Graduate Employment and Training in SMEs in Northern Ireland

2005 ◽  
Vol 19 (1) ◽  
pp. 55-63 ◽  
Author(s):  
Richard Harris ◽  
Renee S. Reid
Keyword(s):  
Northern Ireland ◽  
Labour Force ◽  
Policy Implications ◽  
Medium Size ◽  
Multivariate Approach ◽  
Graduate Employment ◽  
Size Firm ◽  
The Uk ◽  
To Receive ◽  
And Training

Using the UK Labour Force Survey, this paper considers whether graduate employment is more important in the small and medium-size enterprise (SME) sector in Northern Ireland than in other regions of the UK. The authors disaggregate their analysis by gender, occupation and industry to provide a detailed breakdown. The issue of whether graduates are more or less likely to receive on-the-job training is also considered, both by comparison with non-graduates (matched by industry and occupation groups) and graduates in other UK regions. Finally, given that company size, firm location, industry and occupation groups are all related to the proportion of graduates employed in the labour market, the authors use a multivariate approach to disentangle the extent to which there are differences associated with graduate employment in the Northern Ireland SME sector (having controlled for other factors). The policy implications of their findings for graduate employment are then considered.

scholarly journals Systemic glucocorticoid usage in dogs under primary veterinary care in the UK: prevalence and risk factors

2019 ◽  
Vol 185 (4) ◽  
pp. 108-108 ◽  
Author(s):  
Doaa A Elkholly ◽  
Dan O’Neill ◽  
Andrea K Wright ◽  
Kennedy Mwacalimba ◽  
Laura S Nolan ◽  
...  
Keyword(s):  
Primary Care ◽  
Medium Size ◽  
Age Group ◽  
Systemic Glucocorticoid ◽  
Oral Preparation ◽  
Systemic Glucocorticoids ◽  
Study Population ◽  
Long Acting ◽  
The Uk ◽  
To Receive

Glucocorticoids are widely used in primary care veterinary practices. The study aimed to quantify the usage of systemic glucocorticoids (SGC) in dogs in the UK using primary care treatment records recorded during 2013 in the VetCompass Programme. From a study population of 455 557 dogs, 28 472 dogs (6.2 per cent, 95 per cent CI 6.2 to 6.3) received a total of 50 971 SGC therapy events in 2013. Prednisolone represented the most frequently used oral preparation (27 362 events, 90.0 per cent of oral events). Dexamethasone sodium phosphate was the most commonly used injectable agent (12 796 events, 62.7 per cent of injectable events). The most common breed treated was Staffordshire Bull Terriers (2236/28 472 dogs, 7.9 per cent, 95 per cent CI 7.5 to 8.2) and within-breed prevalence of SGC usage was 2236/32 635, 6.9 per cent, 95 per cent CI 6.6 to 7.1. The most commonly treated age group was dogs older than eight years (8931/28472, 31.4 per cent) and the most commonly treated bodyweight group was 10.01–20.0 kg (7918/28 472, 27.8 per cent). Dexamethasone and prednisolone were the most commonly prescribed SGC. Short-acting and intermediate-acting injectable SGC were more commonly used compared with long-acting injectable SGC. Older and medium size dogs were most likely to receive SGC and certain breeds appeared predisposed. These data can provide a useful benchmark for glucocorticoid usage and highlight the benefits from ‘Big Data’ analyses.

Skills and Training for the Older Population

2017 ◽  
Author(s):  
Wendy Loretto ◽  
Chris Phillipson ◽  
Sarah Vickerstaff
Keyword(s):  
Older Workers ◽  
Training And Development ◽  
Active Ageing ◽  
Training And Education ◽  
Training Development ◽  
Work Training ◽  
Employment Rates ◽  
The Uk ◽  
To Receive ◽  
And Training

Despite rises in employment rates across many countries, older workers (those aged 50+) are less likely than younger employees to receive workplace training and skills development. Using the UK as its starting focus, this chapter analyses the theoretical and empirical reasons for these gaps. The analysis covers in-work training and development, as well as considering the position of those older people who are unemployed but looking for work. The discussion also embraces the roles of training and education for older workers who may want to delay retirement or retire flexibly, and examines the relationships between training, development and active ageing. Concluding discussions highlight national and international policy initiatives to encourage investment in educating and training for this new work generation.

The Views of Family Companies on Venture Capital: Empirical Evidence from the UK Small to Medium-Size Enterprising Economy

2001 ◽  
Vol 14 (3) ◽  
pp. 277-291 ◽  
Author(s):  
Panikkos Zata Poutziouris
Keyword(s):  
Venture Capital ◽  
Family Firms ◽  
Order Theory ◽  
Policy Implications ◽  
Medium Size ◽  
Pecking Order ◽  
Private Companies ◽  
Pecking Order Theory ◽  
Main Research ◽  
The Uk

This explorative research paper draws evidence from a database of small to medium-size unquoted private companies (n = 240) in the UK and reports on the family business and venture capital relationship from the demand side. Following the review of literature relating to financial affairs of private companies, the main research inquiries are outlined and a set of generic hypotheses is elicited based on the pecking order theory—that is, private companies, including family-controlled ventures, have a propensity to finance their operations in a hierarchical fashion, first using internally available funds, followed by debt and, finally, external equity (Petitt & Singer, 1985). Univariate statistical analyses confirm that family companies adhere strongly to the pecking order principles of financial development. The paper explores factors governing the rationale of owner-managing directors of private and family companies for considering venture capital dealings as well as main areas of concern about the deal structures. The paper then concludes with a discussion of the policy implications from the perspective of the owner-manager, financier, and enterprise policy maker. To encourage equity development of smaller privately held companies, particularly family firms, there is room for policy initiatives that respect the financial philosophy of private companies.

scholarly journals The pressures for the remuneration of volunteer governors of UK educational institutions and the potential consequences

2021 ◽  
pp. 174114322098515
Author(s):  
Colin Forrest ◽  
Ron Hill ◽  
Chris James
Keyword(s):  
Northern Ireland ◽  
Vocational Education ◽  
Vocational Education And Training ◽  
Educational Institutions ◽  
Publicly Funded ◽  
Board Membership ◽  
The Subject ◽  
The Uk ◽  
And Training

The members of the governing boards of schools, colleges which provide vocational education and training, and universities in the UK have traditionally been volunteers. In some contexts, however, for example, colleges in Northern Ireland, governors are now paid. Whether volunteer governors in other or all settings should be remunerated is the subject of debate. This article analyses the various aspects of that debate. It considers the nature of volunteering; the socio-political context of volunteering; and the growing momentum for the remuneration of governors of all UK educational institutions. The article also considers the arguments for and against governor remuneration, which include remuneration and: the way governors and the governing of educational institutions are valued; the visibility of governing; governor recruitment; the diversity of governing board membership; the quality of governing; the remuneration of other publicly funded agencies and organisations; the accountability governors experience in their role; the market for school governors; and whether a policy which implemented governor remuneration could be reversed. The article also considers aspects that would need to be resolved in practice: who would be paid and for what; the level of remuneration; the funding of governor remuneration; and the organisation of remuneration.

Mother's Employment and Child Health Care

1992 ◽  
Vol 21 (3) ◽  
pp. 375-393 ◽  
Author(s):  
Therese Dowswell ◽  
Jenny Hewison
Keyword(s):  
Women Workers ◽  
Labour Force ◽  
Policy Implications ◽  
School Age Children ◽  
Child Health Care ◽  
School Age ◽  
Care Needs ◽  
Childhood Illnesses ◽  
The Uk ◽  
And Child Health

ABSTRACTA decline in the number of young people entering the UK labour force has led to growing interest in the recruitment and retention of women workers. As yet the child care needs of school age children have not been addressed. Using interview data the strategies mothers employ to meet their work commitments outside of school hours and during childhood illnesses are described. Although mothers remained the main carers of their children, they frequently depended on unpaid help from relatives. These informal arrangements were sometimes complicated and potentially vulnerable. This dependence on informal support networks has a range of policy implications.

scholarly journals A pilot project to increase trainee engagement using a social media platform – outcomes and lessons learnt

BJPsych Open ◽  
2021 ◽  
Vol 7 (S1) ◽  
pp. S138-S138
Author(s):  
Amy Grimason ◽  
Shevonne Matheiken ◽  
Laura Somerville ◽  
Fiona Martin ◽  
Luke Baker ◽  
...  
Keyword(s):  
Social Media ◽  
Northern Ireland ◽  
Pilot Project ◽  
Social Media Platform ◽  
The Social ◽  
Closed Groups ◽  
Media Platform ◽  
The Uk ◽  
Training Opportunities ◽  
And Training

AimsEngagement with members is an important issue for the Royal College of Psychiatrists (RCPsych) and an area for ongoing development. This is an issue that extends to Psychiatry trainees and the Psychiatric Trainees’ Committee (PTC) has adopted increasing engagement as one of its key aims. Divisional representatives in different areas of the UK had noted that trainees had limited knowledge of the PTC or its roles and projects both within the College and local areas. To improve this it was decided to pilot a project that established a social media platform for trainees to improve communication between the PTC, it's representatives and trainees. It was decided that Workplace (a professional version of Facebook) would be used. This had already been established in the Severn Deanery.MethodNorthern Ireland (NI) and the East of England (EoE) deaneries were selected as pilot areas for the project. Preparation for the project included collaboration with trainees from the Severn deanery and meeting with the RCPsych Digital team. A scoping questionnaire was circulated to trainees in each deanery.Following this, two closed groups were initiated on Workplace in August 2019 for Northern Ireland and East of England trainees.ResultResults from the survey sent prior to the social media pages being established indicated there was appetite among trainees for the project. The pages were established in July 2019. The pilot project was promoted by representatives.In the initial phases, approximately 40% of trainees signed up. Information regarding college and local events, committee meeting updates and training opportunities was disseminated on the platform. There was evidence of early use by trainees outside of the representative group.This however was not sustained and gradually use of the platform reduced over the pilot period, both in postings and membership. A further questionnaire circulated in July 2020 highlighted trainees’ concerns relating to the platform, including concerns around data protection and a high number of notifications associated with the Workplace medium. The ultimate impact on engagement was also felt to be minimal.ConclusionFollowing feedback and increasing usage costs by Workplace, it was decided not to continue with a nationwide role out of the project. COVID-19 has seen the successful use of platforms such as Microsoft Teams and these may be considered in the future, given their integration with existing trust systems.

Independent commissions and labour migration: The British MAC

2014 ◽  
Vol 11 (1) ◽  
pp. 23-32
Author(s):  
Philip L. Martin ◽  
Martin Ruhs
Keyword(s):  
Labour Force ◽  
Migration Policy ◽  
Foreign Workers ◽  
Foreign Born ◽  
Independent Evidence ◽  
Trade Offs ◽  
Labour Immigration ◽  
British Labour ◽  
Policy Objectives ◽  
The Uk

The independent Migration Advisory Committee (MAC) was created in 2007 after a decade in which the share of foreign-born workers in the British labour force doubled to 13 per cent. The initial core mandate of the MAC was to provide “independent, evidence-based advice to government on specific skilled occupations in the labour market where shortages exist which can sensibly be filled by migration.” The MAC's answers to these 3-S questions, viz, is the occupation for which employers are requesting foreign workers skilled, are there labour shortages, and is admitting foreign workers a sensible response, have improved the quality of the debate over the “need” for foreign workers in the UK by highlighting some of the important trade-offs inherent in migration policy making. The MAC can clarify migration trade-offs in labour immigration policy, but cannot decide the ultimately political questions about whose interests should be prioritised and how competing policy objectives should be balanced.

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