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This paper summarizes the major findings of the 'Negro Employment in the South Project (NES). The main objective of the NES project was to analyze black employment patterns in 13 Southern states with a view to making policy recommendations to improve black employment opportunities. The specific questions raised were: (1) What are the black employment patterns and trends? (2) What are the main explanations for the patterns and trends? (3) What kinds of public policies are most effective in improving Black employment opportunities?

The purpose of this study is to attempt to explain these large differences in the labor force participation of the poor and the non poor populations. In the course of this analysis, we will seek to define a theory which associates the labor supply decisions of the poor and non poor with various measures which reflect the differing characteristics of the labor markets facing the respective populations.

Legal migration from Mexico is an important but not significant migration factor; it far exceeded in both number and consequences by illegal entry. With respect to the quantitative impact of illegal Mexican entry, it is informative to note that, from 1939 to 1973, approximately 9 million persons immigrated to the United States from all of the countries of the world. During the same time period, more than 9 million illegal Mexican aliens were apprehended and deported to Mexico. As for the consequences, it can be noted that most illegal Mexican Nationals enter the United States economy as workers whereas almost half of the legal Mexican immigrants are dependents. This paper seeks to describe some of the characteristics of this mass migration movement and to highlight some of the implications.

We sought mainly to determine the influence of apprenticeship on the employment and earnings of selected construction craftsmen and secondarily to learn how informally trained journeymen learned their trades. Information was sought from fringe benefit records and from interviews with over 1,700 journeymen, union officials, contractors, and other people with experience in and knowledge of the construction industry. We studied six basic trades -- bricklayers, carpenters, electrical workers, ironworkers, plumbers and pipefitters, and sheet metal workers -- in nine cities -- Atlanta; Austin, Texas; Columbus, Ohio; Chicago; Houston; Jackson, Mississippi; New York; Oakland, and San Francisco. Our data emphatically support the hypothesis that apprenticeship graduates tend to work more than informally trained journeymen and that apprenticeship-trained craftsmen are more broadly trained and suffer less from unemployment than other journeymen. The case is not as strong, but t he data also indicate that apprenticeship-trained men are relatively overrepresented in supervisory positions. The study also makes a number of recommendations for improving the apprenticeship system.

The term 'Workforce Development’ is used with increasing frequency by policy makers, academics and labour market practitioners. On the surface, it is a relatively unproblematic term, yet closer investigation suggests that it is often used as a 'catch-all ' phrase, which may have quite different meanings and implications, depending upon the user and the context. In this exploratory paper, I first trace the genesis of the term, noting its theoretical underpinnings in systems thinking. I then discuss some of the drivers behind the evolution of the concept of Workforce Development and examine why it appears to have supplanted notions of workforce or manpower 'planning’. Using the health and disability sector as a case study, I highlight some of the differences in how the term is used, and discuss the implications. Finally I ask if the use of a new term, reflecting a presumably significant shift in ways of thinking about the 'workforce’, translates into actions that do, in fact, 'develop’ that workforce.

A prime example of the incongruity between public policy and human needs 1s to be found in the treatment of the Chicano population of rural America. It is this group that is the subject of this paper.

Over the past decade government policy has emphasised the need for effective and active partnerships between employers and higher education providers (DfES, 2003; Wedgewood, 2007; CBI, 2008; BIS, 2009) to meet the requirements of a globalised knowledge economy. This paper discusses the findings from a research project undertaken at the University of Salford which sought to explore how:Personal Development Planning (PDP) input can support the development of employability skills for part-time sponsored students.Employer engagement could be drawn upon to enhance such provision.Informed by the Appreciative Inquiry approach (Cooperrider 1986, cited Reed, 2007), the methodology included a questionnaire survey of two student cohorts and thirteen semi-structured interviews with organisational development managers from sponsoring organisations to explore perceptions of the value of PDP within day release provision and potential benefits to the organisation. A follow up focus group with employers explored further staff development needs and the potential for PDP processes within Higher Education (HE) courses to complement their existing Continuing Professional Development (CPD) and in-house staff and workforce development strategies.Savory, Conroy and Berwick The role of Personal Development Planning (PDP) for employer sponsored studentsThe paper concludes that dialogue between academic staff, students and sponsoring employers is valuable in developing shared understandings of the role of PDP activities within HE curriculum, the potential benefits for individual professional development and the workforce development requirements of organisations. Employers participating in the research stressed the importance of 'functioning knowledge' (Biggs 2003, cited Walsh, 2008) and discussions highlighted the potential for PDP to provide a bridge between the discipline specific knowledge which forms the main focus of HE courses and the trans-disciplinary knowledge produced by the largely informal learning that occurs during the course of professional practice (Gibbons et al., 1964). The joint dialogue enabled exploration of perceptions of the difference between CPD and PDP and identification of how links between PDP and appraisal processes in the workplace could be strengthened, including suggestions for practical activities which could be incorporated into HE programmes and employers' performance review processes.

The purpose of this study is to examine the effectiveness of public secondary vocational education in meeting the manpower needs of Texas. The contention of this report is that public high school vocational education has the potential to become one of the most influential institutions affecting the future of today's youth. Vocational education's established position �� in our country, as well as the influence on young people at the age of occupational decision-making make it a most important manpower program.

The paper is an effort to posit the probability that there is a definite need for fragmented policy measures if assurances of equal economic opportunities are to be provided to all individuals in all racial subgroups.

The New Zealand Public Health sector has undergone significant political, Legislative and managerial changes since 1986. These changes have had a major impact on the nature of employment relations in the sector. The unified, state sector industrial relations regime has been restructured and replaced a by diverse set of practices. Many of the changes of the last decade have had time to 'mature' and become embedded into the system and it now seems appropriate to start to identify issues that have arisen from the impact of the new regime of employment relations. This paper presents the results of a survey of related public health sector organisations including employers, unions, professional organisations, statutory bodies and funding agencies. Five distinct areas for future employment relations research, with varying Levels of priority, were identified by the respondents including; 1) Workforce development and planning. 2) The nature, scope and negotiation of employment contracts. 3) The problematic of people management of largely 'professional ' group of workers. 4) Relationships with external organisations such as the 'NZQA 'and the 'Health and Disability Commissioner' and the impact on internal employment relations. 5) The effects of uncertainty about current health care delivery structures and possible further politically directed restructuring are having on employment relations.

This study of Negro employment in the South has three major objectives; to determine the current employment status of Negroes in the South; to account for that status; and to suggest programs that attack the sources of inequality in the labor market.

Underrepresentation of minorities in the mechanical trades is a pattern found in many cities across the country. Paper presented at the Indiana University Manpower Conference March 20, 1970.

Focus is on the relatively narrow issue of entry into the unions. Who is allowed to join the construction unions, and what are the procedures which must be followed in order to Join? What standards must be met· by prospective journeymen? By prospective apprentices? By members of other local unions who wish to transfer their memberships? What are the procedures involved in allowing nonmembers to work in a union's jurisdiction? Do these procedures change as conditions in the labor market change? If so, do the procedures facilitate or frustrate the workings of the market? What are the backgrounds of the mechanics who enter the trades in various ways? Do the better craftsmen enter the unions through some routes more than others, and if so, why? What policy implications may be drawn from an analysis of the above questions, especially with regard to the expediting of minority hiring and upgrading within the building trades?