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Identifies the National Council framework for National Vocational Qualifications (NVQs) and General National Vocational Qualifications (GNVQs), which set standards for occupations. Highlights the need for a skilled, qualified workforce in the UK; illustrates what these standards can do for business; what NVQs are designed for; what NCVQs aims are; and lists benefits for business. Provides three case studies of North West Water, Philips Components and Booker Cash and Carry.

This chapter assists in Iran’s start-ups swift internationalisation from the onset. Indeed, it sheds in-depth qualitative and quantitative insights into analysing the propelling factors towards entrepreneurial internationalisation. To accomplish this feat, a mixed method of Systematic Literature Review (SLR), Fuzzy-Delphi (FD) and Fuzzy-DEMATEL (Decision Making Trial and Evaluation Laboratory) – ISM (Interpretive Structural Modelling) – MICMAC (Matrix-based Multiplication Applied to a Classification) (FDIM), along with a multi-scenario analysis have innovatively been applied. As a result, entrepreneur characteristics and an accessible qualified workforce, even in foreign countries, are the most prominent drivers. Most probably, the institutional voids, interconnected benchmarking and the advent of new disruptive technologies form the independent factors which can sharply influence the whole system, particularly the entrepreneur characteristics as a dependent one. Moreover, social media, customer orientation and the domestic market cover autonomous drivers, which can moderately be affected or influence the abovementioned factors.

This study aims to focus on the phenomenon of “over-education” characterized by a discrepancy between education provided and the needs of the economy vis-à-vis employment. The study considers this issue with reference to tourism and courses taught in the field. Specifically, the phenomenon of over-education is investigated with reference to university graduates in tourism and their employability in the sector.

The research design draws from secondary data derived from a review of the literature on tourism and education.

The findings point to a need to consider aspects of tourism (field of study and discipline) in destination management. This is to avoid discrepancy at macro and micro levels and at a discipline and industry level. This strategy would also help to ensure synergy between tourism education and the needs of the tourism industry as advocated by the Helix model.

By focussing on over-education, this study shows that Sustainable development goal (SDG) 4, which relates to quality education, may be addressed. The outcome of the study also leads to the conclusion that SDG 4 should be based on not only access to education and school enrolment rates at all levels, particularly for girls, but also the relationship between education and actual employment.

State capitalism is an economic model that relies on the role of a strong central government to support chosen firms and industries with subsidies, tax benefits and other advantages to which non-favored firms or industries do not have access (Bremmer, 2010). From an economic development perspective state capitalism is often used to redirect economic activity to underdeveloped regions (Wickham, 2009; Chobanyan and Leigh, 2006; Porter, 2008). The purpose of this paper is to examine the case of the Brazilian shipbuilding to illustrate the use of state capitalism to direct economic activity.

Using Porter’s diamond factor model the authors analyze the development of an economic cluster focussed on the shipbuilding industry in northeastern Brazil. Using interviews with company executives and archival information, the authors profile the investments and incentives that the government has made in this region with particular attention to the mechanisms and policy directives designed to support local involvement in cluster activity.

The authors find that the Brazilian shipbuilding industry offers a unique perspective on the role that governments play in the inducement of economic activity. The authors document the challenges that confront the local enterprise in meeting the requirements of the state controlled buyer and the difficulties associated with developing a local supplier base and finding a qualified workforce. The authors conclude with comments with regard to the applicability of this model to economic development activity in other country contexts.

This research adds to the body of literature on the role of governments in the creation of economic clusters.

Economic development in emerging markets is often associated with strong government intervention. The authors use the Brazilian shipbuilding industry to illustrate the role of a state owned enterprise in facilitation of economic development.

Some countries may suffer from what has been known as the “resource curse,” that is, the misallocation of resource wealth into non-productive activities. In this paper, the authors illustrate and attempt by the Brazilian government to use this wealth to create employment opportunities in an underdeveloped region of the country.

Emerging markets are challenged in developing viable enterprises that are competitive in global markets. Most research on the development of industrial clusters is focussed on developed markets. These markets do not have to confront the same challenges found in emerging markets. The research illustrates these challenges and the efforts that may be made to surmount them.

As child abuse and neglect in childcare settings continue to occur, a quality childcare workforce is imperative. This paper aims to describe how an efficient and effective childcare Workforce Background Check system was developed and implemented to protect both children and childcare staff in the state of Michigan.

The user-centered design (UCD) approach was used in the creation and statewide implementation of a new acceptable and usable system, the Michigan childcare background check (CCBC) system. The authors conducted focus groups to obtain user feedback and performed several usability evaluations. This approach was used as guidance for the development process and to evaluate the concept designs for the web application that was created.

This paper discusses the overall process of implementing the CCBC program, focusing on successes, barriers and lessons learned in the planning, designing and execution phases. By May 2019, more than 92,069 background checks were conducted on personnel in 8,740 licensed childcare facilities across Michigan. Collaboration across stakeholders in different sectors facilitated the implementation of the new system, while structural barriers and stigma provided barriers to implementation.

Having individuals with various roles, abilities and technical expertise assist with the development and implementation of the system ensured the usability and acceptability of the new system by all types of users.

The general public expects childcare providers to ensure that their employees meet the highest professional standards. Developing effective, easy-to-use fingerprint-based criminal history background check systems to identify ineligible applicants and monitor current employees is one component of an overall strategy to promote child safety and minimize child abuse and neglect in the childcare environments.

This paper provides a practical example of how a CCBC system can be developed, implemented and scaled to be used statewide. This approach can be used by other states or other disciplines with a similar context.

As child abuse and neglect in childcare settings continue to occur, a quality childcare workforce is imperative. This paper shows how this study uses the UCD approach to create an acceptable and usable system and complete statewide implementation of a new Michigan CCBC program. This resulted in an efficient and effective Workforce Background Check system that is essential to protect both children and childcare staff.

The purpose of this paper is to investigate apprenticeship developments in two National Health Service (NHS) organisations since the introduction of the apprenticeship levy in April 2017 and considers potential impact on social mobility. This is a pilot for a broader exploration of implementation of government apprenticeship policy in the NHS.

Following ethical approval, semi-structured interviews were conducted with two key informants with responsibility for education and training in their respective organisations. Interviews were recorded and transcribed verbatim. Thematic analysis was undertaken to identify major and sub-themes of the interviews.

Four major themes were identified – organisational readiness, the apprenticeship offer, opportunities for further development and potential problems with implementation. Both organisations were actively seeking opportunities to spend their levy and had developed local strategies to ensure this. The levy was being used to develop both new and existing staff, with leadership and management being particularly identified as an area of growth. Similarly, both organisations were using levy monies to develop the bands 1–4 roles, including the nursing associate. The affordability and bureaucracy of apprenticeships were seen as potential problems to the wider implementation of apprenticeships in the NHS.

Although the apprenticeship levy is being spent in the NHS, there are some challenges for employers in their delivery. The levy is offering new and existing staff the opportunity to undertake personal and professional development at a range of educational levels. This has the potential to increase and upskill the NHS workforce, improve social mobility and possibly lead to larger cultural and professional changes.

This paper offers an early insight into the implementation of apprenticeship policy in a large public sector employer such as the NHS.

Knowledge-intensive organizations tend to be project intensive having many projects of different size and importance. In this context, competence evolves through projects. The purpose of this paper is to identify the mechanisms that steers competence management in these kinds of organizations and also the factors that are involved in the human capital contribution to competitive advantage in relation to the interaction between parent organizations and projects.

This study has a contingency theory perspective and consists of a literature search in the following domains: project-intensive organizations, knowledge-intensive organizations, competence management, human resource management and dynamic capabilities and learning.

The main contribution of this study is the theoretical framework derived from different domains. The framework is called the competence loop and explains how projects generate competence that the parent organization can either exploit in further activities or use for strategy adjustment. It also explains how an organization can use learning strategies to support competence exploration/exploitation. Another contribution is the description of the relationship between dynamic capabilities and organizational learning in project-intensive organizations.

This paper is a conceptual paper intended to create a base for further empirical studies.

The paper combines different domains to define a framework that is a new approach to competence management in a project-parent organizational context. The framework includes learning and competence management characteristics and has both theoretical and practical value.

Discusses the interpretation of nursing statistics, the problem of counting how many nurses there are in the workforce, and the need to be aware of how statistics are compiled when presenting numerical data to support arguments relating to nursing and the nursing workforce. Argues that NHS workforce statistics provide considerable evidence for claiming that there is a significant decline in the number of nursing staff doing the work of nursing in the NHS. Explains that although there was an increase in the number of qualified nurses working in the NHS throughout the 1980s (over a ten‐year period the number of qualified nurses increased by 22 per cent), the increase in qualified nursing staff has not compensated for the loss of student learners in the workforce. Emphasizes that during the last three years for which figures are available, however, these gains have been wiped out, and the number of qualified nurses has declined to pre‐Project 2000 levels.

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.