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This report aims to look at migration from a human capital perspective by bringing together emigration, human capital and labour deployment in Kosovo over the past decade. The report is organised as follows: Chapter 2 sets out the basic emigration trends, such as the size and structure of emigrants from Kosovo, based on Kosovo Agency of Statistics (KAS) available data and ad-hoc surveys commissioned by international and national institutions and Eurostat. Some attention is paid to the exceptional role of Germany in this regard. Chapter 3 links migration trends to the developments and structural features of Kosovo's labour market. Chapter 4 links migration trends to the set-up and outcomes of the educational system. In this chapter, we make use of the findings of a cohort analysis using the Kosovo Labour Force Survey (LFS). Chapter 5 discusses the key features within the nexus of migration, human capital and the labour market, and Chapter 6 lays out the policy implications and conclusions. Emigration to Western Europe remains an important demographic characteristic of Kosovo's population, with stocks estimated as high as nearly half of the domestic population. The official figure, which is based on 2011 census data, put stocks at around 550,000 Kosovars living abroad, over 35 per cent of which resided in Germany, followed by Switzerland (around 23 per cent), Italy, Austria and Sweden.

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This report is based on desk research and a survey of 106 firms in Oman, carried out between May and June 2022. The research was commissioned by the International Labour Organization (ILO) and was carried out in collaboration with the Omani Chamber of Commerce and Industry (OCCI). The results will help Omani businesses, policymakers, workers organizations, and employers and business membership organizations (EBMOs) to better assess policy options, especially as they pertain to skills development of nationals and to skills-based international recruitment. If conducted regularly, this survey can help assess the skills and competency gaps of the Omani workforce with a view to identifying the resulting skill and labour shortages or surpluses and recommending effective measures with respect to reskilling and upskilling.

Following the introduction, Section 2 of the report analyses the skills needs and trends in Oman based on desk research. Section 3 presents key findings from the employer survey. Section 4 highlights insights based on the analysis. Section 5 concludes.

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The virtual organisation is defined as a network of employees and organisations which link up to complete specific projects or time critical objectives, after which they may disband or may redefine their goals. Such a network tends to customise its products and services. This article anticipates the professional competencies, personal attributes, and social skills all workers will need in order to function successfully and confidently in the changing workplace. It is recommended that entry-level as well as existing workers be trained to demonstrate these characteristics. Show less

Australian jobs are constantly changing as new technologies are introduced and businesses find innovative ways of working. The challenges of [Coronavirus Disease 2019] COVID-19, with its associated restrictions and lockdowns, have also caused jobs to change rapidly. These changes lead to the creation of new jobs and the need for different skills in existing jobs. So how do we understand the changing world of work and identify big picture trends that are shaping our workforce? We use labour market information.

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The [Coronavirus Disease 2019] COVID-19 pandemic has drastically changed the skill and occupation landscape in Australia. Talent shortages created by border closures and the restriction of movement across the country have impacted the way businesses and individuals work. As Australia recovers from the pandemic, identifying current skill needs and the gaps that exist, as well as how we address these gaps is crucial. Changing working environments and shifts to remote and flexible work have impacted how employers and employees can close skills gaps. It is in this context that RMIT Online engaged Deloitte Access Economics to better understand the changing skill and occupation landscape in Australia and the role that employers and employees play in responding to the gaps created by the pandemic.

This research paper surveyed a range of employers and employees across Australia. The employer survey indicated that 54 per cent of employers found it harder to retain current staff. This is consistent with employees' plans, with a staggering 56 per cent of employees indicating they had taken steps to change their current employment in the past four weeks, such as looking on LinkedIn or Seek, preparing their [curriculum vitae] CV, or sitting an interview. As employers are bracing for a potential great resignation, they are also struggling to recruit new staff. Over half of employers (58 per cent) reported finding it difficult to attract new staff in 2021, identifying border closures as the most common barrier.

Digital skills are the most likely to be identified as lacking in a business. This skills gap means that many Australians do not have the skills they need to perform their role. For those who do have these skills, employers regularly report that they are out of date - roughly one in five businesses (21 per cent) said their employees' digital skills were out of date. Digital skills will increase in importance over the next five years. While digital skills are highest in-demand today, roughly 60 per cent of employees said digital skills and knowledge of cyber security tools/processes would increase in importance over the next five years. For employers, the future of skills looks different. Soft skills including leadership, critical thinking, and communication were identified as the most important skills in the next five years.

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There is a common misconception that shortages in the regulated nursing workforce have led to an increased reliance on Unregulated Health Care Workers (UHCWs). While UHCWs make up a considerable proportion of the workforce, this is not exclusively due to issues around Registered Nurse (RN) supply. In many instances, employers are choosing UHCWs as they are financially advantageous in comparison to RNs. This White Paper intends to introduce key issues surrounding the UHCW workforce in Australian primary, acute and aged care settings and provides two key recommendations for consideration by the Australian Government. Specifically that it is imperative for nation-wide inconsistencies regarding the UHCW role and UHCW regulation to be addressed promptly.

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These first findings of the 2012 Skills and Employment Survey present a current picture of British employees' experiences and views regarding their current work situation. The survey focuses on skill requirements, training, task discretion and job control, job-related well-being, fears over job loss and unfair treatment at work, and work intensification. Reports have been published on each of these individual areas. This report highlights some of the key findings from these reports and provides some discussion of the implications for labour markets and labour market policy in Great Britain (Northern Ireland was not included). In comparing the findings with those of the 2006 survey, the survey also shows the impact of the recession in both private and public sectors.

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The National Centre for Vocational Education Research (NCVER) regularly submits papers to government and non-government enquiries. The following six submissions are publicly available: (1) Gender segregation in the workplace and its impact on women's economic equality - submitted on 9 February 2017; (2) 2030 Strategic Plan for the Australian Innovation, Science and Research System - submitted on 30 May 2017; (3) Inquiry into school to work transition - submitted on 31 July 2017; (4) Review of the National Vocational Education and Training Regulator Act 2011 - submitted on 18 August 2017; (5) The Digital Economy: Opening up the Conversation - submitted on 30 November 2017; and (6) Inquiry into Career Advice Activities in Victorian Schools - submitted on 14 December 2017. Show less

This paper proposes a way of looking at the learning and practice of numeracy in the workplace, based on research in three small light metal engineering companies in Victoria. The major aim of the research was to assess, by focusing on numeracy, what people do at work, how they learn to do it, and under what conditions. The usefulness of mathematics and/or numeracy was applied primarily to the process of decision-making and problem solving in the workplace.

The monograph from which this paper is taken is indexed at TD/TNC 82.453; selected papers are indexed from TD/TNC 82.454 to TD/TNC 82.457. Show less

Background: There is a growing health workforce crisis in many parts of the world due to imbalances between developed and developing countries. Sub-Sahara faces the greatest challenge and has only three per cent of the world health workers to tackle 24 per cent of global burden of diseases. Awareness on human resources crisis for health is increasing globally, but there is anecdotal data relating specifically to ophthalmic nursing practice, hence the situation analysis of ophthalmic nursing services in Botswana was imperative since ophthalmic nurses play [a] pivotal role in eye care delivery.

Methods: This was a quantitative and qualitative study on ophthalmic nurses services in Botswana conducted from 28th June to 30th July 2010, among all ophthalmic nurses in the civil service and selected head of divisions with influence on ophthalmic nursing services. Descriptive statistics was used to analyse quantitative data and thematic content analysis used for qualitative data.

Results: Seventy out of 83 ophthalmic nurses in the civil service filled the questionnaire (response rate 84 per cent), of these only 63 were actively involved with delivery of eye care service. The situation analysis findings revealed that there is an imbalance in the distribution of ophthalmic nurses between the rural (17 per cent), semi-urban and urban cities (82.9 per cent) in Botswana. Given that 36 per cent of rural communities are poor in Botswana it is evident that they are less likely to access eye care services which are more skewed in the urban villages and cities. Furthermore focus group discussions and in-depth interviews revealed that ophthalmic nurses were faced with challenges in the delivery of eye care services; these included shortage of trained ophthalmic nurses to cover clinics in remote rural villages, lack of ophthalmic equipment, consumables, recognition of speciality, policy guidelines to guide their practice and less opportunities for continuing professional development.

Conclusion: Eye care services in Botswana are overwhelmingly dependant on the trained ophthalmic nurses as the key human resource. The Botswana population of 1.8 million is served by 63 clinically active nurses – which equates to about one nurse for every 28,000 people in the country. Given the sparsely populated Botswana with average population density of three people per square kilometre, it is evident that poor people in remote rural areas have gross in access to eye care services which are mainly skewed in major villages and urban settings and this defeat[s] the principle of primary health care of universal access to health services.

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