An Analysis of the Talents Shortage in the Present Labor Market: A Case Study of China

Digital transformation is the integration of Information and Communication Technologies (ICT) into all business areas and affects industries throughout the world. Digital transformation strategies are entrusted to “digital talent”, individualswho are technically equipped and well-versed across domains. However, finding the right talent has proven to be a difficult task and unmanageable to some organizations. Not only there is a shortage of talent, digital economy requires a different set of skills from the current labour market has to offer. This paper aims to shed light into this issue through a systematic literature review. In addition, a reflection on Malaysia’s digital transformation strategies is presented. Results revealed that there is yet a standard definition for digital talent and its meaning varies across organizations and industries. Although generic descriptions are available, there is a lack of specific skill-set associated with digital talent. Main research directions include supporting digital transformation, talent cultivation, talent attraction, and shortage of talent. This paper contributes to the literature by presenting effortsto bridge the digital talent gap from three different perspectives: short-term, medium-term, and long-term measures. Malaysia has mapped its human capital development against the United Nation’s Sustainable Development Goals since 2016 and is in the right path with regards to its digital transformation strategies. Short-term and medium-term measures arebeing implemented through up-skilling and re-skilling programs whilst long-term measures are underway although the results of digital transformation across industries have yet to be studied extensively.

The “sharing” economy, and in particular the exchange of labor and services within it, is generating wide-spread attention from scholars. It has been celebrated as a disruption to current forms of labor and consumption. This depiction suggests a new, sui generis form of economy, which can and should be understood in and of itself, or at most, by its contrast with the current labor market in which workers are employees. Yet, I argue, emerging research on gender discrimination in the gig economy suggests that this understanding occludes a major feature of the gig economy — its operation in the shadow of the labor market and antidiscrimination law. In this Article, I argue that we should begin to consider the deeper relationship between the gig economy, the labor market, and antidiscrimination law. More specifically, I contend that inequality is learned: the labor market teaches gender inequality, these lessons are internalized by workers and reappear in the context of working in the gig economy. Therefore, I suggest that if we wish to mitigate gender discrimination for taskers in the gig economy, we must enhance antidiscrimination law for employees in the traditional labor market.

The role of women in the workforce has evolved continuously over time. The underlying shift in society has given women more clout in current labour market. Regardless of gender, women and men may engage in social, economic, and political life on an equal basis because to the phenomena of gender equality. Nevertheless, despite many nations have implemented advanced policy instruments, it is still difficult for women to enter the workforce. This article is written to draw attention to the issues that prevent women in Azerbaijan from joining or staying in labour market. This article is based on a desktop study that assesses the situations of women in the labour market using secondary sources. These sources contain scholarly and analytical publications that examines at women’s economic engagement and gender inequality. The result of this study indicate the need for policy changes to improve the situation of women in the labour market.

The Fourth Industrial Revolution is an objective result of technological progress, which will radically change the traditional ways of doing business. This will also contribute to radical changes in the human’s role in the labour market. Employees with high qualifications and developed social-behavioural skills will experience high demand in the labour market, and a consequence of this will be necessary transformations of the talent management concept. This study aims to demonstrate the need to change the talent management concept in the era of the Fourth Industrial Revolution. The conducted research is based on the analysis of statistical data regarding labour productivity in the economic system EC-27. Economic and mathematical modelling techniques have been used for the analysis of selected statistical indicators (places of convergence and divergence, places of growth, declining and side trend have been found). As a result of the studies performed, a method of calculating the original Index the lack of talents in the economic system. The results of the completed research demonstrate: on the one hand, on the market, there is a shortage of talent and a transformation of the labour market is required for organizational and technological reasons; on the other hand, the Fourth Industrial Revolution and the accompanying transformation of economic processes create new requirements for human resources. In such conditions, the role of human capital development process management increases significantly, and the necessary transformation of the talent management concept is increasingly becoming a key element that directly determines the sustainable development of social and economic systems. The transition to this concept should proceed through modern technologies and digital solutions, pursuing the main goal, being to provide a continuous process of not only searching for talents but also creating talents by delivering knowledge and forming skills as required by technological progress.

The impact of technology development on the future of the labour market in the Slovak Republic

This longitudinal evaluation of gender inequalities and economic growth addresses key questions in the evolving debate over the character of gender differentiation and the goals of womens empowerment. These questions include: 1) whether the impact of strategies of economic growth served to enhance or undermine the status of women; 2) whether changes in the status of women were accompanied by significant changes in gender inequality; and 3) the implications for existing debates. Section I reviews several sets of literature pertinent to the questions using three general approaches: modernization-neoclassical women in development and gender and development. Section II presents the data and methods used in the evaluation. The research assessed the contending interpretations reviewed in the first section by combining another set of cross-sectional and longitudinal data on womens status and inequalities between men and women with other existing indicators. Section III discusses the results in the following order: 1) cross-sectional patterns in womens status; 2) trends in womens status; 3) cross-sectional patterns in inequality between men and women; 4) trends in inequality between men and women; and 5) conclusion. Finally section IV presents an overall discussion of the findings of the whole longitudinal evaluation.

Labour market and unemployment policies in particular are rarely connected to issues of environmental sustainability. In the present article, the link is examined by focusing on ecosocial innovations in four European countries – Finland, Germany, Belgium and Italy. These innovations are small-scale associations, cooperatives or organizations that create new integrative practices combining both social and environmental goals. By asking how their social practices are linked with labour market and unemployment policies, we explore the scope for new ecosocial policies. The results of this cross-national case study lead to three lessons to be learnt for a future ecosocial welfare state: at the sectoral level, organizational level and individual level. In summary, many valuable ideas, instruments and programmes towards sustainability already exist in the field, but they are not yet integrated in the current labour market and unemployment policies.

One of Saudi Arabia’s vision 2030 goals is to keep the unemployment rate at the lowest level to empower the economy. Research has shown that a rise in unemployment has a negative effect on any countries gross domestic product. Artificial Intelligence is the fastest developing technology these days. It has served in many specialties. Recently, Artificial Intelligence technology has shined in the field of recruiting. Researchers are working to invest its capabilities with many applications that help speed up the recruiting process. However, having an open labor market without a coherent data center makes it hard to monitor, integrate, analyze, and build an evaluation matrix that helps reach the best match of job candidate to job vacancy. A recruiter’s job is to assess a candidate’s data to build metrics that can make them choose a suitable candidate. Job seekers build themselves metrics to compare job offers to choose the best opportunity for their preferred choice. This paper address how Artificial Intelligence techniques can be effectively exploited to improve the current Saudi labor market. It aims to decrease the gap between recruiters and job seekers. This paper analyzes the current Saudi labor market, it then outlines an approach that proposes: 1) a new data storage technology approach, and 2) a new Artificial Intelligence architecture, with three layers to extract relevant information from data of both recruiters and job seekers by exploiting machine learning, in particular clustering algorithms, to group data points, natural language processing to convert text to numerical representations, and recurrent neural networks to produce matching keywords, and equations to generate a similarity score. We have completed the current Saudi labor market analysis, and a proposal for the Artificial Intelligence and data storage components is articulated in this paper. The proposed approach and technology will empower the Saudi government’s immediate and strategic decisions by having a comprehensive insight into the labor market.KeywordsRecruitingJob seekerArtificial IntelligenceNatural language processingClustering algorithmsRecurrent neural network

There is general consensus among scholars interested in economic development that the ways in which both innovating organizations and target groups define the appropriate roles for men and women (gender roles) have an important impact on the nature of the development process. Concepts of age and age stratification, however, also have a profound influence on the outcome of this process. This paper examines how the choices and opportunities of women in a contemporary Highland community in Papua New Guinea are shaped by pre-contact systems of both age and gender stratification. Of particular interest are the differing ways in which change and development can affect different age groups in a society characterized by age stratification. First, a brief summary of the salient features of the pre-contact culture of this community is presented. Second, an overview of the nature and style of economic development introduced into the community is given. Third, the manner in which the economic participation of women i...

The efficient functioning of the labour market is impossible without ensuring equal opportunities for all agents involved in the system of labour and economic relations. It is especially important to study the role of the state in this process as the main regulator of social relations. The purpose of this study was to analyse the possibilities of preventing inequality in the labour market with the help of legal instruments, in particular legislation. The main research methods used were analysis, modelling and forecasting. The study examined the dynamics and global trends of labour market inequality, emphasising the changes resulting from globalisation and liberalisation. It also assessed the impact of migration on employment, particularly in view of the movement of people from war-torn regions. To describe the current trends, supply and demand in the current labour market were studied. The legislation of North Macedonia was assessed in the context of combating inequality and discrimination in the labour market. It is concluded that, despite the existence of a certain set of laws and acts, there are still problems related primarily to gender discrimination. Certain recommendations are offered to improve the situation both in the legal framework and in some other areas: economic, social, and cultural. It was concluded that the use of a comprehensive policy, the key approaches to which were proposed in this study, would achieve significantly better results in terms of ensuring equality in the labour market in North Macedonia. The findings can be used to improve public policies and legislation to combat labour market inequality in North Macedonia. In addition, the information described can also be used by entrepreneurs to create long-term development strategies

Abstract. The purpose of the article is to analyze the state, problematic aspects and prospects of the functioning of the labor market of Ukraine in the conditions of a full-scale war. Current labor market has found itself in a unprecedented demanding operational environment since the beginning of a full-scale war and until nowadays. The reduction in the number of vacancies, partial or complete stoppage of individual business entities activity, low activity of whole economic sectors, changes in the population’s options and priorities, as well as active looking for ways of optimization of livelihoods by citizens collectively do not contribute to conservation and increasing of employment level at all. But it is determined that a number of important changes, which are able to provide a sound basis for supporting of activity on the labor market, were realized during 2022. Nowadays the situation remains complicated and imbalanced, but the majority of citizens understand the importance of professional activity as a method of supporting our country in the context of martial law. So, with the aim of monitoring of actual changes, which are realized in the domestic labor market, determination of its effectiveness in the context of the State and the people support, as well as formation the following management strategy of employment level in Ukraine need to maintain focus on described problematic. Accordingly, the article is devoted to the analysis of actual state, problem aspects and prospects of function of the labor market in Ukraine in the context of full-scale war. Comparison, methods of abstraction, analysis and generalization are the research methods which were used in the article. In this science paper the essence of the labor market as a system of labor relations, which become between employers and employees, as well as the complexity of organizing and regulation it’s in the context of war conditions were determined. The main trends, which that characterize the Ukrainian labor market during war were researched; the dynamic of employment level was analyzed. So, to sum up, the prospects of following development of labor market under conditions of updating the principles and vectors of post-war employment policy in Ukraine were summarized. Key words: labor market, labor relations, martial law, mobilization, human capital, employment level, activity on the labor market.

The labor market is one of the economy changing components, it is quite similar to the market for goods and services, but instead of the demand and supply of goods, there is a demand and supply of labor, knowledge, skills and abilities that are supplied by the employee. The EU, in turn, is known for its openness to immigrants and the employment of third-country nationals. This creates new opportunities and challenges for workers and employers. Labor market research helps to understand the impact of immigration on labor markets. Covid-19 has actually become that springboard on the way to changes in the economies and labor markets of countries around the world. Transformations and changes that were just emerging until 2020 (this may safely include digitalization, automation, the spread of remote employment, etc.) will further intensify under the influence of the Covid-19 pandemic and the Russian-Ukrainian war and lead to a significant redistribution of workers between sectors. In general, labor market research in the EU and Ukraine helps countries to understand and respond to various challenges and opportunities related to employment, labor migration, economic development and social policy. The purpose of our work is to identify trends and problems that exist at the present stage of development of the labor market, as well as to forecast the further development of the labor market at the level of the European Union and Ukraine

This chapter addresses the arguments and available evidence about the complex intersections among basic research, claimed STEM (Science, Technology, Engineering, Mathematics) talent shortages, migration policy, and US economic growth. ‘Technical progress’ is a critical factor in economic growth, especially in the modern world of the ‘knowledge economy’. On the basis of this, should the US and other governments seek to increase their nations’ economic growth by expanding investments in basic research, or does basic research produce ‘global public goods’ that can readily be exploited economically by other countries? Should governments expand the number of domestic students pursuing higher education in science and engineering while also facilitating global recruitment by expanding temporary visas in these fields, or do these two approaches involve mutual contradictions? To what extent does the US government make available the migration data needed to assess such questions or support objective research and analysis on these issues?

The chapter discussed the reasons for the labour market vulnerability of youth and the challenges they face amidst the COVID-19 pandemic. While youth have been experiencing unsatisfactory progress in the labour market, the pandemic crisis has worsened it. Challenges in the labour market outcome include higher youth unemployment, financial instability (due to low wages and decrease in monthly income), labour market skill mismatch, low quality of jobs, and difficulties in school-to-work transitions, which threaten to widen the pre-existing challenges. This chapter also discussed remedial actions on policy options and interventions to the labour market to alleviate those challenges. The vulnerability of youths must be identified, heard, and targeted with proper measures to address the challenges that the young workers face in the current labour market.

The chapter discussed the reasons for the labour market vulnerability of youth and the challenges they face amidst the COVID-19 pandemic. While youth have been experiencing unsatisfactory progress in the labour market, the pandemic crisis has worsened it. Challenges in the labour market outcome include higher youth unemployment, financial instability (due to low wages and decrease in monthly income), labour market skill mismatch, low quality of jobs, and difficulties in school-to-work transitions, which threaten to widen the pre-existing challenges. This chapter also discussed remedial actions on policy options and interventions to the labour market to alleviate those challenges. The vulnerability of youths must be identified, heard, and targeted with proper measures to address the challenges that the young workers face in the current labour market.