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The deregulation of labour law in the European Union was thought to
be a spur to lasting growth of employment and an increase in labour
market efficiency. In particular, it was hoped that facilitating
fixed-term contracts would help many Europeans out of continued
unemployment and back into the workforce. Based on data from the
European Labour Force Survey. This text reveals that the results of
such policies have been far from those expected. This study
provides a country by country overview of the legal regulations
concerning employment protection and fixed-term employment in the
12 Member States of the European Union (prior to its expansion in
1995). Employment patterns of fixed-term employees are compared
with those of employees in standard employment relationships, with
the analytical focus on age-, gender- and industry specific
patterns and assess the probability of fixed-term employment within
the European Union. They offer hypotheses concerning the impact
upon the labour market of deregulation and of regulation.
This major new Handbook is a detailed, up-to-date guide to
different national labour markets and policies to combat
unemployment and their outcomes. It will become established as a
standard reference book - the first of its kind - providing an
authoritative account of the rapidly growing field of labour market
policy in a coherent and systematic framework.A group of
internationally renowned researchers provides a state-of-the-art
account of research on three levels; an evaluation of the methods
available, an evaluation of policies and policy regimes and an
evaluation of institutional frameworks and monitoring systems.
Unique features of this reference book include the presentation of
a 'Target-Oriented Approach' to evaluating labour market policy.
The Handbook is international in its approach - all chapters apply
an international comparative framework in assessing contemporary
developments in the field. International Handbook of Labour Market
Policy and Evaluation will be an indispensable source of reference
for policymakers, social scientists and academics interested in
labour market policy and policy evaluation.
This book offers a wide-ranging overview of the state of labour
market forecasting in selected OECD countries. Besides presenting
forecasting models, the contributions provide an introduction to
past experiences of forecasting, highlight the requirements for
building appropriate data sets and present the most up-to-date
forecasts available. In most cases the forecasts project mismatches
in the labour market as they are likely to occur in the coming
years with respect to occupational groups, qualifications and
employment in specific sectors. The authors demonstrate how these
insights might be used to help reduce employment risks both for the
individual worker and the national labour market as a whole. The
country examples also show how information on labour market trends
is disseminated and used by various actors, such as policymakers,
firms and individuals. In a world of rapid structural change, the
results of the research presented in this book could help cushion
the impact of potential shocks from future mismatches and skill
shortages in the job market. Policymakers at the supranational,
national and regional level, and academics in the fields of labour
market theory and policy can all draw valuable information from
this insightful study.
Education and training are of critical importance to individual
employment prospects. This book questions whether the policies that
govern education, training and employment actually facilitate or
inhibit social integration. The authors analyse initial entry into
the labour market and subsequent movements between employers, and
explore links between education, training and the labour market.
The book argues that although education is a good predictor of
labour market integration and employment potential, and despite
political efforts, social background nevertheless remains
influential. The importance of continued training to improve
opportunities for promotion is also demonstrated. The volume draws
on economic, sociological and political science research to examine
the potential for lifelong learning to enhance social integration,
and new theories and evidence on the transitional labour market of
learning and working are discussed. A wide range of European
countries are also analysed using data from the European Community
Household Panel surveys (ECHP), as well as national
enterprise-level surveys and case studies. Education, Training and
Employment Dynamics will be welcomed by a varied audience;
economists will find the challenge to human capital theory
inspiring, and sociologists are offered a new approach to life
course research, whilst political scientists will find an
interesting study of multi-level policy making in the EU.
This major new Handbook is a detailed, up-to-date guide to
different national labour markets and policies to combat
unemployment and their outcomes. It will become established as a
standard reference book - the first of its kind - providing an
authoritative account of the rapidly growing field of labour market
policy in a coherent and systematic framework.A group of
internationally renowned researchers provides a state-of-the-art
account of research on three levels; an evaluation of the methods
available, an evaluation of policies and policy regimes and an
evaluation of institutional frameworks and monitoring systems.
Unique features of this reference book include the presentation of
a 'Target-Oriented Approach' to evaluating labour market policy.
The Handbook is international in its approach - all chapters apply
an international comparative framework in assessing contemporary
developments in the field. International Handbook of Labour Market
Policy and Evaluation will be an indispensable source of reference
for policymakers, social scientists and academics interested in
labour market policy and policy evaluation.
An ageing workforce and skilled labour shortage has created the
need for workplace learning well beyond middle adulthood. With only
a minority of older workers participating in training and
development programmes, participation rates of older employees
clearly need to increase. This book presents a competence
perspective that treats workplace learning as a trainable skill,
rather than as a cognitive function. Consistent with this view,
competence should be accessible to interventions from human
resource development professionals. By the same token, successful
workplace learning across the lifespan depends on appropriate
incentive structures and work conditions that in turn require
specific institutional support and a policy context that fosters
lifelong learning.
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