Ontology Based Intelligent System for Online Employer Demand Analysis

2016 ◽  
pp. 185-213
Author(s):  
Chamonix Terblanche ◽  
Pornpit Wongthongtham ◽  
Boris Marcelo Villazon-Terrazas
Keyword(s):  
Workforce Development ◽  
Intelligent System ◽  
Development Planning ◽  
Demand Analysis ◽  
Job Market ◽  
Economic Implications ◽  
Job Advertisements ◽  
Demand Information ◽  
Skills Shortages ◽  
Skill Shortages

Identifying employer demand is crucial for a nation to ensure it develops accurate and reliable education, workforce development and immigration policies. Skills shortages globally pose a real and urgent need for proper investigation and workforce development planning into the future. Analysing workforce development and employer demand needs through online job market allows much deeper and wider research into skill shortages. Current methods do not provide the level of depth required to address such important economic implications. In this chapter, the authors present an intelligent system aiming to gather and analyse current employer demand information from online job advertisements. An Employer Demand Ontology has been developed and to further the ontology functionality, the Employer Demand Identification Tool has been developed as a semi-automated means to gather and analyse current employer demand information on a regular basis.

Promoting increased diversity in the oil and gas industry workforce

2010 ◽  
Vol 50 (2) ◽  
pp. 743
Author(s):  
Don Sanders ◽  
Jim Maguire
Keyword(s):  
Workforce Development ◽  
Oil And Gas ◽  
Labour Supply ◽  
Oil And Gas Industry ◽  
Business Case ◽  
Development Planning ◽  
Indigenous Australians ◽  
Employment Practices ◽  
Gas Industry ◽  
Skill Shortages

Changes in employment practices in the Australian upstream oil and gas industry are undoubtedly creating a more diverse workplace. Further anticipated skill shortages have caused a shift from dependency on traditional skilled labour supply sources to an increase in under-represented groups, including women and Indigenous Australians. This presentation is focussed on the current situation in relation to recruitment, training and employment within the industry. It outlines the imperatives that are driving the move to consider pro-actively engaging under-represented groups in the oil and gas workforce of the future. The presentation includes: a review of the regional demographics that make a compelling business case for a move towards a more diversified workforce in the industry; coverage of two recent case studies involving companies that have made the decision to move away from conventional recruiting and employment practices; the business benefits that have accrued to these companies as a result of this re-configured workforce development planning model; a focus on the specific strategies employed to engage applicants from the under-represented groups to ensure a successful orientation, induction, recruitment and retention into the industry; and, an outline of the importance of implementing a formal, highly structured and monitored mentoring arrangement to complement this innovative approach.

scholarly journals The Trending Academic Library Job Market: An Analysis of Library Position Announcements from 2011 with Comparisons to 1996 and 1988

2015 ◽  
Vol 76 (6) ◽  
pp. 716-739 ◽  
Author(s):  
Therese F. Triumph ◽  
Penny M. Beile
Keyword(s):  
Work Experience ◽  
Academic Library ◽  
The United States ◽  
Primary Objective ◽  
Job Market ◽  
Current State ◽  
Emerging Trends ◽  
Job Advertisements ◽  
Salary Information ◽  
Over Time

The primary objective of the study was to describe the number, types and titles, requested qualifications and skills, salary information, and locations of positions advertised in 2011 on the ALA JobLIST and ARL Job Announcements websites and in the print version of the Chronicle of Higher Education for purposes of determining the current state of the academic library job market in the United States. To investigate changes in the academic library job market and identify emerging trends over a 23-year period, results also were compared to studies that analyzed position announcements from 1996 and 1988. Content analysis of 957 unique academic library job advertisements revealed relative stasis in the market regarding the number of positions advertised, presence of administrative duties, geographic distribution of positions, and, to some extent, educational requirements. However, other comparisons were more dynamic. Specifically, there has been a decline in foreign language skills and prior work experience requirements over time while computer skills are increasingly sought. Perhaps most striking is the proliferation of new position titles that have emerged over time, which serves as an indication that library positions are becoming increasingly specialized.

Text mining for human resources competencies: Taiwan example

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chih-Hung Chung ◽  
Lu-Jia Chen
Keyword(s):  
Text Mining ◽  
Human Resources ◽  
Success Factors ◽  
Course Design ◽  
Data Sets ◽  
Job Market ◽  
Content Type ◽  
Entry Level ◽  
Critical Success ◽  
Job Advertisements

Purpose The purpose of this study is to explore the capabilities required by entry-level human resources (HR) professionals based on job advertisements by using text mining (TM) technique. Design/methodology/approach This study used TM techniques to explore the capabilities required by entry-level HR professionals based on job advertisements on HR agency 104’s website in Taiwan. Python was used to crawl the advertisements on the website, and 841 posts were collected. Next, the author used TM to explore and understand hidden trends and patterns in numerous data sets. Findings The results of this study revealed four critical success factors (specific skills, educational level, experience and specific capabilities), five clusters and ten classifications. Practical implications The results can aid HR curriculum developers and educators in customizing and improving HR education curricula, such that HR students can develop capabilities required to secure employment in the current HR job market. Originality/value Our results may facilitate the understanding of the current trends in the HR job market and provide useful suggestions to HR curriculum developers for improving training and professional course design, such that students’ competitiveness is enhanced and professional capabilities improved.

Genetic counseling job market in the United States and Canada: An analysis of job advertisements 2014–2016

2019 ◽  
Author(s):  
Kaitlyn Burns ◽  
Amy Swanson ◽  
Jennifer Hoskovec ◽  
Jennifer Leonhard ◽  
Susan Hahn ◽  
...  
Keyword(s):  
United States ◽  
Genetic Counseling ◽  
The United States ◽  
Job Market ◽  
Job Advertisements

Ontology-guided Job Market Demand Analysis

2017 ◽  
Author(s):  
Elisa Margareth Sibarani ◽  
Simon Scerri ◽  
Camilo Morales ◽  
Sören Auer ◽  
Diego Collarana
Keyword(s):  
Demand Analysis ◽  
Market Demand ◽  
Job Market

Data approach for the studies of the job market and related areas

2020 ◽  
pp. 147-154
Author(s):  
S. Belov ◽  
J Javadzade ◽  
V. Korenkov ◽  
I. Kadochnikov ◽  
P. Zrelov
Keyword(s):  
Big Data ◽  
Labour Market ◽  
Text Analysis ◽  
Semantic Information ◽  
Job Market ◽  
Automated Monitoring ◽  
Job Advertisements ◽  
Big Data Technologies ◽  
Specialized Texts ◽  
Analytical System

This paper discusses some approaches to intellectual text analysis in application to automated monitoring of the labour market. The construction of an analytical system based on Big Data technologies for the labour market is describedd. Were compared the combinations of methods of extracting semantic information about objects and connections between them (for example, from job advertisements) from specialized texts. A system for monitoring the Russian labour market has been created, and the work is underway to include other countries in the analysis. The considered approaches and methods can be widely used toextract knowledge from large amounts of texts.

scholarly journals A conceptual framework for intelligence-based public health nutrition workforce development

2003 ◽  
Vol 6 (6) ◽  
pp. 599-605 ◽  
Author(s):  
Roger Hughes
Keyword(s):  
Public Health ◽  
Conceptual Framework ◽  
Development Strategy ◽  
Workforce Development ◽  
Development Planning ◽  
Development Research ◽  
Public Health Nutrition ◽  
Problem Resolution ◽  
Strategy Planning ◽  
Nutrition Problem

AbstractObjective:This paper describes a conceptual framework and associated intelligence requirements for problem-based workforce development for public health nutrition.Methods:A conceptual framework for public health nutrition workforce development was constructed based on a review of the literature and consideration of the intelligence needs to inform workforce development planning.Results:A cyclical conceptual framework including five intelligence-linked components including public health nutrition problems and priorities, solutions and best buys, work needed, capacity to do the work and workforce development needs. This framework applied to the Australian situation illustrates its applications in workforce development research and planning. Although the existing availability of workforce development intelligence in each of these components varies, the framework does provide a systematic approach for workforce development research and planning directly related to public health nutrition problem resolution.Conclusions:This framework highlights deficiencies in the existing public health nutrition workforce development intelligence and the need for further research to inform workforce development strategy planning.

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