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Article
Publication date: 1 September 1992

Derek L. Bosworth

Skill shortages have been a recurring problem and are likely tore‐emerge as the UK economy recovers from recession. Presents evidencefrom the Skill Needs survey 1990, close to the…

Abstract

Skill shortages have been a recurring problem and are likely to re‐emerge as the UK economy recovers from recession. Presents evidence from the Skill Needs survey 1990, close to the peak of the last cycle. It shows that different measures of shortage can give different results with quite different policy implications. In particular, it demonstrates that occupations associated with the most intensive skill shortages within establishments are generally quite different from occupations where the shortages are the most widespread across industry.

Details

International Journal of Manpower, vol. 13 no. 9
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 6 November 2017

Ramudu Bhanugopan, Ying Wang, Pamela Lockhart and Mark Farrell

The purpose of this paper is to examine the perception of skills shortages, namely, skills scarcity and skills deficiencies among managers, and its relationship with…

1323

Abstract

Purpose

The purpose of this paper is to examine the perception of skills shortages, namely, skills scarcity and skills deficiencies among managers, and its relationship with organizational characteristics.

Design/methodology/approach

The study used a quantitative approach and data were collected from 243 managers working in China. Multivariate analysis of variance and box plots were employed for data analysis.

Findings

The results revealed that organizational characteristics were found to have a significant positive impact on managers’ skill levels, and hard-to-fill vacancies caused by skills shortages were found in all types of organizations. Existing and deficient skills were also identified as affecting all organizations.

Practical implications

The results suggest that organizations would benefit from the adoption of a system supporting internal retention, training and development and external recruitment to close the skills gaps.

Originality/value

This is an empirical study that provides an insight into the skills shortages from a multi-organizational context. It highlights the effects of organizational characteristics in relation to skills shortages and provides a foundation to support the skills needed in the context of national and global organizations.

Details

Personnel Review, vol. 46 no. 8
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 11 January 2008

Yadeed B. Lobo and Suzanne Wilkinson

In the light of international skills shortages at different levels of the construction industry, this research assesses solutions to skills shortages in the construction industry…

5108

Abstract

Purpose

In the light of international skills shortages at different levels of the construction industry, this research assesses solutions to skills shortages in the construction industry drawing on research from New Zealand.

Design/methodology/approach

The way in which the research objectives were achieved was a mix of qualitative and quantitative research. Grounded theory technique was used in the research.

Findings

New Zealand currently uses a variety of techniques to tackle construction industry skills shortages, such as increased wages, overseas recruitment and reformatting training requirements, but still there is a shortage of skilled and semi‐skilled workers for the construction industry. The results of the in‐depth interviews of leading practitioners in New Zealand show how different sectors – government, education and industry – provide different solutions but that ultimately a joint focus on education and training will have the biggest long‐term impact on skills shortages.

Practical implications

The paper serves as an illustration to other countries on how New Zealand is solving the construction industry skills shortages. These solutions have practical implications for other countries.

Originality/value

The research provides an original assessment of the types of shortages faced in New Zealand and the ways in which they can be solved.

Details

Engineering, Construction and Architectural Management, vol. 15 no. 1
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 1 January 1982

A.T. Mallier and M.J. Rosser

While unemployment is reaching new post‐war record levels, concern is being expressed about apparent skill shortages in established occupations in many local labour market areas…

274

Abstract

While unemployment is reaching new post‐war record levels, concern is being expressed about apparent skill shortages in established occupations in many local labour market areas. In Coventry, for example, employment in the engineering industry fell by 9,500 between 1971 and 1976 whilst simultaneously personnel managers were expressing concern about problems in filling vacancies. A number of indicators have been examined to determine whether a shortage situation does exist in the Coventry area and proposals to remedy the situation found are suggested. Attention is also drawn to the implications for general employment prospects in the local economy if action is not taken.

Details

Personnel Review, vol. 11 no. 1
Type: Research Article
ISSN: 0048-3486

Article
Publication date: 10 July 2009

Tony Fang

The purpose of this paper is to analyze employer responses to vacancies and skill shortages by adopting certain workplace practices.

2313

Abstract

Purpose

The purpose of this paper is to analyze employer responses to vacancies and skill shortages by adopting certain workplace practices.

Design/methodology/approach

Making use of the longitudinal nature of the Workplace and Employee Survey, a nationally representative sample of Canadian organizations, the paper applies both linear and probit models to examine incidence of positive vacancies and vacancy rates and subsequent adoptions of various workplace practices in response to such vacancies and skill shortages.

Findings

Employers respond to labour and skill shortages in a number of ways, focusing more on short‐term and less costly solutions, such as adoption of flexible working hours and increases in overtime hours, greater reliance on flexible job design and part‐time workers, and implementation of self‐directed work groups and problem‐solving teams. There is no evidence that workplaces would raise employee wages or fringe benefits to alleviate shortages.

Practical implications

In the absence of a well‐developed internal market, firms are likely to continue using short‐term and less costly solutions. Governments should work with firms, workers and their representatives and act strategically to resolve issues of timely identification of skill shortages in order to make informed decisions and put mechanisms in place to address such shortages.

Originality/value

The results are based on a national longitudinal survey and a number of important practical and policy implications are discussed in the paper

Details

International Journal of Manpower, vol. 30 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 1 February 1990

Geoffrey Briscoe

This article examines the nature of skill shortagesin the UK construction sector in 1988. It sets outthe current survey evidence on the extent of skillshortage, with details on…

1415

Abstract

This article examines the nature of skill shortages in the UK construction sector in 1988. It sets out the current survey evidence on the extent of skill shortage, with details on selected individual crafts and a breakdown by main geographic region. The most significant shortages are identified for the South‐Eastern region. The article analyses the current patterns of demand for construction skills and assesses how these have been changing over recent years. Attention is paid to both the regional demand for output and to the mix of construction products and services. Some implications are drawn for the demand for particular skills. The supply of skills as represented by the number of trainees entering the industry is also examined and observations are made on the quality of training received. Finally, a brief assessment is made of the future prospects for solving the skill shortage problem in construction over the longer term.

Details

International Journal of Manpower, vol. 11 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

Open Access
Article
Publication date: 5 December 2022

Johanna Innerhofer, Luigi Nasta and Anita Zehrer

Although the role of human capital in the hospitality sector is critical, the industry faces challenges in attracting workers with a poor industry image frequently mentioned…

4385

Abstract

Purpose

Although the role of human capital in the hospitality sector is critical, the industry faces challenges in attracting workers with a poor industry image frequently mentioned regarding labor shortages. This research paper attempts to investigate the factors influencing labor shortages by presenting the perspectives of employees and employers.

Design/methodology/approach

Precisely 232 rural hospitality industry employees (n = 128) and employers (n = 104) in Northern Italy were surveyed using a written close-ended online survey and a quantitative research design as part of a convenience sampling approach. For hypotheses testing, Spearman's rho was used.

Findings

A relationship between the shortage of professional workers and a variety of factors was found, including professional, digital, social and green skills, industry-intrinsic characteristics and symbolic image attributes of the industry. The findings show that some factors are more important for employees, while others are more significant for employers.

Practical implications

This study demonstrates several practical implications for the hospitality sector by addressing the under-researched stakeholder group of existing hospitality employees, e.g. improving working conditions, reduction of manual operations through digital technologies, realistic career planning, employer branding, identification of skill deficiencies and provision of specialized trainings.

Originality/value

Most research on labor shortages in the hospitality industry has focused on the perspective of either employees or employers. This study compares both perspectives, including the industry image, to gain a realistic picture of the relevant factors for a rural tourism destination in Northern Italy.

Details

Journal of Hospitality and Tourism Insights, vol. 7 no. 1
Type: Research Article
ISSN: 2514-9792

Keywords

Article
Publication date: 2 November 2015

Ali Fakih and Pascal L. Ghazalian

Labour market constraints constitute prominent obstacles to firm development and economic growth of countries located in the Middle East and North Africa (MENA) region. The…

Abstract

Purpose

Labour market constraints constitute prominent obstacles to firm development and economic growth of countries located in the Middle East and North Africa (MENA) region. The purpose of this paper is to examine the implications of firm characteristics, national locations, and sectoral associations for the perceptions of firms concerning two basic labour market constraints: labour regulations and labour skill shortages.

Design/methodology/approach

The empirical analysis is carried out using firm-level data set sourced from the World Bank’s Enterprise Surveys database. A bivariate probit estimator is used to account for potential correlations between the errors in the two labour market constraints’ equations. The authors implement overall estimations and comparative cross-country and cross-sector analyses, and use alternative estimation models.

Findings

The empirical results reveal some important implications of firm characteristics (e.g. firm size, labour compositions) for firm perceptions of labour regulations and labour skill shortages. They also delineate important cross-country and cross-sector variations. The authors also find significant heterogeneity in the factors’ implications for the perceptions of firms belonging to different sectors and located in different MENA countries.

Originality/value

Reforms in labour regulations and investment in human capital are important governmental policy interventions for promoting firm development and economic growth in the MENA region. This paper contributes to the empirical literature by analysing the factors influencing the perceptions of firms located in the MENA region concerning labour regulations and labour skill shortages. It provides policy-makers with information needed in the design of labour policies that attenuate the impacts of labour market constraints and enhance the performance of firms and the long-run economic growth.

Details

International Journal of Manpower, vol. 36 no. 8
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 14 October 2020

Chaturong Napathorn

This paper aims to contribute to the literature on global talent management by examining how multinational corporations (MNCs) from developed and emerging economies manage…

1240

Abstract

Purpose

This paper aims to contribute to the literature on global talent management by examining how multinational corporations (MNCs) from developed and emerging economies manage talented employees in other emerging economies. Specifically, it aims to understand why MNCs from developed economies are likely to face lower levels of challenge than MNCs from emerging economies when translating corporate-level talent management strategies to their subsidiaries located in emerging economies and how local contextual factors influence the translation processes.

Design/methodology/approach

This paper undertakes a matched-case comparison of two MNCs, one from a developed economy and the other from an emerging economy, that operate in the emerging economy of Thailand. Evidence was obtained from semi-structured interviews field visits and a review of archival documents and Web resources.

Findings

Based on the obtained evidence, this paper proposes that MNCs from developed economies tend to face challenges in terms of skill shortages, and these challenges affect their translation of talent management strategies to the subsidiary level. By contrast, MNCs from emerging economies tend to face challenges in terms of both skill shortages and the liability of origin (LOR) (i.e. weak employer branding) in the translation process. Both groups of MNCs are likely to develop talent management practices at the subsidiary level to address the challenge of successfully competing in the context of emerging economies.

Research limitations/implications

One limitation of this research is its methodology. Because this research is based on a matched-case comparison of an MNC from a developed economy and an MNC from an emerging economy, both of which operate in the emerging economy of Thailand, it does not claim generalizability to all MNCs and to other emerging economies. Rather, the results of this research should lead to further discussion of how MNCs from developed and emerging economies translate corporate-level talent management strategies into subsidiary-level practices to survive in other emerging economies. However, one important issue here is that there may be a tension between the use of expatriates and local top managers at MNCs’ subsidiaries located in other emerging economies as drivers for knowledge sourcing in that the importance of expatriates may diminish over time as the subsidiaries located in those economies age (Dahms, 2019). In this regard, future research in the area of global talent management should pay special attention to this issue. The other important issue here is that it is possible that the two case study MNCs are very different from one another because of their organizational development stage, history and current globalization stage. Thus, this issue may also influence the types of talent management strategies and practices that the two case study MNCs have developed in different countries. In particular, MNCs from emerging economies (ICBC) may not have developed their global HR strategies, as they have not yet operated globally as in the case of MNCs from developed economies (Citibank). This can be another important issue for future research. Additionally, both MNCs examined in this research operate in the banking industry. This study, therefore, omits MNCs that operate in other industries such as the automobile industry and the hotel and resort industry. Future researchers can explore how both groups of MNCs in other industries translate their talent management strategies into practices when they operate in other emerging economies. Moreover, this study focuses only on two primary contextual factors, the skill-shortage problem and LOR; future research can explore other local contextual factors, such as the national culture, and their impact on the translation of talent management strategies into practices. Furthermore, quantitative studies that use large sample sizes of both groups of MNCs across industries might be useful in deepening our understanding of talent management. Finally, a comparison of talent management strategies and practices between Japanese MNCs and European MNCs that operate in Thailand would also be interesting.

Practical implications

The HR professionals and managers of MNCs that operate in emerging economies or of companies that aim to internationalize their business to emerging economies must pay attention to local institutional structures, including national skill formation systems, to successfully implement talent management practices in emerging economies. Additionally, in the case of MNCs from emerging economies, HR professionals and managers must understand the concept of LOR and look for ways to alleviate this problem to ensure the success of talent management in both developed economies and other emerging economies.

Social implications

This paper provides policy implications for the government in Thailand and in other emerging economies where the skill-shortage problem is particularly severe. Specifically, these governments should pay attention to solving the problem of occupation-level skill shortages to alleviate the severe competition for talented candidates among firms in the labor market.

Originality/value

This paper contributes to the prior literature on talent management in several ways. First, this paper is among the first empirical, qualitative papers that aim to extend the literature on global talent management by focusing on how MNCs from different groups of countries (i.e. developed economies and emerging economies) manage talented employees in the emerging economy of Thailand. Second, this paper demonstrates that the institutional structures of emerging economies play an important role in shaping the talent management practices adopted by the subsidiaries of MNCs that operate in these countries. In this regard, comparative institutionalism theory helps explain the importance of recognizing institutional structures in emerging economies for the purpose of developing effective talent management practices. Finally, there is scarce research on talent management in the underresearched country of Thailand. This study should, therefore, assist managers who wish to implement corporate-to-subsidiary translation strategies in Thailand and other emerging economies.

Details

Review of International Business and Strategy, vol. 30 no. 4
Type: Research Article
ISSN: 2059-6014

Keywords

Article
Publication date: 16 January 2017

Yan Chang-Richards, Suzanne Wilkinson, Erica Seville and David Brunsdon

The purpose of this paper is to empirically investigate the effects of a major disaster on the management of human resources in the construction sector. It sets out to identify…

3997

Abstract

Purpose

The purpose of this paper is to empirically investigate the effects of a major disaster on the management of human resources in the construction sector. It sets out to identify the construction skills challenges and the factors that affected skills availability following the 2010/2011 earthquakes in Christchurch. It is hoped that this study will provide insights for on-going reconstruction and future disaster response with respect to the problem of skills shortages.

Design/methodology/approach

A triangulation method was adopted. The quantitative method, namely, a questionnaire survey, was employed to provide a baseline description. Field observations and interviews were used as a follow-up to ascertain issues and potential shortages over time. Three focus groups in the form of research workshops were convened to gain further insight into the feedback and to investigate the validity and applicability of the research findings.

Findings

The earthquakes in Christchurch had compounded the pre-existing skills shortages in the country due to heightened demand from reconstruction. Skills shortages primarily existed in seismic assessment and design for land and structures, certain trades, project management and site supervision. The limited technical capability available nationally, shortage of temporary accommodation to house additional workers, time needed for trainees to become skilled workers, lack of information about reconstruction workloads and lack of operational capacity within construction organisations, were critical constraints to the resourcing of disaster recovery projects.

Research limitations/implications

The research findings contribute to the debate on skills issues in construction. The study provides evidence that contributes to an improved understanding of the industry’s skills vulnerability and emerging issues that would likely exist after a major disaster in a resource-limited country such as New Zealand.

Practical implications

From this research, decision makers and construction organisations can gain a clear direction for improving the construction capacity and capability for on-going reconstruction. Factors that affected the post-earthquake skills availability can be considered by decision makers and construction organisations in their workforce planning for future disaster events. The recommendations will assist them in addressing skills shortages for on-going reconstruction.

Originality/value

Although the study is country-specific, the findings show the nature and scale of skills challenges the construction industry is likely to face following a major disaster, and the potential issues that may compound skills shortages. It provides lessons for other disaster-prone countries where the resource pool is small and a large number of additional workers are needed to undertake reconstruction.

Details

Engineering, Construction and Architectural Management, vol. 24 no. 1
Type: Research Article
ISSN: 0969-9988

Keywords

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