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The purpose of this paper is to propose a framework of an automatic bidirectional matching system that measures the degree of semantic similarity of job-seeker qualifications and skills, against the vacancy provided by employers or job-agents.

The paper presents a framework of bidirectional jobseeker-to-vacancy matching system. Using occupational data from various sources such as the WageIndicator web survey, International Standard Classification of Occupations, European Skills, Competences, Qualifications, and Occupations as well as vacancy data from various open access internet sources and job seekers information from social networking sites, the authors apply machine learning techniques for bidirectional matching of job vacancies and occupational standards to enhance the contents of job vacancies and job seekers profiles. The authors also apply bidirectional matching of job seeker profiles and vacancies, i.e., semantic matching vacancies to job seekers and vice versa in the individual level. Moreover, data from occupational standards and social networks were utilized to enhance the relevance (i.e. degree of similarity) of job vacancies and job seekers, respectively.

The paper provides empirical insights of increase in job vacancy advertisements on the selected jobs – Internet of Things – with respect to other job vacancies, and identifies the evolution of job profiles and its effect on job vacancies announcements in the era of Industry 4.0. In addition, the paper shows the gap between job seeker interests and available jobs in the selected job area.

Due to limited data about jobseekers, the research results may not guarantee high quality of recommendation and maturity of matching results. Therefore, further research is required to test if the proposed system works for other domains as well as more diverse data sets.

The paper demonstrates how online jobseeker-to-vacancy matching can be improved by use of semantic technology and the integration of occupational standards, web survey data, and social networking data into user profile collection and matching.

The Australian Capital Territory has shaken off the bonds of the New South Wales Department of Education and instituted an Authority responsible directly to the Federal Government. The new system includes in its design for “a working partnership for local‐central control” school boards. This paper attempts a comparison of that partnership with that evolved within the New Zealand experience. The A.C.T. Authority as it is presently constituted exercises control only over government primary and secondary schools. The discussion is therefore restricted to these fields and ignores preschool and technical education and independent schools, all of which are expected eventually to be brought within the scope of the Authority. Six issues are discussed in detail: (1) the general question of centralisation, (2) the role of a centralised agency, (3) the role of the community in an education system, (4) life‐long education, (5) the appointment of staff, and (6) the control of finance.

More attention should be paid to project managers’ (PMs) job satisfaction as they play an important role in ensuring projects are completed successfully. The purpose of this paper is to identify human resource management (HRM) policies and practices that lead to higher PMs’ job satisfaction.

A questionnaire survey was conducted on PMs who are working in construction firms and project management consultancy firms. Data were collected via random, convenience and snowball sampling. The data collected were analysed using partial least square-structural equation modelling, independent samples t-test and Pearson’s correlation.

The findings show that PMs who are satisfied with their firms’ HRM practices and job rewards also have higher job satisfaction. Several HRM strategies that give rise to higher job satisfaction are identified, e.g. a system to recognise and develop talent, and taking active steps to identify and develop backups in case of emergency. Unfortunately, some practices are not implemented to a significant extent, and these include: systematically recruiting and retaining talented PMs, encouraging PMs to plan for their careers, offering performance and development coaching, and appraising employees.

The limitations include the low response rate and the relatively small sample size of 81. The profile of respondents is largely from construction companies with more than 150 staff, and, therefore, the findings are more applicable to medium- to large-sized construction firms.

The study identified many HRM practices and policies that are significantly associated with PMs’ job satisfaction, yet many of these are not implemented to a significant extent by the employers. The practical implication is that employers of PMs should systematically implement these in order that their PMs have higher job satisfaction which is important for a project’s success.

The originality of this research is that the HRM practices and policies that are associated with job satisfaction of PMs are uncovered. Its value is in showing that PMs derive greater job satisfaction when HRM policies encompass talent development, career coaching and a personalised management style. Among these important practices, those that have been neglected were also identified. The study offers recommendations on the HRM practices that firms should be put in place for their PMs to experience higher job satisfaction.

The purpose of this study is to understand how universities and organizations have responded to the impact of the COVID-19 pandemic in terms of preparing university students and recent graduates to enter the global labor market, using the accounting, banking and finance sector as a case study. The two research questions are (1) How can university career services and organizations work individually and collaboratively to best develop early career talent following the COVID-19 pandemic? (2) What are the challenges that university career services and organizations face when working individually or collaboratively to develop early career talent following the COVID-19 pandemic?

The data for thematic analysis comes from 36 semi-structured interviews with career advisors (CAs) (n = 19) and graduate recruiters (GRs) (n = 17).

This study offers some of the first findings on the impact of the COVID-19 pandemic, helping to ensure that organizational behavior and career theory literature reflect the dramatically changing landscape in the university-to-work transition.

Theoretically, our contribution comes from applying a framework of the career construction theory (CTT) within the context of a career ecosystem to understand the views of the intermediary, meso-level actors, which, to date, have lacked representation within career literature. Practically, we provide an insightful bridge between universities and organizations, offering opportunities for greater collaboration, and enhanced outcomes for all stakeholders.

While Singapore's outstanding educational achievements are well known worldwide, there is a disproportionate paucity of literature on school leadership practices that contribute to and support pedagogical initiatives that – along with socio‐cultural factors – are normally considered responsible for its educational success. The aim of this paper is to explicate system‐wide school leadership factors that contribute to Singapore's educational success.

The paper includes critical discussion, review of literature and conceptualization.

It is argued that three unique features of Singapore school leadership, namely – logistics of a small tightly‐coupled school system, human resource policies that reinforce alignment, and a distinctive “leader‐teacher compact” reflecting the predominant Chinese culture – account for the extraordinary level of tight coupling and alignment of leadership across the school system. In turn, these unique features bring synergies of sustainability, scalability, succession, and high performance across the entire Singapore school system.

Unique features of Singapore school leadership must be examined in conjunction with pedagogical initiatives and socio‐cultural factors for a more complete and nuanced understanding of educational success in Singapore.

Tightly coupled mechanisms of leadership underlie the success of Singapore education. Government needs to consider whether such tightly‐ coupled leadership will continue to serve it well in future, given the demand for twenty‐first century knowledge based skills.

The influence of socio‐cultural factors (e.g. leader‐teacher compact) on educational success merits inclusion in any explanation.

This paper addresses an important gap in the literature by promulgating crucial features of school leadership that contribute to Singapore's educational success.

The research data reported in this article were collected as part of a programme of research into management strategies in relation to the demand for labour. The research project, funded by the Employment Services Division of the Manpower Services Commission, was designed to investigate the ways in which a sample of firms in the private sector (both service and manufacturing) in the East Midlands established their demand for new and replacement labour, formulated and publicised that demand and then recruited. The research design included a detailed consideration of firms' established procedures for recruitment to four occupational categories as well as accounts of recruitment to their two most recent vacancies. It is the material relating to the ways in which firms handled recruitment to these different occupational groups and explanations of the patterns found which form the focus of discussion.

The purpose of this paper is to analyze the effects of Swedish rent controls on observed vacancy rates for rental housing.

Housing vacancy rates are unevenly distributed among Swedish municipalities. In large expansive municipalities, such as Malmö, Göteborg and Stockholm, vacancy rates are very low, while in declining or smaller municipalities such as those in the northern and interior parts of Sweden, vacancy rates are considerably higher. This implies welfare losses not only in growing municipalities with queues for rental apartments but also in municipalities that are shrinking since the controlled rents there are higher than market rents and cause higher vacancy rates than with market rents. The authors estimate the influences of various determining factors, such as population growth, population size, rent levels, construction, demolition and market orientation of rents, on the observed vacancy rates.

The authors find that that these factors affect the vacancy rates differently depending on whether a municipality is large or small, growing or shrinking. Population growth, in percent per year, plays an important role in explaining the observed vacancy rates in declining regions.

A research task that remains to be done is to calculate the welfare losses due to rent higher than the market rent for municipalities in contraction.

To reduce the welfare losses of rent control, both in expanding and contracting municipalities, economists' straightforward recommendation to deregulate the rent control should, in principle, be carried out.

In many countries, rent control regulations are limited to cities, such as New York City. The paper shows that the Swedish rent control system however, applies nationwide, except for annual rent increases, which are set locally through negotiation.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

This paper examines how management promotion decisions are made in a large organisation, drawing upon interview and survey data and the results of a decision‐making simulation completed by managers at three organisational levels. The findings describe the relationship between elements of decision process, such as the number of candidates considered to fill a vacancy, and the types of information available and the decision outcome. Implications of the results are discussed in terms of how individual needs and desires formulated during career planning may be taken into account when making promotion decisions. The paper concludes with recommendations for making promotion decisions.

Cookery has been identified as an occupation with skills shortages, at least in the developed world. There is currently a dearth of research into the cookery labour market, its occupational culture and characteristics. This paper seeks to address this issue.

The study utilised a tracking approach to collate and investigate aspects of electronically‐listed job advertisements for cookery‐related vacancies in Australia's northern state of Queensland. Content analysis of advertised employment vacancies has previously been utilised as a method in tourism and hospitality research.

The findings support the proposition that industry demand exceeds labour supply. Moreover, the content analysis of the vacancies' characteristics suggest that a range of job advertisement details, including remuneration, is infrequently supplied.

The study was limited in scope to cookery‐related vacancies and to those advertised for Queensland. Accounting for vacancy duplications and consequential vacancies were the two key analytical challenges. Future research with refined instruments and more generalisable samples is invited.

The study reveals that the increased electronicisation of information facilitates both the collection and generation of labour market research.