Temat: reskilling - Katalog OPAC zbiorów

Skocz do pozycji: 1.

Tytuł:: Asymmetric Mobility and Emigration of Highly Skilled Workers in Europe: The Portuguese case
Autorzy:: Machado Gomes, Rui
Teixeira Lopes, João
Cerdeira, Luísa
Vaz, Henrique
Peixoto, Paulo
Cabrito, Belmiro
Machado-Taylor, Maria Lourdes
Brites, Rui
Patrocínio, Tomás
Ganga, Rafaela
Silva, Sílvia
Silva, José Pedro
Powiązania:: https://bibliotekanauki.pl/articles/580422.pdf
Data publikacji:: 2018
Wydawca:: Polska Akademia Nauk. Czytelnia Czasopism PAN
Tematy:: BRAIN DRAIN
BRAIN CIRCULATION
ACADEMIC MOBILITY
DESKILLING
RESKILLING
Opis:: Emigration is a chronic structural process of the Portuguese society. The discussion and key arguments raised in this chapter are mainly focused on data from a research project on Portuguese skilled emigration. Based on the outcomes of the BRADRAMO2 on-line survey to 1011 highly skilled emigrants it can be suggested that recent phenomena in general, and the crisis that began around 2008 in particular, profoundly transformed the patterns of Portuguese emigration. Nowadays, the country faces a brain drain dynamic that is dramatically altering the profiles of national emigrants, emigration destinations, self-identity, and the strategies of those who leave the country. Academic mobility, mainly that promoted by the European Union (through grants from the Erasmus Program), created and fostered mobility flows that reinforced a latent mobility phenomenon. Once engaged in academic mobility programs, Portuguese higher education students tend to stay in the country of destination or, upon returning temporarily to Portugal, to evince a very strong predisposition to move to a country of the European Union. The profile of Portuguese high-skilled emigrants reveals a trend towards a permanent and a long-term (as opposed to a temporary or transitory) mobility, an insertion in the primary segment of the labor market of the destination countries, a predominance of professionals connected to the academic/scientific system and to professions requiring high skills, and a latent mobility (aft er a period of study in the country of destination) rather than direct mobility flows (after having entered in the employment system of the sending country).
Źródło:: Studia Migracyjne - Przegląd Polonijny; 2018, 44, 3 (169); 143-164
2081-4488
2544-4972
Pojawia się w:: Studia Migracyjne - Przegląd Polonijny
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 2.

Tytuł:: The impact of artificial intelligence (AI) on employees’ skills and well-being in global labor markets: A systematic review
Autorzy:: Cramarenco, Romana Emilia
Burcă-Voicu, Monica Ioana
Dabija, Dan Cristian
Powiązania:: https://bibliotekanauki.pl/articles/19901816.pdf
Data publikacji:: 2023
Wydawca:: Instytut Badań Gospodarczych
Tematy:: artificial intelligence (AI)
employees
skills
digital skills
upskilling
reskilling
well-being
Opis:: Research background: This article discusses how artificial intelligence (AI) is affecting workers' personal and professional lives, because of many technological disruptions driven by the recent pandemic that are redefining global labor markets. Purpose of the article: The objective of this paper is to develop a systematic review of the relevant literature to identify the effects of technological change, especially the adoption of AI in organizations, on employees’ skills (professional dimension) and well-being (personal dimension). Methods: To implement the research scope, the authors relied on Khan's five-step methodology, which included a PRISMA flowchart with embedded keywords for selecting the appropriate quantitative data for the study. Firstly, 639 scientific papers published between March 2020 to March 2023 (the end of the COVID-19 pandemic according to the WHO) from Scopus and Web of Science (WoS) databases were selected. After applying the relevant procedures and techniques, 103 articles were retained, which focused on the professional dimension, while 35 papers were focused on the personal component. Findings & value added: Evidence has been presented highlighting the difficulties associated with the ongoing requirement for upskilling or reskilling as an adaptive reaction to technological changes. The efforts to counterbalance the skill mismatch impacted employees' well-being in the challenging pandemic times. Although the emphasis on digital skills is widely accepted, our investigation shows that the topic is still not properly developed. The paper's most significant contributions are found in a thorough analysis of how AI affects workers' skills and well-being, highlighting the most representative aspects researched by academic literature due to the recent paradigm changes generated by the COVID-19 pandemic and continuous technological disruptions.
Źródło:: Oeconomia Copernicana; 2023, 14, 3; 731-767
2083-1277
Pojawia się w:: Oeconomia Copernicana
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 3.

Tytuł:: Upskilling and reskilling requirement in logistics and supply chain industry for the fourth industrial revolution
Autorzy:: Wahab, Siti Norida
Rajendran, Salini Devi
Yeap, Swee Pin
Powiązania:: https://bibliotekanauki.pl/articles/1835477.pdf
Data publikacji:: 2021
Wydawca:: Wyższa Szkoła Logistyki
Tematy:: upskilling
reskilling
IR 4.0
logistics management
supply chain management
podnoszenie umiejętności
przekwalifikowanie
zarządzanie logistyką
zarządzanie łańcuchem dostaw
Opis:: For years, the logistics and supply chain industries have been optimized to reduce cost, minimize the carried inventories and increase the efficiency of assets utilization. Besides that, the impact of industrial revolution 4.0 (IR 4.0) has queried for more new skills for a more demanding job scope. In particular, many traditional operation methods have been gradually replaced by automation-based operation. Hence the requirement for upskilling and reskilling became appealing. The present paper discusses the role of upskilling and reskilling during IR 4.0, a method to implement upskilling and reskilling training, the role of the Human Resource Development Fund (HRDF), as well as the challenges faced during the implementation of reskilling and upskilling in the logistics industries. Methods: Inductive reasoning is employed in the paper, which is backed up by a study of related scholarly journal papers to uncover the Malaysian upskilling and reskilling requirement in the logistics industry during IR 4.0from both intrinsic and extrinsic lenses. Results: The paper claims that changing the workplace and workforce, increase employees competitiveness and costeffectiveness in long term is the main importance of upskilling and reskilling. Nevertheless, firms cannot disregard the needs for technical and human skills as well as the HRDF initiatives. These include the creation of a digital culture with the right training and development to uphold the local experts. Conclusions: Despite the paper's qualitative approach, the findings will provide a clearer understanding of the upskilling and reskilling requirements for IR 4.0, as well as a foundation for future study. This paper proposes an alternative strategy to diversify the economy and enter IR 4.0 for a developing country that is dependent on a non-renewable source.
Źródło:: LogForum; 2021, 17, 3; 399-410
1734-459X
Pojawia się w:: LogForum
Dostawca treści:: Biblioteka Nauki

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