Skills for self employment

This small scale, explorative research study looks at the hitherto relatively under-researched question of the role of skills and training in the development of self employment. It draws on a literature review, data analysis from the Labour Force Survey, and a series of expert interviews. We summarise here the main findings from the research and, where appropriate, we highlight possible policy implications of those findings, although given the small scale, exploratory nature of the study, some of these issues would benefit from further investigation(and the report highlights possible avenues for new research to fill these gaps: see section 6.7). In thinking about policy we do not, for the most part, recommend specific interventions. Rather we highlight the kinds of considerations that policy-makers should be aware of when designing interventions" -- page i (Evidence Report). "This Annex presents an analysis of Labour Force Survey data, to provide descriptive statistics on the nature and extent of self-employment in the UK" -- page 1 (Annex)

Policy options to overcome barriers to industrial energy efficiency in developing countries

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Does Managerial Training have any impact on the performance of MSE Managers? Empirical evidence from Ghana

Received the best full paper award in the performance management trackAdopting the human capital theory as a lens, this study investigates the impact of managerial training on the performance of the managers of Micro and Small Enterprises (MSEs) in Ghana. The study uses primary data collected from 506 MSEs who are clients of Financial Non- Governmental Organisations (FNGOs) in the Volta Region of Ghana. Managerial Training (MT) and Performance has been measured on a five-point Likert scale anchored by strongly disagree (1) and strongly agree (5). MT has been measured using 4 main constructs namely, training content, training efficiency, training frequency and training accessibility whilst performance was measured using 12 items. The study controlled for business age, industry category, manager’s educational level and gender. The study shows that managerial training content, efficiency, frequency, and accessibility are statistically significant in explaining performance among MSE managers in Ghana. Secondly, the study also shows that industry category, managers educational level, and business age influences the performance of managers. However, gender is statistically insignificant and does not have any impact on the performance of MSE managers in Ghana. The study, therefore, argues for the delivery of managerial training which is content-rich, efficient, frequent and accessible to MSE managers to develop their managerial capabilities (Fatoki, 2011; Newman et al., 2014)

Benchmarking Apprenticeship: UK and Continental Europe Compared

This paper reviews the main characteristics of the provision, organization and financing of appprenticeship in a number of leading European countries - Austria, Denmark, France, Germany and the Netherlands. These are compared to current practice in Britain as exemplified by Modern Apprenticeship. The main areas examined are the statutory framework and standards; employment prospects; achieving the employer-apprentice match; prior school qualifications of apprentices and motivation to enter apprenticeship; the management and financing of apprenticeship. The paper concludes that apprenticeship in Britain, judged as a programme, falls short of the standards of that provided elsewhere in Europe on every important measure of good practice.

Impact of Special Economic Zones on Employment, Poverty and Human Development

This study aims at examining the impact of Special Economic Zones (SEZs) on human development and poverty reduction in India. It identifies three channels through which SEZs address these issues: employment generation, skill formation (human capital development), and technology and knowledge upgradation. It examines how the impact of SEZs is passed through each of these channels. The study finds that the modality differs significantly according to the characteristics of the SEZs, in particular, the level of their development as reflected in the composition of economic activities. Within this framework, the study examines the sectoral and economic composition of SEZ activities in India. It finds that labour intensive, skill intensive and technology intensive firms co exist in India's zones and, therefore argues that all the three effects described above are likely to be important in the Indian context. Empirical findings reported in the study are based on the data collected from both secondary sources and primary surveys. The primary survey based data was generated through extensive interviews of entrepreneurs and workers across the three largest SEZs (in terms of their contribution to exports and employment) : SEEPZ, Madras and Noida. The analysis reveals that `employment generation' has been the most important channel through which SEZs lend themselves to human development concerns, in India. Employment generated by zones is remunerative. Wage rates are not lower than those prevailing outside the zones. Besides, working conditions, non monetary benefits (such as transport, health and food facilities), incentive packages and social security systems are better than those prevailing outside the zones, in particular, in the small/informal sector. The role of SEZs in human capital formation and technology upgradation is found to be rather limited. The study argues that the zones' potential could not be exploited fully in India. This could primarily be attributed to the limited success of SEZs in attracting investment and promoting exports. The new SEZ policy gives a major thrust to SEZs. However the creation of SEZs alone does not ensure the realization of their potential. The government will need to play a more proactive role for effective realization of the full range of benefits from SEZs.Special Economic Zones, Human Development, Employment, Poverty, Skill Formation, Technology Transfers, Local R&D