This article will set out to compare some findings of a study on recruitment with the more general pronouncements on selection which are available in the literature on personnel…
Abstract
This article will set out to compare some findings of a study on recruitment with the more general pronouncements on selection which are available in the literature on personnel management. The research study investigated the recruitment systems of major employees, all with relatively developed personnel functions, in three areas of Britain and West Germany; it concentrated on manual and low‐level white‐collar jobs in the 24 largest employers in each area. Although the study confirms the importance of internal recruitment, even where there is no developed seniority system or internal labour market, this article will concentrate on external recruitment (and/or some of the general conclusions of the study, but not on the Anglo‐German comparative dimension).
Liam Murphy and John Sutherland
This article examines the selection criteria usedby employers from the perspective of a sample ofregistered unemployed. It uses the same criteriaset to get the sample to assess…
Abstract
This article examines the selection criteria used by employers from the perspective of a sample of registered unemployed. It uses the same criteria set to get the sample to assess their own re‐employment prospects. It concludes that although training and retraining programmes may be a necessary condition to enhance the re‐employment prospects of the unemployed, they do not constitute a sufficient condition.
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Peter E. Hart and Alan Shipman
British firms attach more weight to “hands on”experience than to formal qualifications. Theymanage to cope with lower proportions of skilledlabour than those required by…
Abstract
British firms attach more weight to “hands on” experience than to formal qualifications. They manage to cope with lower proportions of skilled labour than those required by corresponding German firms, without lowering quality of output, mainly by optimising the allocation of their limited stocks of skill between various tasks. They concentrate on retraining labour which is already skilled, whereas German employers offer more apprentice training and wider retraining opportunities. In response to falling numbers of school‐leavers, British employers use skilled females, whereas German firms are recruiting extra skilled manual labour from East Germany and Romania. As a result of greater certification, German firms have to deal with trade union pressure for linkages between pay and qualifications, even when these are not really required for the job. They also face stronger opposition from trade unions to shift‐work, and enjoy fewer Government training subsidies than British firms. Younger British workers are beginning to acquire qualifications, but it will be many years before Britain′s stock of examined skills approaches that of Germany.
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The broad approaches to the acquisition and utilisation of humanresources at different phases in the growth of industry are examined. Itis concluded that at each stage some…
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The broad approaches to the acquisition and utilisation of human resources at different phases in the growth of industry are examined. It is concluded that at each stage some relationship exists between business strategy and human resourcing responses made to external labour market conditions, even if the human resource strategy is not always fully integrated with the business strategy. A four‐fold classification of approaches to managing human resources is suggested as a device for organising thinking about these phenomena.
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This chapter uses discourse analysis to explain why entrepreneurship has become a primary response to Africa’s youth employment challenge. It analyses almost 20 years of academic…
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This chapter uses discourse analysis to explain why entrepreneurship has become a primary response to Africa’s youth employment challenge. It analyses almost 20 years of academic literature and publications from one of the world’s foremost authorities on entrepreneurship: the Global Entrepreneurship Monitor (GEM). The study found that youth were positioned within a discourse of entrepreneurial essentialism; where entrepreneurship was narrativised as the only option for youth employment; and youth were framed as entrepreneurship being the natural solution for them. Youth were concurrently framed within numerous contradictory entrepreneurial discourses which were used to elevate and legitimise entrepreneurship as the key pathway for addressing Africa’s youth employment challenge. An important finding in this study was that the dominant model of entrepreneurship being promoted by GEM to address the challenge is a mainly skills-based pathway to self-employment and low-growth microenterprise development. This is concerning for two reasons: firstly, global evidence does not demonstrate much support for such an approach, and secondly, it undermines other responses to youth unemployment, particularly those which seek to address more structural, demand-side barriers to employment.
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Many of the skills needed to make people employable are specific to particular occupations. However, increasingly employers are defining a set of “generic”, usually personal…
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Many of the skills needed to make people employable are specific to particular occupations. However, increasingly employers are defining a set of “generic”, usually personal, skills which they seek when recruiting new employees. These “generic skills” include, for example, communication skills, the ability to apply basic literacy and numeracy in a work situation, being a “team player”, the ability to relate to customers and clients, taking initiative (for one’s own work and personal and career development), taking responsibility and making decisions. Occupational skills may be seen as necessary but not enough, or as “easily trained in”. Although these “generic skills” are not new needs in many workplaces, they do appear to be receiving greater emphasis as organizations change and adjust to meet new competitive pressures and develop new working practices. There is some debate about the extent to which these types of skill can be developed in people, or whether certain characteristics or predisposition are necessary for their development. Many organizations are adapting their recruitment processes and internal appraisal systems to explore more fully the abilities of potential recruits in these areas. Discusses the nature of these “skills” and their relevance in different workplaces and jobs, and in relation to occupation‐specific skills. Also looks at why they are currently receiving emphasis and likely current trends. Finally, explores how these “skills” are examined in the recruitment process. Draws on the findings from a series of projects conducted by the Institute for Employment Studies on employers’ skill needs in different occupations and how and why these are changing.
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M. Steiner and J. Turton
Examines the question of liability for rates on empty premises inthe light of an increasing number of property vacancies in the UnitedKingdom. Discusses the general principle of…
Abstract
Examines the question of liability for rates on empty premises in the light of an increasing number of property vacancies in the United Kingdom. Discusses the general principle of rate liability, classes of property liable to empty rates, ownership, mortgagee′s right to possession, avoiding liability, liquidation, and minimizing the empty rate. Concludes that the potentially onerous liability of empty rate has to be weighed against the loss of control by the mortgagee, for example, through a receiver.
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Kathleen Lynne Lane, Allison L. Bruhn, Mary E. Crnobori and Anne Louise Sewell
Functional assessment-based interventions are a tertiary support that have been incorporated in many three-tiered models of prevention to support students who do not respond to…
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Functional assessment-based interventions are a tertiary support that have been incorporated in many three-tiered models of prevention to support students who do not respond to more global prevention efforts. Although endorsed by host of reputable organizations (e.g., National Association of School Psychologists) and mandated in Individuals with Disabilities Education Act (IDEA, 1997, 2004), concerns have been raised that this mandate may not be warranted if functional assessment-based interventions do not meet minimum criteria to establish this as an evidence-based practice. One issue contributing to this concern is variability in the functional assessment process. John Umbreit and colleagues (2007) have attempted to address this concern by introducing a systematic approach that includes (a) a Function Matrix to analyze functional assessment data and identify the hypothesized function(s) of the target behavior and (b) a Function-Based Intervention Decision Model to guide intervention planning. In this chapter, we applied the core quality indicators for single-case research developed by Horner, Carr, Halle, McGee, Odom, and Wolery (2005) to studies conducted using this practice to determine the extent to which this systematic approach to functional assessment-based interventions met the standards for evidence-based practices for use in educational settings across the K-12 continuum for students with or at-risk for high incidence disabilities. If this practice is deemed to meet criteria, then this systematic approach may be particularly useful in meeting the mandate established in IDEA. Results suggest that it may be appropriate to establish this systematic method as a promising practice.