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An empirical analysis of changes in the structures of wages and employment in OECD countriesManacorda, Marco January 2000 (has links)
No description available.
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An integrated model for skilled labour retention for the Botswana Police Service / Vincent Stompi MothupiMothupi, Vincent Stompi January 2014 (has links)
Skilled labour retention continues to receive attention from researchers as a critical
challenge faced by organisations globally. The loss of skilled labour in an
organisation contributes to the high labour replacement costs, which may result in an
organisation‟s failure to achieve its mandate since it is deprived of its high
performance, experienced and knowledgeable labour. Organisations must, therefore,
be able to diagnose the factors that contribute to the loss of skilled labour and
implement strategies that could assist in the mitigation of such losses. Consequently,
an integrated model for skilled labour retention in the Botswana Police Service was
developed.
The literature study which explored the phenomenon of skilled labour retention,
revealed a deficiency of a universal implementation strategy that guides
organisations in managing skilled labour retention. However, human resources
management literature unanimously concur that in order to implement an effective
skilled labour retention strategy, it is necessary for organisations to devise a unique
human resources management strategy aimed at addressing their individual causes
of skilled labour turnover. This study utilised human resource management best
practices, theories and frameworks to develop an integrated skilled labour retention
model for the Botswana Police Service.
The study followed both the qualitative and quantitative research design. Skilled
labour retention factors that should be included in a skilled labour retention model
were identified through an analysis of a scholarly literature review, a closed-ended
questionnaire and an analysis of official documentation. The identified skilled labour
retention factors were included in the proposed retention model. The study also
proposed an implementation strategy that should be followed when implementing the
proposed skilled labour retention model.
The empirical study investigated the validity of the identified retention factors that
should be included in the integrated skilled labour retention model for the Botswana
Police Service. The retention factors entail: job satisfaction, organisational
commitment, work-life balance, remuneration, career development, development
opportunities (learning, training and development), work environment, decisionmaking
and management style.
Before the retention factors could be included in the new retention model, the
researcher determined the current arrangements in the organisation to establish the
status quo. Interviews were held with senior management in the Botswana Police
Service to ascertain the aforementioned. It was established that the current retention
arrangements impeded the retention of skilled labour in the organisation, which
contextualised the significance to develop the new skilled labour retention model. / PhD (Development and Management), North-West University, Potchefstroom Campus, 2015
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An integrated model for skilled labour retention for the Botswana Police Service / Vincent Stompi MothupiMothupi, Vincent Stompi January 2014 (has links)
Skilled labour retention continues to receive attention from researchers as a critical
challenge faced by organisations globally. The loss of skilled labour in an
organisation contributes to the high labour replacement costs, which may result in an
organisation‟s failure to achieve its mandate since it is deprived of its high
performance, experienced and knowledgeable labour. Organisations must, therefore,
be able to diagnose the factors that contribute to the loss of skilled labour and
implement strategies that could assist in the mitigation of such losses. Consequently,
an integrated model for skilled labour retention in the Botswana Police Service was
developed.
The literature study which explored the phenomenon of skilled labour retention,
revealed a deficiency of a universal implementation strategy that guides
organisations in managing skilled labour retention. However, human resources
management literature unanimously concur that in order to implement an effective
skilled labour retention strategy, it is necessary for organisations to devise a unique
human resources management strategy aimed at addressing their individual causes
of skilled labour turnover. This study utilised human resource management best
practices, theories and frameworks to develop an integrated skilled labour retention
model for the Botswana Police Service.
The study followed both the qualitative and quantitative research design. Skilled
labour retention factors that should be included in a skilled labour retention model
were identified through an analysis of a scholarly literature review, a closed-ended
questionnaire and an analysis of official documentation. The identified skilled labour
retention factors were included in the proposed retention model. The study also
proposed an implementation strategy that should be followed when implementing the
proposed skilled labour retention model.
The empirical study investigated the validity of the identified retention factors that
should be included in the integrated skilled labour retention model for the Botswana
Police Service. The retention factors entail: job satisfaction, organisational
commitment, work-life balance, remuneration, career development, development
opportunities (learning, training and development), work environment, decisionmaking
and management style.
Before the retention factors could be included in the new retention model, the
researcher determined the current arrangements in the organisation to establish the
status quo. Interviews were held with senior management in the Botswana Police
Service to ascertain the aforementioned. It was established that the current retention
arrangements impeded the retention of skilled labour in the organisation, which
contextualised the significance to develop the new skilled labour retention model. / PhD (Development and Management), North-West University, Potchefstroom Campus, 2015
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Strategy solutions for skills shortage circumventions through understanding of skilled migrant communities : a research study of the impact of South Africa's socio-economic concerns on the South African skilled migrant population of Auckland, New Zealand.Maharaj, Rasmika. January 2007 (has links)
If one considers the view's of the "pessimists" too long, it is not difficult to lapse into a spiral of depression with regard to the nature of South Africa and her economic future; suffice to say that this in fact could be the stimuli in itself to result in the so-called "brain drain" phenomenon. However, though opinions and views of even the experts may be rejected or accepted on que, the figures do speak for themselves. According to one such report, a staggering 1% of the total science and IT workforce left the country between 1994 and 2001, some 17 000 professionals! Research studies and government campaigns aimed at addressing the issue of skill shortages, continue to look for appropriate strategies to properly address and/or minimize the problem. In so doing, research studies and current literature have highlighted top destination countries for South African emigration, skilled migrant impact as measured in terms of industry and job classification as well as prevalent reasons for emigration. The essence of this study is to uncover the most prevalent socio-economic factor, as perceived by skilled migrants, and as a contributory factor to the brain drain crises. This study aims to evaluate, specifically, extent of safety and security concerns as most prevalent stimuli for emigration. In so doing, the study aims to present strategy solutions in alignment with findings to aid in present government initiatives to curbing the brain drain. Furthermore, it aims to provide a basis for further study to develop government strategies for skilled migrant prevention. / Thesis (MBA)-University of KwaZulu-Natal, 2007.
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Investigating chronic unemployment in South Africa, 2008-2015Wakefield, Hayley Innez January 2020 (has links)
Magister Commercii - MCom / The South African economy is faced with a crisis of persistently high and rising unemployment
rates. Although this is a cause for serious concern, the statistic captures a segment of the
working-age population enduring recurrent spells of unemployment – a vulnerable group for
consideration that these figures fail to uncover. The dilemma could be linked to the influx of
previously disadvantaged groups (i.e. Africans and females) into the labour market since the
dawn of democracy. Thus, the newly appointed South African government inherits an economy
that had systematically disadvantaged most of the population, leading to an oversupply of
labour, where highly-skilled labour appears to be more appealing in comparison to the
relatively low-skilled labour offered by these persons.
Historically suppressed groups thus disproportionately bear the brunt of this unemployment,
where some may have involuntarily remained rooted in unemployment for longer periods of
time than those considered unemployed on a temporal basis. The importance of exploring and
understanding the roles of some underlying forces is extremely crucial to wrestle this pressing
issue in a South African context, when examining labour market dynamics.
This study therefore explores the nature and extent of chronic unemployment by examining the
data of the first four available waves (2008, 2010/2011, 2012 and 2014/2015) of the National
Income Dynamics Study (NIDS). The empirical findings reveal that those significantly more
susceptible to chronic unemployment are: African individuals with either incomplete
secondary education or at most a Matric qualification in tandem with an additional
certificate/diploma, residing in traditional areas in less wealthy provinces (i.e. Free State and
Mpumalanga). Furthermore, the results demonstrate that these chronically unemployed
individuals are more likely to form part of the youth (25-44 years), be non-poor, with their
household composition consisting of one to five household members where the minority enjoy
wage employment whereas the majority endure spells of unemployment. Ultimately, they
devote themselves to informal employment and occupations requiring semi-skilled and
relatively unskilled labour in the community, social and personal services industry and on
average earn R 3 342 per month in 2016 December prices.
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Subsidiary Role and Skilled Labour Effects in Small Developed CountriesMcDonald, Frank, Gammelgaard, J., Tüselmann, H-J., Dörrenbächer, C., Stephan, A. January 2009 (has links)
No / The proportion of skilled labour in subsidiaries is influenced by size and development of host country, and subsidiary role, the latter being connected to autonomy and intra-organisational relationships.
In this paper, we conceptually explore subsidiary¿s proportion of skilled labour in relation to subsidiary role within the context of a small developed country. Specifically, we draw on the literature of strategic development of multinational corporations, and insights of inward foreign direct investments in small developed countries. This is presented in a unifying framework in order to predict diverse categorizations of subsidiary role¿s impact on the proportion of skilled labour in subsidiaries.
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A critical discourse analysis of the policy formation process of the 2009 action programme on skilled labour migration in GermanySemmelroggen, Jan January 2012 (has links)
This thesis analyzes the political discourse on skilled labour migration in Germany between 2005 and 2009 and investigates how and why skilled labour migration polices are negotiated in the Federal Republic of Germany. In particular the thesis highlights the significance of underlying policy maker motives within the policy formation process of Germany s 2009 Action Programme on Skilled Labour Migration as well as their ultimate imprint on the legislation. The critical discourse analysis of parliamentary debate in Germany between 2005 and 2009 in conjunction with interviews with relevant national policy makers, institutional actors, labour market stakeholder, and independent policy advisors reveals that there is a significant discrepancy between policy maker intent in regards to skilled labour migration legislation and the stated intent of the 2009 Action Programme. While the stated aim of the Action Programme is to facilitate and promote skilled labour migration to Germany, the analysis of relevant political debate and the stakeholder interviews reveals that German policy makers are primarily motivated to protect and promote preferential labour market access for domestic workers while at the same time restricting undesired labour migration to Germany. As a result, the policy measures of the 2009 Action Programme on Skilled Labour Migration have a strong protectionist and restrictionist emphasis. Moreover, the thesis reveals that the complex and multilayered power-negotiations over skilled labour migration legislation between the various policy makers, institutional actors, and labour market stakeholders are largely shaped and framed by domestic political considerations. Notwithstanding the widely acknowledged global competition over skilled workers and the need for German labour market to maintain competitive within the global economy, immigration policy makers in Germany are primarily motivated by factors that are firmly embedded within the national political sphere and that aim to control, limit, and restrict territorial access of foreign workers into the national labour market. This in turn highlights the need for migration scholars to reposition and re-conceptualize the role of the nation-state and as an active agent in shaping international labour migration flows.
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The Skillmax Program : An EvaluationJanuary 1994 (has links)
The Skillmax Program was launched by the New South Wales State Government at the end of 1988 as a result of concern about the underutilisation of the skills of overseas qualified and experienced immigrants in the labour force. The program is administered by the NSW Adult Migrant English Service. The aim of this study is to evaluate how well the Skillmax Program is achieving its aim of assisting non-English speaking background immigrants to maximise the use of their overseas experience and skills within the NSW labour market. The main source of data for the evaluation was a questionnaire distributed to all students who had studied in the program from July, 1993 to June, 1994. Those in the final program intake surveyed had just completed courses, those in the first intake surveyed had completed courses nine months previously. The questionnaire was sent to 458 ex-students in August, 1994 and 217 questionnaires were returned. Additional data was obtained from a literature search, a survey distributed to Skillmax program staff and a focus group meeting of the Skillmax Program's teachers, educational and vocational counsellor and program manager. Key research findings are: 71.9% of all respondents had found employment since enrolling in the Skillmax Program and 67.7% were still employed when the study was conducted; 84.9% of those respondents who had completed or partially completed courses ending from six to nine months before the study was conducted had found employment and 78.5% were still employed when the study was conducted; 66.7% of those respondents in employment had found employment at the same occupational level as in their countries of birth; 52% of all respondents were either unemployed (28.1%) or underemployed (23.9%); 85.9% of those respondents in employment considered that the Skillmax Program had contributed significantly to their success in finding employment. The study compares the findings of the current study to those from a previous Skillmax Program evaluation concluded in 1992 (Mograby & Eddie, The Skillmax Program Evaluation Report, 1992). Employment outcomes of participants in the current study are significantly better than those in the previous study. The study argues that improvements in employment outcomes can primarily be attributed to program improvements made since the 1992 evaluation. The study concludes that the Skillmax Program is achieving its aims. Recommendations for program improvement and future directions for the program are made.
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The impact of migration on rural development : a case study of EMabhuqwini in Nkandla.Shezi, Xolani. 23 September 2014 (has links)
This dissertation concentrates on the subject of migration from the less researched angle of
the rural areas losing migrants. This dissertation is premised upon the hypothesis that
emigration of skilled people stifles development in rural areas and this in turn leads to the
lack of development. The lack of development causes emigration. I am arguing that this
vicious cycle must be broken down through leadership committed to achieving
development goals and through personal sacrifices of skilled people remaining in rural
areas.
Therefore, this dissertation seeks to establish the impact that migration has on rural
development. It looks at the case of eMabhuqwini as the study’s focal point. There are two
arguments that are advanced by the thesis:
(1) Migration negatively impacts on development in the area of eMabhuqwini. The
more able‐bodied, skilled and capable people emigrate, the higher the likelihood that the
area they leave will stay underdeveloped. This is because people who have the capacity to
drive development in the area will have left. At the same time, if the area is
underdeveloped, people are likely to leave it and seek greener pastures – especially in terms
of better living conditions and employment opportunities – elsewhere, particularly in more
developed urban areas.
(2) Political infighting between political parties appears to be the main cause of the slow
(if any) pace of service delivery and development in the area. This is so because of growing
political intolerance among political parties in South Africa. This political intolerance is also
characterised by an unwillingness to accept political defeat. As such, this process has
dictated the terms of and speed of service delivery as there is little will on the part of
political leaders to spearhead development in an area governed by the opposition.
I further provide a comprehensive conceptual framework on migration theory, a detailed
presentation of the case study area, a three‐pronged empirical study consisting of
interviews with thirty‐two households, household in‐depth survey (6 respondents) as well as
three focus groups.
Quantitatively, 32 respondents answered a semi‐structured research questionnaire. Six of
the same people were also requested to respond to an open‐ended research schedule that
sought to gain answers to open‐ended questions. The questions themselves were divided
into two sections, a closed‐ended part as well as an open‐ended part. Quantitative
questionnaires were analysed using the SPSS computer program, while the others were
analysed thematically. In terms of conclusions and recommendations, it was observed that the two arguments
were confirmed: that migration does have a negative impact on development; and that, to
minimise this impact, or to reverse the process, an intensive effort must be put into
encouraging the government, together with traditional and local leadership, to deliver
services to the people so as to develop the area and minimise the impact of migration. / Thesis (M.T.R.P.)-University of KwaZulu-Natal, Durban, 2013.
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The Skillmax Program : An EvaluationJanuary 1994 (has links)
The Skillmax Program was launched by the New South Wales State Government at the end of 1988 as a result of concern about the underutilisation of the skills of overseas qualified and experienced immigrants in the labour force. The program is administered by the NSW Adult Migrant English Service. The aim of this study is to evaluate how well the Skillmax Program is achieving its aim of assisting non-English speaking background immigrants to maximise the use of their overseas experience and skills within the NSW labour market. The main source of data for the evaluation was a questionnaire distributed to all students who had studied in the program from July, 1993 to June, 1994. Those in the final program intake surveyed had just completed courses, those in the first intake surveyed had completed courses nine months previously. The questionnaire was sent to 458 ex-students in August, 1994 and 217 questionnaires were returned. Additional data was obtained from a literature search, a survey distributed to Skillmax program staff and a focus group meeting of the Skillmax Program's teachers, educational and vocational counsellor and program manager. Key research findings are: 71.9% of all respondents had found employment since enrolling in the Skillmax Program and 67.7% were still employed when the study was conducted; 84.9% of those respondents who had completed or partially completed courses ending from six to nine months before the study was conducted had found employment and 78.5% were still employed when the study was conducted; 66.7% of those respondents in employment had found employment at the same occupational level as in their countries of birth; 52% of all respondents were either unemployed (28.1%) or underemployed (23.9%); 85.9% of those respondents in employment considered that the Skillmax Program had contributed significantly to their success in finding employment. The study compares the findings of the current study to those from a previous Skillmax Program evaluation concluded in 1992 (Mograby & Eddie, The Skillmax Program Evaluation Report, 1992). Employment outcomes of participants in the current study are significantly better than those in the previous study. The study argues that improvements in employment outcomes can primarily be attributed to program improvements made since the 1992 evaluation. The study concludes that the Skillmax Program is achieving its aims. Recommendations for program improvement and future directions for the program are made.
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