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Today, the demand for renewable energy investments is increasing due to the increase in the world population and the rapid depletion of resources. Renewable energy investments are seen as an area that requires more technical knowledge and experience than nonrenewable energy investments. For this reason, qualified workforce is important in this field. The aim of our study is to reveal the criteria by which renewable energy investments are effective on qualified labor supply. According to the results of our study, in which the analytic hierarchy process method was used, the criterion with the highest weight was determined as “harmonizing universities with undergraduate and graduate level education and internship opportunities.” When this criterion is taken into account, the implementation of policies toward university education in this field together with the renewable energy investments of the countries will positively affect the qualified labor supply.

The purpose of this paper is to characterize the senior entrepreneurship context, as a solution for an unemployed qualified segment between 45 and 60 years of age, in the Northern region of Portugal, from a national and European perspective, associated to the growth trend of qualified senior unemployment in the region, based on a statistical angle and from the point of view of the motivations to become self-employed with a business creation project.

This empirical study is a cross-sectional study of mixed nature, that reconciles qualitative and quantitative analysis. A questionnaire was made and applied to a sample of 1,000 individuals and seven semi-structured interviews which four focus groups were carried out.

Findings allow us to conclude that the studied segment, skilled unemployed individuals between the ages of 45 and 60, is a growing segment that tends to evolve into long-term unemployment and underlines a potential reluctant entrepreneurship by necessity, i.e. a reduced motivational content of these unemployed people for the creation of their own job. The authors can conclude, in the Portuguese case, that government policies relating to taxes and bureaucracy are considered as unfavorable conditions or potentially inhibitors of senior entrepreneurship. Lastly, the authors underline the clear absence of specific support programs and measures for the promotion of entrepreneurship among the qualified senior unemployed and the authors propose an ecosystem creation regarding the specifics of the target group of the study.

The study identifies a set of actions and/or orientations that could be relevant and taken into account by the decision makers.

The main contribution of this paper is the better knowledge of the context and motivations for qualified senior entrepreneurship, as well as the associated personal, economic and social barriers; and the specific suggestions provided to policy makers in order to improve the context of the senior entrepreneurship.

It is a widely held belief that labour market failure amongst young people is heavily influenced by formal educational attainments. Few British studies, however, have paid specific attention to the question of what particular level of academic achievement is valued most highly by the market within any period of time. This article queries the focus of earlier research – explicitly concerned with education and labour market fortune – which implicitly suggested that the Certificate of Secondary Education was of prime importance in securing employment for the youngest members of the labour force in recent years. Moreover, it is demonstrated that omitting controls for influences frequently held to be important determinants of educational attainment generates upward bias in the estimated returns to education and thereby inflates expectations as to the benefits likely to follow from even seemingly radical reforms to the formal schooling system.

Knight's Industrial Law Reports goes into a new style and format as Managerial Law This issue of KILR is restyled Managerial Law and it now appears on a continuous updating basis rather than as a monthly routine affair.

This paper evaluates why activation programmes are still an important and core component of most European countries’ social‐ and labour market policies when it has become increasingly clear that the employment effects are most often either unknown or very small.

To answer this issue, an in‐depth investigation of the evolution of activation programmes in the specific national context of Denmark is investigated.

Charting in detail the evolution of labour market activation (or workfare) programmes in Denmark, this paper displays the ongoing intensification of activation policies and ways in which this has reduced the living standards of marginalised groups and explains this to be the result of a power block that has a wider intent of disciplining the whole workforce, not least by encouraging more people to work harder and for longer hours, and rarely with overtime compensation.

This paper explains the reasons for the continuing use of labour market insertion programmes when there is a lack of evidence that they are effective in achieving their goal of inserting people into employment.

This paper uses the notion of a power block to understand the reasons for advanced economies persisting with labour market activation programmes.

The purpose of this work is to comparatively study human resources management (HRM) areas in Brazil, at the national level, analyzing how companies considered labor market and labor relations aspects when building their strategies and when configuring people management models in place in the country (2014–2019), based on local conditions.

The subject was approached through qualitative analysis, encompassing document survey, systematic literature review, specialists' panel discussions, eight focus groups (43 human resources [HR] managers), interviews (16 union members), applying institutional approach to people management.

In regards to labor market and unions, HR areas faced different conditions across Brazilian regions. They have dealt with those influences on their strategic and quotidian decisions in an unstructured fashion. HR areas remain constructed as traditional, adjuvant and far from strategic level. In the institutionalization process – normative isomorphism – a professional HR jargon use was identified. HR areas usually act in collective bargaining, resorting to specialized professionals or consulting companies. During the economic crisis, HR professionals' attitude had a reactive nature, responding to organizations leadership, with little dedication to the emerging context.

This work enables important players like HR managers, union members and specialists in public policies to interpret the institutionalization phenomena of practices related to management, labor market and labor relations in the country.

Understanding the effects of the relations among state, companies and unions allows the different power vectors, acting upon the institutionalization process of people management areas in the Brazilian case, to be outlined.

This study applies the institutional approach to understand the economic and social heterogeneity affecting organizations in Brazil. It enhances the knowledge on HRM areas scope and their articulation toward labor market and relations.

This “Rapport” proposes to examine the function and effect of British social law in the context of the employment/unemployment debate. This debate is a most significant one for it has not only British, but also European and International dimensions.

Introduction This monograph examines developments in the British labour market during the 1970s and in particular the impact of the unusual combination of high inflation and high unemployment that characterised the period. The reasons for the current high rates of unemployment are examined, and government attempts to ameliorate the problem reviewed. A growing labour force will make the Government's task more difficult and the main trends in labour supply during the seventies are described; changes in differentials and in the dispersion of earnings are evaluated and the effects of inflation and incomes policies assesed. Finally we analyse perhaps the most important area for policy‐makers, developments in the collective bargaining structure and in the role of trade unions.

The UK construction industry faces unprecedented skills demands which have been fuelled by sustained sectoral growth and a concurrent downturn in the number of young people entering the industry. However, patterns of supply and demand are not uniform across the country, with regional and local skills shortages being determined by the specific socio‐economic context of the area under consideration. Thus, developing effective labour market policy demands spatially‐oriented labour market information which can be reconciled against industry growth forecasts within a particular region or locality. This paper explores the potential of Geographic Information Systems (GIS) in providing such a mechanism for enhancing the labour market planning process. The paper details how GIS can aid construction labour market planning through its ability to integrate disparate labour market information efficiently, thereby placing analysts in a better position to understand specific spatial patterns. A range of datasets were strategically combined in order to reveal regional nuances in labour demand and supply which would be difficult to discern without the use of such a tool. Although the GIS output would need to be considered in combination with a range of other forecasting techniques if robust projects of labour demand and shortage are to be generated, it nevertheless offers an effective decision‐support tool for informing labour market policy in the future.