Despite the best efforts of dedicated practitioners, current career guidance practices are failing to prepare youth for career success in the face of the looming perfect storm in job markets. A new, harmonized, whole community approach will be needed.
Innovation Overload – Technology, Jobs and the FutureInnoTech
David Smith will give a talk on the future of work and how technological changes are impacting jobs and companies. The pace of technological innovation is increasing rapidly and forcing companies to constantly change their strategies, products/services, and workforces. This has contributed to trends like downsizing, outsourcing, and automation. The ability to adapt to continuous learning will help professionals in the future. The talk will explore implications for both companies and individuals.
David Smith will give a talk on the future of work and how technological changes are impacting jobs and companies. The pace of technological innovation is increasing rapidly and forcing companies to constantly change their strategies, products/services, and workforces. This has contributed to trends like downsizing, outsourcing, and automation. The future workforce will also be impacted by a declining working age population, skills shortages, and a more global and diverse workforce. The nature of work and careers is shifting from long-term employment to more fluid "cyclic" models where people move between periods of work and non-work throughout their lives.
The document summarizes research conducted by Speakers for Schools and YouGov on young people's experiences during the COVID-19 pandemic and their hopes and needs as restrictions are lifted. Key findings from surveys of over 2,000 young people, 100 MPs, and 100 business leaders are presented. Interviews with 13 young people provide direct quotes about the disruption to their education during lockdowns, varying levels of support received from schools, and the impact on their mental wellbeing. Recommendations call for targeted support of disadvantaged youth, improved work experience opportunities, prioritizing wellbeing, and establishing a shared understanding of the support young people need.
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
The Program for the International Assessment of Adult Competencies (PIAAC) is an international survey that measures adults' proficiency in key information-processing skills - literacy, numeracy, and problem solving in technology-rich environments. It is coordinated by the OECD and involved over 20 countries in its first round. PIAAC provides data on adults' skills and how they relate to social and economic outcomes. It assesses skills through background questionnaires and measures of literacy, numeracy, problem solving, and other domains. Results are reported by the OECD and participating countries to further understanding of adult skills and inform policy.
There are several factors that can affect labor and delivery:
1) Fetal head size and position - if the baby's head is too large or incorrectly positioned it can cause difficulties during delivery.
2) The position of the fetal spine and presentation - the most common position is longitudinal with the head presenting, while transverse or oblique positions are less common and can cause issues.
3) The specific position of the fetal head or other presenting part in relation to the mother's pelvis - positions like occiput posterior can prolong labor and make it more painful.
The document describes measurements of the female pelvis, including the transverse and anteroposterior diameters of the inlet, mid-pelvis, and outlet. It notes that the most useful clinical measurement is the diagonal conjugate from the pubic symphysis to the sacrum. Variations in pelvic shape include the gynaecoid, android, platypelloid, and anthropoid types. Common abnormalities that affect the pelvic inlet include symmetrical contraction, rickets-induced flattening, and asymmetry from various causes.
Despite the best efforts of dedicated practitioners, current career guidance practices are failing to prepare youth for career success in the face of the looming perfect storm in job markets. A new, harmonized, whole community approach will be needed.
Innovation Overload – Technology, Jobs and the FutureInnoTech
David Smith will give a talk on the future of work and how technological changes are impacting jobs and companies. The pace of technological innovation is increasing rapidly and forcing companies to constantly change their strategies, products/services, and workforces. This has contributed to trends like downsizing, outsourcing, and automation. The ability to adapt to continuous learning will help professionals in the future. The talk will explore implications for both companies and individuals.
David Smith will give a talk on the future of work and how technological changes are impacting jobs and companies. The pace of technological innovation is increasing rapidly and forcing companies to constantly change their strategies, products/services, and workforces. This has contributed to trends like downsizing, outsourcing, and automation. The future workforce will also be impacted by a declining working age population, skills shortages, and a more global and diverse workforce. The nature of work and careers is shifting from long-term employment to more fluid "cyclic" models where people move between periods of work and non-work throughout their lives.
The document summarizes research conducted by Speakers for Schools and YouGov on young people's experiences during the COVID-19 pandemic and their hopes and needs as restrictions are lifted. Key findings from surveys of over 2,000 young people, 100 MPs, and 100 business leaders are presented. Interviews with 13 young people provide direct quotes about the disruption to their education during lockdowns, varying levels of support received from schools, and the impact on their mental wellbeing. Recommendations call for targeted support of disadvantaged youth, improved work experience opportunities, prioritizing wellbeing, and establishing a shared understanding of the support young people need.
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
The Program for the International Assessment of Adult Competencies (PIAAC) is an international survey that measures adults' proficiency in key information-processing skills - literacy, numeracy, and problem solving in technology-rich environments. It is coordinated by the OECD and involved over 20 countries in its first round. PIAAC provides data on adults' skills and how they relate to social and economic outcomes. It assesses skills through background questionnaires and measures of literacy, numeracy, problem solving, and other domains. Results are reported by the OECD and participating countries to further understanding of adult skills and inform policy.
There are several factors that can affect labor and delivery:
1) Fetal head size and position - if the baby's head is too large or incorrectly positioned it can cause difficulties during delivery.
2) The position of the fetal spine and presentation - the most common position is longitudinal with the head presenting, while transverse or oblique positions are less common and can cause issues.
3) The specific position of the fetal head or other presenting part in relation to the mother's pelvis - positions like occiput posterior can prolong labor and make it more painful.
The document describes measurements of the female pelvis, including the transverse and anteroposterior diameters of the inlet, mid-pelvis, and outlet. It notes that the most useful clinical measurement is the diagonal conjugate from the pubic symphysis to the sacrum. Variations in pelvic shape include the gynaecoid, android, platypelloid, and anthropoid types. Common abnormalities that affect the pelvic inlet include symmetrical contraction, rickets-induced flattening, and asymmetry from various causes.
A woman's gestational period typically lasts 40 weeks. Common first trimester symptoms include morning sickness and mood swings. Another major risk in the first trimester besides miscarriage is an ectopic pregnancy where the embryo attaches outside the uterus. A pregnant woman's plasma and blood volume typically increases by 20% during pregnancy. Labor may be induced if a woman has not given birth by 40-41 weeks.
Normal labour involves the spontaneous expulsion of a single, mature fetus through the birth canal within 3-18 hours without complications. It occurs when hormonal and mechanical factors cause the cervix to efface and dilate in stages from 3cm to full 10cm dilation. Labour proceeds through four stages: 1) cervical dilation, 2) expulsion of the fetus, 3) expulsion of the placenta, and 4) recovery. The fetus descends through the birth canal with increased flexion to facilitate delivery of the head.
1) The partograph is a graphical record used to monitor the progress of labour and detect abnormalities through charting cervical dilation, fetal descent, contractions, and fetal/maternal conditions.
2) It consists of 3 sections - fetal condition, labour progress, and maternal condition - to provide an objective assessment of factors indicating normal vs obstructed labour.
3) Abnormal progress detected by crossing the alert line (1cm dilation/hour) or action line requires reassessment and management decisions to prevent complications.
This document contains 35 multiple choice questions related to a gynaecology exam. It provides the questions, possible answers and the key/correct answer for each question. The questions cover topics such as infertility, ectopic pregnancy, menopause, prolapse, ovarian tumors, contraception and more.
1. The document provides information on examining patients in labor, including frequency of examinations, symbols used on partographs, and examples of completed partographs for different patients.
2. It includes details on vaginal examinations like cervical dilation, fetal position and heart rate, membrane status, and descent/moulding that should be recorded regularly during labor.
3. Examples of partographs show progression of labor over time for patients with details on vital signs and fetal/maternal status.
The document discusses the physiology of labor and pain pathways. It describes the theories behind the onset of labor, including progesterone withdrawal and estrogen stimulation. It outlines the stages of labor and differences between true and false labor. The passage of the fetus through the birth canal involves changes in position called cardinal movements. Factors that can affect labor include the passenger (fetus), passageway (maternal pelvis), and powers (uterine contractions and maternal efforts). Pain in labor is transmitted via neural pathways and can stimulate various physiological responses.
- The document discusses various topics related to embryology and fetal development including: fetal circulation patterns, fetal lung development, placental hormone production, fetal blood values at birth, and closure of fetal circulatory shunts at birth.
- Key embryonic structures and their origins are outlined such as the pancreas (endoderm) and epidermis (ectoderm). Hormonal changes in pregnancy, lactation, and fetal development are also reviewed.
- Lists cover topics like embryonic periods of organogenesis, fetal ultrasound milestones, hormonal markers in urine during pregnancy, blood cell counts at birth, and vitamin properties. Causes of various birth defects and clinical conditions are also mentioned.
Chapter 8 nursing care during labor and pain managementLeonila Limpio
This chapter discusses nursing care during labor and pain management. It covers cultural considerations during labor, different birth settings including hospital, birthing centers, and home births. It describes the stages of labor and nursing assessments and interventions during each stage. Nonpharmacological and pharmacological pain management strategies are discussed. The chapter objectives are to describe nursing care during labor including assessments, interventions, pain management and immediate newborn care.
Contracted pelvis (diagnosis and treatment)fidaey48
The document summarizes the contracted pelvis, including its etiology, diagnosis, mechanisms of labor, and management. A contracted pelvis is defined as having one or more main diameters reduced below normal. Causes include developmental issues, metabolic diseases like rickets, trauma, and tumors. Diagnosis involves history, examination, and pelvimetry. Management depends on the degree of disproportion, with minor cases attempting vaginal delivery, moderate cases getting a trial of labor followed by c-section if needed, and severe cases proceeding directly to c-section.
The document discusses the partograph, a graphical record used to monitor labor. It was developed by the WHO to allow early detection of abnormal labor progress.
The partograph includes sections to monitor the fetal condition, labor progress, and maternal condition over time. It graphs cervical dilation against time to identify normal vs prolonged labor. Lines are included to indicate when extra vigilance or interventions are needed.
The partograph aims to prevent prolonged labor and its complications by allowing early decision making about transfers, augmentations, or terminations. Its use requires adequate training but it can effectively reduce problems from prolonged labor for both mother and baby when properly implemented.
The document discusses the importance of recording labor progress using a partogram, which is a graphical tool to track key information about the mother, fetus, and labor progression over time. A partogram allows clinicians to monitor labor, identify issues early, make informed decisions, and defend their actions. It outlines the components recorded on a partogram, including maternal and fetal vital signs, cervical dilation, descent of the fetus, uterine contractions, and other metrics. Tracking labor accurately on a partogram can reveal normal progress or potential complications.
The placenta provides nutrition and oxygen to the fetus and removes waste. It has both fetal and maternal components that form during embryology. A clinical assessment of the placenta after delivery examines characteristics like size, color, thickness, blood clots, completeness and the umbilical cord properties. Abnormal findings could indicate issues like fetal growth problems, infections, or bleeding that provide important health information for the mother and baby. The placenta should be submitted for further analysis if any abnormalities are detected.
This topic should be known by medical practitioners as well all the pregnant mothers to a certain extend to request for pain relieving modalities.......
LABOUR MONITORING BY PARTOGRAPH BY DR SHASHWAT JANIDR SHASHWAT JANI
This document discusses the use of a partograph to monitor labor. It begins by explaining the importance of monitoring during labor to detect problems early. It then describes the components of the partograph including patient identification, fetal condition, labor progress, and maternal condition. The document outlines how to use the partograph to assess cervical dilation, descent of the fetal head, contractions and other metrics against alert and action lines to monitor labor progress and make decisions about interventions or transfers.
A partogram is a graphical chart used to monitor and record the progress of labor. It allows healthcare providers to monitor factors like cervical dilation, fetal descent, fetal heart rate, uterine contractions and maternal vital signs over time. Recording this information on a partogram helps providers identify delays in labor progression early. It is recommended that a partogram be used to record the progress of all women in labor, whether low or high risk. Proper documentation on the partogram is important for continuity of care, decision making, research, review and defending medical actions if needed.
pain management during labor & second stage of laborSahar Mohammed
This document discusses pain management during labor and the second stage of labor. It identifies the physical and emotional causes of pain during labor. It then discusses various non-pharmacological strategies to manage labor pain, including support from a doula, hydrotherapy, TENS, acupuncture, hypnosis, sterile water injections, and the use of a birth ball. It also covers emotional support techniques provided by nurses, such as presence, partner support, information and instruction, and advocacy. Finally, it discusses pharmacological pain management strategies like narcotic analgesics, various types of anesthesia like spinal and epidural, and their risks and benefits.
Love the one youre with slide deck 061813Scott Davis
The document discusses strategies for managing a multigenerational workforce, focusing on engaging millennial employees born between 1982-2004. It emphasizes the importance of creating a diversity-friendly and inclusive workplace, developing personal relationships and loyalty, taking advantage of millennials' market-oriented mindset, providing mentoring opportunities, setting clear expectations, recognizing efforts, and helping overcome fears of failure. Engaging millennial employees is critical due to their large numbers and high job mobility.
Innovation Overload – Technology, Jobs and the FutureInnoTech
David Smith will give a talk titled "Innovation Overload – Technology, Jobs and the Future" from 9:00 AM to 10:00 AM in Meeting Room 3. The talk will explore how fast changing technology is impacting companies and careers, forcing changes like downsizing and outsourcing. It will also discuss how the pace of innovation and access to new technologies makes it difficult for people and companies to keep up and take advantage of opportunities. The future of work and how demographic changes like an aging population and skills shortages will further impact companies and individuals.
A woman's gestational period typically lasts 40 weeks. Common first trimester symptoms include morning sickness and mood swings. Another major risk in the first trimester besides miscarriage is an ectopic pregnancy where the embryo attaches outside the uterus. A pregnant woman's plasma and blood volume typically increases by 20% during pregnancy. Labor may be induced if a woman has not given birth by 40-41 weeks.
Normal labour involves the spontaneous expulsion of a single, mature fetus through the birth canal within 3-18 hours without complications. It occurs when hormonal and mechanical factors cause the cervix to efface and dilate in stages from 3cm to full 10cm dilation. Labour proceeds through four stages: 1) cervical dilation, 2) expulsion of the fetus, 3) expulsion of the placenta, and 4) recovery. The fetus descends through the birth canal with increased flexion to facilitate delivery of the head.
1) The partograph is a graphical record used to monitor the progress of labour and detect abnormalities through charting cervical dilation, fetal descent, contractions, and fetal/maternal conditions.
2) It consists of 3 sections - fetal condition, labour progress, and maternal condition - to provide an objective assessment of factors indicating normal vs obstructed labour.
3) Abnormal progress detected by crossing the alert line (1cm dilation/hour) or action line requires reassessment and management decisions to prevent complications.
This document contains 35 multiple choice questions related to a gynaecology exam. It provides the questions, possible answers and the key/correct answer for each question. The questions cover topics such as infertility, ectopic pregnancy, menopause, prolapse, ovarian tumors, contraception and more.
1. The document provides information on examining patients in labor, including frequency of examinations, symbols used on partographs, and examples of completed partographs for different patients.
2. It includes details on vaginal examinations like cervical dilation, fetal position and heart rate, membrane status, and descent/moulding that should be recorded regularly during labor.
3. Examples of partographs show progression of labor over time for patients with details on vital signs and fetal/maternal status.
The document discusses the physiology of labor and pain pathways. It describes the theories behind the onset of labor, including progesterone withdrawal and estrogen stimulation. It outlines the stages of labor and differences between true and false labor. The passage of the fetus through the birth canal involves changes in position called cardinal movements. Factors that can affect labor include the passenger (fetus), passageway (maternal pelvis), and powers (uterine contractions and maternal efforts). Pain in labor is transmitted via neural pathways and can stimulate various physiological responses.
- The document discusses various topics related to embryology and fetal development including: fetal circulation patterns, fetal lung development, placental hormone production, fetal blood values at birth, and closure of fetal circulatory shunts at birth.
- Key embryonic structures and their origins are outlined such as the pancreas (endoderm) and epidermis (ectoderm). Hormonal changes in pregnancy, lactation, and fetal development are also reviewed.
- Lists cover topics like embryonic periods of organogenesis, fetal ultrasound milestones, hormonal markers in urine during pregnancy, blood cell counts at birth, and vitamin properties. Causes of various birth defects and clinical conditions are also mentioned.
Chapter 8 nursing care during labor and pain managementLeonila Limpio
This chapter discusses nursing care during labor and pain management. It covers cultural considerations during labor, different birth settings including hospital, birthing centers, and home births. It describes the stages of labor and nursing assessments and interventions during each stage. Nonpharmacological and pharmacological pain management strategies are discussed. The chapter objectives are to describe nursing care during labor including assessments, interventions, pain management and immediate newborn care.
Contracted pelvis (diagnosis and treatment)fidaey48
The document summarizes the contracted pelvis, including its etiology, diagnosis, mechanisms of labor, and management. A contracted pelvis is defined as having one or more main diameters reduced below normal. Causes include developmental issues, metabolic diseases like rickets, trauma, and tumors. Diagnosis involves history, examination, and pelvimetry. Management depends on the degree of disproportion, with minor cases attempting vaginal delivery, moderate cases getting a trial of labor followed by c-section if needed, and severe cases proceeding directly to c-section.
The document discusses the partograph, a graphical record used to monitor labor. It was developed by the WHO to allow early detection of abnormal labor progress.
The partograph includes sections to monitor the fetal condition, labor progress, and maternal condition over time. It graphs cervical dilation against time to identify normal vs prolonged labor. Lines are included to indicate when extra vigilance or interventions are needed.
The partograph aims to prevent prolonged labor and its complications by allowing early decision making about transfers, augmentations, or terminations. Its use requires adequate training but it can effectively reduce problems from prolonged labor for both mother and baby when properly implemented.
The document discusses the importance of recording labor progress using a partogram, which is a graphical tool to track key information about the mother, fetus, and labor progression over time. A partogram allows clinicians to monitor labor, identify issues early, make informed decisions, and defend their actions. It outlines the components recorded on a partogram, including maternal and fetal vital signs, cervical dilation, descent of the fetus, uterine contractions, and other metrics. Tracking labor accurately on a partogram can reveal normal progress or potential complications.
The placenta provides nutrition and oxygen to the fetus and removes waste. It has both fetal and maternal components that form during embryology. A clinical assessment of the placenta after delivery examines characteristics like size, color, thickness, blood clots, completeness and the umbilical cord properties. Abnormal findings could indicate issues like fetal growth problems, infections, or bleeding that provide important health information for the mother and baby. The placenta should be submitted for further analysis if any abnormalities are detected.
This topic should be known by medical practitioners as well all the pregnant mothers to a certain extend to request for pain relieving modalities.......
LABOUR MONITORING BY PARTOGRAPH BY DR SHASHWAT JANIDR SHASHWAT JANI
This document discusses the use of a partograph to monitor labor. It begins by explaining the importance of monitoring during labor to detect problems early. It then describes the components of the partograph including patient identification, fetal condition, labor progress, and maternal condition. The document outlines how to use the partograph to assess cervical dilation, descent of the fetal head, contractions and other metrics against alert and action lines to monitor labor progress and make decisions about interventions or transfers.
A partogram is a graphical chart used to monitor and record the progress of labor. It allows healthcare providers to monitor factors like cervical dilation, fetal descent, fetal heart rate, uterine contractions and maternal vital signs over time. Recording this information on a partogram helps providers identify delays in labor progression early. It is recommended that a partogram be used to record the progress of all women in labor, whether low or high risk. Proper documentation on the partogram is important for continuity of care, decision making, research, review and defending medical actions if needed.
pain management during labor & second stage of laborSahar Mohammed
This document discusses pain management during labor and the second stage of labor. It identifies the physical and emotional causes of pain during labor. It then discusses various non-pharmacological strategies to manage labor pain, including support from a doula, hydrotherapy, TENS, acupuncture, hypnosis, sterile water injections, and the use of a birth ball. It also covers emotional support techniques provided by nurses, such as presence, partner support, information and instruction, and advocacy. Finally, it discusses pharmacological pain management strategies like narcotic analgesics, various types of anesthesia like spinal and epidural, and their risks and benefits.
Love the one youre with slide deck 061813Scott Davis
The document discusses strategies for managing a multigenerational workforce, focusing on engaging millennial employees born between 1982-2004. It emphasizes the importance of creating a diversity-friendly and inclusive workplace, developing personal relationships and loyalty, taking advantage of millennials' market-oriented mindset, providing mentoring opportunities, setting clear expectations, recognizing efforts, and helping overcome fears of failure. Engaging millennial employees is critical due to their large numbers and high job mobility.
Innovation Overload – Technology, Jobs and the FutureInnoTech
David Smith will give a talk titled "Innovation Overload – Technology, Jobs and the Future" from 9:00 AM to 10:00 AM in Meeting Room 3. The talk will explore how fast changing technology is impacting companies and careers, forcing changes like downsizing and outsourcing. It will also discuss how the pace of innovation and access to new technologies makes it difficult for people and companies to keep up and take advantage of opportunities. The future of work and how demographic changes like an aging population and skills shortages will further impact companies and individuals.
Converge 2014: The Next Generation - By Dr. BRENDA HARMS
The future of adult and graduate serving institutions may look very different than the past. From the types of education offered, the delivery mode, marketing strategies, and recruitment practices, everything seems to be up for discussion. The key question is where is your institutions opportunity and how will you capitalize on it? Are you doing enough now to build your success for the future? In this session, Converge Consulting will lay a foundation that outlines the opportunity that exists for schools that are willing to push outside of their own comfort and truly engage in what’s next.
KEY TAKEAWAYS:
Clear understanding of the enrollment opportunity that exists for those schools willing to make a bold step
Insight into intentional discussions that must be had if your institution is planning to advance in serving this population
Key elements to consider in relation to marketing and recruitment in this highly competitive market
In this deck from the HPC User Forum, Kelly Gaither from TACC presents: The Computing4Change Program.
"Computing4Change is a competition empowering people to create change through computing.
The competition is for students from diverse disciplines and backgrounds who want to work collaboratively to:
* Learn to apply data analysis and computational thinking to a social challenge
* Experience the latest tools and techniques for exploring data through visualization
* Expand skills in team-based problem solving
* Learn how to communicate ideas more effectively to the general public
Watch the video: https://wp.me/p3RLHQ-k7O
Learn more: https://www.sighpc.org/for-our-community/computing4change
and
http://hpcuserforum.com
Sign up for our insideHPC Newsletter: insidehpc.com/newsletter
Arizona's Economic Imperative: Leading the Nation in Latino Student Successbvontran
Educating every student in Arizona is essential to ensuring our state’s economic prosperity, yet a growing portion of Arizona’s future workforce is falling short of essential degree completion. This is particularly true of the fastest growing demographic in our state – the Latino population.
Arizona's Economic Imperative: Leading the Nation in Latino Student Successbvontran
Educating every student in Arizona is essential to ensuring our state’s economic prosperity, yet a growing portion of Arizona’s future workforce is falling short of essential degree completion. This is particularly true of the fastest growing demographic in our state – the Latino population.
Higher ed consultant George Dehne gave this presentation on Friday, June 18, 2010 at Wagner College at a program organized by the New American Colleges & Universities.
Love the one youre with slide deck pmi houston 061213Scott Davis
Here are some suggestions to help overcome fear of failure when making sales calls:
- Prepare thoroughly for each call by researching the prospect and anticipating objections. Having answers ready will build confidence.
- Focus on value, not features. Explain clearly how your solution benefits the prospect rather than just describing what you're selling.
- Ask for feedback. If a call doesn't go well, ask the prospect what could have made the conversation more useful for them. Learn from the experience.
- Start with warm introductions through mutual connections if possible. Referrals help establish credibility from the beginning.
- Remember that rejection is not personal, it's just business. Don't take "no" personally and keep a positive
Millennials, Generation Y - born between 1980 - 2000, how they respond to work ethics, their behavior at the workplace, how they like to manage work-life balance, and how the organizations should manage in order to compete in future.
What Employers Want Most and Get Least from GradsPayScale, Inc.
Even though the economy is recovering, recent college graduates are struggling to find work in their chosen fields. This deck, featured in the SXSWedu panel "What Employers Want Most and Get Least from Grads," addresses the skill gap between college graduates and employer needs, and examines some of the root causes of the issue. Featuring contributions from Barnaby Dorfman, SVP of Consumer Product at PayScale; Kristen Hamilton, CEO of Koru; Tony Wagner, Expert-in-Residence at the Harvard Innovation Lab and Zach First, Senior Managing Director of The Drucker Institute.
Understanding student attitudes to diversity and inclusion Emma Miles
It's here! The full report on 'Understanding Student Attitudes to Diversity & Inclusion 2020'.
With insights, comments and research from over 1,600 students, we are committed to continuing to frame our services around the voices of the students including:
- Our Open Door event focussing on mental health and wellbeing
- D&I marketing goals
- BAME population university analysis
- Essential Careers networking event
Thank you to all of the students, employers and universities that made this happen
2016 Social Media Strategies Higher Ed Summit KeynoteGil Rogers
It seems that every other week we hear about the new “latest and greatest” social networking site on the rise while another network is deemed “dead” in the mainstream media. Unfortunately, when it comes to student recruitment and marketing the narrative of the overall trends don’t always align with what works … particularly in a world of hyper sensitivity to over marketing and privacy.
This presentation will provide relevant data focused on how students actually use social media and digital platforms to find, evaluate, and engage with colleges and universities they are considering; while clearly defining the differences between a student’s “daily use” habits and their college search.
By the end of this session, attendees will:
-- Have a clear understanding of the role social media plays in the college search
-- Understand the value students place in anonymous review sites when selecting a college
-- See a clear way to integrate digital, social, and mobile tools into a realistic recruitment plan
Canada faces a challenge in connecting talent with opportunities. The current processes for doing so are inefficient, with students not seeing the relevance of their education to future work and lacking motivation. Many adults also find themselves in unfulfilling jobs. This results in economic losses through reduced productivity, as well as increased health and social costs. Implementing alternatives to better connect talent with opportunities could yield billions in annual savings and increased prosperity.
A college degree is one of the largest purchases of your life…
Was your degree a good value? Do you feel like you got what you paid for? Anyone want a refund???
This presentation digs into consumerism and Student Return on Investment (SROI), and what it means for institutions.
Economic Benefits Of Postsecondary Education for Hispanics/Latinos.CEW Georgetown
This document summarizes key findings from a webinar on the economic benefits of postsecondary education for Hispanics/Latinos. It finds that a college degree leads to significantly higher lifetime earnings compared to a high school diploma. Additionally, the types of degree and college attended can impact earnings. While attainment rates for Hispanics have increased, they still lag behind national averages. The webinar emphasizes helping students develop skills for 21st century careers and choose programs of study aligned with labor market needs to maximize success.
Tomorrow's Knowledge Workers: The Evolving Workforce and the Challenge to US ...Mary Walker
The document discusses key trends that are transforming the US workforce and challenging businesses:
1. The pool of skilled labor is shrinking due to demographic changes while demand is increasing, resulting in a growing gap between available workers and open jobs.
2. Expectations of workers, especially Generations X and Y, are evolving, prioritizing work-life balance over long hours and loyalty to employers.
3. Rapid technological advances are changing how, where, and when work gets done, enabling more flexible and mobile work arrangements.
The document discusses key trends that are transforming the workforce and challenging businesses: 1) A shrinking pool of skilled labor due to demographic changes, 2) Changing family structures and expectations, and 3) Evolving expectations of younger generations around work-life balance and use of technology. These trends are global and converging, exacerbating a growing gap between available jobs and workers. While some businesses are responding, fully addressing these complex changes will require continued innovation.
The document discusses the importance of literacy and numeracy skills for individuals and the economy in the 21st century workplace. It notes that adult basic education can no longer be separate from occupational training. Several statistics are presented showing declining literacy levels and growing job vacancy rates requiring postsecondary education. Challenges to completing postsecondary programs are discussed. The need to better align workforce development programs and increase support for adult basic education is emphasized.
Facebook costing 16-34s jobs in tough economic climate
One in ten young people have been rejected for a job because of their social media profile
We have just finished the third wave of our young people’s consumer confidence (YPCC) index, which is designed to help businesses understand what young people (16-34) think about their current and future economic and employment prospects, in both developed and growth markets.
The index covers 6000 16-34 year olds across six countries and revealed some surprising results.
Impact of social media on careers
If getting a job wasn’t hard enough in this tough economic climate the survey revealed that one in ten young people have been rejected for a job because of their social media profile.
Yet worryingly the majority (two-thirds) are not concerned that their use of social media now may harm their future career prospects and are not deterred from using it.
They are also more likely to have altered their social media profile to look good to their friends, as opposed to prospective employers.
Better education of the impact of social media is needed, to ensure young people are not making it even harder for themselves to get on the career ladder.
Consumer confidence
At the top line level consumer confidence levels amongst young people in growth markets are twice as high as the UK and US.
Young Chinese and Nigerian consumers have the overall highest confidence levels, indexing at 39, followed closely by Brazil (37) then India (37). In comparison, Britons index at just 16 and the US at 19.
Future employment
Confidence in growth markets is fuelled by optimism about their future employment prospects, with 88% firmly believing they will get a better education than their parent’s vs their counterparts in developed markets (64%). They are also more confident about earning a higher salary (89%) where as young people in developed markets are less certain (60%).
The document discusses the crisis in American education. It notes that American students rank 24th in global competion and are unprepared for college and the changing job market. Too many students are dropping out without skills, and schools are trying to take on too many additional programs without increasing instructional time. Reform is needed to improve STEM education, increase graduation rates, and better prepare students for 21st century careers.
Similar to Factors Affecting Labor Availability (20)
The document discusses how economic change is continuous and revolutionary technological changes are common throughout history. It uses the example of the transition from silent films to "talkies" in the 1920s-1930s in the US to illustrate how new technologies can create new jobs and destroy old ones. Specifically, the advent of talkies created jobs for technicians but displaced many musicians who provided music for silent films. While change often faces resistance, attempts to restrict new technologies have failed because businesses need to satisfy customers and improve efficiency. The document argues that current technological changes through artificial intelligence and other technologies may have a similar impact of changing and eliminating many jobs, but will also create new jobs. Overall, the lesson from history is that workers should expect changes,
This document discusses research design and data analysis. It explains that a research design establishes methods for collecting, organizing, and analyzing variables to minimize threats to the validity of conclusions. It also defines key terms like observations, treatments, and random assignment of experimental units to conditions. Charts are included showing examples of research designs with different arrangements of observations and treatments over time.
Validity of conclusions, internal validity, and external validity; research d...Penn State University
A research design outlines the methods used to collect, organize, and analyze variables in a study. It aims to minimize threats to the validity of conclusions by specifying experimental conditions and random assignment of subjects. Observations of experimental units are made both before and after treatments or activities to measure their effects over time.
The document discusses the purpose and process of data analysis. It aims to systematically collect, organize, and analyze data to answer research questions without ambiguity. The analysis involves description, exploration, and explanation of data to construct and test theories, and investigate prediction, correlation, and causation. While research design is the overall plan, methods are the specific strategies used to implement the design.
This document discusses key concepts related to data analysis and hypothesis testing. It explains that theories are composed of testable propositions and hypotheses. Hypotheses are evaluated through empirical research designed to test specific predictions. Researchers specify a null hypothesis and alternate hypothesis, collect data, and use statistical tests to either reject or fail to reject the null hypothesis. The goal is to minimize type 1 and type 2 errors by selecting an appropriate significance level and sample size. Traditional hypothesis testing uses an alpha level of 0.05. The document provides examples of how to state hypotheses, select a significance level, calculate test statistics, and make conclusions based on comparing p-values to the alpha level.
This document discusses statistical concepts and measurement, types of variables, and key terms for data analysis. It addresses:
- How variables are measured and the levels of measurement (nominal, ordinal, interval, ratio).
- The difference between discrete and continuous variables.
- Key terms like population, sample, parameter, and statistic and how inferences are made about populations based on statistics from samples.
- The components of theories, including propositions, nomological networks, and hypotheses testing.
- Important sources for PhD students, including familiarity with key concepts and links to additional documents.
Sharing Science: Tools for Improving our Research, Teaching, and ImpactPenn State University
Presented by Ryan Watkins, Professor, George Washington University, rwatkins@gwu.edu
Presented at The University Council for Workforce and Human Resource Education Fall 2018 Webinar
This document provides an analysis of labor force data from the Bureau of Labor Statistics and Census Bureau, including definitions of key terms like the unemployment rate, labor force participation rate, and employment population ratio. Formulas are given for calculating these rates based on data for the civilian working age population, those in the labor force, employed, unemployed, and out of the labor force by gender.
This document discusses data visualization and the ggplot2 package in R. It explains that ggplot2 is an implementation of Leland Wilkinson's Grammar of Graphics, which breaks graphs down into semantic components like scales and layers. It also notes that ggplot2 must be installed and loaded to be used, and should not be reinstalled if it is already present. Finally, it outlines that ggplot2 graphs have three main components: the data, the geometry defining the graph type, and the aesthetics specifying which variables are plotted.
This document summarizes key concepts in data analysis including:
1) Types of variables including nominal, ordinal, interval, and ratio levels of measurement.
2) Types of data including discrete and continuous variables.
3) Descriptions of datasets, data frames, frequency tables, and joint distributions.
4) Components of frequency tables including frequency, relative frequency, cumulative frequency, and relative cumulative frequency.
This document discusses tidy data principles for data analysis:
1. Each variable must have its own column.
2. Each observation must have its own row.
3. Each value must have its own cell.
It also discusses different measurement levels for variables including nominal, ordinal, interval, and ratio scales and provides examples of each.
This document provides instructions for reading different file types into R for data analysis. It explains how to use the read.table and read.csv functions to import text and CSV files located either locally or online. For text files, the functions read the file and assign it to an object name. It also recommends using the Import Dataset tab for ease of loading files.
The document summarizes the first class meeting of a data analysis course. It outlines the course goals of learning R and RStudio, expectations including weekly quizzes and assignments, and how students can succeed through preparation, practice, and participating in discussions. Remote participation and attendance policies are also addressed.
Sasha and Rose discussed handing off hosting duties for an upcoming Zoom meeting on April 5th where general advice would be provided to participants who would practice sharing their screens and using audio while giving presentations. The meeting URL would remain open for the next week so attendees could practice beforehand, and a link to a presentation and instructional video about successful Zoom presenting would be shared after the session. All were asked to assemble on the Zoom call by 3:45pm Eastern on April 5th.
Structural Model of Topics in Academy of Human Resource Development Journals,...Penn State University
< demonstrate text mining procedures for modeling topics evident in the universe of 1,905 peer-reviewed articles published between 1990 and 2015 in AHRD’s four refereed journals >
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
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This presentation by OECD, OECD Secretariat, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
1.) Introduction
Our Movement is not new; it is the same as it was for Freedom, Justice, and Equality since we were labeled as slaves. However, this movement at its core must entail economics.
2.) Historical Context
This is the same movement because none of the previous movements, such as boycotts, were ever completed. For some, maybe, but for the most part, it’s just a place to keep your stable until you’re ready to assimilate them into your system. The rest of the crabs are left in the world’s worst parts, begging for scraps.
3.) Economic Empowerment
Our Movement aims to show that it is indeed possible for the less fortunate to establish their economic system. Everyone else – Caucasian, Asian, Mexican, Israeli, Jews, etc. – has their systems, and they all set up and usurp money from the less fortunate. So, the less fortunate buy from every one of them, yet none of them buy from the less fortunate. Moreover, the less fortunate really don’t have anything to sell.
4.) Collaboration with Organizations
Our Movement will demonstrate how organizations such as the National Association for the Advancement of Colored People, National Urban League, Black Lives Matter, and others can assist in creating a much more indestructible Black Wall Street.
5.) Vision for the Future
Our Movement will not settle for less than those who came before us and stopped before the rights were equal. The economy, jobs, healthcare, education, housing, incarceration – everything is unfair, and what isn’t is rigged for the less fortunate to fail, as evidenced in society.
6.) Call to Action
Our movement has started and implemented everything needed for the advancement of the economic system. There are positions for only those who understand the importance of this movement, as failure to address it will continue the degradation of the people deemed less fortunate.
No, this isn’t Noah’s Ark, nor am I a Prophet. I’m just a man who wrote a couple of books, created a magnificent website: http://www.thearkproject.llc, and who truly hopes to try and initiate a truly sustainable economic system for deprived people. We may not all have the same beliefs, but if our methods are tried, tested, and proven, we can come together and help others. My website: http://www.thearkproject.llc is very informative and considerably controversial. Please check it out, and if you are afraid, leave immediately; it’s no place for cowards. The last Prophet said: “Whoever among you sees an evil action, then let him change it with his hand [by taking action]; if he cannot, then with his tongue [by speaking out]; and if he cannot, then, with his heart – and that is the weakest of faith.” [Sahih Muslim] If we all, or even some of us, did this, there would be significant change. We are able to witness it on small and grand scales, for example, from climate control to business partnerships. I encourage, invite, and challenge you all to support me by visiting my website.
This presentation by Katharine Kemp, Associate Professor at the Faculty of Law & Justice at UNSW Sydney, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
XP 2024 presentation: A New Look to Leadershipsamililja
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
This presentation by Juraj Čorba, Chair of OECD Working Party on Artificial Intelligence Governance (AIGO), was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdfBen Linders
Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
7. Larger population — An increase of 33 million
Slower growth — Primarily result of aging
population
Older population — 55+ comprise 25% of population
in 2010, 30% in 2020
More diverse population — Every race/ethnicity
grows, but share of White/non-Hispanics decreases
Changing size & composition
Source: U.S. Bureau of Labor Statistics
8. Births — Birth rate stays same, different for
racial/ethnic groups, affects size and composition of
future workforce
Deaths — Longer life expectancy due to changing
health habits and improved medicine, with some
effect on workforce
Immigration — Volatile force due to policy and event
uncertainty, immigrants likely to double, affects size
and composition of workforce — and births
Drivers — certain & uncertain
Source: U.S. Bureau of Labor Statistics
21. Affect work behavior
Baby
Boomers
Gen X
Gen Y
Digital
Natives
Born 1946 to
1964; took over
from WW II
generation
Differences
among youth
experiences of
“Tweeners” (early
60s), “Older
Boomers” (late
60s), “Younger
Boomers,” (early
70s)
23. Affect work behavior
Baby
Boomers
Gen X
Gen Y
Digital
Natives
1965-1980
1981-1995;
“Millennials”
Major
portion of
current
workers
Most of the
full-time
workforce
by 2020
26. 45%
40%
10%
5%
Percentage of Current Workforce
Baby Boomers
Gen X
Gen Y
Traditionalists
But, the structure is evolving
Source: U.S. Bureau of Labor Statistics
30. ManpowerGroup 9th Talent Shortage Survey
36%of employers globally
report talent shortages in 2014
The highest percentage in
seven years.
31. ManpowerGroup 9th Talent Shortage Survey
36%of employers globally
report talent shortages in 2014
The highest percentage in
seven years.
U.S., at 40%, slightly above global average
33. One–third of contractors concerned about skilled
trade shortages
Nearly one-half of contractors concerned about
finding experienced trade workers, especially with
>10 years experience
Six of ten concerned about loss of knowledge as
leaders retire
Six of ten concerned about loss of experience during
layoffs
One–half concerned about inadequate education
Source: McGraw-Hill Construction
39. The Workforce Gap
Where 9th graders are
headed:
◦ 28% enter college
◦ 32% get associate
degree or advanced
training
◦ 10% lack the skills or
plans needed to prepare
for work
◦ 30% will drop out before
completing high school
Source: Workforce 2020: Work & Workers in the 21 Century
40. The Workforce Gap
Where 9th graders are
headed:
◦ 28% enter college
◦ 32% get associate
degree or advanced
training
◦ 10% lack the skills or
plans needed to prepare
for work
◦ 30% will drop out before
completing high school
Where the jobs are:
◦ 20% require a college
degree
◦ 65% require an associate
degree or advanced
training
◦ 15% require minimum
skills for employment
Source: Workforce 2020: Work & Workers in the 21 Century
41. The Workforce Gap
Where 9th graders are
headed:
◦ 28% enter college
◦ 32% get associate
degree or advanced
training
◦ 10% lack the skills or
plans needed to prepare
for work
◦ 30% will drop out before
completing high school
Where the jobs are:
◦ 20% require a college
degree
◦ 65% require an associate
degree or advanced
training
◦ 15% require minimum
skills for employment
Source: Workforce 2020: Work & Workers in the 21 Century
42. The Workforce Gap
Where 9th graders are
headed:
◦ 28% enter college
◦ 32% get associate
degree or advanced
training
◦ 10% lack the skills or
plans needed to prepare
for work
◦ 30% will drop out before
completing high school
Where the jobs are:
◦ 20% require a college
degree
◦ 65% require an associate
degree or advanced
training
◦ 15% require minimum
skills for employment
Source: Workforce 2020: Work & Workers in the 21 Century
43. The Workforce Gap
Where 9th graders are
headed:
◦ 28% enter college
◦ 32% get associate
degree or advanced
training
◦ 10% lack the skills or
plans needed to prepare
for work
◦ 30% will drop out before
completing high school
Where the jobs are:
◦ 20% require a college
degree
◦ 65% require an associate
degree or advanced
training
◦ 15% require minimum
skills for employment
Source: Workforce 2020: Work & Workers in the 21 Century
44. Percentage with entry–level skills deficits
◦ 65% reading
◦ 77% math
◦ 48% speaking
Percentage with advanced skills deficits
◦ 71% ethics
◦ 54% listening
◦ 72% writing
◦ 70% work ethic
◦ 60% computer use
Entry–level & advanced skills deficits
Sources: U.S. Department of Education, National Center for Education Statistics, and National Assessment of Educational Progress
45. Percentage with entry–level skills deficits
◦ 65% reading
◦ 77% math
◦ 48% speaking
Percentage with advanced skills deficits
◦ 71% ethics
◦ 54% listening
◦ 72% writing
◦ 70% work ethic
◦ 60% computer use
Entry–level & advanced skills deficits
Sources: U.S. Department of Education, National Center for Education Statistics, and National Assessment of Educational Progress
Harvard Pathways to Progress
Study concluded, “Far too many
young people are inadequately
prepared to be successful.”
46. No One Is Interested?
6%of high school students hope to
have a future in skilled trades
Sources: A recent survey by RIDGID, a leading supplier of professional grade tools
47. No One Is Paying Attention?
6%of high school students hope to
have a future in skilled trades
Even though demand is high
Sources: A recent survey by RIDGID, a leading supplier of professional grade tools
48. 53% skilled trades do not interest them
24% not mechanically inclined
21% do not know enough about skilled trades
15% believe job opportunities are thin in skilled
trades
11% do not view skilled trades as “cool”
10% do not believe they have high tech skills
required for skilled trades
Sources: A recent survey by RIDGID, a leading supplier of professional grade tools
49. 54% believe working with computers has better
future than skilled trades
36% say that working in an office is more respected
than working with hands
25% see skilled trades jobs as “old fashioned”
Sources: A recent survey by RIDGID, a leading supplier of professional grade tools
50. Taking a career and technical education course
doubles interest in a skilled trades career
Most students who took career and technical
education courses have a realistic knowledge about
pay, flexible hours, free training, and benefits offered
in skilled trades
Students with a relative or friend in skilled trades are
about 1.5 times more likely to choose skilled trades
careers than students without these contacts
Sources: A recent survey by RIDGID, a leading supplier of professional grade tools
51. Training, certification, and career education
increased in quantity and quality, with improved
employer involvement
But skills improvement is through traditional evening
and weekend approaches, with reluctance to use
regular business hours.
52. Manpower, Inc.
“Approximately three-quarters of employers globally
cite a lack of experience, skills or knowledge as the
primary reason for the difficulty filling positions.
“However, only one in five employers is
concentrating on training and development to fill the
gap and only a mere 6 percent of employers are
working more closely with educational institutions
to create curriculums that close knowledge gaps.”
55. Safety and Health Act of 1970 — ensures safe and
sanitary work environments through inspections and
a grading scale, changes frequently
Environmental — Carbon footprint regulated by EPA
and state agencies, Environmental Compliance
Assistance Guide exists to help businesses achieve
compliance
56. Fair Labor Standards Act — Minimum wage for
workers in the United States by Wage and Hour
Division, decisions made by Division affected more
than 130 million workers as of 2010
Employee Retirements Income Security Act —
Ensures retirement plan options and health care
benefits for full-time employees
Immigration and Nationality Act — Only citizens and
people with work visas hired, I-9 eligibility required
Minimum wages, benefits, safety and health compliance, work for non-U.S. citizens, working
conditions, equal opportunity employment, and privacy regulations
58. Supply — Some provisions raise tax rates on wages
and reduce the amount of labor supplied
◦ By 2016, net reduction of 1.5% to 2% of total work hours
◦ Lower-wage workers disproportionately affected
◦ 1% reduction in labor compensation
Demand — Some provisions raise costs of labor and
reduce the amount of labor demanded
◦ Employers could reduce numbers of workers, not wages
(sticky and regulated)
◦ Employers could divide jobs, but this could be costly.
Supply & demand — “Make something more expensive, people buy less of it”
Sources: Congressional Budget Office
59. Supply — Some provisions raise tax rates on wages
and reduce the amount of labor supplied
◦ By 2016, net reduction of 1.5% to 2% total work hours
◦ Lower-wage workers disproportionately affected
◦ 1% reduction in labor compensation
Demand — Some provisions raise costs of labor and
reduce the amount of labor demanded
◦ Employers could reduce numbers of workers, not wages
(sticky and regulated)
◦ Employers could divide jobs, but this could be costly.
Supply & demand — “Make something more expensive, people buy less of it”
Sources: Congressional Budget Office
Reduces labor supply, lowering
employment slightly. Less effect
on demand for number of
workers and hours of work.