it affords them the flexibility in hours. This means therefore that businesses persue part-time workers because they cost less to employ. Students are ergo a rich source of labour because they are willing to accept the trade off of less income for more flexible hours to siut their study timetable (Furze et al. 2013:143). Labour market segregation theory further explains the drive for individuals to seek out a tertiary education in today’s modern society and the drive to up
'Rapid economic and technological changes are pushing individuals to have several job transitions during their working lives. The model ‘one job for life’ is being replaced by careers with several job experiences and periods of learning or of family responsibilities. Lifelong guidance to support individuals in the management of their careers is increasingly important at any age and at any point in their lives:...' (ELGPN Guidance Toolkit) This is the opening statement from the 'European Lifelong
modifications in Japanese companies. 2.2 Global Competition During the global competition age of the 1990’s, there was a reduction in the intake of freshmen as there was excessive labour. This compelled the managers to abandon the approach of lifetime employment. Employers started believing in outsourcing the labour from other manpower supply companies as it allowed them to control and manage the level of workforce according their requirements. 2.3 Current Situation To reduce costs, the perks
Human Resource Management and Migrant Labour Table of Contents: 1. Introduction 2. Literature Review 3. Critical Analysis and Discussion 4. Conclusion Introduction: Migration in every country leads to a change in the labour market. Countries like UK grant immigration rights to the large numbers of immigrants every year and openly allow immigrations from citizens of their former colonies. The attitudes of a country towards immigration vary greatly on the
capital earnings function (Mincer, 1974) has become the ‘workhorse’ of empirical research into earnings determination (Lemieux, 2006, p.128), and continues to be frequently cited in the literature of labour economics (Teixeira, 2007, p.133). Mincer’s principal insight was to include potential labour market experience in his model, in addition to age and education, as a means to explain earnings by continued investment in human capital after the years of formal education. Human capital research has
Introduction One certainty regarding Canada’s diverse labour market is that, simply, some jobs are better than others, and specific people/groups experience exclusion from obtaining the good ones. Various factors such as work hours, wages, benefits, required education/skills, as well as mobility and security, determine a job’s status. Permanent, full-time, well-compensated (secure) positions fall into the “better” category, while precarious (unreliable and/or unpredictable), part-time, temporary
themselves by what they do. Thus, determining the future prospects for the job market in Canada is very important (Watson 2008). For the most part, Canada’s economy has done relatively well during the recent economic crisis, especially when compared to some other nations. However, the economic and technological trends that have driven changes in the workforce in recent years are likely to continue for the near future. These shifting trends will affect Canadian society and its workers in a number of
Canadian markets since their initial entry in the labour force. Statistics and findings prove that the trends around women receiving less than equal pay and a lack of female leaders in the labour markets are in fact improving. While women and men are close to being equal in numbers in the workforce, there is still inequity financially. This issue of almost equal number of females to males in the labour market, but lack of actual equality in the labour force is significant and to be addressed. This research
regarding the Canadian labour market is that, simply, some jobs are better than others. When comparing what makes one job better than another, various factors such as work hours, wages, benefits, and security are assessed. It makes sense that permanent, full-time, well-compensated, secure positions would be considered “better” than precarious (unreliable and/or unpredictable), part-time, temporary, low-wage, benefits-absent jobs would be. However, to complicate this labour market division further
middle of paper ... ...ing and Youth Labour Markets: A Cross-National Analysis IN: Blanchflower, D. and Freeman, R.Youth Employment and Joblessness in Advanced Countries. Chicago: University of Chicago Press. Mac Einri, P. 1997. Some Recent Demographic Developments in Ireland. [Online] Available from: http://migration.ucc.ie/etudesirlandaises.htm [Accessed 7th May 2012] O’Dubhslainé, A. 2006. The White Paper On Education: A Failure To Invest. Student Economic Review. 20 p 115 O’Sullivan, D. 2006
guarantee against job insecurity or even unemployment. Recent research into the Australian labour market has shown that holding a university degree is far from a guarantee of employment in a job that actually requires a university education. Various authors have estimated that anywhere from 20% to 45% of male university graduates and 17% to 38% of female university graduates are under-utilised in the Australian labour market with regard to their level of education-specific human capital, insofar that
A workers performance not only depends on the pay level they receive (Solow, 1979, in Alexopoulos & Cohen, 2003), but also takes into consideration their pay compared to workers above and below them, those within the same group, and the external labour market (Akerlof and Yellen, 1990). Pfeffer (2005) argues wage compression, the act of reducing the size of the pay differences among employees, improves productivity. To gain competitive advantage, organisations need to acknowledge not only hierarchical
Management within the business. I will be finding out what the responsibilities are of Human Resource Management in the business, why it is important and how it helps the everyday running of the business. I will be investigating the uses if labour market information and how it relates to human resources, I will be investigating the recruitment and selection process which is involved in Human Resources, how they help with training, staff development and motivation. Human Resources
The labour market in Japan is presumed for its ‘lasting employment system’ where workers spend a great fraction of their profession working for a particular corporation or a single industrial company (Hori & Nohara, 2006). The Japanese ‘internal labour market’ has a number of characteristic features. There exists a tightly set border between white-collar and blue-collar workers
of the population of women working in the labour force. In the late 1980s Spain's economy was growing. This was mainly due to the rise in the employment, improved equipments, rise in industrial production and mainly government policies. However the figures might be false to a certain extent because it was believed that the underground economy had also contributed to the booming economy (http://www.workmall.com). SPANISH LABOUR MARKET The Spanish labour market is affected by tradition and culture
India’s manufacturing sector is an important cog in the wheel of economic progress and development; the segment’s contribution to the Gross Domestic Product is 16% ( India Brand Equity Foundation, September 2013). Post economic liberalisation era, India has realised the important role of manufacturing industry in the overall industrial development. In this context even the government has been very proactive. The recent initiative counts back to the announcement of the manufacturing policy in 2010
performance not only depends on the level of pay they receive (Solow, 1979, in Alexopoulos & Cohen, 2003), but also takes into consideration their pay compared to workers above and below them, those within the same occupational group, and the external labour market (Akerlof and Yellen, 1990). Pfeffer (2005) argues that wage compression, which is the act of reducing the size of the pay differences among employees, improves productivity. To gain competitive advantage, organisations need to acknowledge not
It is 1am on a summer Saturday night, the wind is gently blowing through your hair and your favorite song is playing on the radio. The stress of your daily, white-collar routine is left behind for just one night – a single evening out with your friends to catch up on the chaos of your lives. You cannot help but enjoy this rare crack in your hectic, nine-to-five schedule; a fleeting moment when everything feels right and you feel free. In the distance, you notice flashing lights. Thinking little
immigrants was increase to 145855 all over the world between April and June 2013(Immigration Statistics, April to June 2013).This essay seeks to evaluate the positive and negative impacts of labor migration. This research will begin by evaluating the economic effects of job migration, it will then proceed to investigate the social effects. Main body Economical impacts Job migration has negative and positive impacts on economy. First of all, many countries take taxes from legal migrants. Migrants fail
employee. • To facilitate training and development programmes. • To facilitate the roll-out of strategic plans / missions. • To achieve more effective equal opportunity planning. • To relieve the organisation of unnecessary / unneeded labour. • Ensure organization is responsive to changes in environment. Based on above discussion we may conclude that objective of HR planning is to guarantee availability of the HR needs of the organisation at specified times in the future. Or, Right