Labour Market Policies.

Autor/in	Danielsen, Reidar
Titel	Labour Market Policies.
Quelle	(1974), (13 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Career Counseling; Change Strategies; Developed Nations; Employment Problems; Employment Services; Foreign Countries; Futures (of Society); Government Role; Job Satisfaction; Job Training; Labor Conditions; Labor Demands; Labor Economics; Labor Market; Speeches; Technological Advancement; Underemployment; Unemployment; Vocational Education; Work Attitudes; Norway + Suchen Sie Ihr Suchwort? Lösungsstrategie; Developed countries; Industriestaat; Industrieland; Beschäftigungssituation; Employment service; Arbeitsvermittlung; Ausland; Future; Society; Zukunft; Labor; Labour; Satisfaction; Arbeit; Zufriedenheit; Berufsqualifizierender Bildungsgang; Arbeitsbedingungen; Arbeitskampf; Tarifkonflikt; Arbeitsökonomie; Labour market; Arbeitsmarkt; Technological development; Technologische Entwicklung; Unterbeschäftigung; Arbeitslosigkeit; Ausbildung; Berufsbildung; Work attitude; Arbeitshaltung; Norwegen
Abstract	Skilled labor has always been difficult to recruit, and in a tight labor market unskilled, low-paying jobs with low status are also difficult to fill. Recruitment from outside seems necessary to satisfy demands, but migration creates at least as many problems as it solves. The consumption of theoretical training through the university level (a consequence of affluence), produces young people who face a working world with no use for their qualifications. More serious is the number of people waiting to enter working life without being admitted: women, older people, the handicapped, the very young. We must use a different approach to meet a different situation. Working conditions, broadly speaking, job content, and participation become more important and influence turnover and recruitment. The (government) employment service has to adapt itself to conditions on the labor market: consistently surveying available potentials, to give reliable advice to industry; providing entry-level training; and offering vocational guidance, training, and intervention for women. Inplant rehabilitation for the handicapped is an employer responsibility, but the employment service should devise other training programs for the handicapped who have never been employed. Education and job requirements must be linked. Results depend on employers, actively supported by trade unions. (Author/AJ)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC