Geschlechtsuntypische Ausbildungen könnten das Potenzial haben, die Geschlechtersegregation am Arbeitsmarkt abzubauen und geschlechtsspezifische Ungleichheiten zu verringern. Studien deuten jedoch auf schlechtere Verwertungsperspektiven dieser Ausbildungsabschlüsse hin. Um diese näher zu beleuchten, werden im Beitrag Herausforderungen identifiziert, mit denen Personen im weiteren Erwerbsverlauf konfrontiert sind, wenn sie sich für eine Ausbildung in einem vom anderen Geschlecht dominierten Beruf entschieden haben. Grundlage sind Interviews mit Personen, die ihren geschlechtsuntypischen Ausbildungsberuf verlassen haben, sowie Expertinnen- und Experteninterviews.
Der Beitrag geht der Frage nach, welche Lebensmodelle junge Frauen für sich entwerfen, wie sich ihre Einstellungen zum Beruf und zur Familie verändern und welche Möglichkeiten ihnen der Ausbildungsstellen- und Arbeitsmarkt bietet, ihre Lebenskonzepte und -vorstellungen zu realisieren. Es werden Erklärungsansätze für die Entstehungsbedingungen geschlechtsspezifischer Benachteiligungen von Frauen referiert, um vor diesem Erkenntnisstand aktuelle Problemlösungskonzepte zur beruflichen Förderung von Frauen in Ausbildung und Erwerbsarbeit zu diskutieren.
The article describes the European labour market tool ESCO and its relationship to other European vocational tools. It is shown how ESCO can be used to structure occupations by aggregating skills and construct qualifications by mapping skills onto learning outcomes. However, qualifications constructed in this way are inadequate for a skilled labour market and often do not represent national traditions of occupational competence. The article concludes by suggesting an alternative approach to securing occupational mobility through qualifications.
Against the background of current breakthroughs in machine learning and in light of the reignited debate regarding the substitutability of human work, data from the BIBB Establishment Panel on Training and Competence Development (BIBB Training Panel) is being used to investigate the extent to which the use of artificial intelligence (AI) by companies in Germany has increased over recent years and to examine in which companies AI is used particularly frequently.
According to the 2011 labour-market report from the German Association of Chambers of Industry and Commerce (DIHK Arbeitsmarktreport 2011), the number of companies seeing a skills shortage as one of the greatest economic risks has doubled since 2010. To tackle this problem, companies are weighing up a variety of strategies including stepping up the recruitment of skilled migrants already resident in Germany as well as potential future immigrants. The questions pursued in this article are to what extent human resources management in companies is attuned to this group of employ ees, and how the new Recognition Act can help companies in the recruitment, employment and individual support of qualified skilled workers with biographies involving migration.
MINT occupations, the umbrella term for job qualifications involving mathematics, information technology, natural sciences and technology, are often cited as a prime example of the imminent skills shortage. This apparent perception of a skills shortage is the subject of the following article. The principal question is whether there is actually any problem with the supply of newly qualified workers. With the help of reference data from official statistics on this occupational field and the first interpretations of the BIBB-IAB Qualification and Major Occupational Field Projections, the article aims to give a more nuanced description of the real situation in this occupational field.
Recent years have seen a marked increase in the numbers completing the transition into higher education. The target of 40 per cent of an age cohort embarking on a degree programme has not only been achieved but surpassed. It is only a matter of time before this trend pays off in the form of higher numbers of graduates in the German labour market, exposing skilled workers who have qualified via the vocational pathway to heightened competition. As yet, it remains to be seen what impact this will have on different occupations and sectors. Meanwhile it is all the more important to make progress in the direction of permeability and parity between educational pathways, so that people with vocational qualifications can take advantage of the opportunities.
A smooth transition from initial vocational training into employment is a fundamental pre - requisite for establishing successful career trajectories. However, not all young people who complete a dual-system apprenticeship negotiate this “second threshold” transition with uniformly positive results. An analysis of Microcensus data shows that outcomes vary depending on the level of school-leaving qualifications and the chosen field of initial vocational training.
The labour markets trends of tomorrow began yesterday. Past developments are being acted upon in order to make projections for the future. The dominant trend in terms of the supply of skilled workers is demographic development, whereas on the demand side the primary focus is on economic development. The aim of current labour market progress is to indicate which trends are currently most likely to loom large without necessarily being inevitable. Such prognoses constitute a concentrated point of focus for policy options. Where, however, do their opportunities and limits lie?
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