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1 – 10 of over 22000Skill 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.
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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…
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.
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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…
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.
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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…
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.
The purpose of this paper is to analyze employer responses to vacancies and skill shortages by adopting certain workplace practices.
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
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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.
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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…
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.
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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.
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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.
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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…
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.
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