Employment trends sas project
•Download as PPTX, PDF•
0 likes•95 views
Economies and societies become more interdependent, the need to enhance our understanding of the world of work becomes increasingly important. Timely and focused information on the world's labor markets is essential. So Developed a project on Employment Trends
Report
Share
Report
Share
Recommended
Consequences of workaholism and work engagement for spanish entrepreneurs
Presented at the 15th International Conference of the European Association of Work and Organizational Psychology, Maastricht, The Netherlands, May 25th-28th, 2011
How (not) to make women work?: a poster
Female employment rates in advanced and transition economies followed diverging trends in the last year. Why? Well, it is not just about transition. Instead, our results suggest that the positive trends behind the improvement in advanced economies are less efficient when gaps are low enough. These results call for a rethink of female employment rates.
The Secret Advantage of Authentic Sustainability
Bob Ferguson
Director of Network and Business Development at True Market Solutions
Co-chair of the Fairfield Go-Green Commission
Member of the board of Clean Economy Solutions
Bob has a varied background as a business and community leader. In addition to running his family’s Shaklee business, he is Director of Network and Business Development at True Market Solutions. He co-chaired the Fairfield Go-Green Commission, and serves on the boards of Clean Economy Solutions, The Orpheum Theater and the What If? Foundation. He’s happily married to Sandra, and the proud father of four and grandfather of two. His personal interests include classical guitar performance, tennis, gardening, cycling, practicing and teaching Transcendental Meditation, and thinking about how human beings can return to a state where they function as harmoniously as a tree.
The relation between life satisfaction and unemployment
The 2007–2009 recession pushed unemployment to
new highs in many industrialized countries, and a
recovery is not yet in sight. Unemployment lower
people’s life quality, and also influence their
satisfaction of life.
When social medias report and complain about the
bad economy, they are often referring to one of two
things: inflation or unemployment.
- Inflation ( increase in price level of goods and
services)
- Unemployment (is a measure of the prevalence
of unemployment individuals all individual
currently in the labor force)
Wage Growth and Mobility Between and Within Firms by Gender and Education
Wage Growth and Mobility Between and Within Firms by Gender and EducationPalkansaajien tutkimuslaitos
Using propensity score matching combined with the differences-in-differences method this paper investigates gender differences in the wage effects of job mobility among young white-collar workers in the Finnish manufacturing sector over the period 1997–2006. A novel feature of our paper is that besides distinguishing between intrafirm and interfirm job changes we also investigate mobility and wage growth by educational level. These refinements prove to be important. Our results indicate that both kinds of mobility boost wage growth, but the positive effects are much higher for interfirm mobility. Also the gender gap in the returns to job changes varies with the type of mobility, the gap being 1.2 percentage points with interfirm mobility and non-existent when job changes within firms are considered. Furthermore, we find that there are differences in the returns to mobility between educational levels. The low-educated women benefit less from mobility than the high-educated women, especially with employer changes. For men, on the other hand, no such variation in the wage effects of mobility across educational levels is observed.Recommended
Consequences of workaholism and work engagement for spanish entrepreneurs
Presented at the 15th International Conference of the European Association of Work and Organizational Psychology, Maastricht, The Netherlands, May 25th-28th, 2011
How (not) to make women work?: a poster
Female employment rates in advanced and transition economies followed diverging trends in the last year. Why? Well, it is not just about transition. Instead, our results suggest that the positive trends behind the improvement in advanced economies are less efficient when gaps are low enough. These results call for a rethink of female employment rates.
The Secret Advantage of Authentic Sustainability
Bob Ferguson
Director of Network and Business Development at True Market Solutions
Co-chair of the Fairfield Go-Green Commission
Member of the board of Clean Economy Solutions
Bob has a varied background as a business and community leader. In addition to running his family’s Shaklee business, he is Director of Network and Business Development at True Market Solutions. He co-chaired the Fairfield Go-Green Commission, and serves on the boards of Clean Economy Solutions, The Orpheum Theater and the What If? Foundation. He’s happily married to Sandra, and the proud father of four and grandfather of two. His personal interests include classical guitar performance, tennis, gardening, cycling, practicing and teaching Transcendental Meditation, and thinking about how human beings can return to a state where they function as harmoniously as a tree.
The relation between life satisfaction and unemployment
The 2007–2009 recession pushed unemployment to
new highs in many industrialized countries, and a
recovery is not yet in sight. Unemployment lower
people’s life quality, and also influence their
satisfaction of life.
When social medias report and complain about the
bad economy, they are often referring to one of two
things: inflation or unemployment.
- Inflation ( increase in price level of goods and
services)
- Unemployment (is a measure of the prevalence
of unemployment individuals all individual
currently in the labor force)
Wage Growth and Mobility Between and Within Firms by Gender and Education
Wage Growth and Mobility Between and Within Firms by Gender and EducationPalkansaajien tutkimuslaitos
Using propensity score matching combined with the differences-in-differences method this paper investigates gender differences in the wage effects of job mobility among young white-collar workers in the Finnish manufacturing sector over the period 1997–2006. A novel feature of our paper is that besides distinguishing between intrafirm and interfirm job changes we also investigate mobility and wage growth by educational level. These refinements prove to be important. Our results indicate that both kinds of mobility boost wage growth, but the positive effects are much higher for interfirm mobility. Also the gender gap in the returns to job changes varies with the type of mobility, the gap being 1.2 percentage points with interfirm mobility and non-existent when job changes within firms are considered. Furthermore, we find that there are differences in the returns to mobility between educational levels. The low-educated women benefit less from mobility than the high-educated women, especially with employer changes. For men, on the other hand, no such variation in the wage effects of mobility across educational levels is observed.Synthesizing the LiteratureChristopher.docx
Synthesizing the Literature
Christopher Walters
BTM7300: Scholarly Literature Review
Dr. Eva Philpot
December 6, 2015
Analyzing the increase in pay inequality over the last several years.
After reading J.C. Cunningham’s measuring wage inequality within and across US metropolitan areas, he presented how wages in the US have steadily declined for the unskilled worker and steadily increased for the skilled worker and or top 1 percent in US metropolitan area. The author also presented data showing how wage inequality is either negatively or positively affected within private and public sectors based on employee performance. The author made an interesting statement concerning US economic policies, and how they have impacted wage and pay inequality within the US from the 1970’s until today.
The author used one method or measure to acquire the data needed—the ratio of the 90th wage percentile to the 10th wage percentile, sometimes called the “90–10” ratio, inequality increased by 7 percent in the United States between 2003 and 2013. The study included data from the Occupational Employment Statistics program. Workers within 4 key areas of the wage distribution graph were sampled.
After reading D. J. Hammann, and T. Ren’s wage inequality and performance in nonprofit and for-profit organizations, the authors presented data to show how pay inequality is more prevalent in the for profit area than in the nonprofit area. The authors argue that tournament and fair wage/equity theories play a role in how each area impacts pay inequality. The authors used data from a study of workers in the nursing home industry. The data suggested that workers in nonprofit positions were more likely to be paid fairly or based on their skill level, as opposed to for profit positions and how similar positions are paid.
Finally, after reviewing wage inequality: A story of policy choices by L. Mishel, J. Schmitt, & H. Shierolz, the authors presented data to show how economic policies in the US has had a direct impact on wage and pay inequality on workers in the US. The authors focused on workers at four key points in the wage distribution: workers at the bottom (the 10th percentile, who earn more than 10 percent of workers, but less than 90 percent), the middle (the 50th percentile, or median, worker right in the middle of the wage distribution), the top (the 90th percentile, who earn more than 90 percent of workers, but less than the top 10 percent), and the very top (roughly, the top 1 percent). Based on wage and pay data, the authors discovered that wages for the top 1 percent increased by 156% between 1979 and 2007, and only 17% for the bottom 90 percent of wage earners during the same period.
Each study showed data that presented a steady decrease in non-skilled worker wages and an increase in skilled or executive wages. A difference would be the area of concentration on the study of the workers in the 90-10 study, and the study ...
Running head Organization behaviorOrganization behavior 2.docx
Running head: Organization behavior
Organization behavior 2
Organization behavior
Name:
Institution:
Course:
Date:
Organizational behavior analyzes the environment in different perspectives in order to come up with policies which make the organization convenient in its business operations. The organization must analyze various factors which affect it in order to frame the different policies. This means finding out the challenges or problems which an individual face in an organization and also the problems that groups faces in the organization. In this context, organization behavior is simply the way which an organization uses to solve the problems in its environment (Kreitner 2012). This discussion will involve Apple Inc.
One of the challenges facing Apple Inc. is managing human resources. Human resources in Apple Inc. are an invaluable asset and are always associated with the organization. Apple had experienced problems in managing its human resources. Some of the issues it experienced include failing to retain employees’ talents, not observing diverse recruitment to its fullest, non-performance among employees and employees not getting their benefits appropriately (O'Grady 2015). This went hand in hand with violation of rules governing employees, code of conduct and features which keep the value of team and organization high. The individuals’ and organization’s wellbeing depend highly on each other. This means that what people do while in the organization should reflect what is in their mind. The organizational value highly depends on social responsibility which the organization is portraying. They should put up policies for protecting the organizational environment. The issue has affected the behavior of Apple and the human resource management sorted them out (O'Grady 2015).
Managing human resources and employees ethics is a very important issue and a backbone of any organization. If managed well, the organization is likely to succeed easily. If not managed well, the issues will spoil the organization’s reputation completely and the organization may not undergo dissolution (Kreitner 2012).
References
Kreitner, Angelo Kinicki & Robert. 2012. Organization behavior. New York: Wiley.
O'Grady, Jason D. 2015. Apple Inc. Westport, Conn: Greenwood Press.
DataIDSalaryCompaMidpoint AgePerformance RatingServiceGenderRaiseDegreeGender1GrStudents: Copy the Student Data file data values into this sheet to assist in doing your weekly assignments.The ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)? Note: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.The column labels in the table mean:ID – Employee sample number Salary – Salary in thousands Age – Age in yearsPerformance Rating - Appraisal rating (employee evaluation score)Service – Years of service (rounded)Gender – 0 = male, 1 = female Midpoi ...
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...
Poverty has halved in Ghana over the period from 1991 to 2005. We use the household surveys to investigate possible mechanisms which led to this outcome. In particular how was it linked to the creation of jobs and skills? While in the 1990s the pattern of a growth in urban sector self-employment is clear this process was reversed in the period to 2005. By 2005/06 it had fallen to 18.6 per cent of the working age population, substantially lower than the level of the early 1990s. The fall in urban self-employment was matched by a rise in wage employment in small firms which doubled as a percentage of the workforce from 3.4 to 6.7 per cent. Over the whole period from 1991/92 to 2005/06 the most striking change in the labour force was the rise in employment in small firms, from 225,000 to 886,000. Quite contrary to the perception that wage jobs are not being created they have been expanding far faster than the growth of the labour force. We also find that over the period from 1998/99 to 2005/06 real incomes rose by in excess of 50 per cent and that this rise was fastest in the lowest paying occupation. There was some shift from lower to higher paying occupations but it would appear that the income rises, which underlie the fall in poverty, were uniformly high across all sectors and particularly benefited the unskilled. We compare how skills acquired in technical education and through apprenticeship training have impacted on the types of jobs and their earnings and thus on their role in reducing poverty.
Introduction to Factor Analysis for and With Mixed Methods: British Academy ...
In this presentation, we set up the aims and mechanisms of the Workshop on Integrated Mixed Methods Research held at University of Manchester (Nov. 3, 2014); it specifically focuses on Factor Analysis, which creates a scale for a gender norm about labour markets. We show how a classical scale and a factor are similar, how they relate to regression and to labour supply, and how NVIVO can be used to follow up a mixed methods workshop or focus group. This creates a mixed-methods approach to gender norms in the labour market. Quite original and very promising. The workshop was a huge success running from 10 am to 3 pm following by an extra hour discussing how this leads to possible research opportunities.
Couples in the UK Labour Market: Labour Supply And Sociological Interpretati...
A Research Report on UK Male/Female Couples and Their Decisions about Paid Work Time, in Hours Per Week: Richer Couples Work More Hours, and Tenants Work Fewer Hours, on Average (Work In Progress)
Proofed Paper ntp192135 - Mon Feb 27 202029 EST 2017.docx
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Paper Title: ECON 102 essay
No. of Pages: 2page
Paper Style: Chicago Paper Type: Other
Taken English? Yes English as Second Language? Yes
Feedback Areas: Topic Development
Paper Goals: econ essay
Proofing Summary:
Grade: 20
Hello, Haoran. Thank you for submitting your paper. Please refer to your Grading Rubric for further explanation of
these comments and assessments.
Writing: Meets Expectations
Ideas are well organized. Transition sentences effectively connect one idea to the next. The essay is free of typos and
grammatical errors.
Application of Economic Analysis: Needs Improvement
The definition of the term full employment is incorrect.
The student draws the wrong conclusion from her comparison of the actual and natural rates of unemployment.
The student identifies the reasons for the changes in the natural rate of unemployment from 2007 to 2012
incompletely or incorrectly.
The student does not report the source of the data on the natural and actual rate of unemployment.
If this is your first time submitting this assignment, you have a chance to revise and resubmit this paper based on
the feedback that has been provided. However, if this is your second submission, this is your final grade. Thank you
for using NetTutor, and have a great day!
page 1 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Whether or not full
employment has been
reached is based on the
relationship between
actual and natural unemployment.
Consider reexamining these
definitions of natural and
actual unemployment.
Further, examine the
statistics regarding their
current state.
Is the issue that they are
unwilling to work or that they
are unqualified for the jobs
that are available even if they
did want them?
page 2 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
If the fixed rate were a very
high one, would it matter
that it was fixed? Why
might an employer be
unwilling to hire a qualified
and willing worker?
From where did these stats
come? What do they have to
say about the economy's
proximity to full employment?
page 3 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Powered by TCPDF (www.tcpdf.org)
page 4 / 4
http://www.tcpdf.org
Writing Assignment #2: The Natural Rate of Unemployment
1. (2 paragraphs) Has the U.S. economy achieved approximate full employment yet? Explain
how we define ‘full employment’ and how you can tell whether or not that goal has been
achieved. Use appropriate data to support your answer (see below). Be sure to cite the sources of
your data in your essay.
Use the Federal Reserve Bank of St. Louis’ estimate of the Natural Rate of
Unemployment (short-term) at http://research.stlouisfed.org/fred2/ser ...
38 Monthly Labor Review • June 2012TelecommutingThe.docx
38 Monthly Labor Review • June 2012
Telecommuting
The hard truth about telecommuting
Telecommuting has not permeated the American workplace, and
where it has become commonly used, it is not helpful in reducing
work-family conflicts; telecommuting appears, instead, to have
become instrumental in the general expansion of work hours,
facilitating workers’ needs for additional worktime beyond the
standard workweek and/or the ability of employers to increase or
intensify work demands among their salaried employees
Mary C. Noonan
and
Jennifer L. Glass
Mary C. Noonan is an Associate
Professor at the Department of
Sociology, The University of Iowa;
Jennifer L. Glass is the Barbara
Bush Regents Professor of Liberal
Arts at the Department of Sociol-
ogy and Population Research
Center, University of Texas at
Austin. Email: [email protected]
uiowa.edu or [email protected]
austin.utexas.edu.
Telecommuting, defined here as work tasks regularly performed at home, has achieved enough
traction in the American workplace to
merit intensive scrutiny, with 24 percent
of employed Americans reporting in recent
surveys that they work at least some hours
at home each week.1 The definitions of
telecommuting are quite diverse. In this ar-
ticle, we define telecommuters as employ-
ees who work regularly, but not exclusively,
at home. In our definition, at-home work
activities do not need to be technologically
mediated nor do telecommuters need a
formal arrangement with their employer to
work at home.
Telecommuting is popular with policy
makers and activists, with proponents
pointing out the multiple ways in which
telecommuting can cut commuting time
and costs,2 reduce energy consumption
and traffic congestion, and contribute to
worklife balance for those with caregiving
responsibilities.3 Changes in the structure
of jobs that enable mothers to more effec-
tively compete in the workplace, such as
telecommuting, may be needed to finally
eliminate the gender gap in earnings and
direct more earned income to children,
both important public policy goals.4
Evidence also reveals that an increasing num-
ber of jobs in the American economy could be
performed at home if employers were willing
to allow employees to do so.5 Often, employees
can perform jobs at home without supervision
in the “high-tech” sector, in the financial sector,
and many in the communication sector that are
technology dependent. The obstacles or barriers
to telecommuting seem to be more organiza-
tional, stemming from the managers’ reluctance
to give up direct supervisory control of workers
and from their fears of shirking among workers
who telecommute.6
Where the impact of telecommuting has
been empirically evaluated, it seems to boost
productivity, decrease absenteeism, and increase
retention.7 But can telecommuting live up to its
promise as an effective work-family policy that
helps employees meet their nonwork responsi-
bilities? To do so, tel ...
1Running Head NURSING PROFESSIONALISM2NURSING PROFESSIONALI.docx
1
Running Head: NURSING PROFESSIONALISM
2
NURSING PROFESSIONALISM
Nursing Professionalism
Name
Institution
Introduction
Generally, professionalism can be defined as the standard of behavior members of a certain profession are expected to display and this conduct is driven by the profession’s goals and qualities. Nurses and other health care providers portray professionalism by making sure they adhere to the set regulations, principles and standards of clinical practices in their attitudes, knowledge and behavior (Michiko et al., 2014, 579). Studies involving professionalism in the field of nursing have revealed that patients under the care of a nurse displaying professionalism have a higher chance of surviving than those under the care of a less professional nurse which serves as evidence for the importance of professionalism in nursing.
Professionalism and Education
Various surveys regarding nursing professionalism have been done and in a recent one, nurses in Japan scored a mean of 6.74 while those in Turkey had a much higher score of 16.7. The main variable in the set of nurses involved in the study was that only 43.5% of the Japanese nurses had a baccalaureate or a higher degree education level as compared to Turkey’s 79.5%. This validates previous findings that have concluded that professionalism in nursing or any other discipline increases with the level of education of the practitioner of the specific profession.
As mentioned above, professionalism is positively correlated with education level but the importance of this has been quantified by studies. It has been shown that increasing by 10% the number of nurses holding a bachelors degree or higher in a hospital causes a 5% decrease in the chance that an admitted patient will die within one month of admission (Michiko et al., 2014, 584). It also significantly decreases the likelihood of a patient dying due to sudden life threatening complications. High education levels combined with nursing experience are therefore vital in increasing professionalism.
Improving Professionalism
One of the ways to improve professionalism in the nursing practice is by improving working conditions. With Japan as an example, nurses work for long hours and have mandatory night shifts without receiving adequate compensation which has led to a high turnover rate. The low retention rate implies that nurses do not gain professionalism resulting from experience. Hence, it is imperative that health care institutions provide nurses with a work environment that is conducive for professional growth.
The importance of education for professionalism has been clearly es ...
Minimum wages the effects on employment and labour-force turnover.docx
Minimum wages: the effects on employment and labour-force turnover
Pierre Brochu, David A Green
22 January 2014
Economic research finds little evidence in support of the hypothesis that an increase in minimum wages significantly affects employment – either positively or negatively. This column discusses a study of the impact of minimum-wage changes on turnover rates. Minimum-wage increases are associated with a lower probability that a job will end, and with a lower probability that an unemployed person will find work. The former effect is established only for newly hired workers. Increases in the minimum wages are also associated with more stable jobs for all low educated workers. Thus, the trade-off between fewer jobs with higher wages and more job stability versus easier access to jobs should be taken into account in the minimum-wage policy debates.
Share on facebook
Share on twitter
Share on email
Share on print
More Sharing Services
167
a
A
Related
The minimum wage and employment dynamics
Jonathan Meer, Jeremy West
Spending, income, and debt responses to minimum-wage hikes
Daniel Aaronson, Eric French
On 14 January 2014 a group of 75 economists, including seven Nobel laureates, released a letter calling for an increase in the US minimum wage (Woellert 2014). At the same time, George Osborne, the Conservative Chancellor of the Exchequer in the UK, has called for the minimum wage in that country to rise by more than the rate of inflation this year (BBC 2014). In both cases, the key argument for an increase concerns a need for fairness in insuring that the lowest paid workers share in the benefits of post-recession economic growth.
Are minimum-wage debates economically meaningful?
Opposing arguments, of course, are based on concerns that increasing the minimum wage will reduce employment for the very people the policy is intending to help. Assessing the extent of employment effects from minimum wages is the focus of a voluminous literature that includes studies of effects in many developed countries (see Card and Krueger 1995, and Neumark and Wascher 2007 for comprehensive surveys of the literature). The debate in that literature, which has been heated at times, has centred on the question of whether increases in the minimum wage have positive or negative effects on employment.
But the American letter writers, and others assessing the literature, conclude that whether the sign is negative or positive, the impact of minimum wages on employment rates is small.
Moreover, fewer than 5% of workers in countries like Canada and the US earn the minimum wage, implying that any direct negative effects of a minimum-wage increase are unlikely to be widespread (e.g. Neumark et al. 2004).
That conclusion is reinforced by the fact that studies of minimum-wage changes on the wages of workers earning just more than the minimum tend to find little or no effect.
In addition, studies of employment effects of minimum-wage changes focus mainly on teenagers.
Chi-square tests are great to show if distributions differ or i.docx
Chi-square tests are great to show if distributions differ or if two variables interact in producing outcomes. What are some examples of variables that you might want to check using the chi-square tests? What would these results tell you?
DataSee comments at the right of the data set.IDSalaryCompaMidpointAgePerformance RatingServiceGenderRaiseDegreeGender1Grade8231.000233290915.80FAThe ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)? 10220.956233080714.70FANote: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.11231.00023411001914.80FA14241.04323329012160FAThe column labels in the table mean:15241.043233280814.90FAID – Employee sample number Salary – Salary in thousands 23231.000233665613.31FAAge – Age in yearsPerformance Rating – Appraisal rating (Employee evaluation score)26241.043232295216.21FAService – Years of service (rounded)Gender: 0 = male, 1 = female 31241.043232960413.90FAMidpoint – salary grade midpoint Raise – percent of last raise35241.043232390415.31FAGrade – job/pay gradeDegree (0= BS\BA 1 = MS)36231.000232775314.31FAGender1 (Male or Female)Compa - salary divided by midpoint37220.956232295216.21FA42241.0432332100815.70FA3341.096313075513.60FB18361.1613131801115.61FB20341.0963144701614.81FB39351.129312790615.51FB7411.0254032100815.70FC13421.0504030100214.71FC22571.187484865613.80FD24501.041483075913.81FD45551.145483695815.20FD17691.2105727553130FE48651.1405734901115.31FE28751.119674495914.41FF43771.1496742952015.51FF19241.043233285104.61MA25241.0432341704040MA40251.086232490206.30MA2270.870315280703.90MB32280.903312595405.60MB34280.903312680204.91MB16471.175404490405.70MC27401.000403580703.91MC41431.075402580504.30MC5470.9794836901605.71MD30491.0204845901804.30MD1581.017573485805.70ME4661.15757421001605.51ME12601.0525752952204.50ME33641.122573590905.51ME38560.9825745951104.50ME44601.0525745901605.21ME46651.1405739752003.91ME47621.087573795505.51ME49601.0525741952106.60ME50661.1575738801204.60ME6761.1346736701204.51MF9771.149674910010041MF21761.1346743951306.31MF29721.074675295505.40MF
Week 1Week 1.Measurement and Description - chapters 1 and 21Measurement issues. Data, even numerically coded variables, can be one of 4 levels - nominal, ordinal, interval, or ratio. It is important to identify which level a variable is, asthis impact the kind of analysis we can do with the data. For example, descriptive statistics such as means can only be done on interval or ratio level data.Please list under each label, the variables in our data set that belong in each group.NominalOrdinalIntervalRatiob.For each variable that you did not call ratio, why did you make that decision?2The first step in analyzing data sets is to find some summary descriptive statistics for key variables.For salary, compa, age, performance rating, and service; find the mean, standard deviation, and range for 3 groups: ...
Gender and Human Resource Management International Human .docx
Gender and Human Resource Management
International Human Resource Management: (PG: 15PFMC078) (UG: 151030018)
Dr Helen Macnaughtan [email protected]
Gender and Human Resource Management
o Measuring Gender
Globally
implications for economy,
business, HRM
o Gender and Work
in Japan (and Korea)
o Gender and Work in MENA (GCC)
Measuring Gender Globally
o Gender has become an important measurement in the
assessment of social progress and economic development
o eg: World Economic Forum “Global Gender Gap Report”
has been measuring and ranking country progress in gender
equality since 2006 based on key indicators:
(a) educational attainment
(b) health and survival
(c) political empowerment
(d) economic participation and opportunity
o How to measure economic opportunities?
female-male labour force participation rates
female-male income values
female-male ratios in senior positions
female-male ratios in professional/technical sectors
Global Performance on Gender Gap WEF, 2017
o No country in the world has
fully closed the gender gap
completely, but the Nordic
countries show strongest
performance for some years
o UK = 15 / 144 countries
o What about East Asia?
o Japan = 114; Korea = 118
o China = 100
o What about MENA region?
Gender Gap: The top performing nations
Gender: the MENA region (WEF 2017)
o In the MENA region,
only Israel has closed
over 70% of the gender
gap, but region as a
whole has closed almost
60% of gap
o MENA region ranks last
globally on overall
index
o Only 40% of economic
index closed and only
9% of political index
closed
Gender: the MENA region (WEF 2017)
Why Gender Diversity in an Economy Matters?
o Studies suggest greater gender equality in workforce contributes to
increased GDP (and increased profitability for business)
o As women become more economically independent, they become
significant consumers of goods and services
(e.g. women make purchasing decisions in households)
o Women are more likely than men to invest a larger proportion of
household income in education and health of children
o As economies age, labour force and talent shortages emerge;
integration of women is key to promoting sustainability and
dynamism
o Studies show that in an economy and society where it is relatively
easy for women to combine work and parenting, there is higher
fertility and higher gender equality in employment
Gender Divide in Management
Grant Thornton Women in Business
Report (2016) reveals
global average of 24% of senior
management positions held by
women
• Even in countries where FLPR is high, this does not mean high proportion of
females in senior business roles
• Indicates there are significant barriers to women progressing through the
business (and public sector) pipeline to senior roles
2016
Japan and South Korea .
UiPath Test Automation using UiPath Test Suite series, part 3
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
The Art of the Pitch: WordPress Relationships and Sales
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
More Related Content
Similar to Employment trends sas project
Synthesizing the LiteratureChristopher.docx
Synthesizing the Literature
Christopher Walters
BTM7300: Scholarly Literature Review
Dr. Eva Philpot
December 6, 2015
Analyzing the increase in pay inequality over the last several years.
After reading J.C. Cunningham’s measuring wage inequality within and across US metropolitan areas, he presented how wages in the US have steadily declined for the unskilled worker and steadily increased for the skilled worker and or top 1 percent in US metropolitan area. The author also presented data showing how wage inequality is either negatively or positively affected within private and public sectors based on employee performance. The author made an interesting statement concerning US economic policies, and how they have impacted wage and pay inequality within the US from the 1970’s until today.
The author used one method or measure to acquire the data needed—the ratio of the 90th wage percentile to the 10th wage percentile, sometimes called the “90–10” ratio, inequality increased by 7 percent in the United States between 2003 and 2013. The study included data from the Occupational Employment Statistics program. Workers within 4 key areas of the wage distribution graph were sampled.
After reading D. J. Hammann, and T. Ren’s wage inequality and performance in nonprofit and for-profit organizations, the authors presented data to show how pay inequality is more prevalent in the for profit area than in the nonprofit area. The authors argue that tournament and fair wage/equity theories play a role in how each area impacts pay inequality. The authors used data from a study of workers in the nursing home industry. The data suggested that workers in nonprofit positions were more likely to be paid fairly or based on their skill level, as opposed to for profit positions and how similar positions are paid.
Finally, after reviewing wage inequality: A story of policy choices by L. Mishel, J. Schmitt, & H. Shierolz, the authors presented data to show how economic policies in the US has had a direct impact on wage and pay inequality on workers in the US. The authors focused on workers at four key points in the wage distribution: workers at the bottom (the 10th percentile, who earn more than 10 percent of workers, but less than 90 percent), the middle (the 50th percentile, or median, worker right in the middle of the wage distribution), the top (the 90th percentile, who earn more than 90 percent of workers, but less than the top 10 percent), and the very top (roughly, the top 1 percent). Based on wage and pay data, the authors discovered that wages for the top 1 percent increased by 156% between 1979 and 2007, and only 17% for the bottom 90 percent of wage earners during the same period.
Each study showed data that presented a steady decrease in non-skilled worker wages and an increase in skilled or executive wages. A difference would be the area of concentration on the study of the workers in the 90-10 study, and the study ...
Running head Organization behaviorOrganization behavior 2.docx
Running head: Organization behavior
Organization behavior 2
Organization behavior
Name:
Institution:
Course:
Date:
Organizational behavior analyzes the environment in different perspectives in order to come up with policies which make the organization convenient in its business operations. The organization must analyze various factors which affect it in order to frame the different policies. This means finding out the challenges or problems which an individual face in an organization and also the problems that groups faces in the organization. In this context, organization behavior is simply the way which an organization uses to solve the problems in its environment (Kreitner 2012). This discussion will involve Apple Inc.
One of the challenges facing Apple Inc. is managing human resources. Human resources in Apple Inc. are an invaluable asset and are always associated with the organization. Apple had experienced problems in managing its human resources. Some of the issues it experienced include failing to retain employees’ talents, not observing diverse recruitment to its fullest, non-performance among employees and employees not getting their benefits appropriately (O'Grady 2015). This went hand in hand with violation of rules governing employees, code of conduct and features which keep the value of team and organization high. The individuals’ and organization’s wellbeing depend highly on each other. This means that what people do while in the organization should reflect what is in their mind. The organizational value highly depends on social responsibility which the organization is portraying. They should put up policies for protecting the organizational environment. The issue has affected the behavior of Apple and the human resource management sorted them out (O'Grady 2015).
Managing human resources and employees ethics is a very important issue and a backbone of any organization. If managed well, the organization is likely to succeed easily. If not managed well, the issues will spoil the organization’s reputation completely and the organization may not undergo dissolution (Kreitner 2012).
References
Kreitner, Angelo Kinicki & Robert. 2012. Organization behavior. New York: Wiley.
O'Grady, Jason D. 2015. Apple Inc. Westport, Conn: Greenwood Press.
DataIDSalaryCompaMidpoint AgePerformance RatingServiceGenderRaiseDegreeGender1GrStudents: Copy the Student Data file data values into this sheet to assist in doing your weekly assignments.The ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)? Note: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.The column labels in the table mean:ID – Employee sample number Salary – Salary in thousands Age – Age in yearsPerformance Rating - Appraisal rating (employee evaluation score)Service – Years of service (rounded)Gender – 0 = male, 1 = female Midpoi ...
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...
Poverty has halved in Ghana over the period from 1991 to 2005. We use the household surveys to investigate possible mechanisms which led to this outcome. In particular how was it linked to the creation of jobs and skills? While in the 1990s the pattern of a growth in urban sector self-employment is clear this process was reversed in the period to 2005. By 2005/06 it had fallen to 18.6 per cent of the working age population, substantially lower than the level of the early 1990s. The fall in urban self-employment was matched by a rise in wage employment in small firms which doubled as a percentage of the workforce from 3.4 to 6.7 per cent. Over the whole period from 1991/92 to 2005/06 the most striking change in the labour force was the rise in employment in small firms, from 225,000 to 886,000. Quite contrary to the perception that wage jobs are not being created they have been expanding far faster than the growth of the labour force. We also find that over the period from 1998/99 to 2005/06 real incomes rose by in excess of 50 per cent and that this rise was fastest in the lowest paying occupation. There was some shift from lower to higher paying occupations but it would appear that the income rises, which underlie the fall in poverty, were uniformly high across all sectors and particularly benefited the unskilled. We compare how skills acquired in technical education and through apprenticeship training have impacted on the types of jobs and their earnings and thus on their role in reducing poverty.
Introduction to Factor Analysis for and With Mixed Methods: British Academy ...
In this presentation, we set up the aims and mechanisms of the Workshop on Integrated Mixed Methods Research held at University of Manchester (Nov. 3, 2014); it specifically focuses on Factor Analysis, which creates a scale for a gender norm about labour markets. We show how a classical scale and a factor are similar, how they relate to regression and to labour supply, and how NVIVO can be used to follow up a mixed methods workshop or focus group. This creates a mixed-methods approach to gender norms in the labour market. Quite original and very promising. The workshop was a huge success running from 10 am to 3 pm following by an extra hour discussing how this leads to possible research opportunities.
Couples in the UK Labour Market: Labour Supply And Sociological Interpretati...
A Research Report on UK Male/Female Couples and Their Decisions about Paid Work Time, in Hours Per Week: Richer Couples Work More Hours, and Tenants Work Fewer Hours, on Average (Work In Progress)
Proofed Paper ntp192135 - Mon Feb 27 202029 EST 2017.docx
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Paper Title: ECON 102 essay
No. of Pages: 2page
Paper Style: Chicago Paper Type: Other
Taken English? Yes English as Second Language? Yes
Feedback Areas: Topic Development
Paper Goals: econ essay
Proofing Summary:
Grade: 20
Hello, Haoran. Thank you for submitting your paper. Please refer to your Grading Rubric for further explanation of
these comments and assessments.
Writing: Meets Expectations
Ideas are well organized. Transition sentences effectively connect one idea to the next. The essay is free of typos and
grammatical errors.
Application of Economic Analysis: Needs Improvement
The definition of the term full employment is incorrect.
The student draws the wrong conclusion from her comparison of the actual and natural rates of unemployment.
The student identifies the reasons for the changes in the natural rate of unemployment from 2007 to 2012
incompletely or incorrectly.
The student does not report the source of the data on the natural and actual rate of unemployment.
If this is your first time submitting this assignment, you have a chance to revise and resubmit this paper based on
the feedback that has been provided. However, if this is your second submission, this is your final grade. Thank you
for using NetTutor, and have a great day!
page 1 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Whether or not full
employment has been
reached is based on the
relationship between
actual and natural unemployment.
Consider reexamining these
definitions of natural and
actual unemployment.
Further, examine the
statistics regarding their
current state.
Is the issue that they are
unwilling to work or that they
are unqualified for the jobs
that are available even if they
did want them?
page 2 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
If the fixed rate were a very
high one, would it matter
that it was fixed? Why
might an employer be
unwilling to hire a qualified
and willing worker?
From where did these stats
come? What do they have to
say about the economy's
proximity to full employment?
page 3 / 4
Proofed Paper: ntp192135 - Mon Feb 27 20:20:29 EST 2017
Powered by TCPDF (www.tcpdf.org)
page 4 / 4
http://www.tcpdf.org
Writing Assignment #2: The Natural Rate of Unemployment
1. (2 paragraphs) Has the U.S. economy achieved approximate full employment yet? Explain
how we define ‘full employment’ and how you can tell whether or not that goal has been
achieved. Use appropriate data to support your answer (see below). Be sure to cite the sources of
your data in your essay.
Use the Federal Reserve Bank of St. Louis’ estimate of the Natural Rate of
Unemployment (short-term) at http://research.stlouisfed.org/fred2/ser ...
38 Monthly Labor Review • June 2012TelecommutingThe.docx
38 Monthly Labor Review • June 2012
Telecommuting
The hard truth about telecommuting
Telecommuting has not permeated the American workplace, and
where it has become commonly used, it is not helpful in reducing
work-family conflicts; telecommuting appears, instead, to have
become instrumental in the general expansion of work hours,
facilitating workers’ needs for additional worktime beyond the
standard workweek and/or the ability of employers to increase or
intensify work demands among their salaried employees
Mary C. Noonan
and
Jennifer L. Glass
Mary C. Noonan is an Associate
Professor at the Department of
Sociology, The University of Iowa;
Jennifer L. Glass is the Barbara
Bush Regents Professor of Liberal
Arts at the Department of Sociol-
ogy and Population Research
Center, University of Texas at
Austin. Email: [email protected]
uiowa.edu or [email protected]
austin.utexas.edu.
Telecommuting, defined here as work tasks regularly performed at home, has achieved enough
traction in the American workplace to
merit intensive scrutiny, with 24 percent
of employed Americans reporting in recent
surveys that they work at least some hours
at home each week.1 The definitions of
telecommuting are quite diverse. In this ar-
ticle, we define telecommuters as employ-
ees who work regularly, but not exclusively,
at home. In our definition, at-home work
activities do not need to be technologically
mediated nor do telecommuters need a
formal arrangement with their employer to
work at home.
Telecommuting is popular with policy
makers and activists, with proponents
pointing out the multiple ways in which
telecommuting can cut commuting time
and costs,2 reduce energy consumption
and traffic congestion, and contribute to
worklife balance for those with caregiving
responsibilities.3 Changes in the structure
of jobs that enable mothers to more effec-
tively compete in the workplace, such as
telecommuting, may be needed to finally
eliminate the gender gap in earnings and
direct more earned income to children,
both important public policy goals.4
Evidence also reveals that an increasing num-
ber of jobs in the American economy could be
performed at home if employers were willing
to allow employees to do so.5 Often, employees
can perform jobs at home without supervision
in the “high-tech” sector, in the financial sector,
and many in the communication sector that are
technology dependent. The obstacles or barriers
to telecommuting seem to be more organiza-
tional, stemming from the managers’ reluctance
to give up direct supervisory control of workers
and from their fears of shirking among workers
who telecommute.6
Where the impact of telecommuting has
been empirically evaluated, it seems to boost
productivity, decrease absenteeism, and increase
retention.7 But can telecommuting live up to its
promise as an effective work-family policy that
helps employees meet their nonwork responsi-
bilities? To do so, tel ...
1Running Head NURSING PROFESSIONALISM2NURSING PROFESSIONALI.docx
1
Running Head: NURSING PROFESSIONALISM
2
NURSING PROFESSIONALISM
Nursing Professionalism
Name
Institution
Introduction
Generally, professionalism can be defined as the standard of behavior members of a certain profession are expected to display and this conduct is driven by the profession’s goals and qualities. Nurses and other health care providers portray professionalism by making sure they adhere to the set regulations, principles and standards of clinical practices in their attitudes, knowledge and behavior (Michiko et al., 2014, 579). Studies involving professionalism in the field of nursing have revealed that patients under the care of a nurse displaying professionalism have a higher chance of surviving than those under the care of a less professional nurse which serves as evidence for the importance of professionalism in nursing.
Professionalism and Education
Various surveys regarding nursing professionalism have been done and in a recent one, nurses in Japan scored a mean of 6.74 while those in Turkey had a much higher score of 16.7. The main variable in the set of nurses involved in the study was that only 43.5% of the Japanese nurses had a baccalaureate or a higher degree education level as compared to Turkey’s 79.5%. This validates previous findings that have concluded that professionalism in nursing or any other discipline increases with the level of education of the practitioner of the specific profession.
As mentioned above, professionalism is positively correlated with education level but the importance of this has been quantified by studies. It has been shown that increasing by 10% the number of nurses holding a bachelors degree or higher in a hospital causes a 5% decrease in the chance that an admitted patient will die within one month of admission (Michiko et al., 2014, 584). It also significantly decreases the likelihood of a patient dying due to sudden life threatening complications. High education levels combined with nursing experience are therefore vital in increasing professionalism.
Improving Professionalism
One of the ways to improve professionalism in the nursing practice is by improving working conditions. With Japan as an example, nurses work for long hours and have mandatory night shifts without receiving adequate compensation which has led to a high turnover rate. The low retention rate implies that nurses do not gain professionalism resulting from experience. Hence, it is imperative that health care institutions provide nurses with a work environment that is conducive for professional growth.
The importance of education for professionalism has been clearly es ...
Minimum wages the effects on employment and labour-force turnover.docx
Minimum wages: the effects on employment and labour-force turnover
Pierre Brochu, David A Green
22 January 2014
Economic research finds little evidence in support of the hypothesis that an increase in minimum wages significantly affects employment – either positively or negatively. This column discusses a study of the impact of minimum-wage changes on turnover rates. Minimum-wage increases are associated with a lower probability that a job will end, and with a lower probability that an unemployed person will find work. The former effect is established only for newly hired workers. Increases in the minimum wages are also associated with more stable jobs for all low educated workers. Thus, the trade-off between fewer jobs with higher wages and more job stability versus easier access to jobs should be taken into account in the minimum-wage policy debates.
Share on facebook
Share on twitter
Share on email
Share on print
More Sharing Services
167
a
A
Related
The minimum wage and employment dynamics
Jonathan Meer, Jeremy West
Spending, income, and debt responses to minimum-wage hikes
Daniel Aaronson, Eric French
On 14 January 2014 a group of 75 economists, including seven Nobel laureates, released a letter calling for an increase in the US minimum wage (Woellert 2014). At the same time, George Osborne, the Conservative Chancellor of the Exchequer in the UK, has called for the minimum wage in that country to rise by more than the rate of inflation this year (BBC 2014). In both cases, the key argument for an increase concerns a need for fairness in insuring that the lowest paid workers share in the benefits of post-recession economic growth.
Are minimum-wage debates economically meaningful?
Opposing arguments, of course, are based on concerns that increasing the minimum wage will reduce employment for the very people the policy is intending to help. Assessing the extent of employment effects from minimum wages is the focus of a voluminous literature that includes studies of effects in many developed countries (see Card and Krueger 1995, and Neumark and Wascher 2007 for comprehensive surveys of the literature). The debate in that literature, which has been heated at times, has centred on the question of whether increases in the minimum wage have positive or negative effects on employment.
But the American letter writers, and others assessing the literature, conclude that whether the sign is negative or positive, the impact of minimum wages on employment rates is small.
Moreover, fewer than 5% of workers in countries like Canada and the US earn the minimum wage, implying that any direct negative effects of a minimum-wage increase are unlikely to be widespread (e.g. Neumark et al. 2004).
That conclusion is reinforced by the fact that studies of minimum-wage changes on the wages of workers earning just more than the minimum tend to find little or no effect.
In addition, studies of employment effects of minimum-wage changes focus mainly on teenagers.
Chi-square tests are great to show if distributions differ or i.docx
Chi-square tests are great to show if distributions differ or if two variables interact in producing outcomes. What are some examples of variables that you might want to check using the chi-square tests? What would these results tell you?
DataSee comments at the right of the data set.IDSalaryCompaMidpointAgePerformance RatingServiceGenderRaiseDegreeGender1Grade8231.000233290915.80FAThe ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)? 10220.956233080714.70FANote: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.11231.00023411001914.80FA14241.04323329012160FAThe column labels in the table mean:15241.043233280814.90FAID – Employee sample number Salary – Salary in thousands 23231.000233665613.31FAAge – Age in yearsPerformance Rating – Appraisal rating (Employee evaluation score)26241.043232295216.21FAService – Years of service (rounded)Gender: 0 = male, 1 = female 31241.043232960413.90FAMidpoint – salary grade midpoint Raise – percent of last raise35241.043232390415.31FAGrade – job/pay gradeDegree (0= BS\BA 1 = MS)36231.000232775314.31FAGender1 (Male or Female)Compa - salary divided by midpoint37220.956232295216.21FA42241.0432332100815.70FA3341.096313075513.60FB18361.1613131801115.61FB20341.0963144701614.81FB39351.129312790615.51FB7411.0254032100815.70FC13421.0504030100214.71FC22571.187484865613.80FD24501.041483075913.81FD45551.145483695815.20FD17691.2105727553130FE48651.1405734901115.31FE28751.119674495914.41FF43771.1496742952015.51FF19241.043233285104.61MA25241.0432341704040MA40251.086232490206.30MA2270.870315280703.90MB32280.903312595405.60MB34280.903312680204.91MB16471.175404490405.70MC27401.000403580703.91MC41431.075402580504.30MC5470.9794836901605.71MD30491.0204845901804.30MD1581.017573485805.70ME4661.15757421001605.51ME12601.0525752952204.50ME33641.122573590905.51ME38560.9825745951104.50ME44601.0525745901605.21ME46651.1405739752003.91ME47621.087573795505.51ME49601.0525741952106.60ME50661.1575738801204.60ME6761.1346736701204.51MF9771.149674910010041MF21761.1346743951306.31MF29721.074675295505.40MF
Week 1Week 1.Measurement and Description - chapters 1 and 21Measurement issues. Data, even numerically coded variables, can be one of 4 levels - nominal, ordinal, interval, or ratio. It is important to identify which level a variable is, asthis impact the kind of analysis we can do with the data. For example, descriptive statistics such as means can only be done on interval or ratio level data.Please list under each label, the variables in our data set that belong in each group.NominalOrdinalIntervalRatiob.For each variable that you did not call ratio, why did you make that decision?2The first step in analyzing data sets is to find some summary descriptive statistics for key variables.For salary, compa, age, performance rating, and service; find the mean, standard deviation, and range for 3 groups: ...
Gender and Human Resource Management International Human .docx
Gender and Human Resource Management
International Human Resource Management: (PG: 15PFMC078) (UG: 151030018)
Dr Helen Macnaughtan [email protected]
Gender and Human Resource Management
o Measuring Gender
Globally
implications for economy,
business, HRM
o Gender and Work
in Japan (and Korea)
o Gender and Work in MENA (GCC)
Measuring Gender Globally
o Gender has become an important measurement in the
assessment of social progress and economic development
o eg: World Economic Forum “Global Gender Gap Report”
has been measuring and ranking country progress in gender
equality since 2006 based on key indicators:
(a) educational attainment
(b) health and survival
(c) political empowerment
(d) economic participation and opportunity
o How to measure economic opportunities?
female-male labour force participation rates
female-male income values
female-male ratios in senior positions
female-male ratios in professional/technical sectors
Global Performance on Gender Gap WEF, 2017
o No country in the world has
fully closed the gender gap
completely, but the Nordic
countries show strongest
performance for some years
o UK = 15 / 144 countries
o What about East Asia?
o Japan = 114; Korea = 118
o China = 100
o What about MENA region?
Gender Gap: The top performing nations
Gender: the MENA region (WEF 2017)
o In the MENA region,
only Israel has closed
over 70% of the gender
gap, but region as a
whole has closed almost
60% of gap
o MENA region ranks last
globally on overall
index
o Only 40% of economic
index closed and only
9% of political index
closed
Gender: the MENA region (WEF 2017)
Why Gender Diversity in an Economy Matters?
o Studies suggest greater gender equality in workforce contributes to
increased GDP (and increased profitability for business)
o As women become more economically independent, they become
significant consumers of goods and services
(e.g. women make purchasing decisions in households)
o Women are more likely than men to invest a larger proportion of
household income in education and health of children
o As economies age, labour force and talent shortages emerge;
integration of women is key to promoting sustainability and
dynamism
o Studies show that in an economy and society where it is relatively
easy for women to combine work and parenting, there is higher
fertility and higher gender equality in employment
Gender Divide in Management
Grant Thornton Women in Business
Report (2016) reveals
global average of 24% of senior
management positions held by
women
• Even in countries where FLPR is high, this does not mean high proportion of
females in senior business roles
• Indicates there are significant barriers to women progressing through the
business (and public sector) pipeline to senior roles
2016
Japan and South Korea .
Similar to Employment trends sas project (20)
Running head Organization behaviorOrganization behavior 2.docx
Running head Organization behaviorOrganization behavior 2.docx
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...
Creating Jobs In Ghana UKFIET OXCON 2009 (education, skills, jobs, developmen...
Introduction to Factor Analysis for and With Mixed Methods: British Academy ...
Introduction to Factor Analysis for and With Mixed Methods: British Academy ...
Couples in the UK Labour Market: Labour Supply And Sociological Interpretati...
Couples in the UK Labour Market: Labour Supply And Sociological Interpretati...
Proofed Paper ntp192135 - Mon Feb 27 202029 EST 2017.docx
Proofed Paper ntp192135 - Mon Feb 27 202029 EST 2017.docx
38 Monthly Labor Review • June 2012TelecommutingThe.docx
38 Monthly Labor Review • June 2012TelecommutingThe.docx
1Running Head NURSING PROFESSIONALISM2NURSING PROFESSIONALI.docx
1Running Head NURSING PROFESSIONALISM2NURSING PROFESSIONALI.docx
Minimum wages the effects on employment and labour-force turnover.docx
Minimum wages the effects on employment and labour-force turnover.docx
Chi-square tests are great to show if distributions differ or i.docx
Chi-square tests are great to show if distributions differ or i.docx
Gender and Human Resource Management International Human .docx
Gender and Human Resource Management International Human .docx
Recently uploaded
UiPath Test Automation using UiPath Test Suite series, part 3
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
The Art of the Pitch: WordPress Relationships and Sales
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
JMeter webinar - integration with InfluxDB and Grafana
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Key Trends Shaping the Future of Infrastructure.pdf
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Knowledge engineering: from people to machines and back
Keynote at the 21st European Semantic Web Conference
Search and Society: Reimagining Information Access for Radical Futures
The field of Information retrieval (IR) is currently undergoing a transformative shift, at least partly due to the emerging applications of generative AI to information access. In this talk, we will deliberate on the sociotechnical implications of generative AI for information access. We will argue that there is both a critical necessity and an exciting opportunity for the IR community to re-center our research agendas on societal needs while dismantling the artificial separation between the work on fairness, accountability, transparency, and ethics in IR and the rest of IR research. Instead of adopting a reactionary strategy of trying to mitigate potential social harms from emerging technologies, the community should aim to proactively set the research agenda for the kinds of systems we should build inspired by diverse explicitly stated sociotechnical imaginaries. The sociotechnical imaginaries that underpin the design and development of information access technologies needs to be explicitly articulated, and we need to develop theories of change in context of these diverse perspectives. Our guiding future imaginaries must be informed by other academic fields, such as democratic theory and critical theory, and should be co-developed with social science scholars, legal scholars, civil rights and social justice activists, and artists, among others.
ODC, Data Fabric and Architecture User Group
Let's dive deeper into the world of ODC! Ricardo Alves (OutSystems) will join us to tell all about the new Data Fabric. After that, Sezen de Bruijn (OutSystems) will get into the details on how to best design a sturdy architecture within ODC.
Connector Corner: Automate dynamic content and events by pushing a button
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
Neuro-symbolic is not enough, we need neuro-*semantic*
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
To Graph or Not to Graph Knowledge Graph Architectures and LLMs
Reflecting on new architectures for knowledge based systems in light of generative ai
Bits & Pixels using AI for Good.........
A whirlwind tour of tech & AI for socio-environmental impact.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
Unsubscribed: Combat Subscription Fatigue With a Membership Mentality by Head...
Unsubscribed: Combat Subscription Fatigue With a Membership Mentality by Head of Product, Amazon Games
FIDO Alliance Osaka Seminar: The WebAuthn API and Discoverable Credentials.pdf
FIDO Alliance Osaka Seminar
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered Quality
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
"Impact of front-end architecture on development cost", Viktor Turskyi
I have heard many times that architecture is not important for the front-end. Also, many times I have seen how developers implement features on the front-end just following the standard rules for a framework and think that this is enough to successfully launch the project, and then the project fails. How to prevent this and what approach to choose? I have launched dozens of complex projects and during the talk we will analyze which approaches have worked for me and which have not.
GraphRAG is All You need? LLM & Knowledge Graph
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
Recently uploaded (20)
UiPath Test Automation using UiPath Test Suite series, part 3
UiPath Test Automation using UiPath Test Suite series, part 3
The Art of the Pitch: WordPress Relationships and Sales
The Art of the Pitch: WordPress Relationships and Sales
JMeter webinar - integration with InfluxDB and Grafana
JMeter webinar - integration with InfluxDB and Grafana
FIDO Alliance Osaka Seminar: Passkeys at Amazon.pdf
FIDO Alliance Osaka Seminar: Passkeys at Amazon.pdf
Key Trends Shaping the Future of Infrastructure.pdf
Key Trends Shaping the Future of Infrastructure.pdf
Knowledge engineering: from people to machines and back
Knowledge engineering: from people to machines and back
Search and Society: Reimagining Information Access for Radical Futures
Search and Society: Reimagining Information Access for Radical Futures
Connector Corner: Automate dynamic content and events by pushing a button
Connector Corner: Automate dynamic content and events by pushing a button
Neuro-symbolic is not enough, we need neuro-*semantic*
Neuro-symbolic is not enough, we need neuro-*semantic*
To Graph or Not to Graph Knowledge Graph Architectures and LLMs
To Graph or Not to Graph Knowledge Graph Architectures and LLMs
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...
Unsubscribed: Combat Subscription Fatigue With a Membership Mentality by Head...
Unsubscribed: Combat Subscription Fatigue With a Membership Mentality by Head...
FIDO Alliance Osaka Seminar: The WebAuthn API and Discoverable Credentials.pdf
FIDO Alliance Osaka Seminar: The WebAuthn API and Discoverable Credentials.pdf
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered Quality
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered Quality
"Impact of front-end architecture on development cost", Viktor Turskyi
"Impact of front-end architecture on development cost", Viktor Turskyi
Employment trends sas project
- 3. TRENDSEconomies and societies become more interdependent, the need to enhance our understanding of the world of work becomes increasingly important. Timely and focused information on the world's labour markets is essential
- 4. US BUREAU OF LABOUR STATISTICS BLS the U.S. Department of Labor is the principal federal agency responsible for measuring labor market activity, working conditions, and price changes in the economy International Labour Organization ILO Contribute to set labour standards, develop policies and devise programmes promoting decent work for all women and men. DATA SOURCE
- 6. QUESTION 1 Does having a higher degree really matters in employment?
- 7. ◉ One-way ANOVA considering all the occupation levels within the state. ◉ Even a person with high degree were not paid more because of the industry and the occupation level he/she is working. Does Degree plays a role in determining the median wages
- 8. Does Degree plays a role in determining the median wages
- 9. Performing Multiple Linear Regression
- 10. QUESTION 2 Which group of people is getting terminated?
- 11. Performed Binary Logistics Regression on attrition variable We got a survey data of around 1500 people working in different roles with different experiences. Dependent variable is attrition, as it is a binary categorical variable. Attrition <- Number of companies worked, Years since last promoted, Nooftimestrainingattended, Hourly rate, Total Working years, Maritial status, Department and gender.
- 12. Performed Binary Logistics Regression on attrition variable
- 13. QUESTION 3 Who is hit hard in unemployment, either men or women?
- 14. Here male and female are the two groups, H0: Mean (Male Unmployment rate) < Mean (Female unemployment rate) H1: Mean (Male Unmployment rate) >=Mean (Female unemployment rate) T-Test on two independent Samples
- 15. T-Test on two independent Samples P Value is greater than the critical value. We failed to reject the null, So we conclude that the Men is having the highest unemployment rate.
- 16. QUESTION 4Does department on what a person works play a interaction effect on number of years worked and attrition rate
- 17. Moderation analysis Dependent Variable is a Binary Categorical variable, whether he is terminated or not and the independent variable is Total number of years worked, with the interaction effect of the department with which he is working. Attrition Rate Total Number of years worked. Department
- 20. QUESTION 5 What are all the Factors on which unemployment depends on?
- 22. Building a model
- 23. Building a model U. Rate = f (age)
- 24. Building a model Now, let us add one more variable to the regression model, and see show the Adjusted R square value changes. U. Rate = f (Age , Sex)
- 25. Building a model
- 26. Building a model U. Rate = f (age, sex, economic class)
- 27. Building a model U. Rate = f (age, sex, economic class)
- 28. “Being unemployed is the t-test to be performed on who you really are.