Building the 21st Century Aerospace Workforce

Begin with a call to action. Present evidence on the dimensions of an employment crisis in the Aerospace Industry. Understand the links to issues of instability and lean. Focus dialogue on high leverage, mutual gains options for all stakeholders in the industry. Identify specific next steps. Under the auspices of LAI. In other forums as appropriate.

The influence of human capital of the workforce in the adoption of high-performance work systems : the case of Portugal and Spain. 'La influencia del capital humano de la mano de obra en la adopción de sistemas de trabajo de alto rendimiento: el caso de Portugal y España'.

Resumen tomado de la publicación

Better workforce, better results

Staff reform can mean improved outcomes, but only if school managers plan carefully. Brian Fidler and Tessa Atton introduce a major new series for MST on workforce remodelling. This is the first of four articles studying workforce remodelling and teaching and learning responsibilities (TLRs).

Women, other "fresh” workers, and the new manufacturing workforce of interwar Britain

Structural, organizational, and technological changes in British industry during the interwar years led to a decline in skilled and physically demanding work, while there was a dramatic expansion in unskilled and semiskilled employment. Previous authors have noted that the new un/semiskilled jobs were generally filled by “fresh” workers recruited from outside the core manufacturing workforce, though there is considerable disagreement regarding the composition of this new workforce. This paper examines labour recruitment patterns and strategies using national data and case studies of eight rapidly expanding industrial centres. The new industrial workforce is shown to have been recruited from a “reserve army” of workers with the common features of relative cheapness, flexibility, and weak unionization. These included women, juveniles, local workers in poorly paid nonindustrial sectors, such as agriculture, and (where these other categories were in short supply) relatively young long-distance internal migrants from declining industrial areas.

Analysis of Structure and Tendencies of Qualified Immigrant Workforce on the Swedish Labor Market

The purpose of this paper is to make quantitative and qualitative analysis of foreign citizens who may participate on the Swedish labor market (in text refers to as ‘immigrants’). This research covers the period 1973-2005 and gives prediction figures of immigrant population, age and gender structure, and education attainment in 2010. To cope with data regarding immigrants from different countries, the population was divided into six groups. The main chapter is divided into two parts. The first part specifies division of immigrants into groups by country of origin according to geographical, ethnical, economical and historical criteria. Brief characteristics and geographic position, dynamic and structure description were given for each group; historical review explain rapid changes in immigrant population. Statistical models for description and estimation future population were given. The second part specifies education and qualification level of the immigrants according to international and Swedish standards. Models for estimating age and gender structure, level of education and professional orientation of immigrants in different groups are given. Inferences were made regarding ethnic, gender and education structure of immigrants; the distribution of immigrants among Swedish counties is given. Discussion part presents the results of the research, gives perspectives for the future brief evaluation of the role of immigrants on the Swedish labor market.

Creating High-Impact Workforce Development Programs

As communities across the nation continue to face persistent unemployment, many states are turning to community college workforce development programs to combat joblessness. However, state governments and community colleges alike are often unable to devote significant resources to building new workforce initiatives. This brief examines how community colleges in four states have worked with state governments and other partners to overcome budget constraints and create effective workforce development programs, highlighting funding models and innovative practices to make efficient use of limited resources.

Discrimination in the workforce: how it impacts a business

Discrimination, in its best form, is a hard concept to fathom as an employee or ordinary citizen. In the workplace, there are times when discrimination is necessary due to extenuating circumstances that revolve around the form or act of discrimination. It could be conveyed to save a life or avoid future conflict. However, it must be clearly stated as a written law that the act is lawful. When unlawful discrimination occurs, it stages an entirely different tone, as it is mainly conducted out of malice, hatred, greed, control, or ignorance. Over the last few decades, discrimination has existed in the workplace, although Federal laws mandate that it does not occur. It does not exist in just one geographical area or is country specific, but covers a wide spectrum, linking countries together from their points of view to creating rifts amongst those who are affected and those who are not, not only from a business perspective, but social humanistic relationships as well. This thesis will use quantitative and qualitative data to support discrimination of sexual harassment, race or color, and gender issues, as well as personal experiences, and how it has and will continue to impact businesses if the acts do not cease, permanently. Leadership, from the Presidents and Heads of Countries, Chief Executive Officers (CEOs), managers, lowest-ranking supervisor, and employees should make it their personal goal to ensure these issues do not continue or arise in their perspective areas of responsibilities. When employees understand that they are valued, will be taken seriously when reporting acts of discrimination, and that some form of action will be taken, performance and productivity will escalate, and morale will increase in the workplace, resulting in higher productivity and subsequently higher profit margins for the company.

Transformation of brain drain of brain gain: incentives to attract talented workforce

The key for the future of any country, firm or group lies in the talent, skills, experience, knowledge and capabilities of its people. Migration of human capital resource on an international level depicts the impact on the developing country having its highly educated individuals migrating to developed countries known as “Brain Drain.” Therefore, evaluation of short-term and long-term talent needs and impacts on any country is critical. This paper aims to complement the existing theoretical brain drain and brain gain literature, focusing on the interaction between investment in education, training, healthcare and government to attract highly talented individuals to a developing a country. The migration study is inclusive of the analysis of the highly talented resources that have committed to or are planning to resettle in their developing native countries after investing in themselves through education. The motivational factors of these highly talented individuals are evaluated to determine key needs and drives attracting these individuals back to China from a developed country (aka. reserve migration).

Brazilian dentistry profiles and workforce

The aim of this study was to assess the dentistry profile, based on social and demographic data, post-graduation formation, and to verify the insertion of dental graduates in the labour force. The participants were professionals graduated from a Brazilian Public Dental School, between 2000 and 2010. An instrument was sent by mail and/or e-mail to them. It was used Kruskal Wallis Test. Among 1047 questionnaires, 189 returned and 65.6% were answered by female. In relation to post-graduation course, 57.7% of professionals performed it, however 56.9% not attended only in their area; 66.6% of professionals are concentrated in cities larger than 100 thousand habitants. There was association between income and gender, and others. The predominant work modality was self-employed. Among the total, 36.5% want to work part-time in dentistry. The female gender was predominant and there was wage discrepancy between genders. The professionals have been concentrated in largest cities.

BYOD: Moving toward a More Mobile and Productive Workforce

In recent years there has been a personal and organizational trend toward mobility and the use of mobile technologies such as laptops, mobile phones and tablets. With this proliferation of devices, the desire to combine as many functions as possible into one device has also arisen. This concept is commonly called convergence. Generally, device convergence has been segmented between devices for work and devices for home use. Recently, however, the concept of Bring Your Own Device (BYOD) has emerged as organizations attempt to bridge the work/home divide in hopes of increasing employee productivity and reducing corporate technology costs. This paper examines BYOD projects at IBM, Cisco, Citrix, and Intel and then integrates this analysis with current literature to develop and present a BYOD Implementation Success model.