Search results

1 – 10 of over 2000
Book part
Publication date: 25 May 2021

Anne Marie Thake

Purpose: The main objective of this study is to provide an overview of the extent of labor and skills shortages that exist in the information and communication technology (ICT…

Abstract

Purpose: The main objective of this study is to provide an overview of the extent of labor and skills shortages that exist in the information and communication technology (ICT) sector in Malta and gain insights into the dependency on foreign labor. Methodology: This study draws upon primary data generated from two research instruments, namely in-depth interviews and an online questionnaire. Various in-depth interviews were conducted with key institutional actors. In addition to the interviews, six locally based companies were requested to complete an online questionnaire. Secondary data from ICT surveys, official documents were consulted. Findings: Findings emerged from this study relate to each of the four seminal thematics, namely, demand and supply, rationale for employing foreign labor, wages, and challenges of foreign labor employment. Practical Implications: This study examined the current contribution of foreign labor in the ICT sector. Unsustainable growth in the ICT sector creates a demand for skilled labor which is currently not locally available. Significance: ICT is one of the most rapidly developing economic sectors in Malta. Labor shortages can slow down economic growth, if not addressed. The annual number of ICT graduates is insufficient. For this sector to continue to thrive and further consolidate itself within the Maltese economy, there will be a continued dependency on the importation of highly skilled foreign labor.

Book part
Publication date: 25 March 2021

Léon Consearo

Purpose: This chapter aims to analyse the current literature on the supply and demand for skills in the UK labour market to identify key trends and themes around skill mismatch…

Abstract

Purpose: This chapter aims to analyse the current literature on the supply and demand for skills in the UK labour market to identify key trends and themes around skill mismatch, identify gaps and areas for future research.

Method: Selected articles were analysed to identify key themes and trends in the existing literature.

Findings: The overall finding is that the UK labour market suffers from various forms of widespread skill mismatch, but most particularly in the form of skill shortage. The areas with the most notable skill shortage highlighted in the literature include basic literacy, numeracy and digital; employability including leadership and management; STEM and health-related areas; teaching and training and a range of higher-level skills (including leadership and management, digital and creative, and industry-specific skills in STEM and health-related sectors, financial and business services, technology media and telecommunications, as well as teaching and training). Skill mismatch in the form of skill shortages in these areas is projected to worsen considerably by 2030, with some areas expected to suffer acute shortages by this time. Continued improvements to the education system will help to ensure the pipeline of future workers. However, changes to the education system are unlikely to impact on 80% of the future 2030 workforce who are already working and active in the UK labour market.

Originality/value of paper: The chapter provides a review of key literature in the field and aggregates key findings, so a wider picture of the extent and nature of the UK's skill mismatch challenge can be appreciated.

Book part
Publication date: 15 April 2024

Monica Gupta, Priya Jindal and Mandeep Kaur

Introduction: Organisations all over the world are experiencing skill gaps. One of the key factors contributing to the shortage of competent workers is the inability to find…

Abstract

Introduction: Organisations all over the world are experiencing skill gaps. One of the key factors contributing to the shortage of competent workers is the inability to find candidates that fit the profile. Most of the time, the market does not offer what organisations require.

Purpose: This research focuses on skill shortages and labour market rigidity in the information technology (IT) sector. It discusses the impact of labour shortage and strategies to overcome these challenges.

Need of the Study: The study is required to reduce the skill shortage in the IT sector and inflexibility in the labour market.

Methodology: The data are collected from secondary sources, that is, books, journals and other internet sources.

Findings: The labour market volatility is impacted by several external factors leading to rigidity and talent shortages. Different forecasts within the IT industry, manufacturing, media and telecommunications indicate large-scale labour shortages. The growing influence of digitalisation further creates challenges for organisations during the hiring process as the identified skill gaps for IT professionals are also identified.

Practical Implications: Labour market rigidity affects the labour market. Shifts in labour supply and demand do not always impact wages. Methods are suggested on how to reduce the rigidity in the labour market and, in turn, decrease the skill gaps.

Details

Contemporary Challenges in Social Science Management: Skills Gaps and Shortages in the Labour Market
Type: Book
ISBN: 978-1-83753-170-7

Keywords

Book part
Publication date: 1 August 2017

Catherine Earl, Philip Taylor, Chris Roberts, Patrick Huynh and Simon Davis

Population ageing, coupled with economic uncertainty and a shifting workforce structure, has directed the attention of public and organizational policy makers toward the potential…

Abstract

Population ageing, coupled with economic uncertainty and a shifting workforce structure, has directed the attention of public and organizational policy makers toward the potential contribution of older workers and skilled migrants in meeting labor supply shortages in ageing populations. This chapter presents labor supply and demand scenarios for 10 OECD countries and examines trends in the labor force participation of older workers against the backdrop of changes to the nature of work in an era of globalization, casualization, and, increasingly, automation. Brief analysis of each country’s situation and policy responses indicates that China, Japan, and Korea stand out as being at particular risk of being unable to maintain growth without undertaking drastic action, although their areas of focus need to differ. A limitation of the study is that GDP projections used in labor demand analysis were based on historical rates and represented past potential and a long-run average of historic economic output. Future research might also undertake comparative analysis of case studies addressing different potential solutions to workforce ageing. A key implication of the study is that there is a need to take a blended approach to public policy regarding older workers in a changing labor market. Where migration has historically been a source of labor supplementation, this may become a less viable avenue over the near future. Future shortfalls in labor imply that economies will increasingly need to diversify their sources of workers in order to maintain economic growth. For public policy makers the challenge will be to overcome public antipathy to migration and longer working lives.

Details

Age Diversity in the Workplace
Type: Book
ISBN: 978-1-78743-073-0

Keywords

Book part
Publication date: 15 March 2022

Zaira Pedron

The fourth industrial revolution and its disruptive technological advances are leading to continuous significant changes in the labour markets, which affect employees and…

Abstract

Chapter Contribution

The fourth industrial revolution and its disruptive technological advances are leading to continuous significant changes in the labour markets, which affect employees and employers of all sizes.

Currently, organisations are experiencing considerable skill shortages and talent mismatches: the skills that organisations are looking for do not align with those available in the labour market. This means that matching available candidates on the market with job vacancies is unlikely. In addition, the increasing wage pressure in occupations linked with the most in-demand skills and in high-skills industries has become a reality.

The immaterial assets of a business, such as the competences and skills of its workforce and leaders, are the most significant elements in providing a competitive advantage is a fact no one in the present era would argue against.

While big corporations dispose more resources and capabilities to deal with these challenges, small businesses – considered the foundation of many healthy communities – have limited assets to face such global and complex dynamics.

This chapter acknowledges the significance of small businesses in the global landscape and their key role as ‘job generators’ in enabling an inclusive economic growth in developed as well as in emerging countries. And in this context gives focus to the crucial issue how of small businesses can overcome the skill and the talent gap, and which strategic shifts they can put in place in order to withstand these environmental constraints.

To this end, this chapter provides a broad investigation of international reports discussing the role played by external factors – such as governments and their policy frameworks – and the concept of knowledge sharing.

Moreover, it examines the influence of internal factors. Specifically explored is the key role of the human resources function in attracting skilled graduates, upskilling its workforce, establishing a total reward and talent development strategy and engaging in job design.

This chapter is of particular relevance to owner managers, general and HR managers of small businesses, but also public officials and private institutions. It identifies and offers practical solutions for small businesses that aim to transform themselves to successfully cope with skills shortages and the war for talent in the age of digitalisation.

Details

Small Business Management and Control of the Uncertain External Environment
Type: Book
ISBN: 978-1-83909-624-2

Book part
Publication date: 11 May 2017

Ilias Livanos and Imanol Núñez

This paper investigates the prevalence and distribution of under-skilling across Europe. First, in order to understand why under-skilling occurs, three main theoretical approaches…

Abstract

This paper investigates the prevalence and distribution of under-skilling across Europe. First, in order to understand why under-skilling occurs, three main theoretical approaches are discussed: (a) Inefficient signaling, (b) Skill shortages, and (c) On-the-job training substitution. Second, in order to measure the real dimension of the problem, we use the Cedefop European Skills and Jobs Survey (ESJS) 1 to assess whether workers’ skills were lower than required at the point they started their job. Our results are rather mixed. First, we find under-skilling being related to some academic fields such as Health & Medicine, and Engineering. Second, we find that under-skilling is more prevalent among, not surprisingly, young workers but, rather unexpectedly, among permanent workers working in high-skilled occupations.

Details

Skill Mismatch in Labor Markets
Type: Book
ISBN: 978-1-78714-377-7

Keywords

Book part
Publication date: 15 April 2024

Kumar Shalender and Naman Sharma

Purpose: This research aims to provide a conceptual framework that will help organisations address the skill shortages and gaps in their current business model. The study also…

Abstract

Purpose: This research aims to provide a conceptual framework that will help organisations address the skill shortages and gaps in their current business model. The study also aims to fulfil the literature gap by offering three strategies that can help firms across industries in the international arena to upskill and reskill their talent pool.

Design/Methodology/Approach: Using real-world cases and statistics, the research offers a conceptual framework along with the three strategies, that is, revisiting skills requirements, continuous training and development, and partnership across ecosystems for addressing the critical challenge of skill gap and shortage that is prevailing across industries today.

Findings: The findings of the research show that by involving employers, employees, and policymakers, an effective conceptual framework can be made that will help organisations to serve their target customers more effectively and efficiently. The study also results in the formation of three strategies to help the company address the talent shortage and gap in their organisation.

Research Limitations/Implications: The research has wide implications for a variety of stakeholders and especially for the companies, employees, and policymakers. This will prove instrumental in handling the shortcoming of the talents prevailing in today’s business environment.

Originality/Value: The study is unique in offering a framework and giving three operational strategies: revisiting skills requirements, continuous training and development, and partnership across ecosystems for building and managing the talent pool in the company.

Details

Contemporary Challenges in Social Science Management: Skills Gaps and Shortages in the Labour Market
Type: Book
ISBN: 978-1-83753-170-7

Keywords

Book part
Publication date: 15 April 2024

Akansha Mer and Amarpreet Singh Virdi

Introduction: Small- and medium-sized enterprises (SMEs) play a vital role in the economic development of economies by generating job opportunities. Considering their…

Abstract

Introduction: Small- and medium-sized enterprises (SMEs) play a vital role in the economic development of economies by generating job opportunities. Considering their significance, understanding the challenges and skills required in these enterprises becomes essential and timely.

Purpose: This study aims to discuss the limitations and skill gaps faced by SMEs in emerging economies, such as India, Indonesia, Brazil, China, Malaysia, Ghana, Hungary, Saudi Arabia, South Africa, Türkiye, UAE, Iran, Kazakhstan, Türkiye, Zambia, Romania, and Vietnam.

Methodology: The study adopts a systematic review and meta-synthesis approach, utilising a literature review to comprehensively analyse, synthesise, and map the existing literature by identifying overarching themes.

Findings: The study examines the challenges SMEs encounter in emerging economies, including resource scarcity, limited access to credit, inadequate infrastructure, low technology adoption, restricted global market access, and ineffective marketing strategies. There is a notable shortage of skilled labour and development initiatives within SMEs in India even though the country has a sizeable pool of qualified workers. There is a pressing need for additional technical and managerial skills to remain competitive in the market. The findings of this study will assist HR managers in addressing skill shortages among employees in SMEs operating within emerging economies

Details

Contemporary Challenges in Social Science Management: Skills Gaps and Shortages in the Labour Market
Type: Book
ISBN: 978-1-83753-170-7

Keywords

Content available
Book part
Publication date: 15 April 2024

Abstract

Details

Contemporary Challenges in Social Science Management: Skills Gaps and Shortages in the Labour Market
Type: Book
ISBN: 978-1-83753-170-7

Book part
Publication date: 30 September 2021

Albert Wöcke and Helena Barnard

The South African government actively intervenes in the labor market in the pursuit of redress of social injustice. These interventions are complicated by economics and have a…

Abstract

The South African government actively intervenes in the labor market in the pursuit of redress of social injustice. These interventions are complicated by economics and have a direct effect on intentions to turnover. In addition, South Africa has a dual labor market, with a high unemployment rate among lesser skilled workers, and a skills shortage at the top of the labor market.

There are four clear eras in the labor market of post-Apartheid South Africa. The first era was after democratic elections in 1994, when the government focused on nation-building with the introduction of indigenization programs. The second era was characterized by economic prosperity and an intensification of indigenization programs. The third era was characterized by rampant state corruption and increased regulatory uncertainty. During this period, the economy stagnated and unemployment increased. Firms restructured and lower-level workers were retrenched and higher-level skilled workers left the country. In 2018, a new president undertook to grow the South African economy and attract foreign direct investment. Despite these efforts, there was a spike in South Africans emigrating, increasing the turnover of highly skilled South Africans of all races.

Economics and politics create both push and pull factors and many unintended consequences, and the dual labor market reacts differently to labor markets than in developed economies. The lower-skilled employees lose their jobs as the economy contracts, while highly skilled jobs remain difficult to fill. However, skilled professionals nonetheless feel increasingly uncertain about their future employability.

Details

Global Talent Retention: Understanding Employee Turnover Around the World
Type: Book
ISBN: 978-1-83909-293-0

Keywords

1 – 10 of over 2000