Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2000. / Includes bibliographical references.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2002. / Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1975. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 192-211).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1969. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 114-116).

Thesis (M.P.A.)--University of Alabama at Birmingham, 2007. / Description based on contents viewed Feb. 13, 2009; title from PDF t.p. Includes bibliographical references (p. 132-152).

Text in Afrikaans / A national databank of skills for the South African labour market becomes a necessity when manpower management acquires a strategic perspective. It provides a base from which an enterprise can determine necessary training and development of human resources to achieve its strategy. The necessity for a national training and development strategy is addressed; and a proposed strategy is recommended. To develope a databank of skills existing manpower needs for achieving national goals and existing manpower supply will have to be ascertained. This will indicate what skills must be acquired through the manpower management function. From the inquiry into construction and industrial industries, it appears that the need exists for a national skills databank. The need for general guidance in the field of manpower planning is also clearly visible. Strategic manpower management and planning also appears to be a very real item in the present business and political arena. / 'n Nasionale databank van vaardighede vir die Suid-Afrikaanse arbeidsmark word 'n noodsaaklikheid wanneer mannekragbestuur 'n strategiese perspektief kry. Dit verskaf 'n basis waarvandaan ondernemings kan bepaal watter opleiding en ontwikkeling vir mens like hulpbronne vereis word ten einde die ondernemingstrategie te kan bereik. Die noodsaaklikheid van 'n nasionale opleidings- en ontwikkelingstrategie is aangespreek, asook 'n voorstel vir 'n strategie gemotiveer. Deur 'n databank van vaardighede te ontwikkel, sal bepaal moet word watter mannekragbehoeftes bestaan om nasionale doelwitte te bereik asook watter mannekragaanbod bestaan. Di t sal aandui watter vaardighede verkry moet word deur middel van die mannekragbestuursfunksie. Uit die ondersoek waarin konstruksie en nywerheidsondernemings deelgeneem het, blyk di t dat 'n behoefte aan 'n nasionale databank van vaardighede bestaan. 'n Behoefte na algemene leiding op mannekragbeplanningsgebied kom oak duidelik na vore. Strategiese mannekragbestuur en -beplanning blyk oak 'n baie aktuele onderwerp in die huidige sake en politieke arena te wees. / M.Com (Business Economics)

The thesis focuses on the demand side of the labour market in conjecturing that 'the degree of attractiveness' of industry and firms to high-skilled workers could be an important determinant of regional labour market mismatch. Using data from the unexplored Employers Skills Survey, a dichotomous mismatch index based on skill-shortage vacancies is modelled as a function of firm and industry-level characteristics. Oacaxa-Blinder (OB) type decompositions are implemented to investigate the extent to which the predictors affect mismatch differently in England and Scotland. Two exploratory extensions are considered: (i) the inclusion of the Pareto shape parameter of an industry's firm size distribution, as an index of industry-level (average) productivity; (ii) a control for whether a firm is part of a multi-site organisation, believed as indicative of a firm export-status. UK level mismatch appears to be negatively correlated with both firm size and skill intensity. This is consistent with both a wide body of empirical evidence and an emerging two-sided heterogeneity theoretical literature showing that more productive firms are larger and tend to attract better workers. We also find a negative relationship between both the Pareto shape parameter and the multi-plant control, and firmlevel mismatch. At a regional level the key determinants seem to lose predictive power in Scotland where only the multi-site control retains statistical significance. To our knowledge, no study for the UK has to date ever: (i) used the same mismatch measure; (ii) adopted firm and industry-level characteristics as predictors of skill mismatch; (iii) decomposed skill mismatch using OB procedures. From a policy perspective, our findings suggest that addressing skill mismatch requires complementing policies targeting skill acquisition with interventions aimed at enhancing firms' and clusters' attractiveness to high skill workers. Migration, international trade openness and skill mismatch are in fact intrinsically intertwined and central to Scotland's post-Brexit future.

This thesis explores the incidence, the determinants and the consequences of overeducation and overskilling on individuals and firm performance in Malaysia. Three datasets were utilised: the 2007 Productivity Investment Climate Survey (PICS-2), the 1988 Malaysia Family Life Survey (MFLS-2) and the 2007 Graduate Tracer Study (GTS-07). The PICS-2 focused on overeducation and overskilling in the manufacturing sector whilst the MFLS-2 and GTS-07 highlighted overeducation on married respondents and graduates, respectively. With respect to the incidence, overeducation ranges from 19 to 32% whilst overskilling stands at 29%: moderately overskilled (7%) and severely overskilled (22%). As regards the determinants, workplace characteristics such as firm size, ownership, workforce composition and types of hiring practice play a role on overeducation and overskilling decision. Furthermore, labour market size and greater spatial flexibility, such as access to cars and public transportation, along with the individuals' heterogeneity in ability and skills also influence the overeducation incidence. On top of that, being overeducated increases the probability of being overskilled. In terms of consequences, overeducation and overskilling lead to lower earnings. Ordinary least square (OLS) and the random effects (RE) estimate that the earnings loss due to overeducation range from 2 to 24%, with a range of 2 to 11% for overskilled workers. The degree of overeducation and overskilling matters with the overeducation penalty (GTS-07) being larger for the severely overeducated than for the moderately overeducated, whilst severely overskilled workers (PICS-2) face a greater earnings loss compared with the moderately overskilled. Using a quantile regression, some evidences indicate overeducation and overskilling penalty related to unobserved individual abilities, especially for the males' sample. What is more, the GTS-07 reveals that overeducation leads to a lower job satisfaction and increases the on-the-job search behaviour amongst the overeducated workers. Both negative effects are much higher for the workers who are severely rather than moderately overeducated. As regards firm performance, negative externalities from having mismatched workers at the workplace are observed, as these tend to reduce firm performance. However, these negative externalities are largely contributed by having a higher proportion of overeducated as compared to overskilled workers. Apart from quit rate, overeducation decreased the workplace average pay, labour productivity, output and sales per worker but increased in absenteeism. By contrast, hardly any impact is observed regarding overskilling on firm performance apart from the average workplace pay. This suggests that reducing the incidence of mismatch, particularly educational mismatch in the workplace, is essential in improving firm performance thus remaining competitive domestically and globally. This thesis contributes to the existing literature by providing empirical evidence on the incidence and the consequences of overeducation and overskilling on individuals and firm performance in Malaysia. Similar study remains to be very scarce in the context of a developing country.

Thèse--Fribourg. / Bibliography: p. [143]-152.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1966. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.