The paper explores the relationship between vocational education and training (VET), the labour market and social justice in the current conjuncture.
https://journals.sub.uni-hamburg.de/hup2/ijrvet/article/view/290
The influx of refugees received in 2015, and the years that followed, challenged receiving communities to reimagine traditional models of labour market integration. Conventional recruitment and selection processes resulted in missed opportunities to effectively evaluate and tap into the myriad of skills and experience many refugees bring to the workforce. The report represents a timely and practical guide to galvanize public and private sector response to the challenges faced by newcomers in local labour markets.
http://www.hireimmigrants.ca/reports/investing-in-refugee-talent/
This article addresses the paradox that, despite achieving educational participation exceeding their male peers, young women see fewer returns for this investment in the labour market. This approach reveals the enduring power of the time structure of paid work in Australia to dominate key dimensions of life, including caring work, placing many women in a situation where they feel they must ‘choose’ career or parenthood.
http://journals.sagepub.com/doi/10.1177/1440783317700736
The report was elaborated with the aim to identify and summarize information about and definitions for indicators relating to the labor market and education sectors.
http://unesdoc.unesco.org/images/0025/002594/259488e.pdf
En français. Recueil des principaux indicateurs d’analyse des relations éducation formation-emploi
http://unesdoc.unesco.org/images/0025/002594/259489f.pdf
Today, there is no clear consensus view about the role of higher education in developing the skills outside the traditional discipline-specific ones. But it is clear that universities, governments and social partners in Norway have a shared responsibility to actively improve the labour market relevance of higher education.
http://oecdeducationtoday.blogspot.com/2018/06/norway-higher-education-skills-gap-labour-market.html
Whether recruiting professionals from around the world to train Canadian workers, or working with employers planning job-creating investments in Canada, the Global Skills Strategy provides businesses in Canada with a faster way to bring in global talent in order to scale-up and grow—creating better jobs for more Canadians.
https://www.canada.ca/en/immigration-refugees-citizenship/news/2017/06/government_of_canadalaunchestheglobalskillsstrategy.html
Despite the strong interest in skills mismatch, an internationally agreed methodology to measure the phenomenon is lacking and methodological discussions are on-going. At the same time, matching of jobs and skills is a major factor shaping labour market outcomes, and monitoring of levels and trends of skills mismatch is important to inform labour market policy development including labour migration and integration policy.
http://www.ilo.org/global/topics/labour-migration/publications/WCMS_548911/lang–en/index.htm
The present study introduces a systemic model that demonstrates a description of the relationship between the labour-market and vocational education from the perspective of systemic theory. Based on the application of the relevant methodology, the two open social systems are identified and analyzed. Their key-features are presented and the points of contact are examined and linked, with the purpose to define more efficient manners of interrelation. This study has been conducted using information from the equivalent systems of Greece, as an example, and proposes this systemic method for further research in other countries as well.
http://www.ijrvet.net/index.php?journal=IJRVET&page=article&op=view&path%5B%5D=195
What difference does it make when employers work with education and training providers? How can employer engagement best be delivered?
Research for Practice: Papers
Presentations and Videos
http://www.educationandemployers.org/research/london-conference-on-employer-engagement-in-education-and-training-2016/presentations/
At its best, labour market information (LMI) provides clear signals that guide the various players towards the most appropriate choices. It helps identify the skills that business needs, and how they can be developed. LMI is critical in matching workers with jobs (and vice versa), and highlighting gaps between the skills that are available and those in need.
http://thebusinesscouncil.ca/wp-content/uploads/2016/08/Labour-Market-Information-June-13.pdf
The Global Reports on Adult Learning and Education III brings together the latest data, policy analysis and case studies on ALE (Adult Learning and Education). Government leaders will find high quality evidence to inform their policies, strategies and budgets. Proponents of change will find compelling arguments showing how ALE promotes sustainable development, healthier societies, better jobs and more active citizenship. Policy analysts will find entry points and ideas for future research and policy.
http://unesdoc.unesco.org/images/0024/002459/245913e.pdf
En français.3e Rapport mondial sur l’apprentissage et l’éducation des adultes: l’impact de l’apprentissage et l’éducation des adultes sur la santé et le bien-être, l’emploi et le marché du travail, et la vie sociale, civique et communautaire
http://unesdoc.unesco.org/images/0024/002469/246943f.pdf
A key challenge for developing countries is to generate more and better employment opportunities, ensuring that all parts of the population are reached. This paper discusses what this means in practice, particularly in the context of economic structural transformation. Looking at the quality, quantity and access to jobs in developing countries, the paper highlights the extent of progress in sectoral labour demand and supply, particularly in relation to structural change.
https://www.odi.org/sites/odi.org.uk/files/odi-assets/publications-opinion-files/9510.pdf
The study aims to help the Kurdistan Regional Government (KRG) expand access to high-quality technical and vocational education and training; improve access to and quality of health care through financing policy development, implementation of primary care recommendations, and quality and patient safety assessment and recommendations; assess the present and projected supply of labor and labor demand in the Kurdistan Region — Iraq (KRI) to improve labor market responsiveness to private sector needs; and build capacity at the Kurdistan Region Statistics Office to prepare, conduct, and analyze the first round of the Kurdistan Region Labor Force Survey.
http://www.rand.org/pubs/research_reports/RR873.html
Statistics Canada provides in depth Labour Market Information (LMI) that is valuable for Career Professionals and our clients. LMI is abundant and Canadians should be using it for their overall career development. Yet, many workers and job seekers are not aware of the information. Some may not grasp the value of these resources and are unable to use them properly.
Career Professionals refer to the Statistics Canada’s labour market activities feed for broad geographic and demographic information on the Canadian population. This resource provides a range of high-level information, tables, and charts. Topics range from the unemployment rate to which industries or occupations people work in, the hours they work and more.
http://careerprocanada.ca/canadians-labour-market-information-for-career-development/?utm_source=CERIC%20Subscriptions&utm_campaign=7a3c090bae-CareerWise_10_07_201410_6_2014&utm_medium=email&utm_term=0_1d052da7c8-7a3c090bae-457759301
This paper shows that changes in the skill requirements of jobs are one way by which economic downturns affect job match quality. In doing so this paper makes two contributions to the literature. The first contribution is to document a stylized fact about the cyclicality of skill requirements (tasks) for newly formed jobs. Relating local unemployment rates in Canadian data, to skill requirements generated from the Occupational Information Network (O*NET) database, I show that the demand for manual skill requirements is countercyclical. This stylized fact shown to be consistent with the predictions of a job search models with heterogeneous workers and vacancies. In this framework, firms increase the share manual job vacancies during downturns because they are less costly to post and fill. The second contribution is to show that the cyclicality of skill requirements, rather than economic conditions themselves, contribute to the incidence of overqualification. Estimates using various measures of overqualification confirm that changes in the skill requirements of newly formed jobs can account for much of the relationship between labor market conditions and job match quality. This empirical finding is also consistent with the model, where the share of overqualified workers varies with economic conditions partially because of corresponding changes in the type of job vacancies.
http://www.clsrn.econ.ubc.ca/workingpapers/CLSRN%20Working%20Paper%20no.%20134%20-%20Summerfield.pdf
The new training literature suggests that in a monopsonistic market employers will not only pay for firm-specific training but also for general training if the risk of poaching is limited. This implies that training participation should decrease when competition for employees is higher among firms. Using worker level data for Germany we find that the hypothesis is supported empirically. Specifically, we find that employees are significantly less likely to participate in training if the density of firms in a sector is higher within the local labor market.
http://ftp.iza.org/dp7853.pdf
Skills Panorama turns labour market data into useful, accurate and timely intelligence that helps policy-makers in making their decisions on skills and jobs in Europe.
http://skillspanorama.cedefop.europa.eu/en
The KILM consists of country-level data on 17 key indicators of the labour market from 1980 to the latest available year. The new edition includes an analysis of the link between education and access to the labour market.
http://www.ilo.org/global/statistics-and-databases/research-and-databases/kilm/lang–en/index.htm
This article documents the evolution of real annual wages and salaries and employment patterns of young postsecondary graduates by field of study from 2005 to 2012. Results are shown for Canadian-born individuals aged 25 to 34 who are college graduates or hold a bachelor’s degree. The data are drawn from the linked 2006 Census–2011 National Household Survey–T1 Personal Master File. Fields of study are defined according to the Classification of Instructional Programs.
http://www.statcan.gc.ca/pub/11-626-x/11-626-x2015050-eng.htm
En français. Canada. Les résultats des jeunes diplômés postsecondaires sur le marché du travail, 2005 à 2012
http://www.statcan.gc.ca/pub/11-626-x/11-626-x2015050-fra.htm
Relative to medium-level general education, there is evidence that vocational graduates enjoy a faster transition to work and are more likely to have a permanent first job in line with their qualifications. But there are substantial differences between countries. Benefits for vocational graduates are most prominent in countries with strong vocational education and training systems with a close connection between school- and work-based learning. However, as people age and gain experience, differences between medium-level general education and vocational graduates diminish. This report aims to improve our understanding of labour market outcomes for vocational education graduates. A real need if we are to respond effectively to the current challenges of high unemployment.
http://www.cedefop.europa.eu/en/publications-and-resources/publications/5532
This paper describes how Regional Literacy Networks and Workforce Planning Boards can work together, coordinate activities and create strategic partnerships to strengthen regional coordination in employment and training.
http://www.essentialskillsontario.ca/content/realizing-local-workforce-potential-through-workforce-planning-boards-and-regional-literacy-
The EU initiative ‘An Agenda for new skills and jobs’ forms part of the Europe 2020 Strategy for smart, sustainable and inclusive growth. A key aim of Europe 2020 is to ensure that 75 % of men and women aged 20-64 are in employment by 2020. The Strategy also aims to cut the number of early school leavers to 10% and increase the number of young people in higher or equivalent vocational education to at least 40%. The Agenda proposes thirteen actions which will contribute to improving the functioning of Europe’s labour market. They will help to increase job flexibility and security, provide incentives to invest in training, ensure decent working conditions and facilitate job creation.
https://op.europa.eu/en/publication-detail/-/publication/7f39a8c6-068e-434d-a7ce-a9665bf227f9
Lagging skill demand increases risks of skill mismatch.
https://bookshop.europa.eu/en/europe-s-skill-challenge-pbTIBB12003/
The concept of flexicurity has been based on a notion that robust active labour market policies, lifelong learning investment and modern social security systems can ensure security of employment and income, even if contractual arrangements become more flexible and job transitions more frequent, as required by the rapidly evolving economic context.
https://bookshop.europa.eu/en/flexicurity-pbTJFF11010/
Young people have been hit hard by the economic downturn with the EU youth unemployment rate reaching 20%. This review summarises messages from 33 national articles on this theme, linking them to policy developments, studies and data. It details the European and national contexts before examining measures to promote youth employment. These cover education, training, labour market and benefit policies, as well as measures to address problematic aspects and labour market actors’ roles.
https://bookshop.europa.eu/en/european-employment-observatory-review-pbKEAZ10002/
Exposure to the global economy strongly conditions how individuals perceive their labor market situation and influences whether they support or oppose policies related to labor market risk. Low-skilled individuals experience the highest levels of labor market risks and therefore are most likely to favor policies that mitigate such risks. In contrast, high-skilled individuals benefit from exposure to the global economy. Exposure to globalization decreases perceptions of labor market risk among high-skilled individuals and consequently also reduces their willingness to support and invest in policies designed to reduce such risks.
https://www.researchgate.net/publication/285549827_Globalization_and_the_Demand-Side_of_Politics_How_Globalization_Shapes_Labor_Market_Risk_Perceptions_and_Policy_Preferences
This report examines the school-to-work transition process, a survey of the main barriers to employment for young people, an assessment of the adequacy and effectiveness of existing measures to improve the transition from school-to-work, and a set of policy recommendations for further action by the public authorities and social partners.
http://www.keepeek.com/Digital-Asset-Management/oecd/employment/off-to-a-good-start-jobs-for-youth_9789264096127-en
This book is a comprehensive look at the demand and supply of skills in Indonesia how skills have changed, how they will continue to evolve, and how the education and training sectors can be improved to be more responsive and relevant to the needs of the labor market and the economy as a whole.
https://openknowledge.worldbank.org/bitstream/handle/10986/2282/608120PUB0Skil10Box358333B01PUBLIC1.pdf?sequence=1
