In 2015 International Conference on Interactive Collaborative and Blended Learning (ICBL). IEEE, 2015. http://dx.doi.org/10.1109/icbl.2015.7387641.

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Day, T. "Skills requirements for our energy future". In IET Seminar on Skills Shortage: Who will keep the lights on? IEE, 2008. http://dx.doi.org/10.1049/ic:20080603.

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Jenkin-Jones, T. "E.ON's plugin2engineering - engaging future generations". In IET Seminar on Skills Shortage: Who will keep the lights on? IEE, 2008. http://dx.doi.org/10.1049/ic:20080607.

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Rayment, F. "Maintaining technical talent within the National Nuclear Laboratory. An overview from within Nexia solutions". In IET Seminar on Skills Shortage: Who will keep the lights on? IEE, 2008. http://dx.doi.org/10.1049/ic:20080608.

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Guest, S. "From feast to famine - how to restock the power sector's skills cupboard". In IET Seminar on Skills Shortage: Who will keep the lights on? IEE, 2008. http://dx.doi.org/10.1049/ic:20080604.

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Relatórios de organizações sobre o assunto "Skill shortages"

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Cappelli, Peter. Skill Gaps, Skill Shortages and Skill Mismatches: Evidence for the US. Cambridge, MA: National Bureau of Economic Research, agosto de 2014. http://dx.doi.org/10.3386/w20382.

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Neumark, David, Hans Johnson e Marisol Cuellar Mejia. Future Skill Shortages in the U.S. Economy? Cambridge, MA: National Bureau of Economic Research, julho de 2011. http://dx.doi.org/10.3386/w17213.

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Gasperini, Bruno, Amy Kracker Selzer, Lauren Lochocki, James Moore, Neha Nanda e Luke Patterson. Building New Careers: Identifying Shortage Occupations and the Skills 50+ Workers Will Need, 2017-2020. AARP Research, setembro de 2017. http://dx.doi.org/10.26419/res.00056.001.

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Gasperini, Bruno, Amy Kracker Selzer, Lauren Lochocki, James Moore, Neha Nanda e Luke Patterson. Building New Careers: Identifying Shortage Occupations and the Skills 50+ Workers Will Need, 2017-2020: Appendices. AARP Research, setembro de 2017. http://dx.doi.org/10.26419/res.00056.002.

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