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Descriptors:
Stakeholders; Policy Formation; Unions; Foreign Countries; Public Policy; Part Time Employment; Student Employment; Interviews; Administrative Principles; Student Problems; Social Problems; Employer Attitudes; Performance Factors; Strategic Planning; Employment Practices; Labor Legislation

Abstract:
This paper uses data from interviews with representatives of national and state organisations that have a policy interest in student-working in Australia. The interviewees included representatives from employer bodies and trade unions as well as government organisations. The data are used to discuss these stakeholders' perceptions of the main advantages and disadvantages of working by young full-time students and the ways in which organisations in the business and educational sectors have adapted their policies and practices for student-working. The analysis is then used to inform a discussion about whether this is a legitimate area for public policy formulation and if so, what principles might underpin such policy and what some policies might look like. (Contains 3 tables and 1 note.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Career Planning; Employment Patterns; Labor Market; Occupational Information; Job Analysis; Trend Analysis; Strategic Planning; Salary Wage Differentials; Employment Practices; Economic Change; Economic Impact; Labor Force; Measurement Objectives; Measurement Techniques; Predictive Measurement; Predictor Variables; Labor Needs; Labor Economics; Employment Opportunities; Employment Statistics

Abstract:
In an uncertain economy, reliable information about tomorrow's labor market can be a valuable tool in career planning. Understanding the future workforce helps an individual prepare for his/her place in it. When choosing among careers--or assisting others who are making such choices--it helps to know a few basics: the types and number of jobs likely to be available, the wages of workers in those occupations, and the typical ways of preparing for them. And that's just to get started. The U.S. Bureau of Labor Statistics (BLS) provides this information and more. The 2012-13 "Occupational Outlook Handbook" describes hundreds of occupations in detail, cataloging data on employment, wages, projections, education, and job duties. And the January 2012 issue of the "Monthly Labor Review" includes comprehensive descriptions of the data, analysis, and methods BLS uses in the projections. This paper offers a graphic summary of the latest projections, those covering the decade from 2010 to 2020. It discusses how the recent recession affects the projections and how the BLS projections are developed. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Labor Market; Lifelong Learning; Foreign Countries; Career Guidance; Vocational Education; Career Education; Career Development; Skill Analysis; Skill Development; Knowledge Economy; Regional Characteristics; Trend Analysis; Occupational Surveys; Public Policy; Access to Education; Educational Quality; Definitions; Educational Needs; Curriculum Implementation; Change Strategies; Educational Change; Regional Cooperation; Career Counseling

Abstract:
Career management skills (CMS) are increasingly touted as necessary for all citizens, young and adult, particularly given the realities of employment and self-employment in a knowledge-based society, where "protean", "portfolio" careers are expected to increasingly become the norm, and lifelong career guidance an entitlement of all citizens. This paper provides an account of how CMS are featuring ever more prominently on the agenda of many European countries, and explores how such skills are being defined, how and where they are being taught and assessed, and the various modalities by means of which they are integrated in education and training programmes in both the education and labour market sectors. Particular care is given to debates and tensions around the notion of CMS, and to considering trends and initiatives not only from a country-specific perspective, but also from a European one, given the interest of the European Commission in supporting policy development in the area through its Lifelong Learning Programme. The paper concludes by highlighting some of the more pressing issues that need to be addressed. (Contains 1 table and 1 note.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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College Graduates; Underemployment; Employment Patterns; Labor Utilization; Unskilled Workers; Labor Market; Education Work Relationship; Educational Attainment; Salary Wage Differentials; Majors (Students); Cost Effectiveness; Human Capital; Labor Supply; Enrollment Trends

Abstract:
Increasing numbers of recent college graduates are ending up in relatively low-skilled jobs that, historically, have gone to those with lower levels of educational attainment. This study examines this phenomenon in some detail, concluding: (1) About 48 percent of employed U.S. college graduates are in jobs that the Bureau of Labor Statistics (BLS) suggests requires less than a four-year college education; (2) The proportion of overeducated workers in occupations appears to have grown substantially; in 1970, fewer than one percent of taxi drivers and two percent of firefighters had college degrees, while now more than 15 percent do in both jobs; (3) About five million college graduates are in jobs the BLS says require less than a high-school education; (4) Comparing average college and high-school earnings is highly misleading as a guide for vocational success, given high college-dropout rates and the fact that overproduction of college graduates lowers recent graduate earnings relative to those graduating earlier; (5) Not all colleges are equal: Typical graduates of elite private schools make more than graduates of flagship state universities, but those graduates do much better than those attending relatively non-selective institutions; (6) Not all majors are equal: Engineering and economics graduates, for example, typically earn almost double what social work and education graduates receive by mid-career; (7) Past and projected future growth in college enrollments and the number of graduates exceeds the actual or projected growth in high-skilled jobs, explaining the development of the underemployment problem and its probable worsening in future years; and (8) Rising college costs and perceived declines in economic benefits may well lead to declining enrollments and market share for traditional schools and the development of new methods of certifying occupation competence. (Contains 12 figures, 4 tables, and 65 notes.) [This paper was written with the assistance of Anthony Hennen, Harrison Cummins, Daniel Garrett, Joseph Hartge, and Nicholas Wetzel.] Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Vocational Education; Foreign Countries; Labor Market; Small Businesses; Economics; Training; Public Policy; Population Distribution; Employment; Corporate Education; Educational Legislation; Federal Legislation; Government Role; Unions; Educational Development; Federal Regulation; Partnerships in Education; Adult Education

Abstract:
This briefing examines training and development (T&D) in Quebec, one of 10 provinces and three territories that make up Canada. Quebec has three distinguishing characteristics that encourage analysis of its T&D separately from that of Canada as a whole. First, it is the only North American region with a majority francophone population. Second, government regulation of the labour market is the most extensive in North America. Third, the percentage of workers who are unionized is the highest in North America. The authors first outline the background of T&D in Quebec, mainly by describing the evolution of the education system. Second, they explore the legislation which makes compulsory the investment in T&D for organizations that have a payroll exceeding 1 million Canadian dollars (CAD). The briefing highlights the fact that the legislation and concerted action between the social partners are the main determinants of T&D practices in Quebec. Given the importance of small and medium-sized enterprises (SMEs) in the Quebec economy, the authors then present an overview of training practices in SMEs. Despite increased participation and investment in T&D, it is still limited in SMEs and this remains a challenge for Quebec. (Contains 8 tables and 2 footnotes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
College Graduates; Gender Differences; Income; Employment; Salary Wage Differentials; Comparable Worth; Gender Discrimination; Debt (Financial); Student Financial Aid; Career Choice; Majors (Students); Working Hours; Grades (Scholastic); College Choice; Individual Characteristics; Student Loan Programs; Public Policy; Federal Legislation; Unions

Abstract:
Women are paid significantly less than men are in nearly every occupation. Because pay equity affects women and their families in all walks of life, it is not surprising that many women consider the issue important. For more than 130 years, the American Association of University Women (AAUW) has advocated for gender equity in education and the workplace. During this time, women have gone from a small minority on college campuses to a majority of the student body. Today, women make up half the workforce, but they continue to earn less than men do throughout their careers. Why does this gender pay gap persist? This question is a focal point of AAUW's research and advocacy work. This report finds that women working full time already earn less than their male counterparts do just one year after college graduation. Taking a closer look at the data, the authors find that women's choices--college major, occupation, hours at work--do account for part of the pay gap. But about one-third of the gap remains unexplained, suggesting that bias and discrimination are still problems in the workplace. A bibliography is included. (Contains 13 figures and 8 footnotes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Public Health; Living Standards; Unions; Collective Bargaining; Labor Legislation; Employees; Economic Research; Social Indicators; Productivity; Poverty; Economic Impact; Personnel Policy; Policy Analysis; Policy Formation; Public Policy; Employer Employee Relationship; State Policy; Data Analysis; Statistical Data; Census Figures; Labor Relations

Abstract:
On February 1, 2012, Indiana Governor Mitch Daniels signed a "right to work" (RTW) provision in the state's labor laws, making Indiana the 23rd RTW state in the nation. In addition to becoming the 23rd RTW state in the nation, Indiana is the first in more than a decade to pass a law undermining the ability of unions to organize and represent their members. In RTW states, unions are prohibited from including "union security clauses" in their contracts, which are those clauses that require all employees in the bargaining unit to either join the union or pay a portion of its dues as a condition of employment. Thus, RTW laws are generally believed to weaken unions. Worker-friendly states (those states without RTW laws), on the other hand, allow provisions for the union to be the exclusive bargaining agent for those workers who are eligible for membership, and also require all eligible employees to pay at least a portion of the union dues. Supporters of RTW have cited a number of reasons for enacting such laws, but mostly they rely on non-existent research and false conclusions. There are several non-economic reasons for people to support RTW laws. But the question of whether RTW laws benefit a state economically has remained largely unanswered. In this paper, using the most recent data available from the U.S. Census, the BLS, the Bureau of Economic Analysis, and other public sources, the author has analyzed a spectrum of seven measures for standard of living, and determined whether there are differences in these measures between the 22 RTW states (not including Indiana, which joined them after this data was collected) and the 28 worker-friendly states (including Indiana). (Contains 4 tables and 26 endnotes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Labor Market; Employment Patterns; Skilled Occupations; Technical Occupations; Personnel Selection; Job Skills; Employment Practices; Labor Force; Futures (of Society); Industry; Labor Needs; Skilled Workers; On the Job Training; Industrial Training; Staff Development; Employment Potential; Educational Attainment; Secondary Education; High School Graduates; Employees

Abstract:
In today's job market, middle and high skills jobs--jobs that require some education and training beyond high school--comprise the majority of job openings and typically provide the best wages and opportunities for advancement. And almost every day, there is an article or news story discussing the "skills mismatch" phenomenon, the ongoing challenge employers have in finding qualified and skilled employees to fill the more than 3 million jobs currently open in the United States, even in a time of high unemployment. As policymakers develop policies and programs that aim to ensure that the future U.S. workforce has the academic and technical preparation (from both K-12 and postsecondary education) necessary to access the careers of their choice, it is important to examine the issue from all angles. While there is an increasing amount of research around the education and skills jobs demand, the changing landscape of available jobs, and the role of education and training in addressing this skills mismatch, less is known about how the skills mismatch affects companies' hiring practices--and how companies' hiring practices affect the skills mismatch. For instance, do organizations expect to require higher levels of education for future job openings at some or all job levels? Do the education and skills requirements listed in job postings reflect current hiring practices? What are the most significant changes these HR leaders see for their organizations in the future? And what opportunities are truly available within organizations for advancement, particularly for individuals with lower levels of education and skills? To answer these questions and others, Society for Human Resource Management (SHRM) and Achieve partnered on a national survey of nearly 4,700 HR professionals representing nine industries. Major findings from the survey include: (1) Companies are hiring; (2) Demand is growing for more education and skills at all levels; (3) Companies are investing in training for their employees; and (4) Opportunities exist for low skills workers, but there is reason to suspect that these opportunities will shrink in the future. (Contains 7 figures, 6 tables, and 3 endnotes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Educational Change; Labor; Municipalities; Metropolitan Areas; Public Policy; Labor Market; Educational Policy; Trend Analysis; Career Education; Residential Patterns; Labor Force Development

Abstract:
How well do our education policies prepare America's youth for the labor market? What challenges limit our success, and what opportunities do we have for improvements? Can public policy play a greater role in encouraging more success? I consider these questions as they apply to the unique characteristics of metropolitan areas in the U.S. Most labor markets are metropolitan in nature, with workers commuting across central-city and suburban municipalities to jobs wherever they are located. In most metro areas, jobs (especially those paying higher wages) and different groups of residents are distributed unevenly; white and minority residents and those with higher and lower incomes are often quite highly segregated from each other residentially. These characteristics of metro areas should be taken into account as we consider what kinds of education and workforce policies and reforms to implement. This paper begins with a brief overview of the future U.S. labor market, including a review of trends in the demand for labor. In particular, I consider demand for both middle- and high-skill jobs, where the former are defined as those requiring some postsecondary education or training (broadly defined) beyond a high school diploma but less than a bachelor's degree, and the latter are defined as those requiring a bachelor's or higher. I then review the challenges limiting so many young Americans as they prepare for the labor market, as well as what we know about programs and policies that might improve observed outcomes. (Contains 27 footnotes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Labor Legislation; Employment Patterns; Labor; Labor Market; Minimum Wage; Equal Opportunities (Jobs); Economic Change; Employees; Surveys; Sampling; Role; Correlation; Industry; Salaries; Guidelines; Compliance (Legal); Competition; Costs

Abstract:
Despite three decades of scholarship on economic restructuring in the United States, employers' violations of minimum wage, overtime and other workplace laws remain understudied. This article begins to fill the gap by presenting evidence from a large-scale, original worker survey that draws on recent advances in sampling methodology to reach vulnerable workers. Our findings suggest that in America's three largest cities, violations of employment and labor laws are pervasive across low-wage industries and occupations, affecting a wide range of workers. But while worker characteristics are correlated with violations, job and employer characteristics play the stronger role, including industry, occupation and measures of informality and nonstandard work. We therefore propose a framework in which employers' noncompliance with labor regulations is one axis of a competitive strategy based on labor cost reduction, contributing to the reorganization of work and production in the 21st century labor market. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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