OECD employment outlook 2016

OECD employment outlook 2016

This 2016 edition of the OECD Employment Outlook provides an in-depth review of recent labour market trends and short-term prospects in OECD countries. The Outlook's analysis and recommendations are complemented by a statistical annex.

Detalles Bibliográficos
Autor principal: Organisation for Economic Co-operation and Development (author)
Autor Corporativo: Organisation for Economic Co-operation and Development, author (author)
Formato: Libro electrónico
Idioma:Inglés
Publicado: Paris, [France] : OECD Publishing 2016.
Materias:
Labor supply.
Employment forecasting.
Ver en Biblioteca Universitat Ramon Llull:https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009703610906719
Tabla de Contenidos:
  • Intro
  • Foreword
  • Table of contents
  • Editorial: Back in work, but still out of pocket
  • Acronyms and abbreviations
  • Executive summary
  • Chapter 1. Recent labour market developments and the short-term outlook
  • Key findings
  • Introduction
  • 1. Recent labour market developments
  • Employment and unemployment
  • Figure 1.1. OECD labour markets continue to recover from the crisis, albeit slowly
  • Figure 1.2. The jobs recovery continues, but remains incomplete in the majority of OECD countries
  • Figure 1.3. Unemployment has been falling but remains above its pre-crisis level in most OECD countries
  • Figure 1.4. Long-term unemployment has fallen more slowly than total unemployment
  • Recent wage developments
  • Figure 1.5. The post-crisis surge in unemployment led to slower nominal wage growth, but this effect has now been reversed in some countries
  • Figure 1.6. Real wage growth has been less affected by the crisis than nominal wage growth, due to slowing price inflation
  • Figure 1.7. Wage moderation contributed to slower growth of nominal unit labour costs
  • Figure 1.8. Wage restraint is only slowly restoring external balance in the euro area
  • 2. Recent changes in the composition of employment and job quality
  • Changes in the composition of employment
  • Figure 1.9. Many manufacturing and construction jobs lost during the Great Recession have not been replaced during the recovery
  • Figure 1.10. The incidence of temporary employment fell during the crisis, but has since rebounded
  • Figure 1.11. The incidence of part-time employment continues to increase in many countries
  • Changes in job quality
  • Box 1.1. Variations in job quality across OECD countries and demographic groups.
  • Figure 1.12. Labour market insecurity increased in the wake of the crisis, but neither earnings quality nor the quality of the working environment has shown a clear trend
  • 3. The labour market situation of vulnerable youth
  • Youth have been one of the groups most affected by the Great Recession and the uneven recovery
  • Figure 1.13. Youth unemployment has receded from its post-crisis peak, but remains very high in a few European countries
  • Figure 1.14. The NEET rate has increased in the majority of OECD countries
  • Figure 1.15. NEETs are more likely to live in jobless households than other youth,a 2014
  • Low-skilled NEETs are at risk of marginalisation and deserve particular policy attention
  • Figure 1.16. Many NEETs have not finished upper-secondary schooling
  • Figure 1.17. Many OECD countries appear likely to meet the G20 target of 15% reduction in the number of low-skilled NEETs by 2025, but this target could be difficult to attain in some countries
  • Conclusions
  • Notes
  • References
  • Database references
  • Annex 1.A1. Country-level data from OECD economic projections
  • Table 1.A1.1. Recent and projected growth rates for real GDP and employment, 2007-17
  • Table 1.A1.2. Recent and projected employment and unemployment rates, 2007-17
  • Annex 1.A2. Supplemental data on changes in the composition of employment, wage and productivity growth, and job quality
  • Figure 1.A2.1. The shift from goods producing to service jobs has continued since the onset of the crisis
  • Table 1.A2.1. Cumulative gaps in real hourly wage growth and real hourly labour productivity growth since the crisis
  • Table 1.A2.2. Dashboard of job quality in OECD countries for selected recent years
  • Chaper 2. Skills use at work: Why does it matter and what influences it?
  • Key findings
  • Introduction.
  • 1. Skills use at work: Definition, measurement and some descriptive statistics
  • Measuring skills use at work: The approach taken by PIAAC
  • Box 2.1. Measuring the use of information-processing skills in PIAAC
  • Figure 2.1. The contribution of skills proficiency and other factors to the variance of skills use at work
  • Figure 2.2. Skills proficiency and skills use across OECD PIAAC countries
  • Figure 2.3. Importance versus complexity of ICT skills at work in selected European countries
  • Box 2.2. Skills use and mismatch: Do employers adapt job requirements to the worker's skills?
  • Table 2.1. Qualification mismatch and skills use
  • The use of information-processing skills at work
  • Figure 2.4. Skills use at work
  • Figure 2.5. Skills use at work by occupation
  • 2. Why skills use matters
  • Figure 2.6. Wage returns to education, skills proficiency and skills use
  • Figure 2.7. How education, skills and skills use relate to job satisfaction
  • Table 2.2. Labour productivity and skills use in selected countries
  • Box 2.3. Skills use and the risk of automation
  • Figure 2.8. Risk of job automation
  • 3. Factors influencing the use of information-processing skills at work: What goes on inside the firm
  • High-Performance Work Practices and how they can be measured in PIAAC
  • Figure 2.9. Skills use at work and High-Performance Work Practices
  • Figure 2.10. High-Performance Work Practices
  • Figure 2.11. Distribution of High-Performance Work Practices across jobs in selected countries
  • Figure 2.12. High-Performance Work Practices and firm size
  • High-Performance Work Practices and skills use
  • Table 2.3. Adjusted relationship between High-Performance Work Practices and skills use at work
  • Box 2.4. Deploying skills at work: The role of internal and external motivation.
  • Figure 2.13. Skills use at work: Singling out the role of external motivation factors
  • 4. External determinants of skills use at work
  • Offshoring and skill requirements
  • Figure 2.14. Offshoring activity, by type of offshoring
  • Table 2.4. Offshoring and skills use at work
  • How labour market institutions affect skills use
  • Table 2.5. Labour market institutions and skills use at work
  • 5. Lessons for policy
  • The way work is organised within the firm: How can policy affect it?
  • Box 2.5. Policies to encourage workplace innovation: Examples of good practice
  • Does the impact of offshoring on skill requirements require a policy response?
  • Box 2.6. Education and training programmes that are responsive to changing labour market needs
  • How can institutional settings help promote better skills use at work?
  • Conclusions
  • Notes
  • References
  • Database references
  • Annex 2.A1. Frey and Jegen's (2000) external and internal motivation model
  • Chapter 3. Short-term labour market effects of structural reforms: Pain before the gain?
  • Key findings
  • Introduction
  • 1. Product market regulation
  • The direct labour market consequences of competition-enhancing reforms
  • Box 3.1. Estimating the labour market consequences of regulatory reforms: The case of network industries
  • Figure 3.1. Competition-enhancing reforms and employment in network industries
  • Figure 3.2. The employment effects of competition-enhancing reforms in upturns and downturns
  • Figure 3.3. Competition-enhancing reforms and prices in network industries
  • The indirect labour market consequences of competition-enhancing reforms
  • Box 3.2. Estimating the indirect effects of deregulation in network industries
  • Figure 3.4. Long-run indirect effects of competition-enhancing reforms in network industries
  • 2. Employment protection legislation.
  • Short-run labour market effects of EPL reforms: Evidence from industry-level, cross-country data
  • Box 3.3. Estimating the effect of employment protection reforms for regular contracts: Industry-level difference-in-difference estimates
  • Figure 3.5. Flexibility-enhancing EPL reforms and business-sector employment
  • Figure 3.6. Flexibility-enhancing EPL reforms and business-sector wages
  • Figure 3.7. Long-run labour market effects of flexibility-enhancing EPL reforms
  • Figure 3.8. Flexibility-enhancing EPL reforms and employment in different stages of the business-cycle
  • Figure 3.9. Incidence of fixed-term contracts, flexibility-enhancing EPL reforms and employment
  • Figure 3.10. Incidence of fixed-term contracts, flexibility-enhancing EPL reforms and low-skilled employment
  • Short-run labour market effects of EPL reforms: Evidence from three country studies
  • Box 3.4. Recent EPL reforms in Estonia, Slovenia and Spain
  • Box 3.5. Estimating the impact of EPL reforms using regression-discontinuity models
  • Figure 3.11. Incidence of fixed-term contracts in total wage and salary employment and new hires
  • Table 3.1. Recent EPL reforms and unemployment
  • Figure 3.12. Evolution of the unemployment rate in the Baltic countries
  • Figure 3.13. Share of permanent contracts in new contracts in Slovenia and Spain
  • Table 3.2. Recent EPL reforms and share of permanent contracts in new contracts
  • 3. Designing structural reforms that limit short-term costs
  • Scaling-up activation strategies in times of crisis?
  • Reforming collective bargaining: Evidence from Spain
  • Figure 3.14. Adjustment strategies to adverse shocks used by European firms before the crisis
  • Figure 3.15. The effect of the 2012 labour market reform in Spain on quarterly separation rates at the establishment level
  • Grandfather clauses in EPL reforms.
  • Sustaining the income of displaced workers: Evidence from the United States.

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