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Employment Programmes (employment + programme)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	50%

Selected Abstracts

KENYA: Youth Employment Programme

AFRICA RESEARCH BULLETIN: ECONOMIC, FINANCIAL AND TECHNICAL SERIES, Issue 6 2010
Article first published online: 3 AUG 2010
No abstract is available for this article. [source]

Maximizing benefit transfers to the poor: Evidence from South African employment programmes

INTERNATIONAL LABOUR REVIEW, Issue 3 2002
Lawrence HADDAD
First page of article [source]

Programme Evaluation with Multiple Treatments

JOURNAL OF ECONOMIC SURVEYS, Issue 2 2004
Markus Frölich
Abstract., This paper reviews the main identification and estimation strategies for microeconometric policy evaluation. Particular emphasis is laid on evaluating policies consisting of multiple programmes, which is of high relevance in practice. For example, active labour market policies may consist of different training programmes, employment programmes and wage subsidies. Similarly, sickness rehabilitation policies often offer different vocational as well as non-vocational rehabilitation measures. First, the main identification strategies (control-for-confounding-variables, difference-in-difference, instrumental-variable, and regression-discontinuity identification) are discussed in the multiple-programme setting. Thereafter, the different nonparametric matching and weighting estimators of the average treatment effects and their properties are examined. [source]

Quality of life is not only for people served , it is also for staff: the Multi-Focal Approach

JOURNAL OF INTELLECTUAL DISABILITY RESEARCH, Issue 10 2005
N. Baum
Abstract Background To date, little attention has been given to the concept of quality of life around human resources employment programmes for staff working with persons with a dual diagnosis. Method This article describes the implementation of quality of life principles to service provision for people with dual diagnosis and its application to staff training. Results This type of experiential training facilitated change in staff's attitude to, and treatment of, the people served. Conclusion Human resources development programmes should be based on the same core quality of life principles and domains that guide service delivery on the individual level. [source]