Defining and identifying the knowledge economy in Scotland: a regional perspective on a global phenomenon

The development and growth of a knowledge economy has become a key policy aim forgovernments in all advanced economies. This is based on recognition that technologicalchange, the swift growth of global communications, and the ease of mobility of capital across national borders has dramatically changed the patterns of international trade and investment. The economic fate of individual nations is now inseparably integrated into the ebb and flow of the global economy. When companies can quickly move capital to those geographical locations which offer the best return, a country's long term prosperity is now heavily dependent on its abilityto retain the essential factors of production that are least mobile. This has led to apremium being placed on the knowledge and skills embodied in a country's labourforce, as it has become a widely accepted view that a country which possesses a high level of knowledge and skills in its workforce will have a competitive advantage overothers with a lower domestic skill base. Knowledge and skills are thought to be thebasis for the development of a knowledge economy

Employment in the Online Industry: Personal Reflections on a Nontraditional Library Career

published or submitted for publicatio

Work restructuring and changing craft identity: the Tale of the Disaffected Weavers (or what happens when the rug is pulled from under your feet)

This article explores the changes in worker identity that can occur during manufacturing restructuring – specifically those linked to the declining status of craft work – through an in-depth case study of Weaveco, a UK carpet manufacturer. An analysis of changes in the labour process is followed by employee reactions centred on the demise of the traditional craft identity of male carpet weavers. The voices of the weavers dramatize the tensions involved in reconstructing their masculine identity, and we consider the implications this has for understanding gendered work relations

Sustainable Jobs in Sustainable Energy : closing the gap

The surge in demand for renewable energy has seen the sector expand in recent years. Evidence of this in the North East is the recent establishment of an R&D centre (New and Renewable Energy Centre NaREC). However, the North East, even with its strong engineering background, has not had a successful rate of growth due particularly to skill deficiencies (CURDS 2002; GO 2004). This project investigated higher-level skill needs in the sector and gives recommendations on integrating the findings into the University curricula. In particular it recommends change in the area of mechanical and electrical engineering, which covers a wide range of renewable energy employment needs through its HND, degree and Masters programmes

Changing skills required by the industries: perceptions of what makes business graduates employable

This study relates to the employers assessment of graduates skills as deem required by the industries. The business need for accelerated performance levels induces a responding desire for rapid changes in the skills required by universities graduates. A changing environment with resultant organizational restructuring means graduates now find jobs are more demanding as the needs of business to be more competitive. Whereas in the past, managerial competence went hand in hand with the possession of specific skills and abilities, it now seems to involve more. Empirical evidence from the research suggests that respondents share a basic commitment to the development of common skills within the context of a business and management studies programme. Clearly the employers participating in this study placed greater emphasis on major subjects of management and business (53.5%) and less on elective subjects (18.4%). Interestingly, the Quality Assurance Unit in Ministry of Higher Education in Malaysia also made a guideline of 50-60% of major subjects in Management and Business programme for undergraduate programme. On the other hand, this study confirmed that the industry also have the same views on programme composition in Management and Business programme in Malaysia.In-term of key skills in management and business programme, verbal and written communication skill were ranked higher and less on innumeracy skill. This finding also supported findings in the programme structure, where is the communication subject must play an important role in designing management and business syllabus. In academic and intellectual skills, be independence and ability to solve business problem placed most important skills by the employers. In line with that result, the employers also expected that the graduates will be able to carry out responsibilities assigned and always on time or can keep appointments. From this finding, it is imperative that higher learning institutions gave greater emphasis in developing soft skills of the students as well as preparing them with good attitude for employment

Understanding Occupational and Skill Demand in New Jersey's Finance Industry

The finance industry in New Jersey employs over 200,000 people. Many more workers benefit from the state's proximity to the finance industry in New York City. Jobs in the industry are evolving rapidly in response to national and global trends, such as deregulation, increasingly complex laws, and new technologies. As jobs change, skill requirements for both entry-level and incumbent workers increase. This report summarizes the skill, knowledge, and educational requirements of key finance occupations and identifies strategies for meeting the workforce challenges facing the industry

Bellcurve: Built Environment Lifelong Learning Challenging University Responses to Vocational Education: Lifelong University for the Built Environment

BELLCURVE (Built Environment Lifelong Learning Challenging University Responses to Vocational Education) is a European Commission funded research project conducted at the School of the Built Environment, University of Salford, UK, in collaboration with Department of Construction Economics and Property Management, Vilnius Gediminas Technical University, Lithuania and Department of Building Production, Tallinn University of Technology, Estonia. This project addressed issues associated with the mismatch between graduate skills and labour market requirements as this mismatch has been identified as one of the main factors behind graduate unemployment and employer dissatisfaction, particularly in the Built Environment (BE) sector. BELLCURVE considered ‘student engagement’ as a continuous through-life process rather than a temporary traditional engagement limited by the course duration. This through-life studentship defines the essence of the new innovative “Lifelong University” concept, whereby providing an opportunity for learners to acquire and develop skills and knowledge enabling responds to changing construction labour market needs on a continuous basis. This requires a reform in governance systems to respond labour market needs effectively while promoting the lifelong learning agenda