Labour market flexibility and government policy The organisational dilemma of creating a flexible workforce whilst still attempting to elicit discretionary effort amongst its employees through the establishment of a positive psychological contract is a micro-version of a wider policy problem.
People that are Labour Labour market context context of work but actively seeking employment, particularly those unemployed over a long period, tell us a great deal about the operation of the labour market. Unemployment can also be cyclical in that it reflects business or economic cycles.
For example, the proportion of jobs requiring level 4 or above qualifications equivalent to a certificate in higher education or higher for entry rose from 20 per cent in to 30 per cent in This pattern is forecast to extend well into the future with the old-age dependency ratio — the number of people aged 65 and over as a proportion of the number of people aged 16—24 — predicted to rise from To a certain degree, the ultimate objective of flexible approaches to the utilisation of labour is to minimise labour costs, or, in the words of Fleetwood However, there is a parallel trend for employers to recruit graduates into jobs previously held by non-graduates for which the requirements have not changed, which under-utilise the Labour market context of the role-holder and which provide no route into graduate-appropriate roles.
However, a number of studies for example, Danford et al. Effects of workplace restructuring on jobs and workers, Work and Occupations, 30 2: Professionals, for example, tend towards career progression outside the confines of a specific organisation, favour autonomous working without close supervision and often adopt a more altruistic orientation to work Woodall and Winstanley, There are a number of types of unemployment.
Our Process is Simple. In particular, public policies and educational attainment are key factors which likely play a role. In order to achieve its strategic objectives, a fundamental concern for an organisation is to ensure that it has the right people with the right skills, knowledge and attributes in the appropriate positions.
For example, where flexible arrangements are structured and predictable — such as fixed part-time hours — employees can arrange patterns of work that are compatible with other responsibilities, such as childcare and study.
Changing demography of the labour market Labour markets are in a continuous state of change not least because of longterm demographic trends shaping the composition of the labour supply. With this in mind, it takes a relatively broad perspective on the notion of labour markets and discusses a range of developments that are taking place inside and outside of organisations that impact both on how organisations engage and utilise labour and how individuals experience work and employment.
On average, jobs in were also associated with longer periods of training. However, governments also have a responsibility to protect the interests of workers and, therefore, are forced to strike a balance between economic responsiveness and employee protection.
Sceptics argue that detailed analysis of job content and skill requirements indicate a far more diverse picture where a significant proportion of jobs created are low skill, highly routinised and low wage jobs.
Wintour reports that May saw the end of a six-year battle to give 1. The latter refers to a strategy of recruiting required labour from outside the firm as and when needed.
Ethics and employment flexibility There is clearly an ethical contention at the heart of the debate over flexible working practices. Unemployment can also be cyclical in that it reflects business or economic cycles. The final group of employees contains all those workers not directly employed by the firm, such as sub-contractors with skills and knowledge that are only temporarily required by the organisation.
The notion of Post-Fordism is associated with flexible, adaptable business processes that are able to respond rapidly to changing circumstances, such as variation in consumer demand, which require both individual and collective employee flexibility.
Ethics and employment flexibility There is clearly an ethical contention at the heart of the debate over flexible working practices. Subsequently, many of the processes outlined in Table 4.
The challenges for firms operating across national borders are further discussed in Chapter 5.
The results of this study indicated that smaller provinces that is, Atlantic Canada had a larger percentage of their paid workforce participating in interprovincial employment. In the UK at the beginning of the twentieth century, around five million women worked, making up 29 per cent of the total workforce.
This reflects the bureaucratic approach to control outlined in Chapter 1.The Labour Market Context of HRM 4 Introduction The purpose of this chapter is to provide an assessment of the contemporary labour market context of HRM and the impact of current trends in labour supply and demand on the practices associated with HRM.
In the labour market, employers compete to hire the best, and the workers compete for the best satisfying job. Description: A labour market in an economy functions with demand and supply of labour. In this market, labour demand is the firm's demand for labour and supply is the worker's supply of labour.
This chapter outlines key labour market developments and the economic context that prevailed in the /13 fiscal year, the period for which this report assesses the Employment Insurance (EI) mi-centre.comte 1 More detailed information on various elements discussed in this chapter is available in Annex I.
ECONOMIC OVERVIEW. Labour market context Economic overview Canada’s real Gross Domestic Product (GDP) rebounded in the fiscal year beginning on April 1, and ending on March 31, (FY), increasing by %, following its slowest growth rate recorded since the.
Labour Market Context Essay Sample.
Chapter Objectives • To define internal and external labour markets • To outline the role of HRM as the interface between an organisation and its labour markets. Labour Market Context Chapter Objectives • To define internal and external labour markets • To outline the role of HRM as the interface between an organisation and its labour markets • To identify the changing labour market conditions under which contemporary organisations operate.Download