Showing papers by "Anne E. Green published in 2017"

Involuntary non-standard employment in Europe

Abstract: In some countries in Europe the economic crisis starting in 2008 was marked not only by a rise in unemployment, but also by increases in individuals in part-time and temporary working, so emphasisi...

Implications of technological change and austerity for employability in urban labour markets

Abstract: Over the last decade two key changes affecting employability, labour market operation and policy delivery are austerity and the expansion of the use of information and communication technologies (ICT), especially web-based technologies. Increasingly, given pressures for cost savings and developments in ICT, employers’ recruitment and selection strategies are at least partly web-based, careers guidance and public employment services are moving towards ‘digital by default’ delivery and job seekers are expected to manage their job search activity and benefit claims electronically. So, what are the implications of austerity and technological change for employability? This article presents a critical review of the literature on ICT and its relation to, and implications for, employability in a context of austerity. A new framework for employability is presented and those aspects of employability where ICT plays a key role are highlighted. It is concluded that in the context of austerity and technological change...

Attracting the best talent in the context of migration policy changes: the case of the UK

Abstract: Employment projections and skills strategies emphasise the importance of (highly) skilled labour for competitiveness A strategic focus on ‘attracting the best talent’ globally may conflict with po

More than a match? Assessing the HRM challenge of engaging employers to support retention and progression

Abstract: This paper considers employer engagement within a changing landscape of Active Labour Market Policy (ALMP). Employer engagement in ALMP has focused on supporting job entry for disadvantaged groups, through working with employers to attain changes on the demand-side, or using dialogue with employers to implement changes on the supply-side. Employer engagement in this model is orientated to a point in time: the job match. However ALMP policy in the United Kingdom is beginning to give greater emphasis to the sustainability of job entries and progression opportunities. This potentially creates a quite different set of expectations around employer engagement, and asks more of employers. Yet securing strong engagement from employers in ALMP has tended to be difficult. This paper examines the challenges that such a change in focus will have for existing models of employer engagement and on associated implications for HRM theory, policy and practices.

What works? Policies for employability in cities

Abstract: Employability policies targeting urban job seekers have often had a ‘work first’ focus on quick job entries, neglecting sustainability and progression. This article reviews evidence on ‘what works’, drawing generic lessons from research on locally-focused urban policy initiatives in Great Britain operationalised in the context of persistent worklessness in many cities. The findings highlight the importance of employer engagement to open up job opportunities, recognising the diverse needs of individuals, the significance of personalised support for those furthest from the labour market, and co-ordination of local provision. It is argued that providers need to ensure workless groups have the skills and support to access opportunities created by economic growth. Robust local policy analysis remains challenging but important in the context of limited budgets, payment-by-results and a fragmented policy landscape.

How international cities lead inclusive growth agendas

Abstract: Inclusive growth is a major issue in the UK and internationally. To generate ideas to influence UK city leaders, this research examined examples of international cities that have implemented policies to combine economic growth and social inclusion.

Low-pay sectors, earnings mobility and economic policy in the UK

Abstract: Low pay is a significant and growing issue in many developed economies. Sectoral approaches are often used in both economic development and labour market policy, yet there is little evidence on how low pay and earnings mobility vary by sector. This article investigates this issue in the UK. It shows pronounced sectoral variations in low pay and earnings mobility. It highlights the policy implications of growth in large, low paying sectors. While policymakers have focused on high-wage, high-skill sectors, efforts to improve productivity in low-wage sectors could improve living standards and the UK’s economic performance.

Growth sectors : data analysis on employment change, wages and poverty

Abstract: This paper is concerned with setting the context for a focus on growth sectors in the light of two key policy issues. The first is an ongoing concern with in-work poverty which the analyses presented here show is more apparent in some sectors than in others. The second is renewed policy interest in a place-sensitive industrial strategy, with elements of sectoral focus as well as concerns with cross-sectoral issues. It explores the extent to which there is, or could be, overlap between these key policy issues.

In-work support: What is the role of in-work support in a successful transition to sustained employment?

Abstract: This report focuses on the role that in-work support plays in helping employment programme beneficiaries move into sustained employment. It draws on finding from the Talent Match (TM) National Evaluation. TM is a Big Lottery Fund strategic programme investing £108 million in 21 Local Enterprise Partnership (LEP) areas, which have experienced particularly high levels of youth unemployment. The focus of the programme is on developing holistic approaches to combating worklessness amongst long-term NEETs (i.e. young people who are not in education, employment or training). A key aspect of the programme is to bring young people closer to, and into employment. Part One of this report outlines what in-work support is and why it is important. Part Two presents findings from analysis of programme monitoring data on the provision of in-work support and insights from qualitative research in four TM partnerships and case studies of provision of in-work support. Part Three sets out the learning on in-work support emerging from this research.

Key worker models : what key worker approaches, capacity and capabilities are important at different stages of the journey to employment? (Talent Match Case Study Theme Report)

Abstract: This report focuses on the role of key workers (i.e. individuals providing one-to-one advice and support to beneficiaries) in employment programmes and the approaches, capacity and capabilities that are important at different stages of the journey to employment. It draws on findings from the Talent Match (TM) National Evaluation about how key worker support is being delivered, how it has evolved over the lifetime of TM and what key worker support looks like. Talent Match is a Big Lottery Fund strategic programme investing £108 million in 21 Local Enterprise Partnership (LEP) areas, which have experienced particularly high levels of youth unemployment. The focus of the programme is on developing holistic approaches to combating worklessness amongst long-term NEETs. A key aspect of the programme is to bring young people closer to, and into employment. Part One of this report outlines what key workers are and the different approaches they adopt in employment programmes. Part Two presents findings from a survey of all TM partnerships and case studies in four TM partnerships comprising qualitative interviews with partnership leads, key workers and beneficiaries. Based on these findings it presents a model of how key workers support young people on their journey to employment, highlighting the experience, attributes and skill sets needed by key workers at different stages of a young person’s journey to employment. Part Three sets out the learning on key worker approaches, capacity and capabilities emerging from this research.