Specific Skill Requirements within Prefabricated Residential Construction: Stakeholders’ Perspectives

Skill availability is an important component in the uptake of prefabrication and plays a crucial role in housing supply. However, the challenge is that the demand for housing has outgrown the availability of specifically trained workers. This challenge is not unique to New Zealand; many developed countries worldwide are facing similar issues. Therefore, the purpose of this study is to determine relevant skills in the prefabricated residential construction sector in New Zealand (NZ) and suggest improvement measures from the standpoint of industry stakeholders. The study adopted a semi-structured online survey and administered it to multiple construction industry practitioners. The study found the training of the construction workforce as one significant area of focus. In addition, external sourcing of international prefabrication-specific skilled workers could improve the issues of skill shortages in the residential prefabrication sector. Furthermore, the study revealed that the barriers to healthier prefabrication uptake are closely linked to shortages in management, digital architecture and design, and vocational skills related to residential construction. The study has contributed to the current pool of knowledge by identifying skill issues in NZ’s prefabricated residential construction sector, classifying the major restraints limiting prefabrication implementation, and determining measures for increasing industry uptake. It is anticipated that this will help construction organizations and the wider industry develop strategic goals and a roadmap for meeting the skill requirements in NZ. Training policies and programmes can be developed with focus on crucial prefabrication skill requirements at governmental level. Curriculum reviews are recommended for uptake by academic and vocational institutions.

Digital Technology Deployment in Multi-National Enterprises

After the longest period of continuous growth in its history, the automotive industry is experiencing a most dramatic downturn. The challenge for automobile companies is not just to cope with the three converging trends of vehicle electrification, autonomous driving, and shared mobility, but also to make the best judgement on how and where to invest in a declining market. Digital is becoming the de facto way of operating along the value chain. Advanced automation, artificial intelligence (AI), and additive manufacturing will reshape traditional processes. This chapter reports upon the implementation of new digital technologies and related critical success factors in two multi-national industries, with major interests in the automotive sector. It takes an empirical approach, analysing use cases, projects, and input from experts. The findings assess the repercussions for IT strategy and changes in business processes impacted by the use of new technologies and illustrate how people skill requirements have evolved, both within the IT organisation and in other company departments.

Contribution of Highly Qualified Employees to Regional Economy

Knowledge and skills concentrated in human capital are increasingly important factors of economic development. However, there is a lack of a methodology for determining, which skills are necessary for the efficient industrial development. To this end, we examine skill requirements of regional employers potentially leading to an increase in economic indicators. Skills in demand were compared with predicted indicators based on a se mantic content analysis of vacancy databases in various regions of the Russian Federation. It was revealed that the list of demanded competencies depends not on a geographical aspect but on a specific profession. An analysis of the obtained data demonstrated that the growth in demand for highly qualified employees in the Russian Federation is correlated with an increase in gross value added of relevant industries. A linear correlation between gross value added per employee and the need for skilled specialists was demonstrated on the example of the transport sector. The proposed methodology can be used by educational organisations for targeted training of specialists, as well as by employers and experts for forecasting medium- and long-term socio-economic development of Russian regions.

The polarisation of remote work

The Covid-19 pandemic has led to the rise of remote work with consequences for the global division of work. Remote work could connect labour markets, but it could also increase spatial polarisation. However, our understanding of the geographies of remote work is limited. Specifically, does remote work bring jobs to rural areas or is it concentrating in large cities, and how do skill requirements affect competition for jobs and wages? We use data from a fully remote labour market - an online labour platform - to show that remote work is polarised along three dimensions. First, countries are globally divided: North American, European, and South Asian remote workers attract most jobs, while many Global South countries participate only marginally. Secondly, remote jobs are pulled to urban regions; rural areas fall behind. Thirdly, remote work is polarised along the skill axis: workers with in-demand skills attract profitable jobs, while others face intense competition and obtain low wages. The findings suggest that remote work is shaped by agglomerative forces, which are deepening the gap between urban and rural areas. To make remote work an effective tool for rural development, it needs to be embedded in local skill-building and labour market programmes.

Digital Divide or Digital Welfare?

With the widespread use of the internet, exploring how it will influence the labor market is of great significance. Based on the 2010-2018 China Family Panel Studies dataset, this paper investigates the effect of the internet on sustainable employability among Chinese aged 16-60. The empirical results of the panel double-hurdle model show that the internet can significantly enhance an individual's competitiveness in the labor market. Moreover, the heterogeneity tests show that the middle aged and older adults, freelancers, and those living in disadvantaged regions can benefit more on employability brought about by the internet. The authors define this phenomenon as the information welfare of the internet, which has narrowed the digital gap caused by the uneven development of technology among different social groups. In addition, the positive coefficient associated with internet use is driven by higher skill requirements in specific workplaces. The authors further explored the role workplace computerization has had in this process.

The polarisation of remote work

The Covid-19 pandemic has led to the rise of remote work with consequences for the global division of work. Remote work could connect labour markets, but it could also increase spatial polarisation. However, our understanding of the geographies of remote work is limited. Specifically, does remote work bring jobs to rural areas or is it concentrating in large cities, and how do skill requirements affect competition for jobs and wages? We use data from a fully remote labour market - an online labour platform - to show that remote work is polarised along three dimensions. First, countries are globally divided: North American, European, and South Asian remote workers attract most jobs, while many Global South countries participate only marginally. Secondly, remote jobs are pulled to urban regions; rural areas fall behind. Thirdly, remote work is polarised along the skill axis: workers with in-demand skills attract profitable jobs, while others face intense competition and obtain low wages.The findings suggest that remote work is shaped by agglomerative forces, which are deepening the gap between urban and rural areas. To make remote work an effective tool for rural development, it needs to be embedded in local skill-building and labour market programmes.

Explorando habilidades requeridas para la industria 4.0: Un enfoque orientado al trabajador

Tecnologías emergentes están dando forma al mundo del trabajo, creando así una industria cada vez más digital, también conocida como "Industria 4.0". Por tanto, examinar el requirimiento de habilidades se vuelve esencial para facilitar la adaptación organizacional a esta revolución tecnológica. El objetivo de este estudio fue explorar la percepción de las habilidades requeridas por los trabajadores de una empresa manufacturera altamente tecnológica. En el Estudio 1 (n = 671), se realizó un análisis factorial exploratorio para identificar grupos relevantes de habilidades. Un año después, en el Estudio 2 (n = 176), confirmamos la estructural factorial a través de un análisis factorial confirmatorio y realizamos un análisis de curva de crecimiento latente para examinar posibles cambios en las habilidades requeridas debido al confinamiento y el trabajo remoto forzado durante la pandemia del COVID-19. Los resultados mostraron que las habilidades cognitivas, funcionales del negocio, estratégicas y de gestión de personas se consideran recursos importantes para la industria 4.0, siendo las habilidades funcionales del negocio más relevantes en el tiempo 2. Además, identificamos diferencias entre gerentes y subordinados con respecto a tales habilidades. Discutimos las implicaciones teóricas y prácticas para el desarrollo de habilidades en la era digital. Emerging technologies are shaping the world of work, thus creating an increasingly digital industry, also known as “Industry 4.0”. Thus, examining skill requirements becomes essential to facilitate organizational adaptation to this technological revolution. The aim of this study was to explore the perception of skill requirements of workers of a highly technological manufacturing company. In Study 1 (n = 671), an exploratory factor analysis was carried out to identify relevant groups of skills. A year later, in Study 2 (n = 176), we confirmed the factor structure through a confirmatory factor analysis and we conducted a latent growth curve analysis to examine potential changes of the previous skill requirements due to the lockdown and the forced remote working during the COVID-19 pandemic. Findings showed that cognitive, functional business, strategic and managing people skills are considered as important resources for the industry 4.0, being the functional business skills increasingly relevant in time 2. Moreover, we identified differences between managers and subordinates regarding such skills. We discuss theoretical and practical implications for skills development in the digital age.

Position-Specific Attentional Skills in Team Sports: A Comparison between Defensive and Offensive Football Players

Over the last few decades, technical as well as cognitive skills and their relation to position-specific skill requirements have been extensively investigated as indicators for players’ performance in team sports. To explore the impact of positioning in football on inattentional blindness we employed dynamic tasks that presented an unexpected object and analyzed its noticing rates in three different experiments. In Experiment 1, amateur and expert football players performed a well-established inattentional blindness task of counting the number of times a basketball was passed between two groups while an unexpected, non-sport specific object was introduced to the situation. Noticing rates were higher for strikers compared to players of other playing positions. The findings support a position-specific advantage regarding inattentional blindness for more offensive players compared to more defensive players. Using the same inattentional blindness task, this finding was investigated in Experiment 2 in more detail, i.e., by differentiating between more playing positions. Results revealed that offensive players (in particular strikers) observed unexpected objects more frequently than defensive players. Experiment 3 used a newly developed football-specific task requiring participants to find solutions in different game situations with an unexpected free-standing player appearing in one of these situations. Defensive players again showed more inattentional blindness than offensive players (in particular offensive mid-fielders), i.e., offensive players perceived the unmarked player more often. This indicates that players not only differ in the conscious perception of unexpected objects that are irrelevant to the sport as a function of their playing position, but also show differences when the perception of the unexpected relevant object is useful for finding tactical solutions in a given game situation. Our findings provide further insight into the importance of the definition of position-specific skill requirements in team sports.