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The National Employer Skills Survey (NESS) 2003 was commissioned by the Learning and Skills Council (LSC), in partnership with the Sector Skills Development Agency (SSDA) and the Department for Education and Skills (DfES), to provide detailed information about the extent, causes and implications of England's recruitment problems and skill gaps. The survey involved 72,100 interviews with a representative sample of employers in England. This report is the main report from the 2003 NESS survey and provides the key initial findings. It covers: workforce structure; recruitment challenges; skill gaps; the implications of skill deficiencies and the actions taken to overcome them; training; and the changing patterns of skill deficiencies. The survey found that there was little variation in the regional profile of employment, although London had a slightly higher proportion of people employed in professional roles and fewer as machine operatives, personal service staff and skilled trades. Other findings included: a third of the employers expected their workforce to grow in the next 12 months; 8 per cent of employers reported they had vacancies they were finding hard to fill, with half of these employers finding it difficult to get suitably skilled applicants to fill at least some of these vacancies; skill-shortage vacancies were harder to fill; 22 per cent of employers reported that at least some of their staff lacked proficiency, but in terms of future proficiency problems, between a quarter and three-tenths of employers didn't foresee any barriers to a fully proficient team of employees; the largest proportion of skill gaps was among sales and customer service and elementary occupations; 39 per cent of employers had a training plan with larger establishments being more likely to engage in business and training planning; and overall, the characteristics of the job role were more likely to determine whether an employee received training or not. The method of measuring skill gaps changed between the 2001 and 2003 surveys and this has made comparisons relatively difficult. However, evidence suggests that patterns of skill gaps have remained broadly the same, but there have been considerable increases in business and training planning.

The report of the key findings of the National Employers Skills Survey 2003 is indexed at TD/TNC 79.281. Individual National Employers Skills Survey 2003 Sector Skills Council reports are indexed from TD/TNC 79.275 to TD/TNC 79.280. Show less

A two volume report of the evidence on the demand for, and supply of, skills in England has been produced by Warwick University’s Institute for Employment Research (IER) on behalf of the Learning and Skills Council (LSC), in association with the Department for Education and Skills (DfES), the Sector Skills Development Agency (SSDA) and the Regional Development Agencies (RDAs). Volume one provides a national overview of the key issues and challenges facing those charged with delivering skills. Volume two provides a detailed review of the evidence on changing skill requirements at sectoral and local levels. This volume contains the following chapters: Overview and summary; Sectoral evidence; Sectoral profiles; Key sectoral issues; Regional and local evidence; Regional and local profiles; Key regional and local issues. Contains glossary and references.

Volume one is indexed at TD/TNC 73.590. ‘Key messages from Skills in England 2002’ is indexed at TD/TNC 73.368. Show less

We study transitions between different types of formal and informal employment using retrospective job histories from a new survey in Bangladesh. Workers transitioning between jobs are most likely to remain in the same type of employment, although there is still substantial churn across employment types. Private wage employees have higher probability of transitioning to a new job, and changes in earnings and benefits suggest evidence of upward mobility. Nevertheless, there is also non-trivial risk of downward mobility, especially for those transitioning into casual employment, which has the lowest level of earnings and benefits and the highest levels of exposure to workplace hazards and violence. Overall, the informal sector appears to include subpopulations consistent with both the traditional view that it is a segmented portion of the labor market with few prospects of upward mobility, and with the alternative view that it is a dynamic, entrepreneurial alternative to wage employment.

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'Skills in England 2005', produced by the Learning and Skills Council (LSC) in partnership with the Department for Education and Skills (DfES) and the Sector Skills Development Agency (SSDA), summarises the key developments in England's skill base over the last 12 months by pulling together the latest evidence on the supply of, and demand for, skills. It is presented in three volumes. This volume contains the key findings. It highlights the main issues facing LSC and its partners and identifies the key priorities for skills. The key challenges identified include: the accelerating pace of change in technology, globalisation and the changing pattern of demand for skills; the obsolescence of many existing skills; increasing demand for higher level skills resulting from structural and occupational change, and technological and demographic drivers; and ongoing demand for low-skilled and semiskilled occupations in sectors such as manufacturing and construction.

The three volumes are indexed from TD/TNC 87.447 to TD/TNC 87.449. Show less

This summary report, produced by Warwick University's Institute for Employment Research (IER) on behalf of the Learning and Skills Council (LSC), sets out the main findings and broad policy implications of the LSC's 'Skills in England 2002'. Targeted at senior policymakers and those with responsibility for education and training, the summary report provides an overview and synthesis of evidence on the demand for and supply of skills in England. The full assessment is presented in two volumes: the first provides a national overview of the key issues and challenges for skill delivery and the second summarises the more detailed sectoral and local evidence. The most important message to emerge is that investment in education, training and skills is of crucial importance for economic performance and social cohesion. Overall the assessment predicts that the demand for qualifications is expected to grow, as will the demand for basic skills and other key skills such as communication, team working, problem solving and information technology (IT) skills. It also suggests that in order to recruit workers, employers will need to 'adapt' jobs to the individuals available. A number of particular issues are considered in more detail in this report: (1) persistent problems with basic skills, intermediate level skills and some generic skills; (2) inequalities in access to training; (3) dramatically changing skill demands; (4) the increasing intensity of skill demand; (5) replacement demands on declining sectors and occupations; (6) priorities for investment; (7) managerial skills needs; (8) concerns about over-qualification; (9) the local dimensions of skills; (10) sectoral skill concerns; (11) the relevance and distribution of training; and (12) increasing skills demand as part of a general policy to improve productivity and performance.

The full report, in two volumes, is indexed at TD/TNC 73. 590 and TD/TNC 73.591. Show less

Skills in England 2007 provides an up-to-date assessment of the skills arena. It highlights the key skills issues facing the Learning and Skills Council (LSC) and its partners, based on a comprehensive review of developments and of the evidence that has emerged over the past year. The report highlights that collectively, the LSC and its partners must continue to find ways to increase the demand for skills from employers and ensure that everyone, whether an employer or an individual, is able to access the learning opportunities that are suitable for them.

Four volumes have been produced: 1. Key Messages: outlining key findings and policy implications; 2. Research Report: providing in-depth analysis; 3. Sectoral Perspectives: providing insights across industry; 4. Regional/Local Perspectives: summarising the geographical situation.

Volume 1: Key Messages sets out the main findings and broad policy implications stemming from the research undertaken and reviewed for Skills in England 2007. It highlights the key issues facing the LSC and its partners, with a view to helping identify the key priorities for skills.

Excerpt from publication reprinted by permission of the copyright owner.

Volumes 2-4 are indexed from TD/TNC 91.283 to TD/TNC 91.285. Show less

'Skills in England 2005', produced by the Learning and Skills Council (LSC) in partnership with the Department for Education and Skills (DfES) and the Sector Skills Development Agency (SSDA), summarises the key developments in England's skill base over the last 12 months by pulling together the latest evidence on the supply of, and demand for, skills. It is presented in three volumes. This volume is the main research report. Key messages highlighted in this report include: skills development has taken place in a weakening economy, although the rate of slowdown has been modest and has not adversely affected the demand for labour or skills; the skills base of the country is increasingly recognised as not only a means to increase productivity and competitiveness, but an important means of achieving social cohesion through improving the employability of those at the margins of the labour market; there is a continuing demand for higher-level skills; the supply side is undergoing a period of reform with the introduction of the National Employer Training Programme, which will provide subsidised training to employees via their employers; the supply side also faces the challenge of an ageing workforce which potentially limits supply; on the other hand, inward migration has recently boosted supply, although this brings with it new problems; evidence on the current mismatch between demand and supply shows that skill shortage vacancies have been steady at around three per cent of employment over recent years, but where they occur, they can be damaging to organisational performance; the reported level of skill shortages and skill gaps reported by employers remain a source of concern; and management skills have been highlighted as one area where there is a particular need for improvement.

The three volumes are indexed from TD/TNC 87.447 to TD/TNC 87.449. Show less

This report summarises the findings of the National Employer Skills Survey (NESS) 2003 for SEMTA, the national Sector Skills Council for science, engineering and manufacturing technologies. The NESS was commissioned by the Learning and Skills Council (LSC), in partnership with the Sector Skills Development Agency (SSDA) and the Department for Education and Skills (DfES), to provide detailed information about the extent, causes and implications of England's recruitment problems and skill gaps. It also measures employers' training activities. Key findings include: skill shortage vacancies are concentrated amongst associate professional and skilled trade occupations, especially when compared to their share of employment; the main causes of hard-to-fill vacancies are low numbers of applicants with the required skills, attitude, motivation or personality, work experience or qualifications; the main causes of skill gaps are the lack of experience of the member of staff and it appears that skill gaps are linked to recruitment difficulties; the most common skills lacking in applicants are technical and practical skills, communication skills and problem solving skills; the major area of skill gaps are also in technical and practical skills, communication skills and problem solving skills; skills that are in shortage reflect the nature of the job, e.g. skilled trades staff are more likely to have deficiencies in technical and practical skills, sales staff are more likely to have deficiencies in communication and customer handling skills, and managers lack management skills.

The main report and the report of the key findings of the National Employers Skills Survey 2003 are indexed at TD/TNC 79.281 and TD/TNC 79.599. Individual Sector Skills Council reports are indexed from TD/TNC 79.275 to TD/TNC 79.280. Show less

The Syrian Civil War has displaced 60 per cent of the country's population. Six million refugees live in neighboring countries in the Middle East. Such a large refugee influx has been a severe strain to these countries' labor markets, public services, and social cohesion. This RAND report examines the problems of and opportunities for the labor market for displaced Syrians in Turkey, Jordan, and Lebanon. The authors used multiple methods: interviews with stakeholders, focus groups with Syrian and host country workers, in-depth interviews with firms, and surveys of firms and Syrian households. The existing skill sets of the Syrians are compared to the needs of each country's labor market; and the steps needed to improve the overall economic climate and strategies for preserving and improving social cohesion of refugees and host communities are examined. Each country has its specific challenges. For example, in Turkey a key barrier for the refugees was the ability to speak the language. In Jordan and Lebanon, the existing economic slowdowns and lack of jobs were exacerbated by the arrival of the refugees. Working legally was a challenge in all countries. The authors conclude with recommendations tailored to each country. Some of these include offering language classes (in the case of Turkey); assessing geographic areas where jobs are needed and enabling migrants to move to these regions; improving each country's worker certification process so that qualified migrants can get jobs within their area of expertise; investing in infrastructure projects and better training courses; and improving the business environment for all.

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This report summarises the findings of the National Employer Skills Survey (NESS) 2003 for the Skillset Sector Skills Council (SSC), which covers broadcast, film, video, interactive media and photo-imaging. The NESS was commissioned by the Learning and Skills Council (LSC), in partnership with the Sector Skills Development Agency (SSDA) and the Department for Education and Skills (DfES), to provide detailed information about the extent, causes and implications of England's recruitment problems and skill gaps. It also measures employers' training activities. Key findings include: the largest firms are proportionately more likely to have hard-to-fill vacancies, but in terms of actual numbers the largest proportion of hard-to-fill and skill shortage vacancies lie within the smallest firms; larger firms are also more likely to have skill gaps and also have the highest proportion of staff suffering from skill gaps; vacancies and skill gaps are predominantly for higher level occupations, administration and sales and customer service staff; the majority of staff working in the sector are managerial or professional; the main causes of hard-to-fill vacancies are low numbers of applicants with the required skills, attitude, motivation or personality, and work experience; the main causes of skill gaps are the lack of experience of the member of staff and it appears that skill gaps are linked to recruitment activity and, possibly, difficulties; the most common skills lacking in applicants are technical and practical skills, communication skills, customer handling skills and communication skills; the major areas of skill gaps are also in these areas; skills that are in shortage reflect the nature of the job, e.g. sales staff are more likely to have deficiencies in communication and customer handling skills whilst managers and senior officials lack management skills; employers are much more likely to report difficulties in obtaining professional information technology (IT) skills and some specific areas of need identified include web design, interactive media and production and editing skills.

The main report and the report of the key findings of the National Employers Skills Survey 2003 are indexed at TD/TNC 79.281 and TD/TNC 79.599. Individual Sector Skills Council reports are indexed from TD/TNC 79.275 to TD/TNC 79.280. Show less