scholarly journals The Qualification and Experience of New Zealand's Key Decision Makers

1970 ◽  
Author(s):  
Baljinder Sagoo
Keyword(s):  
New Zealand ◽  
Labour Market ◽  
Labour Force ◽  
Decision Makers ◽  
Fields Of Study ◽  
Private And Public ◽  
Comprehensive Survey ◽  
Scientists And Engineers ◽  
Public Sectors ◽  
Made In

In order to be more competitive, New Zealand's labour force must be more skilled and educated. Having a qualification is seen as a key to getting into the labour market, into employment and into work. Obtaining information and data on what qualifications New Zealanders have and need is relatively easy. But little is known about the distribution of individuals in relation to their qualifications. There have been many claims made that "New Zealand has too many accountants and lawyers in key positions and not enough scientists and engineers". Earlier studies have suggested there is an over-emphasis on accountancy and law as business qualifications. What is not clear is the extent to which other fields of study are represented amongst New Zealand's key decision makers. This paper is based on a comprehensive survey of the qualifications and experience of New Zealand's key decision makers, that is, individuals likely to affect significant decisions made in the private and public sectors within New Zealand.  It aims to provide a clearer picture of the extent to which business versus technology related and other qualifications and experience exist amongst senior personnel.

The Influence of Labour Market Fluctuations on School Participation

1982 ◽  
Vol 24 (4) ◽  
pp. 535-543
Author(s):  
G. Brian Thompson
Keyword(s):  
New Zealand ◽  
Young People ◽  
Labour Market ◽  
Labour Force ◽  
Decision Makers ◽  
Full Time ◽  
Short Term ◽  
School Participation

This study examines the entry of young people into the full-time labour market. A model is presented in which young people are considered as decision makers in relation to both school and the labour market. School participation, in part, func tions as a short-term buffer for fluctuations in slackness of the labour market. The model satisfactorily describes data for New Zealand in the period 1966 to 1981. Implications are derived for the determination of 'hidden unemployment' among young people, and also for appraisal of duration of schooling as an indication of quality of labour force entrants.

scholarly journals Adapting to the Recession: Labour Force Changes and Labour Costs Reductions

1970 ◽  
Author(s):  
Anderson Gordon ◽  
Peter Brosnan ◽  
Pat Walsh
Keyword(s):  
New Zealand ◽  
Labour Market ◽  
Labour Force ◽  
Economic Uncertainty ◽  
Employment Contracts ◽  
Labour Market Flexibility ◽  
Labour Costs ◽  
Financial Pressure

This paper will examine two aspects of the labour market flexibility, namely the ability of the workplaces to adjust their workforce and to reduce their relative labour costs. The survey covers the period ending in May 1991 during which firms faced considerable economic uncertainty and financial pressure. As with the above studies it confirms that considerable flexibility existed in the New Zealand labour market prior to the Employment Contracts Act.

scholarly journals Econometric Modelling of Lithuanian Labour Market

2014 ◽  
Vol 53 (1) ◽  
pp. 40-52
Author(s):  
Dalia Tendziagolskytė ◽  
Rimantas Rudzkis
Keyword(s):  
Labour Market ◽  
Labour Force ◽  
Relative Number ◽  
Unknown Parameters ◽  
Foreign Countries ◽  
Svar Model ◽  
Private And Public ◽  
Econometric Methodology ◽  
Ministry Of Finance ◽  
The Unemployed

Lithuanian labour market indicators, such as the total number of employees, the number of employees in the private and public sectors, the number of the unemployed, labour force, employment and unemployment rates, the relative number of employees, average monthly gross income are analysed in the paper. The experience of foreign countries and Lithuania in creating labour market models and econometric methodology has been examined. As a result, a new model of the Lithuanian labour market is produced, comprising five regressive equations, which are part of the recursive SVAR model, and four identities, which are part of balance equations. According to the logic of economic and other research, relevant connections in the economy have been specified, unknown parameters of equations have been estimated. Finally, forecasts of endogenous indicators for 2014 have been provided, and results have been compared with the projections of the main labour market indicators for 2014−2017, published by the Ministry of Finance. Calculations have been made using a statistical package Gretl.

scholarly journals Self-Employment and Labour Market Transitions in New Zealand

2013 ◽  
Author(s):  
Jinyi Shao ◽  
Mallika Kelkar
Keyword(s):  
Time Series ◽  
New Zealand ◽  
Labour Market ◽  
Labour Force ◽  
Labour Force Survey ◽  
The Past ◽  
Self Employment ◽  
Labour Market Transitions ◽  
Household Labour ◽  
Market Transitions

Self-employment in New Zealand has been trending up in the past two years, following subdued growth between 2000 and 2010. Self-employed people made up 11.3% of total employed in the year to March 2012 (251,800 workers), compared with 10.1% in the year to March 2010. Self-employment is defined in this paper as those people operating their own business without employees. The paper explores time series trends in self-employment, in particular across three post-recession periods. Characteristics of self-employed workers are also identified. This paper also investigates movements in and out of self-employment in order to understand the recent growth in this type of employment. The analysis uses longitudinal Household Labour Force Survey (HLFS) data. The HLFS provides official measures of a range of labour market indicators, including the number of people employed, unemployed and not in the labour force.

Gearing up for the Pearl Anniversary: AGNP Set to Hold its 30th Meeting in Munich October 4–6, 2017. Overview and Abstracts

2017 ◽  
Vol 50 (05) ◽  
pp. 211-212
Author(s):  
Golo Kronenberg ◽  
Jens Wiltfang ◽  
Johannes Thome
Keyword(s):  
Central Europe ◽  
Decision Makers ◽  
Scientific Conference ◽  
30Th Anniversary ◽  
Private And Public ◽  
Public Sectors ◽  
Young Researchers

This year, the Arbeitsgemeinschaft für Neuropsychopharmakologie und Pharmakopsychiatrie e.V. (AGNP) will celebrate the 30th anniversary of its scientific conference, without doubt one of the premier gatherings on all things neuro- and psychopharmacology in Central Europe. The society’s get-together, which is held on a roughly biannual basis, has a long and rich tradition of fostering interactions between practitioners, academics, and decision makers from the private and public sectors. Moreover, the meeting provides a variety of formats for young researchers to present and discuss their work in a comfortable and relaxed atmosphere.

scholarly journals COSTING CRIME: What value is there for policy making?

2016 ◽  
Author(s):  
Cheryl Frank
Keyword(s):  
Policy Process ◽  
Policy Making ◽  
Decision Makers ◽  
Great Care ◽  
Cost Of Crime ◽  
Private And Public ◽  
The Media ◽  
Public Sectors ◽  
The Cost

Studies that purport to count the cost of crime have wide appeal in the private and public sectors, and in the media. Information on the cost of a particular problem and its solution can no doubt assist decision makers. But in the case of crime, assessing the ‘cost’ is so fraught with difficulty that the results hardly seem worth the effort. Some kinds of ‘cost of crime’ studies are more beneficial to the policy process than others, and the findings need to be used with great care.

scholarly journals Plus Ca Chage...: The Employment Contracts Act and Non-standard Employment in New Zealand, 1991-1995

1970 ◽  
Author(s):  
Peter Brosnan ◽  
Pat Walsh
Keyword(s):  
New Zealand ◽  
Labour Market ◽  
Labour Force ◽  
Reverse Direction ◽  
Full Time ◽  
Employment Contracts ◽  
Labour Market Flexibility ◽  
Policy Objectives ◽  
Full Time Employment ◽  
Substantial Change

The aim of this paper is to discuss and analyse changes in the incidence and distribution of non-standard employment in New Zealand since the introduction of the Employment Contracts Act in May 1991. Non-standard employment is defined as employment that is not permanent and full-time. The analysis is based upon data from national surveys, one of 2000 workplaces in May 1991 and another of 5,200 workplaces in May 1995. One of the chief policy objectives of the Employment Contracts Act was to enhance labour market flexibility. Non-standard employment is one indicator of labour market flexibility. Accordingly, the degree of change in non-standard employment is one indicator of the Act's success or lack of it in achieving its policy objectives. The results show that the Act has not been associated with a substantial growth in non-standard employment. The 1995 New Zealand labour force looks a lot like the 1991 labour force. The proportion of permanent full-time employees has hardly changed since 1991, and remains at more than two-thirds of the workforce. The two areas of employment to show substantial change were casual employment, which has declined since 1991 and fixed term employment which has increased. The change in casual employment is in the reverse direction from that expected by both critics and supporters of the Act. The data also show, however, that while employers expect permanent full-time employment to remain predominant, they also expect non-standard employment to rise considerably in the next five years.

scholarly journals Assessing Labour Market Vulnerability among Young People

2008 ◽  
Vol 47 (3) ◽  
pp. 193-213
Author(s):  
Theo Sparreboom ◽  
Lubna Shahnaz
Keyword(s):  
Young People ◽  
Labour Market ◽  
Labour Force ◽  
Jel Classification ◽  
Men And Women ◽  
The Road ◽  
On The Road ◽  
Vulnerability Framework ◽  
Made In

Labour market performance in Pakistan has improved markedly in recent years. This paper examines the extent to which young people have benefited from this improvement, using the labour market vulnerability framework that was recently introduced by the ILO. This framework can be used to assess the difficulties young people face on the road to decent employment, and may also serve as a basis for the development of appropriate policies and interventions. Drawing on empirical evidence from various surveys, in particular the Labour Force Survey, we conclude that vulnerability among the youth has generally been reduced since 1999-2000. Vulnerability of women has been reduced through higher enrolment rates in education, and unemployment among both men and women has declined. Far less progress has been made in reducing vulnerability among the employed, and youth still face numerous obstacles that hamper the attainment of decent employment. The paper offers recommendations on the role of labour market information in reducing youth vulnerability. JEL classification: J40, J13 Keyword: Labour Market; Youth; Pakistan

scholarly journals Forecasting in the Labour Market

1970 ◽  
Author(s):  
Ram SriRamaratnam ◽  
Kevin Zhang ◽  
Andrew Whiteford
Keyword(s):  
Labour Market ◽  
Average Rate ◽  
Labour Force ◽  
Annual Average ◽  
Market Outcomes ◽  
Total Employment ◽  
Employment Level ◽  
Average Growth ◽  
Private And Public ◽  
Labour Market Outcomes

An assessment of future labour market outcomes is of considerable interest to policy makers and for those making operational decisions with respect to training. These could take the form of forecasts of employment by occupations and skill levels or needs at the national, sectoral or regional level. Often forecasts are make of the demand for labour, both additional and replacement demand, the latter often surpassing the former due to the present demographic composition of the labour force. In order to assess likely future shortages (or surplus) of labour, knowledge of the current supply (not always known with certainty as in the case of seasonal labour) and an understanding of future supply is required, all of which pose considerable challenges. In this paper, an overview of the forecasting needs of the Department of Labour, approaches and methodology likely to be applicable and the required level of accuracy and relevance of forecasts are discussed in relation to national, sectoral, regional and seasonal labour market outcomes. Some preliminary and provisional results are presented as an illustration of likely outcomes. In summary, the total employment level is expected to show and annual average growth of 1.8% from 2005 to 2010, following a higher annual average growth of 2.8% from 2001 to 2005.  However, for the Primary and Manufacturing Sectors, the employment is likely to transform to a positive growth at an average rate of 1.0% and 0.3% respectively from 2005 to 2010 after having experienced a decline from 2001 to 2005. However, for the Private and Public sectors services, employment is expected o increase at an average rate of 1.7% and 2.8% respectively from 2005 to 2010 following a higher growth rate of 3.3% and 4.8% respectively from 2001 to 2005. The consequences of a number of variations in GDP growth and employment ratios by industry are explored in terms of occupational forecasts.

scholarly journals A Framework for Sub-Optimal Employment

1970 ◽  
Author(s):  
Ann Dupuis ◽  
Nick Taylor
Keyword(s):  
New Zealand ◽  
Labour Market ◽  
Large Scale ◽  
Labour Force ◽  
International Comparisons ◽  
Labour Force Participation ◽  
Natural Increase ◽  
Demographic Projections ◽  
Inadequate Information ◽  
The One

Demographic projections for New Zealand indicate there will be major labour shortages in the future which will not be met through either natural increase in population or immigration. It is therefore necessary that for New Zealand to retain and or improve its current economic position, the labour force we di have is employed in ways that optimize outcomes for individuals, families/whanau and communities on the one hand, and businesses, enterprises and institutions on the other. At present, there is inadequate information about the labour market and employment due, in part, to the way many employment-related measures are defined. Additionally the importance given to two specific measures – official unemployment and labour force participation – as indicators of a buoyant labour market, provide an incomplete picture of the complex and increasingly diverse patterns of employment in New Zealand. While most measures used in New Zealand mirror those used internationally and thus allow for large-scale international comparisons, much more could be done to understand shortfalls in employment. This paper provide a preliminary conceptualization of sub-optimal employment, which emphasis the complexity of the issue under examination by suggesting the extent to which some of employment statuses could be considered sub-optimal.

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