The document discusses two paradigms for analyzing labor markets: an OECD framework for structural reforms focused on employment quantity and an alternative OECD framework focused on job quality. It analyzes different country groups' strengths, weaknesses and policy challenges through these lenses. The document concludes that regaining growth and employment requires balanced, targeted reforms that consider both quantity and quality issues, with improving education seen as important to matching the two goals.
Tutkimuksessa tarkastellaan henkilön taustaominaisuuksien vaikutuksia päätyä julkisen sektorin työntekijäksi. Tarkastelu tehdään suomalaisella kaksosaineistolla, jonka avulla voidaan ottaa huomioon perhetaustaan ja genetiikkaan liittyvien muuten havaitsemattomien tekijöiden vaikutus. Tutkimuksessa käytetty aineisto kattaa vuodet 1990–2009. Tutkimusaineiston paneeliominaisuutta hyödynnetään tarkastelemalla henkilön siirtymiä yksityisen sektorin palveluksesta julkisen sektorin palvelukseen. Tulosten mukaan korkeampi koulutus ja ammatilliset preferenssit ovat yhteydessä henkilöiden päätymiseen julkisen sektorin palkkalistoille. Perheen perustaminen on myös positiivisesti yhteydessä henkilön todennäköisyyteen siirtyä yksityiseltä sektorilta julkiselle sektorille. Perheen perustamisen myötä riskin karttaminen kasvaa ja hakeutuminen vakaampiin ja vähemmän riskialttiisiin työsuhteisiin lisääntyy. Ekstrovertit henkilöt päätyvät myös muita todennäköisemmin julkisen sektorin työpaikkoihin. Myös palkka vaikuttaa siirtymiin. Korkeammilla palkkaluokilla työskentelevät jäävät todennäköisemmin yksityisen sektorin palvelukseen, koska julkisella sektorilla maksetaan näillä palkkaluokilla pienempää palkkaa.
Two in ten working age adults have been out of work for over a year in Visegrad economies and long term joblessness is especially high among the uneducated. The employment disadvantage of uneducated workers tends to be larger than in Western European countries, and is especially grievous in Hungary, where a relatively large share of the labour force has only completed primary school. The build-up of long term joblessnes may take its toll both on the individual and the economy. Beside the loss of human capital and potentially harmful effects on health and mental health, the lower job search intensity of the long term unemployed may lead to weaker wage adjustment and slower economic recovery. Long term non-employment also increases poverty and social exclusion, which may further constrain economic growth. Reducing long term unemployment by activating the unemployed, increasing the education level or preventing early retirement could potentially increase the total employment rateby 2-3 % points in the Visegrad countries.
The publication was authored by Ágota Scharle, with contributions from Márton Csillag, Lucia Mýtna Kureková, Monika Maksim, Anna Orosz, Filip Pertold, Izabela Styczyńska, and Balázs Váradi. It was prepared during the Policy workshops for V4 think tanks, sponsored by the Visegrad Fund.
Authored by: Izabela Styczynska
Published in 2014
Michael Marmot: "Tackling societal challenges:Solutions from DRIVERS for heal...DRIVERS
Principles for improving health equity across the life course:
- Provides an overview of the evidence base on health inequalities and some of its impact on individuals, societies and economies.
- Describes the DRIVERS project's main aims and outcomes for each of the 3 main scientific areas: a) early child development, b) employment & working conditions, c) income & social protection.
- Explains how the identified set of four policy principles for action needs to be applied across policies and across the life course in order for European countries to find solutions to health inequalities.
Presentation by Frank Pot during the Labour Market Obervatory Hearing on "Innovative workplaces as a source of productivity and quality jobs" of 15.12.2010 in the European Economic and Social Committee
Labour and social protection policies and primary health careHealth and Labour
Presentation by dr. Igor FEDOTOV, Coordinator, Occupational and Environmental Health, ILO Progamme SAFEWORK,Geneva, at the WHO/TNO/Dutchgovernment Congres 'Connecting Health and Labour' 29 - 1 December 2012
Tutkimuksessa tarkastellaan henkilön taustaominaisuuksien vaikutuksia päätyä julkisen sektorin työntekijäksi. Tarkastelu tehdään suomalaisella kaksosaineistolla, jonka avulla voidaan ottaa huomioon perhetaustaan ja genetiikkaan liittyvien muuten havaitsemattomien tekijöiden vaikutus. Tutkimuksessa käytetty aineisto kattaa vuodet 1990–2009. Tutkimusaineiston paneeliominaisuutta hyödynnetään tarkastelemalla henkilön siirtymiä yksityisen sektorin palveluksesta julkisen sektorin palvelukseen. Tulosten mukaan korkeampi koulutus ja ammatilliset preferenssit ovat yhteydessä henkilöiden päätymiseen julkisen sektorin palkkalistoille. Perheen perustaminen on myös positiivisesti yhteydessä henkilön todennäköisyyteen siirtyä yksityiseltä sektorilta julkiselle sektorille. Perheen perustamisen myötä riskin karttaminen kasvaa ja hakeutuminen vakaampiin ja vähemmän riskialttiisiin työsuhteisiin lisääntyy. Ekstrovertit henkilöt päätyvät myös muita todennäköisemmin julkisen sektorin työpaikkoihin. Myös palkka vaikuttaa siirtymiin. Korkeammilla palkkaluokilla työskentelevät jäävät todennäköisemmin yksityisen sektorin palvelukseen, koska julkisella sektorilla maksetaan näillä palkkaluokilla pienempää palkkaa.
Two in ten working age adults have been out of work for over a year in Visegrad economies and long term joblessness is especially high among the uneducated. The employment disadvantage of uneducated workers tends to be larger than in Western European countries, and is especially grievous in Hungary, where a relatively large share of the labour force has only completed primary school. The build-up of long term joblessnes may take its toll both on the individual and the economy. Beside the loss of human capital and potentially harmful effects on health and mental health, the lower job search intensity of the long term unemployed may lead to weaker wage adjustment and slower economic recovery. Long term non-employment also increases poverty and social exclusion, which may further constrain economic growth. Reducing long term unemployment by activating the unemployed, increasing the education level or preventing early retirement could potentially increase the total employment rateby 2-3 % points in the Visegrad countries.
The publication was authored by Ágota Scharle, with contributions from Márton Csillag, Lucia Mýtna Kureková, Monika Maksim, Anna Orosz, Filip Pertold, Izabela Styczyńska, and Balázs Váradi. It was prepared during the Policy workshops for V4 think tanks, sponsored by the Visegrad Fund.
Authored by: Izabela Styczynska
Published in 2014
Michael Marmot: "Tackling societal challenges:Solutions from DRIVERS for heal...DRIVERS
Principles for improving health equity across the life course:
- Provides an overview of the evidence base on health inequalities and some of its impact on individuals, societies and economies.
- Describes the DRIVERS project's main aims and outcomes for each of the 3 main scientific areas: a) early child development, b) employment & working conditions, c) income & social protection.
- Explains how the identified set of four policy principles for action needs to be applied across policies and across the life course in order for European countries to find solutions to health inequalities.
Presentation by Frank Pot during the Labour Market Obervatory Hearing on "Innovative workplaces as a source of productivity and quality jobs" of 15.12.2010 in the European Economic and Social Committee
Labour and social protection policies and primary health careHealth and Labour
Presentation by dr. Igor FEDOTOV, Coordinator, Occupational and Environmental Health, ILO Progamme SAFEWORK,Geneva, at the WHO/TNO/Dutchgovernment Congres 'Connecting Health and Labour' 29 - 1 December 2012
A presentation by Dr Christa Sedlatschek, Director of EU-OSHA
Conference: Active Ageing: “From research to action oriented policies” Florence 14 March 2017
This report, titled "Age and Productivity. Human Capital Accumulation and Depreciation", was released within a project NEUJOBS- “The Impact of Service Sector Innovation and Internationalisation on Growth and Productivity”, funded by the European Commission, Research Directorate General as part of the 7th Framework Programme.
The report focuses on links between age, productivity and lifelong learning. Various data sources (EU-SILC, LFS, Structure of Earnings Survey, SHARE, ELSA, SHARELIFE) and methodological approaches were used in this report. The analysis identifies clusters of countries with common characteristics of age-earnings profiles (for certain groups of employees) and allows for an explanation of those differences. Some differences can be attributed to the share of sectors, education types, and occupations in country-specific employment. Others are due to labour market institutions and the (dis)incentives to work at older ages provided by social security systems. Additionally, the dynamics of earnings after age 50 differ less between educational and occupational groups than at earlier ages. The authors show that the dynamics of average wages are strongly influenced by the timing of entering and leaving labour market. An estimation of the impact of LLL on productivity (measuredby earnings) at older ages shows that for employees aged 50+, participation in training increases wages in the short-term.
Written by Anna Ruzik-Sierdzinska, Maciej Lis, Monika Potoczna, Michele Belloni and Claudia Villosio. Published in October 2013.
PDF available on our website at: http://www.case-research.eu/en/node/58334
Presentation from Tatsuyoshi Oba, Executive Manager of Group HR Division, Persol Holdings during the OECD WISE Centre & Persol Holdings Workshop on Advancing Employee Well-being in Business and Finance, 22 November 2023
Presentation from Amy Browne, Stewardship Lead, CCLA Investment Management, during the OECD WISE Centre & Persol Holdings Workshop on Advancing Employee Well-being in Business and Finance, 22 November 2023
Data Centers - Striving Within A Narrow Range - Research Report - MCG - May 2...pchutichetpong
M Capital Group (“MCG”) expects to see demand and the changing evolution of supply, facilitated through institutional investment rotation out of offices and into work from home (“WFH”), while the ever-expanding need for data storage as global internet usage expands, with experts predicting 5.3 billion users by 2023. These market factors will be underpinned by technological changes, such as progressing cloud services and edge sites, allowing the industry to see strong expected annual growth of 13% over the next 4 years.
Whilst competitive headwinds remain, represented through the recent second bankruptcy filing of Sungard, which blames “COVID-19 and other macroeconomic trends including delayed customer spending decisions, insourcing and reductions in IT spending, energy inflation and reduction in demand for certain services”, the industry has seen key adjustments, where MCG believes that engineering cost management and technological innovation will be paramount to success.
MCG reports that the more favorable market conditions expected over the next few years, helped by the winding down of pandemic restrictions and a hybrid working environment will be driving market momentum forward. The continuous injection of capital by alternative investment firms, as well as the growing infrastructural investment from cloud service providers and social media companies, whose revenues are expected to grow over 3.6x larger by value in 2026, will likely help propel center provision and innovation. These factors paint a promising picture for the industry players that offset rising input costs and adapt to new technologies.
According to M Capital Group: “Specifically, the long-term cost-saving opportunities available from the rise of remote managing will likely aid value growth for the industry. Through margin optimization and further availability of capital for reinvestment, strong players will maintain their competitive foothold, while weaker players exit the market to balance supply and demand.”
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Empowering the Data Analytics Ecosystem: A Laser Focus on Value
The data analytics ecosystem thrives when every component functions at its peak, unlocking the true potential of data. Here's a laser focus on key areas for an empowered ecosystem:
1. Democratize Access, Not Data:
Granular Access Controls: Provide users with self-service tools tailored to their specific needs, preventing data overload and misuse.
Data Catalogs: Implement robust data catalogs for easy discovery and understanding of available data sources.
2. Foster Collaboration with Clear Roles:
Data Mesh Architecture: Break down data silos by creating a distributed data ownership model with clear ownership and responsibilities.
Collaborative Workspaces: Utilize interactive platforms where data scientists, analysts, and domain experts can work seamlessly together.
3. Leverage Advanced Analytics Strategically:
AI-powered Automation: Automate repetitive tasks like data cleaning and feature engineering, freeing up data talent for higher-level analysis.
Right-Tool Selection: Strategically choose the most effective advanced analytics techniques (e.g., AI, ML) based on specific business problems.
4. Prioritize Data Quality with Automation:
Automated Data Validation: Implement automated data quality checks to identify and rectify errors at the source, minimizing downstream issues.
Data Lineage Tracking: Track the flow of data throughout the ecosystem, ensuring transparency and facilitating root cause analysis for errors.
5. Cultivate a Data-Driven Mindset:
Metrics-Driven Performance Management: Align KPIs and performance metrics with data-driven insights to ensure actionable decision making.
Data Storytelling Workshops: Equip stakeholders with the skills to translate complex data findings into compelling narratives that drive action.
Benefits of a Precise Ecosystem:
Sharpened Focus: Precise access and clear roles ensure everyone works with the most relevant data, maximizing efficiency.
Actionable Insights: Strategic analytics and automated quality checks lead to more reliable and actionable data insights.
Continuous Improvement: Data-driven performance management fosters a culture of learning and continuous improvement.
Sustainable Growth: Empowered by data, organizations can make informed decisions to drive sustainable growth and innovation.
By focusing on these precise actions, organizations can create an empowered data analytics ecosystem that delivers real value by driving data-driven decisions and maximizing the return on their data investment.
Explore our comprehensive data analysis project presentation on predicting product ad campaign performance. Learn how data-driven insights can optimize your marketing strategies and enhance campaign effectiveness. Perfect for professionals and students looking to understand the power of data analysis in advertising. for more details visit: https://bostoninstituteofanalytics.org/data-science-and-artificial-intelligence/
Levelwise PageRank with Loop-Based Dead End Handling Strategy : SHORT REPORT ...Subhajit Sahu
Abstract — Levelwise PageRank is an alternative method of PageRank computation which decomposes the input graph into a directed acyclic block-graph of strongly connected components, and processes them in topological order, one level at a time. This enables calculation for ranks in a distributed fashion without per-iteration communication, unlike the standard method where all vertices are processed in each iteration. It however comes with a precondition of the absence of dead ends in the input graph. Here, the native non-distributed performance of Levelwise PageRank was compared against Monolithic PageRank on a CPU as well as a GPU. To ensure a fair comparison, Monolithic PageRank was also performed on a graph where vertices were split by components. Results indicate that Levelwise PageRank is about as fast as Monolithic PageRank on the CPU, but quite a bit slower on the GPU. Slowdown on the GPU is likely caused by a large submission of small workloads, and expected to be non-issue when the computation is performed on massive graphs.
“Job Quality, Labour Market Performance and Well-Being”_Klos
1. Policy Discussion
Joint EC/OECD Seminar, Brussels, 27-28 November 2014
Hans-Peter Klös, Cologne Institute for Economic Research
2. Stylized „employment production function“
Employment regulation Wage regulation
Taxes and Social
security contributions Labour market policy
Social security law
Labor Law
Management and
worker representatives
Human Resources
Management
Vocational Education
Compensation
policy
Demography
policy
Government Company
Employment
by quantity and quality
Employers' /
Trade associations
Trade unions
Wage bargaining Demography
Tariff
parties
parties
wage agreements
Alliances for work
Coverage
of collective
agreements
and Training
Source: Cologne Institute for Economic Research
Brussels, November 27-28, 2014 2
3. Major challenge GDP-Performance, …
Change in real GDP, year-to-year, in percent
-0,7
2012 2013 2014 2015
-0,4
-0,4
1,2
1,7
4,5
4
3,5
3
2,5
2
1,5
1
0,5
0
-0,5
-1
Euro Area EU World
Source: EU, European Economic Forecast, Spring 2014
3,2
0,1
2,9
1,6
3,5
2,0
3,8
Brussels, November 27-28, 2014 3
4. … unemployment rate …
Unemployment as percent of labour force, 2013
30
25
20
15
10
5
0
* Source: ILOSTAT, 2014
Brussels, November 27-28, 2014 4
5. … or job quality?
Relationship between job quality and job quantity
Source: OECD Employment Outlook 2014
Brussels, November 27-28, 2014 5
6. It depends – because …
… priorities are path-depending and changing.
… various transmission channels are influencing
labour market outcomes.
… each country has idiosyncratic strenghts and
weaknesses.
… institutional settings are the main driver of
difference in labor market-KPI‘s, both in terms of
quantity and quality.
… different „paradigms“ pose different challenges.
Brussels, November 27-28, 2014 6
7. „Paradigm I“: OECD-Framework for
structural reforms
Country groCuopunitnriegs s Main challenges Strengths
Group 1 ESP, GRC, ITA, PRT, SVN High structural unemployment, low
competitiveness
Productivity levels close to average
Group 2 CZE, EST, HUN, IRL, ISR,
POL, SVK
Significant productivity gap, high long-term
unemployment, low internal mobility
an participation of certain groups
Flexible wage adjustments, high
percentage of population with at least
secondary education
Group 3 DNK, NOR, NLD, SWE Low average hours worked and
overheated housing market
Good productivity level, above average
shares of population with tertiary
education
Group 4 AUT, BEL, FIN, FRA, LUX Low participation of older workers and
persistently high unemployment
Good productivity level, relatively high
and broadly-based business R&D
intensity
Group 5 AUS, CAN, CHE, GBR,
NZL, USA
Low productivity growth, high variance in
education outcomes and healthcare costs
High investment in knowledge-based
capital and good quality tertiary education
Group 6 DEU, JPN, KOR Fast population ageing, low participation
of woman, relatively weak productivity in
services
High overall employment rates, strong
export base, including of capital goods
Group 7 BRA, CHN, CHL, IDN, IND,
MEX, RUS, TUR, ZAF
Widespread informality, uneven access to
quality education, infrastructure
bottlenecks
Strong potential for productivity catching-up,
fast-growing labour force
Source: OECD, Economic Policy Reforms 2014 - Going for Growth Interim Report
Brussels, November 27-28, 2014 7
8. „Paradigm II“: OECD-Framework for job quality
Broad outcome measures of job quality and their subcomponents
Dimensions Aggregate outcome
measure of job
quality
Subcomponents (at the individual level) Main labour market and
social policies that affect
job quality
Earnings
quality
Earnings index taking
into account both
earnings level and its
distribution
(inequality).
Level of earnings. Wage setting systems.
In-work benefits schemes.
Minimum wage.
Labour
market
security
Expected earnings
loss associated with
unemployment.
Unemployment risk:
- Risk of becoming unemployed.
- Expected duration of unemployment.
Insurance against unemployment risk:
- Eligibility to unemployment benefits.
- Generosity of benefits (replacement rates.)
Employment protection
legislation.
Tax and benefit systems.
Active labour market
policies.
Quality of the
working
environment
Proportion of workers
experiencing job strain
(i. e. imbalance
between work
stressors and
workplace resources).
Work-related stress factors:
- Time pressure at work.
- Exposure to physical health risk factors.
- Workplace intimidation.
Support and resources to accomplish job duties:
- Work autonomy and learning opportunities.
- Good management practices.
- Good workplace relationships.
Working-time regulations.
Health-related labour laws.
Sickness insurance
schemes.
Occupational health care
services.
Labour inspection bodies.
Vocational training.
Source: OECD, Employment Outlook 2014
Brussels, November 27-28, 2014 8
9. Synthesis: competing or complementary?
Regaining more growth and employment requires
balanced and targeted structural reforms.
Structural reforms could adress quality issues as
well.
Labor market participation is a stepping stone for
well-being.
Trade-offs between quantity and quality can only
partially be offset.
Improving educational outcomes seems to be a high
road for matching quantity with quality.
Brussels, November 27-28, 2014 9
