Developing human resources for the technical workforce: a comparative study of Korea and Thailand

Hawley, Jana M.; Paek, Jeeyon

doi:10.1111/j.1360-3736.2005.00223.x

Cited by 21 publications

(14 citation statements)

References 17 publications

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“…While other Asian nations have reported similar significant and growing shortages of technically skilled workers (Hawley and Paek 2005;Venter 2003), the problem is more marked in China. In 2004, Shanghai alone was short of 15,000 GCW (Zheng and Liu 2004), which is said to increase to 500,000 in the next five years (Sohu.com 2006), and it has been estimated that about 80% of enterprises in China have a shortage of GCW, according to a report from a seminar on the employment and development of hightech talents in 2004 (Zhongxiao Qiye AnShanWang 2004).…”

Section: Introductionmentioning

confidence: 97%

Perceptions of the effectiveness of training and development of ‘grey-collar’ workers in the People's Republic of China

Hutchings

Zhu

Cooper

et al. 2009

Human Resource Development International

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An important human resource development (HRD) implication of the People's Republic of China's (PRC) rapidly expanding economy has been the emergence of a critical shortage of grey-collar workers (GCW). Although 'grey-collar' has been commonly used in the West to describe an aging population within the workforce, in China it refers to people who are neither white nor blue collar workers but technicians. The shortage of GCW constrains the PRC's economic and developmental sustainability, and has been recognized in central and provincial government initiatives to increase training and development of employees within these fields. While acknowledged as a policy and organizational problem, there has been no research investigating what organizations are doing to develop these employees. Drawing upon a survey of 310 semi-skilled and skilled employees in Beijing, our findings suggest that while the surveyed organizations are investing heavily in both on-and off-the-job training, employees' perceived value of such differs markedly according to age and position. The research has important implications for China's HRD strategy in suggesting links between training and other human resource management (HRM) functions are yet to be evidenced.

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Section: Introductionmentioning

confidence: 97%

Perceptions of the effectiveness of training and development of ‘grey-collar’ workers in the People's Republic of China

Hutchings

Zhu

Cooper

et al. 2009

Human Resource Development International

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show abstract

“…Each government should collaborate with its business and education sectors to ascertain the types of skills needed and to instigate an appropriate human development plan (Hawley & Paek, 2005). In particular, countries that are at the industrialisation stage of economic development need to establish strong vocational education systems (ILO, 2008).…”

Section: Figure 2: the Conceptual Framework For Improving Vocational mentioning

confidence: 99%

Building a skilled workforce: Public discourses on vocational education in Thailand

Chalapati

2020

IJRVET

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Context: Thailand is now facing skilled labour shortages, which has prevented the country from achieving significant economic progress. This paper examines Thailand’s vocational education policy discourses from 1992 to 2014 and how such policies were discussed to build the country’s skilled labour force.Approach:This study utilised a qualitative approach, using documentation analysis as a key research method. We also used data triangulation and thematic analysis to categorise the public discourses. In order to examine the vocational education policy discourses in Thailand, secondary data such as the five NESD plans (7th, 8th, 9th, 10th, and 11th) and other government policy statements were investigated and triangulated, along with data from newspaper articles, other public documents, reports from international organisations, and academic journal articles.Findings: Based on the findings of the study, we identified three key policy discourses regarding vocational education in Thailand during 1992-2014: (1) increasing the vocational skilled workforce, (2) the minor role of private vocational providers, and (3) collaboration between vocational providers and industry.Conclusion: We argue that there are five key policy themes in building a vocational skilled workforce: (1) the dedication of the government in increasing the quantity of vocational skilled workforce, (2) encouraging collaboration between vocational colleges and industries, (3) fostering a greater role for private vocational providers, (4) promoting a positive reputation for vocational education, and (5) maintaining the continuity of policy implementation.

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“…Whether using the human capital or the institutional approach, a lot of the existing training studies are about Western economies. There is very few comparable empirical research about advanced Asian economies whose development paths are different from those of western societies (Ashton et al 2002;Hawley and Paek 2005). The developmental paths of Asian countries give rise to different institutional contexts and their influences on training may well be different from those in Western economies.…”

Section: Introductionmentioning

confidence: 95%

It is not just a matter of having the time: job-related training participation of Hong Kong employees

Tam

2013

Journal of Education and Work

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Participation in job-related training as part and parcel of lifelong learning is widely advocated. While many empirical research about job-related training of employees are about advanced western economies, little is known about advanced Asian economies. To fill this void in the literature, this study applies the human capital, institutional and cultural approach to examine the pursuit of job-related training of Hong Kong employees. The characteristics of the labour market institutions (unions, employers' organisations and government regulations) in Hong Kong are important contextual factors for understanding job-related training which local employees arrange for themselves. Analyses of survey data collected from a random sample of employees show that time constraints due to long working hours and heavy family responsibilities were not crucial in affecting training participation. Instead, higher education level, experiences of new skills requirements at work and intrinsic job values have positive effects on whether or not employees arranged training for themselves. The training undertaken involved generic rather than firm-specific workskills. We argue that the pursuit of training and the preference for generic workskills need to be understood against the labour demand situation and the relatively free labour market in Hong Kong. The paper ends with theoretical and policy implications of the study.

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Developing human resources for the technical workforce: a comparative study of Korea and Thailand

Cited by 21 publications

References 17 publications

Perceptions of the effectiveness of training and development of ‘grey-collar’ workers in the People's Republic of China

Perceptions of the effectiveness of training and development of ‘grey-collar’ workers in the People's Republic of China

Building a skilled workforce: Public discourses on vocational education in Thailand

It is not just a matter of having the time: job-related training participation of Hong Kong employees

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