Sector Councils Research Articles

An Overview of the Roles and Functions of Selected Financial Role Players to Protect Financial Stability and Promote Market Integrity in South Africa

The South African Reserve Bank (SARB) and other financial role players such as the Prudential Authority (PA), the Financial Sector Conduct Authority (FSCA), the National Credit Regulator (NCR), the Financial Intelligence Centre (FIC), the Financial Stability Oversight Committee (FSOC), the Financial Sector Contingency Forum (FSCF), the Financial Sector Council of Regulators (FSCR) and the Financial Sector Inter-Ministerial Council (FSIC) play a significant role in the protection and promotion of financial stability and market integrity in South Africa. The SARB has the primary financial stability mandate, whilst the FSCA was established to primarily promote market integrity and enhance market efficiency through protecting and promoting the fair treatment of financial customers and promoting financial literacy programs. As technology advances and new players enter the market, traditional financial institutions are faced with increased competition and the need to adapt and innovate to stay relevant. In this regard, regulatory frameworks and the functions of regulatory bodies should be constantly reviewed to conform to financial technology (fintech) developments and safeguard consumer interests. This article examines the roles and functions of the aforementioned financial role players as regulated by the Financial Sector Regulation Act (FSR Act) and other relevant financial sector laws. This is done to evaluate the effectiveness of their roles and functions to protect and promote financial stability and market integrity in line with fintech and Artificial Intelligence (AI) developments. The paper also evaluates the importance of cooperation and collaboration between the financial role players to fulfil their roles and functions.

Importance of popular participation in the legislative process according to constitutional principles

Social participation plays a fundamental role in consolidating democratic principles and guaranteeing citizens' rights in the Brazilian context. In addition to periodic suffrage, the Federal Constitution recognizes the relevance of the contribution of individuals in the process of formulating and implementing public policies. Sectoral councils, for example, are established as mechanisms for dialogue and cooperation between the government and civil society. Social participation has a positive impact by expanding representativeness, strengthening transparency and fostering social control over government actions. In this sense, it is imperative to create appropriate spaces and promote strategies that value and strengthen social participation, with the aim of building a more just and democratic society. Within the scope of the legislative process, mechanisms such as public hearings and popular initiative bills play an important role in providing citizens with the opportunity to express their opinions and influence decisions. Furthermore, social participation is not restricted to the stage of drafting laws, but also encompasses their implementation and monitoring. The active engagement of citizens, through monitoring the activities of parliamentarians, contributes to the promotion of transparency and accountability and strengthens democratic principles. Active participation in the legislative process is a determining factor for more inclusive and responsive governance, thus seeking to build a just and egalitarian society.

Crisis management in federal states: the role of peak intergovernmental councils in Germany and Switzerland during the COVID-19 Pandemic

In federal states, intergovernmental councils were the main institutions through which the federal government and the constituent units coordinated their responses to COVID-19. To examine whether peak councils assumed a leading role during the COVID-19 pandemic to ensure cross-sectoral as well as intergovernmental coordination, this article compares the role of two “peak councils”—the Conference of Premiers (MPK) in Germany and the Conference of Cantonal Governments (KdK) in Switzerland—with sectoral councils in normal times and during the COVID-19 pandemic. The analysis relies on an original database of more than 900 council outputs based on which we compare the level of activity, the publicity, the direction of action, and the bindingness of outputs. The findings show that MPK took a leading role during the pandemic, a role that was indeed unusual when compared to normal times, while KdK, which likewise does not play a leading role in normal times, did not during the pandemic either.

GROUP EXPERT EVALUATION OF QUALITY CRITERIA OF THE EDUCATIONAL PROGRAM FOR THE FIELD OF METROLOGY AND INFORMATION-MEASURING TECHNIQUE

The article's urgency of researching the importance of the applied national criteria for the quality of the educational program (CQEP) for higher education institutions (HEI) was established. The approach to group expert assessment of the weight of CQEP for the educational program (EP) in the field of metrology and information-measuring technique was studied. Members of one of the sectoral expert councils on technical specialties are involved in carrying out such assessments. To achieve this goal, the composition and requirements of the CQEP sub-criteria are analyzed, the algorithm of group expert assessment of the CQEP weight was proposed and substantiated, and the priority of the CQEP sub-criteria based on the conducted assessment was established. Conducting a quality assessment of EPs by experts and the National Agency for Quality Assurance in Higher Education according to clearly established criteria and sub-criteria helps to improve the quality of EPs of HEI. Although the HEI should pay attention to all the established criteria (sub-criteria), more attention should be paid to those identified by experts as the most important and those that significantly affect the quality of EP. It is established that such criteria include, first of all, training through research, human resources, teaching, and learning in the educational program. At the same time, the experts of technical specialties have the most doubts about the sub-criteria of the CQEP for internal quality assurance of the EP (K8), and this criterion itself is not considered important by them. At the same time, a large number of CQEP sub-criteria regarding the structure and content of the EP are also questionable, although they consider this criterion to be important. Therefore, these sub-criteria of the CQEP need special attention during the next revision of the set of CQEP to better balance the system of sub-criteria of the CQEP.

СИСТЕМНЫЙ ПОДХОД К РАЗВИТИЮ КАДРОВОГО ОБЕСПЕЧЕНИЯ ОТРАСЛЕЙ ЭКОНОМИКИ

Taking as an object of study in this aspect the system of staffing of the sectoral economy in general and the oil and gas complex in particular, the authors aim, firstly, to substantiate from the standpoint of the general theory of systems and methodology of activity the legitimacy of the ontological representation of this system as a mechanism of expanded reproduction in the sense increasing the ability and readiness of the human resources of the industry to ensure its competitiveness, and, secondly, to offer their own solutions to the problem of forming a multitude of subjects of activity in the personnel system and building the functional and morphological structure of this system, substantiating the role of sectoral Councils for Professional Qualifications (CPQ) as a key subsystem of its control part in overcoming the uncontrolled growth of entropy in the sectoral labor market. In addressing these problems, the authors relied mainly on the methods of praxeology as a general philosophical teaching about the practical activities of people and system analysis. The article for the first time presents the integral functional and morphological structures of the staffing support system of the sectoral economy and the allocation of the managing and managed parts in them and the fixation of the key role in the management of the sectoral Council for Professional Qualifications. The following conclusion from this, formulated in the article, is the institutional consolidation of this role at the level of the corresponding expansion of the powers of the CPQ.

Sectoral Councils as an Institutional Mechanism for Policy on Professional Qualifications

Transformations of the labour market and education have led to changes in the national system of professional qualifications, in particular, the search for new institutional mechanisms for public policy on qualifications. Based on the analysis of the relevant legal framework and own reflections, the article considers the activities of sectoral (sectoral-professional) councils that regulate professional qualifications and standards and serve as an institutional basis for reconciling the interests of various stakeholders in qualifications policy. Differences in the regulation of sectoral councils in the EU and Ukraine have been identified. In most European countries, sectoral councils, which develop professional standards and analyze the needs for professional qualifications, operate under a central executive body responsible for education policy or a main body that administers professional qualifications and coordinates sectoral councils. These councils have a clear structure and state funding. In Ukraine, branch councils are created by employers’ organizations that do not have clear legal regulations and state funding (they are essentially self-governing and self-regulatory). At the same time, sectoral councils play an essential role in developing professional standards as requirements for the competence of employees (80% of approved professional standards in Ukraine were developed by sectoral councils). Legislative initiatives on sectoral councils to develop professional standards, which are designed to preserve the self-governing nature of councils and give them vast powers in the field of professional qualifications, are assessed. The author’s vision of the functioning of sectoral councils for the development of professional qualifications as collegial bodies of the National Qualifications Agency, which are based on the principles of social partnership, includes representatives of various subjects of qualifications policy. This will allow expanding the institutional policy mechanism for professional qualifications.

IFST vision for a UK‐wide national food strategy

<scp>IFST</scp> vision for a <scp>UK</scp>‐wide national food strategy

Collaboration and innovation: An empirical study of Indian technological enterprises

AbstractIn 2010, the Indian government declared 2010–2020 to be the ‘Decade of Innovation’ and established the State Innovation Councils and Sectoral Innovation Councils to encourage and facilitate innovation by technological firms. In this paper, we study the relationship between collaboration and innovation in a cross‐section of Indian firms, paying particular attention to the impact of the innovation councils. Our results suggest that domestic collaborations have an important impact on firm innovation, as do the innovation councils, but that the impact of the councils is less for firms that collaborate.

The evaluation of learning transfer of industry skills council (ISC) training programs using success case method

Purpose Industry skills council (ISC) in Korea is at an earlier stage in terms of its formation and incubation. As a governance model similar to sector councils in Canada and UK, it still requires training and development of talents who work for ISCs. The purpose of this study is to analyze the effectiveness of training programs that are currently provided to personnel of the ISC to foster their learning systematically and to develop measures for effectiveness of the training programs. Design/methodology/approach This study evaluated the training program for the staff of the ISC secretariat as a tool to activate the councils’ main functions. In terms of methodology, we developed an effective training model to measure the training transfer and used it as an analytical framework for evaluation. Success case method was applied to identify the best case of training transfer that reinforces the role and function of ISC. Findings Learning transfer can help not only the transfer of the learning contents but also the role of the organization that the members belong to and strengthen the function of the ISC. By transferring the content matter of the learning, it can help strengthen the capacity of members to carry out the roles and functions of the ISC, and further strengthen the functions of the council and the role of key players in labor markets. Research limitations/implications An effective training model for the personnel of national sectoral bodies or non-profit organization can be further investigated. Practical implications The learning transfer evaluation model for ISC staff has unique characteristics that are different from previous studies. ISC has the characteristics of public goods that are established with government support and are active in developing human resources in each industry sector. Originality/value Incubating ISC in South Korea is at an earlier stage in terms of research and policy practice. The research findings in this study lay the foundations for further empirical explorations.

Representivity: The Achilles heel of bargaining councils

The legislative requirement of representivity of parties to bargaining councils remains one of the main challenges these institutions face. When trade unions and/or employers’ organisations are deemed to be unrepresentative, this could lead to the ultimate collapse of the council, or result in collective agreements not being extended to non-parties – thereby defeating the purpose of centralised collective bargaining. This research has thrown light on representation levels by demonstrating that they are not stagnant, but change constantly. The research indicates that today private sector councils especially are often faced with unrepresentative parties, mainly because of economic and political challenges and significant changes in the world of work. Examples are given of how councils deal with these challenges, if at all. The research indicates that even though representivity remains a huge challenge for councils, collective agreements are still in the main extended to non-parties. Nevertheless, there is evidence that the extension of agreements has been challenged. This article therefore throws light on and improves our understanding of non-representivity matters in certain bargaining councils, and by extension our understanding of non-representivity in other bargaining councils as well. It concludes with certain recommendations. Hence, this article contributes to existing knowledge by providing a more inclusive and integrated view of non-representivity and its consequences, thereby enriching the broader employment relations management context.

Representivity: The Achilles heel of bargaining councils

The legislative requirement of representivity of parties to bargaining councils remains one of the main challenges these institutions face. When trade unions and/or employers’ organisations are deemed to be unrepresentative, this could lead to the ultimate collapse of the council, or result in collective agreements not being extended to non-parties – thereby defeating the purpose of centralised collective bargaining. This research has thrown light on representation levels by demonstrating that they are not stagnant, but change constantly. The research indicates that today private sector councils especially are often faced with unrepresentative parties, mainly because of economic and political challenges and significant changes in the world of work. Examples are given of how councils deal with these challenges, if at all. The research indicates that even though representivity remains a huge challenge for councils, collective agreements are still in the main extended to non-parties. Nevertheless, there is evidence that the extension of agreements has been challenged. This article therefore throws light on and improves our understanding of non-representivity matters in certain bargaining councils, and by extension our understanding of non-representivity in other bargaining councils as well. It concludes with certain recommendations. Hence, this article contributes to existing knowledge by providing a more inclusive and integrated view of non-representivity and its consequences, thereby enriching the broader employment relations management context.

Generic Green Skills Development: Initiatives of Green Manufacturing Industries in Johor, Malaysia

As green economy continues to evolve, the catchword ‘generic green skills’ has gained widespread attention among occupational associations, industries, businesses and sector councils. To respond effectively to the shift for a greener economy, industries have initiated steps to train workers for green practices. This study seeks to examine how the green manufacturing industries in Johor, Malaysia inculcate generic green skills among workers. Qualitative approach by means of interview was used which involved four middle management personnel from four different industries. Out of seven areas of initiative implemented by the companies, two were considered prominent based on the activities adopted, that is in-house training (94.0%) and environmental culture programs (93.75%), while retraining (50.0%) and skills building (31.25%) were the least implemented.

A Study on the Development Plan of Sector Council in Korea

A Study on the Development Plan of Sector Council in Korea

Analysing Wage Formation in the South African Labour Markets: The Role of Bargaining Councils

The role of bargaining councils, the central pillar of collective bargaining in South Africa, in the formation of wages is important in the context of high unemployment rates in South Africa. In this study we find that while institutionalized collective bargaining system covered substantially more formal sector workers in 2005 (30 percent) compared to 1995 (15 percent), this still meant that less than a third of the formally employed were covered by bargaining councils. Notwithstanding this, the overall rise in the number of workers covered by bargaining council agreements between 1995 and 2005 was driven almost primarily by the introduction of public sector councils. Thus, bargaining council coverage in the first decade of democracy is characterized by an erosion of coverage within the private sector bargaining council system on the one hand and the rapid rise of this system of bargaining in the public sector. On the other hand the descriptive data and multivariate models show therefore a significant wage premium associated with coverage under public sector councils in 2005, in excess of the large and significant union wage premium. The decline in the bargaining council system in the private sector is accompanied by declining wage premia for formal sector workers covered under private sector bargaining council agreements, with our preferred specification in 2005 indicating no significant private sector bargaining council wage premium.

Conselhos setoriais: perfil dos conselheiros e sua influência na tomada de decisão

Este artigo tem por objetivo apresentar o perfil dos conselheiros de quatro conselhos setoriais do Município de Santo André com a finalidade de compreender de que forma fatores como idade, escolaridade, gênero, entre outros, podem influenciar positiva ou negativamente na representividade destes Conselhos. Para isso, foram realizadas entrevistas e feita análise de documentos internos e atas das reuniões dos conselhos. Os resultados demonstram que, embora existam diferenças no que se refere à escolaridade dos representantes da sociedade civil e do poder público que poderiam refletir uma correlação de forças desigual dentro dos conselhos, os representantes da sociedade civil possuem forte liderança, o que facilita o retorno das informações à sociedade e vice-versa. Conclui-se que, para que os conselhos locais tornem-se um canal de participação mais equilibrado, é preciso investir na capacitação dos conselheiros e em mecanismos de incentivo à participação de jovens.

Development and implementation of a benchmarking and metrics program for construction performance and productivity improvement1This paper is one of a selection of papers in this Special Issue on Construction Engineering and Management.

To improve construction productivity and performance, it must be measured. The Construction Sector Council (CSC) has started a Labour Productivity and Project Performance Benchmarking Program for the infrastructure sector of the construction industry in Canada. Metrics were developed for project cost, time, safety, and quality performance; labour productivity; rework; project conditions; and management practices related to health and safety. Data from 19 projects located in different regions of Canada were collected and analyzed. Based on the results and on industry feedback, additional metrics for practices related to project planning, materials management, and construction supervisory skills development were developed. This paper describes the development of the program. Lessons learned during the development and implementation of the benchmarking and metrics program are summarized and steps to establish a sustainable program are identified. It is concluded that a successful program is feasible and has the potential to have broad impact.

A Study on the Sector Councils for Skills of Advanced Countries and the Policy Implications for Korea

A Study on the Sector Councils for Skills of Advanced Countries and the Policy Implications for Korea

Impact of Sector Councils: A Canadian Institution

Sector Councils in Canada are a form of non-union representation that have been described as “unique in the world” and they represent approximately half of the workforce in Canada. Their impact on 44 workplace and human resource practices of firms is estimated from a worker-firm matched data set, the Workplace and Employee Survey, for the years 1999–2006. Surprisingly, Sector Councils were significantly associated with positive outcomes for only 4 of the 44 outcome measures and with negative outcomes for 28 of the outcome measures, while 12 of the relationships were statistically insignificant. Possible explanations for this surprising result are provided.

Overcoming the paradox of employers' views about older workers

In advanced and developing economies, ageing populations and low birth rates are emphasising the need for retaining and sustaining competent older workers. This paper examines human resource and governmental policy and practice implications from the contradictory accounts directed towards those workers aged over 44 years, who are usually classified as ‘older workers’. It focuses on a key and paradoxical impediment in the workforce retention of these workers. Using Australia as a case study, this paper argues that policies and practices to retain and sustain workers aged 45 or more need to de-emphasise the term ‘older workers’ and reconsider how human resource management and government policies, as well as practices by workers themselves, might pursue longer and more productive working lives for employees aged over 45. It seeks to elaborate the paradox of the (under)valuing of older workers' contributions and provides direction for retaining and supporting the ongoing employability of these workers. It concludes by proposing that government, industry bodies and sector councils that seek to change employer attitudes will likely require a dual process comprising both engagement with older workers and a balanced appraisal of their worth. Alone, subsidies and/or mandation may well serve to entrench age bias without measures to redress that bias through a systematic appraisal of their current and potential contributions. In addition, to support this transformation of bias and sustain their employability, older workers will likely need to exercise greater agency in their work and learning.

National occupational research agenda for hearing loss in the manufacturing sector.

The National Institute for Occupational Safety and Health (NIOSH) has developed the National Occupational Research Agenda (NORA) as a means of organizing and prioritizing its research efforts in occupational safety and health. Research has been categorized across 8 industrial sectors and 22 cross‐sectors. Among these, the manufacturing sector is the largest sector in which hearing loss occurs due to occupational exposures. The NIOSH Manufacturing Sector Council has developed strategic research goals to be completed by government, academic, and industry stakeholders. Foremost among these goals were the identification and inventory of sources of noise exposure resulting in hearing loss, and the determination of behavioral and exposure factors that contribute to the risk of hearing loss. This paper will outline the efforts of the Manufacturing Sector Council to identify research needs, outline research partnership opportunities, and seek effective means of implementing the research agenda to reduce the incidence of hearing loss among American workers.