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Skills Shortages (skill + shortage)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	80%

Selected Abstracts

Building on formal education: employers' approaches to the training and development of new recruits in the People's Republic of China

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 3 2003
Katharine Venter
Conceptions of modern management and of skill in China have developed out of quantitative, production oriented traditions that have tended to downplay the human side of management, training and development. Based on recent survey and case study research this paper argues that some organisations are moving away from such narrow definitions. These tend to be resource rich, larger enterprises, often in modern growth sectors and organisations exposed to foreign practice (either by virtue of foreign ownership or investment, or as a result of exposure to the pressures of global competition through operation in international markets). Skills shortages are faced by organisations throughout China. However, employers do not generally feel that the education system is serving to address these skills needs. The varying conceptions of modern management shape the manner in which organisations recruit from, and build, on formal education provision. Many resource rich employers are using formal education as a selection mechanism, selecting the educational elite and continuing to develop them. Those organisations that have limited access to highly qualified recruits are also least likely to be in a position to provide extensive or high quality training. Consequently the divide between resource rich and resource poor organisations, in terms of both organisational resources and employees' opportunities for skill acquisition, learning and development, seems likely to widen. [source]

Skills shortages are not always what they seem: migration and the Irish software industry

NEW TECHNOLOGY, WORK AND EMPLOYMENT, Issue 1-2 2008
James Wickham
This paper argues that the skills shortage in the Irish software industry is socially produced by a range of domestic factors, especially the education and training system. It also contends that immigration reinforces rather than resolves skills shortages. [source]

Influences on the supply of accounting graduates in Australia: a focus on international students

ACCOUNTING & FINANCE, Issue 1 2009
Beverley Jackling
M41 Abstract This paper examines the influences on the potential supply of accounting graduates in Australia with reference to the personal and social influences on the decision to major in accounting using the Theory of Reasoned Action and focusing on differences between local and international students. Responses from 437 accounting majors' found that personal attitudes linked to ,intrinsic interest' and ,extrinsic interest' was influential in choice of major. ,Reference groups' were an important social influence for international students. The findings have implications for government policy and the accounting profession in terms of attracting students and particularly international students, who are sufficiently interested in accounting as a career choice to address the skill shortage in Australia. [source]

Challenges confronting clinicians in acute care

JOURNAL OF NURSING MANAGEMENT, Issue 6 2009
VICKI PARKER RN
Aim, To engage acute care clinicians in prioritizing professional issues of concern and to help them identify and design change projects. Background, In order to meet and respond to challenges and to ensure safety, efficiency and positive patient and staff outcomes, it is imperative to understand the nature of difficulties faced by health professionals and for clinicians to be included in decision making and change. Method, A three-phase mixed-method design utilizing descriptive and interpretive approaches. Data were collected via survey, focus groups and nominal group workshops. Results, Communication, skill mix and work environments were identified as issues of most concern. Participants were able to identify and prioritize a range of projects to help them better understand and alleviate workplace problems. Conclusion, This study highlights key directions for practice change and confirms previous findings identifying urgent need for research that aims to overcome poor communication and skill shortages. It differs from other studies by providing a platform for participants to design projects leading to solutions and participate in change. Implications for nursing management, Support must be provided for managers in rostering, staffing, and resource procurement and allocation. The results of the present study highlights a need to refocus management styles on staff empowerment, participation and team building. [source]

Technicians, clients, and professional authority: structured interactions and identity formation in technical work

NEW TECHNOLOGY, WORK AND EMPLOYMENT, Issue 1 2002
Asaf Darr
This ethnographic study of technicians in action supplements a structural analysis of technical labour by delineating the distinct occupational identities of different technicians through their framed interactions with their clients and professionals with whom they work. We suggest that educational reform predicated on a structural conception of technicians will fail to redress the impending technical skill shortages. [source]

Skills shortages are not always what they seem: migration and the Irish software industry

An environment for prosperity and quality living accommodating growth in the Thames Valley

CORPORATE SOCIAL RESPONSIBILITY AND ENVIRONMENTAL MANAGEMENT, Issue 1 2004
Hugh Howes
The Thames Valley is seen as the powerhouse of the British economy, and one of the best performing regions in Europe. This economic base offers opportunities for expansion with the potential for it to become the knowledge capital of Europe. Business interests view the area as a highly desirable location, not only because of its markets, skills and proximity to the City and Heathrow but also because of its high quality environment. Companies, however, complain of skills shortages, traffic congestion, lack of suitable premises and housing that is affordable to the workforce. Much of the Thames Valley is either Green Belt or Areas of Outstanding Natural Beauty. Furthermore, the availability of future water supplies, the maintenance of the quality of water in the rivers and managing flood risk are also likely to act as constraints on development in the future. How economic growth is to be achieved with minimal additional development and without detriment to the environment is the central question that is likely to dominate planning in the this region over the next few years. Is it possible to achieve more with existing resources? Copyright © 2004 John Wiley & Sons, Ltd and ERP Environment. [source]

Unlocking the potential to influence government skills policy: a case study of the UK construction industry

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 4 2008
Arthur Morgan
Despite a series of national policy initiatives aimed at addressing skills shortages in a number of sectors, little evidence of longer-term change is apparent. This paper examines concerns expressed by small businesses that their local views are not sought or considered when national training policies and initiatives are either being developed or being implemented, and that the investment in skills development does not appear to adequately represent their skills needs. The research was carried out on the UK construction industry, which is characterized by a small number of large contractors who employ mainly managerial and professional staff, and a large number of small, micro- and self-employed firms that provide, on a subcontract basis, the majority of the industry's demand for a skilled manual workforce. The identification and delivery of vocational education and training at an industry level rests firmly on addressing the skills needs of the small and micro-type organizations and not those of the large construction firms, although it is the voice of the larger firms that appears to dominate the skills and training development agenda. The public policy model that articulates the requirements for training and skills development in the UK is based on sector-specific skills councils. This model is examined in relation to the construction sector by drawing upon the experiences of the South Wales region as a case study. Findings indicate that the current construction skills framework, upon which public policy is formulated and delivered, fails to adequately reflect the structure, skills and training priorities of the industry. The tensions that exist in this system are highlighted and the implications for reform of public policy articulation with regard to sector skills councils are discussed. [source]

Minimum and preferred entry qualifications and training provision for North Australian workers

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 3 2006
Bruce Acutt
This paper reports on the outcomes of a replication study of a survey of British employers that requested information on the qualifications sought when recruiting employees and on subsequent training and development. While the British survey was interested in the uptake and use of the British National Vocational Qualifications, the study reported in this article is primarily focused on the uptake and use of the Australian Qualifications Framework qualifications by North Australian employers. This study was prompted by the skills shortages and recruitment difficulties being experienced by organizations throughout rural and regional Australia. Previous studies have found that vocational qualifications were not valued by UK employers and few employers were encouraging employees to undertake vocational awards. If this is also the case in Australia, it may in part explain problems in recruiting skilled workers. This research clearly demonstrates that employees in regional and rural Australia are seeking to improve their knowledge and skills through vocational training and higher education qualifications. Also, employers are providing access to training and are supporting managerial and professional employees to gain higher educational qualifications. When recruiting all types of worker other than unskilled labourers, the majority of organizations prefer to recruit workers with qualifications. In rural and regional centres, however, a more pragmatic stance of recruiting unqualified employees in some areas is observed. Clearly, employers will attempt to minimize training costs by recruiting skilled employees, but in the end they will have to provide access to training and education to ensure that they have a skilled workforce that can deliver essential services and products. [source]