Different patterns of labour market integration by migration motivation in Europe: the role of host country human capital

We study whether individual decisions to invest in the host country, namely obtaining equivalent qualifications, improving language skills, or naturalisation explain differences in labour market integration between migrants depending on their initial motivation. We use cross-national European data from the 2008 ad-hoc module of the Labour Force Survey to analyse migrant gaps in labour market participation, employment, occupational status and precarious employment. We find that different rates of and returns to host country human capital explain a substantial part of the improvements in labour market outcomes with years of residence, particularly for non-economic migrants who experience faster growth on average

Mit Reformen gegen die Jobmisere: R\ufcckenwind f\ufcr den italienischen Arbeitsmarkt?

Like Germany at the beginning of the new millennium, Italy is in deep trouble as far as the job situation is concerned. With 'Jobs Act', the Renzi government has committed itself to the mission of an extensive but controversial labour market reform. Centrepiece is the reform of the dismissal protection. With the introduction of standardized employment contracts, the distinct division of the labour market in tenured jobs on the one hand, and non-tenured jobs on the other, should be overcome

Selektivität und direkte Wirkungen von Vermittlungsgutscheinen: Empirische Befunde aus der Einführungsphase

In April 2002 German government introduced job placement vouchers as a new instrument of active labour market policy to foster the transition of unemployed to jobs. This paper investigates the demand, the treatment effect of the treated and the economic efficiency of job placement vouchers issued from May 2003 to June 2004. The analysis employs a large sample of unemployed individuals from administrative data collected by the German Federal Employment Agency. 20 percent of the West German and 37 percent of the East German unemployed demanded a voucher. According to the microeconometric results the treatment impact of the treated is positive. 5 out of 100 voucher recipients found a job as a result of the instrument. An additional analysis of the cost and returns of the voucher scheme reveals that the return remains positive if no more than 70 per cent of the direct effects are compensated by indirect (substitution) effects. Copyright Verein für Socialpolitik und Blackwell Publishing Ltd. 2006

Implementations- und Wirkungsanalyse der Personal-Service-Agentur

Personal-Service-Agenturen (PSA) sind vermittlungsorientiert arbeitende Zeitarbeitsunternehmen. Sie wurden im Zuge der Hartz-Reformen in das Instrumentenspektrum des SGB III eingeführt. In diesem Beitrag werden erste Ergebnisse der Evaluation der PSA vorgestellt. Zunächst werden die rechtlichen Grundlagen des Instruments, die Umsetzung durch die Bundesagentur für Arbeit, die institutionellen Rahmenbedingungen sowie die Nutzung des Instruments erörtert. Anschließend werden wirkungsanalytische Ergebnisse präsentiert. Die Ergebnisse der ersten Analysen sind ernüchternd: Zwar zeichneten sich in der Startphase 2003 positive Integrationswirkungen ab, im Jahre 2004 hatten PSA-Beschäftigte nach bisherigen Erkenntnissen jedoch eine deutlich geringere Wahrscheinlichkeit, innerhalb des untersuchten Zeitraums wieder in eine reguläre Beschäftigung eingegliedert zu werden. Abstract Personnel Service Agencies (PSA) are placement-oriented temporary work agencies, an innovative program for the reintegration of the unemployed introduced by the so-called “Hartz reforms.” This paper reports interim findings of an implementation and microeconomic impact analysis. After an initially positive reintegration effect during the start-up phase of the program in 2003, PSA participants had a markedly lower probability of entering regular employment in 2004 than did a control group

Recognition of Prior Learning for Highly Skilled Refugees’ Labour Market Integration

Abstract In the integration of highly skilled refugees, recognition of their prior learning is a key factor. One concern is the object of the recognition process, the formal and the actual competence of the individual. Another concern is the subject of the process, the refugee. Starting from the individual and her/his experience and competence entails a different process and results than starting from professional regulations and labour market needs. A final concern is the process of recognition. Recognition processes could be seen solely as a matter of classification and assessment, but this misses that fact that the recognition process also means a learning process for the individual. This article discusses problems and opportunities relating to the recognition of prior learning targeting highly skilled refugees in relationship with these three concerns of object, subject and process of recognition