...Occupations that are considered skilled workers are carpenter, electrician, plumber, doctors, nurses, customer service representatives, software developer, police officer, military personnel (whether it is war-fighting function or indirectly supporting war-fighting function), truck drivers etc. The list goes on and on. Manpower Group conducts a talent shortage survey every year (Reference 1). These are jobs/positions that are hardest to fill. I have subjectively separated the skilled worker jobs and knowledge worker jobs and tallied the numbers up. Here is a summary of the number of skilled workers and number of knowledge workers from the ten hardest jobs to fill, year 2006 to 2013. 2006: Skilled Worker: 7 Knowledge Worker: 3 2007: Skilled Worker: 8 Knowledge Worker: 2 2008: Skilled Worker: 7 Knowledge Worker: 3 2009: Skilled Worker: 8 Knowledge Worker: 2 2010: Skilled Worker: 8 Knowledge Worker: 2 2011: Skilled Worker: 6 Knowledge Worker: 4 2012: Skilled Worker: 7 Knowledge Worker: 3 2013: Skilled Worker: 6 Knowledge Worker: 4 There seems to be a trend of decrease in the difficulty of filling skilled worker jobs. As you can see from the lists, skilled worker shortage still represents the majority of the top 10 lists. I think with the information technology dominating our everyday lives, we are often left with the impression that knowledge workers will eventually replace skilled workers. However, I believe skilled workers play vital roles in our...
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...WHITE PAPER Preparing for a Shortage of Skilled Employees Lauren Dupont, M.A. Customer Value Consultant LDupont@successfactors.com Gabriela Burlacu, M.S. Customer Value Research Advisor gburlacu@successfactors.com SUCCESSFACTORS / WHITE PAPER PREPARInG FOR A SHORTAGE OF SkILLED EMPLOyEES a d ing for Prepar ge of Skille rta es Sho loye Emp ribe Subsc g ur Blo to O Preparing for a Shortage of Skilled Employees TABLE OF COnTEnTS: 3 Is There an Impending Skills Shortage? 5 Examining the Causes of Skilled Labor Shortages 7 Strategies for Attracting, Retaining, and Growing a Skilled Workforce 10 Conclusion 11 Endnotes As the U.S. economy slowly recovers from the 2007-2009 recession, many organizations are shifting focus from managing short-term workforce needs to more strategic, long-term workforce planning. Factors that play a role include the growing number of retirement-ready employees, technological changes, shifts in industry growth and decline, and the risk of losing star employees as more opportunities emerge. In addition, other countries —notably Greece, Portugal, Italy and Spain —are still in a deep recession, which could mean that hiring and voluntary attrition remain static. These factors have the potential to force the next “War for Talent” among HR leaders vying to fill critical roles with specialized skills. Whether this perfect storm comes to fruition is yet to be seen, but one thing is certain: Organizations need a plan for replacing the retiring workforce...
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...current needs for more highly skilled employees? Industry consultation and complementary research highlights the key issues currently being faced in terms of workforce development. Like other service sectors, hospitality careers are often stereotyped as low-wage and entry-level with little opportunity for advancement. The vast majority of employees in the hospitality industry is employed on a casual basis and has little desire to pursue a career in the industry. Employment is generally purely a source of income whilst studying, as a second job or whilst looking for another job in a more desirable field. Employers are understandably reluctant to invest in such employees and so the industry suffers from a lack of skilled people. The few dedicated hospitality professionals are generally employed by businesses that are large enough to offer above average remuneration or benefits. Employers across the industry, large and small, face the same challenge—to attract and keep people with the right skills and personal attitudes and attributes to deliver a quality experience. However, there are labour and skills shortages in a number of occupations and regions in the tourism and hospitality industry. These shortages cannot be simply attributed to demographic changes, a growing economy or blamed on an education and training system delivering insufficient numbers. Industry and regional structures, business size, workplace conditions, and the mobility of workers are all contributing to...
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...Overview Malaysia has always been a hotspot and the country of choice for many foreign workers looking for a better job and prospect of life. Immigrants from countries such as Bangladesh, Indonesia, Vietnam and Philippines pour in to our country yearly in search of jobs. Malaysia has and still welcomes foreign workers to enter our country to work in certain sectors, provided that they have valid and proper documents. Sadly, many immigrants are coming in illegally and those who fail to obtain a job are resorting to crime to earn a living. Resulting in many problems and discomfort for the society and government. Analysis Recent cases have shown many illegal Bangladeshi are pouring into the country posing mostly as foreign students and sometimes as tourists. (http://www.thestar.com.my/News/Nation/2013/11/03/Influx-of-workers-posing-as-students-Thousands-of-Bangladeshis-aided-by-institutions-working-with-hu.aspx) There are approximately 3.1million legal and illegal foreign workers in Malaysia today. (http://www.nst.com.my/latest/2-8-million-legal-illegal-foreign-workers-in-msia-1.317515) Statistics have shown that Malaysia is seeing fewer skilled foreign workers and expatriates, while low-skilled migrant workers flood our shores. Malaysia’s rapid economic growth accompanied with shortages for unskilled workers continue to attract foreign workers from neighbouring countries. The differences in growth differentials and overall educational gaps between the labour...
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...1. Define the term knowledge worker. “Who coined the term? Peter Drucker coined the term knowledge worker in the 60s and it means professionals who are relatively well educated and who create modify and synthesize knowledge as a fundamental part of their jobs. 2. Describe and contrast the economic, cultural, and technological changes occurring in the digital world. The digital world has changed everything, economically, culturally and technologically. The changes have been remarkable. For example, the most well paid people are knowledge workers. In addition, the technology has advance at an incredible pace. For example, the computers, the cloud in which you can save any info, outsourcing, etc. culturally beacause the world thinks different, the cultural barriers have changed and the world is becoming smaller. 3. List the 10 factors that led to globalization 3.0 * The fall of berlin wall * The release of the netscape web browser * Work flow software * Uploading * Outsourcing * Offshoring * Supply chaining * Insourcing * Informing * The steroids 4. Describe work flows software. How did this technology drive the flattening of the world Is the variety of software applications that allow for software-to-software interactions. (allowed different companies all over the world to communicate between them) 5. Compare outsourcing offshoring and offshore outsourcing. * Outsourcing is the moving of business processes...
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...owned and run by individuals not by the government. Public sector: the part of the economy owned by government or its agents. Representation: to speak, act or present officially for another person. The voluntary sector UNISON members are employed in Schools, colleges and universities Gas, electricity and water companies Transport Job roles they represent in the public sector include, for example: • librarians • Human Resources, IT and finance workers • teaching assistants and early years nursery staff • secretaries • cleaners, caretakers and school meals supervisors • care workers, social workers and nurses. UNISON campaigns on a variety of issues relevant to its members. Currently, it is running the Migrant Workers Participation Project. This campaign focuses on the issues faced by migrant workers in the UK. Migrant workers are employees who have moved from overseas to the UK to find work. They form an important and growing part of the workforce in both the private sector and public sector. These workers are at particular risk of being exploited in the workplace. This may be due to lack of knowledge of their rights, their limited command of the English language and the fact that they are often reluctant to complain about their treatment by employers. They may also be...
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...universities UNISON members are employed in Gas, electricity and water companies Transport Job roles they represent in the public sector include, for example: • librarians • Human Resources, IT and finance workers • teaching assistants and early years nursery staff • secretaries • cleaners, caretakers and school meals supervisors • care workers, social workers and nurses. Trade union: an organisation that represents the mutual interests of employees across a range of issues. Voluntary sector: the part of the economy which is made up of for example charities and non-profit making organisations. Private sector: the part of the economy owned and run by individuals not by the government. Public sector: the part of the economy owned by government or its agents. Representation: to speak, act or present officially for another person. UNISON campaigns on a variety of issues relevant to its members. Currently, it is running the Migrant Workers Participation Project. This campaign focuses on the issues faced by migrant workers in the UK. Migrant workers are employees who have moved from overseas to the UK to find work. They form an important and growing part of the workforce in both the private sector and public sector. These workers are at particular risk of being exploited in the workplace. This may be due to lack of knowledge of their rights, their limited command of...
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...Employment Of Foreign Workers In Malaysia INDEX 1. Executive Summary 2. Introduction 3. Analysis 4. Challenges 5. Implications 6. Recommendations 7. Conclusion 8. References 1.0 Executive Summary The report investigates on the issue of employment of foreign workers in Malaysia. During the British colonial period in the early nineteenth century, Malaysia was a net receiver of foreign nationals who came to work in the plantations, mines, and construction sectors. Nowadays, rapid industrialization, urbanization, strong economic growth led to labour shortages in rural areas and plantation sectors due to rejection of locals to work in these industries. There are some changes and policy reforms since early 2000 regarding the employment of foreign workers, which includes: Amendments to the Employment Act and Equality in Treatment and Enforcement of Laws. There is also a proposel regarding Foreign Workers Act. The report analyses the advantages and disadvantages of employing foreign workers. Among the advantages are availability of low cost labour, willingness to work for long hours and availability of abundant foreign workforce. Nonetheless, there are also drawbacks to employing foreign workers including rapid expansion of population and increasing in level of unemployment of locals. The main issue is exploitation of foreign worker in Malaysia. Foreign workers are exploited by their employers in different ways, for instance, wage manipulation...
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...HS3018: Sociology of Gender Research Question: How migrant Chinese women cope with life in Singapore. As a migrant nation, the issue of immigration has always been an immanent theme in Singapore. In recent years, migrant workers in Singapore have come under scrutiny due to the scale at which foreigners are entering the country, with almost 1.5 million non-residents living in Singapore making up more than a quarter of our population of 5.4 million (Ministry of Manpower, 2013) of which many are also new citizens and permanent residents, who might be considered outsiders in some contexts. This influx of foreigners has always been a hot topic in Singapore, ranging from the common discourse of jobs being ‘stolen’ to domestic altercations being blown up by the media (see the curry incident; The Telegraph, 2011). Additionally, the recent announcement of the Population White Paper by the Singapore government was taken very negatively by the civil population as it initially planned to bolster the workforce by greatly increase the number of foreigners such that native Singaporeans would only comprise of a small percentage of the population (Population White Paper, 2013). As such, media and public discourse regarding immigration has been largely Singaporean-centric in nature, revolving around how foreigners have affected Singapore and its occupants; not enough has been done to investigate the experiences and conditions of migrants living in Singapore. This paper will focus on migrant...
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...remittances on household poverty 5. Remittances at micro-level 6. Remittances at macro-level 7. Remittances and Development 8. Volume of Remittances 9. Impact of remittances on poverty alleviation 10. Brain Drain/Gain (causes, effects and solutions) 11. Egyptian Migration To Arab Countries Part III Legal and Illegal Migration 1. Definition 2. Dimensions 3. Causes 4. Dangers 5. Methods 6. Legal and political status 7. Migration Stages 8. The gangs of illegal migration contrive new behaviors….. 9. Egypt youth migration ……….. Ideal cases Objective The whole theme of this paper is to vivid the magnitude of migration, to profile the workers who migrate, to identify the types of migration and to determine the extent to which migration affects the rate of poverty and unemployment in Egypt. Not only that but also exploring the impact of the internal and external migration on the development of the country at the micro level. Reasons for this paper As Migration whether permanent or temporary, internal or international, legal or illegal has always been a possible coping strategy for people facing environmental changes. Pre-history and history...
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...BRIEFING Non-European Labour Migration to the UK AUTHOR: DR SCOTT BLINDER PUBLISHED: 30/01/2012 NEXT UPDATE: 30/01/2013 1st Revision www.migrationobservatory.ox.ac.uk BRIEFING: Non-European Labour Migration to the UK This briefing examines labour migration to the UK among people who are not from the European Economic Area (EEA). Labour migrants are those whose primary reason for migrating or whose legal permission to enter the UK is for employment. Key Points Non-EEA labour migration increased over the 1990s and early 2000s but has declined since a peak in 2004-2006. Skilled and highly-skilled workers (Tier 1 and 2 of the Points-Based System) take up slightly less than half of entry visas issued for work. A majority of non-EEA labour migrants coming to the UK are male; a majority of newly arriving labour migrants are aged 25-44. The largest numbers of non-EEA labour migrants are nationals of Asian countries, followed by the Americas; labour migration among Africans has declined since at least 2004. Understanding the evidence Labour migration involves people coming to the UK for the purpose of paid work. Depending on the source of data, measures of labour migration might involve people who say that they are coming to the UK because of a definite job or to look for work (International Passenger Survey data), or people who have permission to enter the UK through a workrelated visa (administrative data on visas and passenger entries). IPS and administrative...
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...CONDITION OF CONSRUCTION WORKERS IN INDIA The construction industry in India consists of migrant, unskilled men, women and children. The conditions of the workers have many factors pushing it towards a very wretched condition. A few of the main factors are listed below 1. Weak Legislative policies and non enforcement of current policy’s 2. Knowledge and literacy among workers 3. Globalization of the construction industry India 4. Frequency of change in government officials 5. Wages Weak legislative policies The current structures of the construction consist of the landowners, the builders, contractors (building, labor, etc). The landowners lease or have a contract with the landowners to construct a structure on the land, the builders further subcontract different parts of the construction to contactors and the labor for different subsections are given to labor contractors to procure the required labor force. The current labor laws exempts the principal (landowners and the builders) from any liability for wages, living conditions, safety of the labor force. The involvement of unions and human right organizations for the rights of the laborers is nonexistent and so there is no one to enforce the current minimal regulations of safety and living conditions. The workers, due to the migrant nature are completely unaware of their rights since it changes from state to state and this helps the contractors exploit the monetary need of the workers. There are no unions or boards...
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...challenges influencing the future of HR processes is the change from a manufacturing to a service or knowledge-based economy. This new economy is characterized by a decline in manufacturing and a growth in service or knowledge as the core of the economic base. A service economy can be defined as a system based on buying and selling of services or providing something for others . A knowledge economy is referred to as the use of information or knowledge to generate tangible and intangible value. Some economists argue that service activities are now dominating the economies of industrialized nations, and knowledge-intensive services or businesses are considered a subset of the overall service economy. The skills and abilities of knowledge workers are key to the...
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...51899 Sobowale, David Tutor: Quynh Tran UNISON CASE STUDY Questions: 1. Explain the purpose and benefits of PEST analysis. 2. Outline the factors that could lead to exploitation of migrant workers. 3. Analyse the factors which have led to increased immigration to the UK in recent years. 4. Evaluate the extent to which the UK economy benefits from migrant labour. Answers: Q1. Purpose of PEST: PEST analysis is the method is which organizations use to analyse the increase and decrease of market growth in an industry. The purpose of PEST analysis is to help a business know what changes to make when there is a change in the macro environment, help a business to plan its corporate strategies and helps to stop guesses and helps to produce facts on changes in the environment. Benefits of PEST: * It is easy and cheap to implement * It helps a firm to identify threats * It helps a firm to identify opportunities * It supports strategic thinking * It serves as a means to understand the external environment more Q2. Factors that could lead to exploitation of migrant workers: Political * Allegations: due to the low level of wages paid to migrants, their labour is demanded more and the british are not happy with this. * Short life jobs: the population of migrants is not evenly spread across the UK, so it makes it more difficult for the UK government to provide health assistance and other provisions. * Employment legislation: the migrants are...
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...Excerpt from Jane Holgate published in 2005. It is titled Organizing migrant workers: a case study of working conditions and unionization in a London sandwich factory and published in Work Employment Society volume 19, on pages 463-480. Food-to-Go: the company and profile of the workforce Over the last decade the sandwich industry has become a global business with an expanding market currently (2004) thought to be worth around US$50 billion dollars a year (BBC, 2004). Food-to-Go (a pseudonym for the employer company), the factory where the union organizing place was taking place, is a multinational company supplying major high street retail stores, with 12 food factories in the UK, two of which specialize in sandwich production: one located in London and the other in northern England. There were considerable disparities in the terms and conditions of the company’s two sandwich factories, not least the composition of the workforce (see Table 1). Workers in the London factory were predominantly from BME groups, whereas at the northern factory they were mainly white. In London, workers had lower pay, no premium pay, less holidays, no sick pay – and no union recognition. Yet Food-to-Go had a long-standing relationship with the trade union, and all of the company’s factories in the UK had voluntary recognition agreements, except the one in London. Management at the London factory indicated that they would voluntarily recognize the union only if it could demonstrate 50 percent...
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