Enhancing choice? The role of technology in the career support market

This report explores the role that technology has played in the development of the career support market. This market is conceived broadly to include all possible resources that individuals might draw upon to support them in their career development. A key element is the role that is played by public-sector career services and by careers professionals; though these resources are supplemented by services paid for in a wide range of ways and delivered by a range of professionals and non-professionals.UKCE

Careering through the Web: the potential of Web 2.0 and 3.0 technologies for career development and career support services

This paper examines the environment that the web provides for career exploration. Career practitioners have long seen value in engaging in technology and the opportunities offered by the internet, and this interest continues. However, this paper suggests that the online environment for career exploration is far broader than that provided by public-sector careers services. In addition to these services, there is a wide range of other players including private-sector career consultants, employers, recruitment companies and learning providers who are all contributing to a potentially rich career exploration environment.UKCE

Earning the commitment of millennials, the secret weapon of Corporate Social Responsibility

The commitment of an employee to their employer has been researched extensively by academics over the last fifty years (Cantril, 1963; Mowday, Steers and Porter, 1979; Allen and Meyer, 1990; Singh, Gupta and Venugopal, 2008; Al-Yami, Galdas and Watson, 2018), the context for such research has generally been contextualised to 'baby boomers' who represented the workforce during this period. Millennial employees are soon expected to make up 60% of the workforce with the last baby boomers expected to retire this decade (Westerman and Yamamura, 2007). The needs and desires of millennials at work are different to baby boomers with millennials more concerned with organisations impact on the world and commitment to sustainability strategies (Leveson and Joiner, 2014). Organisational Commitment (OC) has also been noted to be in decline, with millennials not seeking or expecting a 'job for life' (Hammer, 2015). This paper therefore proposes that organisational Corporate Social Responsibility (CSR) might be an important tool for organisations wishing to commit millennial employees

One Foundation's Experience with Primary and Integrated Care Grantmaking: Lessons on Leverage and Policy Change

Significant changes in health care practice usually require changes in compensation practice -- and may also require changes in licensing (of facilities and/or professions), certification and professional training. This is important work that requires a long-term commitment. And it may give rise to push-back from various sources invested in the current state of affairs:* Professionals, not wanting others to be licensed to perform similar services at lower reimbursement rates* Payers, not wanting to open a door to new categories of reimbursable services* Training institutions reluctant to alter curriculum, until it is clear that a new approach has staying powerFoundations are in a powerful position to speak out for change, as we "don't have a dog in the fight." That neutrality can be our strength, particularly as we become known for speaking clearly and from a basis in factual information and evidence-based approaches

'I am pleased to shop somewhere that is fighting the supermarkets a little bit' : A cultural political economy of alternative food networks

Peer reviewedPostprin

Tackling unemployment, supporting business and developing careers

The issue of unemployment remains high on the political agenda. However, there is evidence that employers can be wary of employing people who are out of work. Employer practice is key, both in terms of providing employment opportunities to job seekers, and in providing space for low-skilled people to develop their skills and cement their attachment to the labour market. This report discusses the role of career guidance in mediating between job seekers and employers to allow both to achieve their objectives.The issue of unemployment remains high on the political agenda. However, there is evidence that employers can be wary of employing people who are out of work. Employer practice is key, both in terms of providing employment opportunities to job seekers, and in providing space for low-skilled people to develop their skills and cement their attachment to the labour market. This report discusses the role of career guidance in mediating between job seekers and employers to allow both to achieve their objectives

Immunization Dynamics on a 2-layer Network Model

We introduce a 2-layer network model for the study of the immunization dynamics in epidemics. Spreading of an epidemic is modeled as an excitatory process in a small-world network (body layer) while immunization by prevention for the disease as a dynamic process in a scale-free network (head layer). It is shown that prevention indeed turns periodic rages of an epidemic into small fluctuation. The study also reveals that, in a certain situation, prevention actually plays an adverse role and helps the disease survive. We argue that the presence of two different characteristic time scales contributes to the immunization dynamics observed.Comment: 5 pages, 7 figure