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Big Business im 20. Jahrhundert: Die 100 größten Arbeitgeber in Großbritannien und Deutschland in vergleichender Perspektive
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Varieties of Qualifications, Training, and Skills in Long-Term Care: A German, Japanese, and UK Comparison
No full textThis article considers the systems of qualifications and training in the long-term elderly care sector in Germany, Japan, and the United Kingdom. Each country faces similar challenges of coping with increasing demand and securing staff for quality and cost-effective care. However, the three countries organize qualifications and training in very different ways. In the case of formal care workers, there is a hierarchy of training and skills, with Germany at the top, Japan in the middle, and the United Kingdom at the bottom. However, comparing the whole workforce, Germany has developed a dualistic structure with both highly and lowly trained workers; Japan has developed a relatively large proportion of moderately trained and qualified staff; and the UK workforce consists of a relatively large proportion of lowly trained and unqualified workers. Explanations are considered and implications offered for human resource management
The Long-Run Dynamics of Big Firms: The 100 Largest Employers, from the United States, the United Kingdom, Germany, France, and Japan, 1907–2002
No full textStrategic transformation and muddling through: industrial relations and industrial training in the UK
Full text linkThe article considers two related institutional domains, industrial relations and industrial training, in the UK. It analyses the trajectory and magnitude of change, seen in terms of a) forms of coordination/governance and b) the saliency of these domains. The article covers a long time period, pivoting on the years of Conservative government between 1979 and 1997. It argues that trajectories of change in these two domains began earlier than these years and are still not fully unfolded in the industrial training area. Throughout, change involved combinations of both strategic transformation and muddling through by key actors. There are some complementarities between these two domains and with other domains, but there are also significant disjunctures. In explaining change, some emphasis is placed on politics, but also on the 'voluntaristic' nature of labout market institutions in Britain and on employer preferences in labour, product and financial markets and in political contexts
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