Workforce

About: Workforce is a research topic. Over the lifetime, 32140 publications have been published within this topic receiving 449850 citations. The topic is also known as: labour force & labor force.

Engage Me: The Mature-Age Worker and Stereotype Threat

Abstract: As the workforce ages, and people retire later in life, organizations will need to develop strategies to engage their mature-age workers. We used a stereotype threat framework to investigate the im...

Managing Employment Relationships in Flexible Labour Markets: The Case of German Repertory Theatres

Abstract: In theatres, `new' forms of employment are rather old. Based on qualitative case study research, this article analyses policies for managing human resources in a German non-profit repertory theatre. Referring to Marsden's theory of employment systems, the article suggests regarding these policies as being embedded in an interorganizational employment system, which comprises rules of job design and task assignment, the labour market, inter-firm institutions and the education system. This employment system for German theatre artists is marked by a high labour mobility and contingent work arrangements, but is also characterized by an ensemble structure providing (temporary) stability of the workforce. By studying how employment relationships are `managed' in theatres and how the organizational level is linked to the field's labour market characteristics, this article aims at contributing to the exploration of institutional prerequisites and organizational consequences of contingent work arrangements. In doin...

Preparing the Workforce for Behavioral Health and Primary Care Integration.

Abstract: Purpose: To identify how organizations prepare clinicians to work together to integrate behavioral health and primary care. Methods: Observational cross-case comparison study of 19 U.S. practices, 11 participating in Advancing Care Together, and 8 from the Integration Workforce Study. Practices varied in size, ownership, geographic location, and experience delivering integrated care. Multidisciplinary teams collected data (field notes from direct practice observations, semistructured interviews, and online diaries as reported by practice leaders) and then analyzed the data using a grounded theory approach. Results: Organizations had difficulty finding clinicians possessing the skills and experience necessary for working in an integrated practice. Practices newer to integration underestimated the time and resources needed to train and organizationally socialize (onboard) new clinicians. Through trial and error, practices learned that clinicians needed relevant training to work effectively as integrated care teams. Training efforts exclusively targeting behavioral health clinicians (BHCs) and new employees were incomplete if primary care clinicians (PCCs) and others in the practice also lacked experience working with BHCs and delivering integrated care. Organizations9 methods for addressing employees9 need for additional preparation included hiring a consultant to provide training, sending employees to external training programs, hosting residency or practicum training programs, or creating their own internal training program. Onboarding new employees through the development of training manuals; extensive shadowing processes; and protecting time for ongoing education, mentoring, and support opportunities for new and established clinicians and staff were featured in these internal training programs. Conclusion: Insufficient training capacity and practical experience opportunities continue to be major barriers to supplying the workforce needed for effective behavioral health and primary care integration. Until the training capacity grows to meet the demand, practices must put forth considerable effort and resources to train their own employees.

Human Capital 4.0: a workforce competence typology for Industry 4.0

Abstract: The purpose of this paper is twofold: to raise and address an important change for the human capital in the future of Industry 4.0, and to propose a human-focused perspective for companies underneath the new Industrial Revolution.,The research study follows a state-of-the-art literature review process. The nature of the selected approach enables to cover the extensive aim of the paper with sufficient scientific solidity that should support the understanding of every topic.,This work has presented three relevant aspects for Industry 4.0 and its human labour force: a workforce architecture with new interactions, a term to embrace the human capital of the future and a typology for referencing the required competences for Industry 4.0.,The paper sheds light on an important aspect for the emerging Industrial Revolution, the human force. The result and conclusion sections suggest future implications for academia and the private sector, due to changes at the conceptual and practical levels of human operation in the industry – for example, new structural interactions among employees, additional qualities to human capital and different ways to identify the competences for the workforce.,This is an interdisciplinary study that tries to bring together a modern industrial term, a social focus and a company scenario. From this, it was possible to obtain a new social term, a novel typology of competences and a new company-scenario interaction.

International student-workers in Australia: A new vulnerable workforce

Abstract: In the period immediately preceding the 2007 Australian election, much attention was accorded to the impact of the nation’s labour laws on vulnerable employees. This debate centred on specific groups including women, youth, migrants and workers on individual employment contracts. International students, by contrast, were ignored in the debate. This omission reflects the fact that though three million students study outside their home country, this community has not previously made an appearance in the labour studies literature. In this paper, we address this omission by depicting the work experience of 200 international students studying in Australian higher education institutions. We argue that a much greater proportion of international students participate in the labour market than earlier research has indicated and that in many cases they are compelled to accept very poor conditions of employment. Furthermore, we suggest that as major sponsors of international student visas, universities should inform ...