北京市产业结构与就业结构变动分析

对改革开放以来北京市产业结构和就业结构变动趋势的考察及对二者的关联性分析表明:北京市产业结构正向着有利于促进就业的方向发展,第三产业的快速发展极大的促进了就业扩张。但是,就业结构滞后于产业结构是影响北京市扩大就业的重要方面。因此,在继续调整产业结构促进就业的同时调整优化就业结构,合理配置劳动力资源,使之与经济结构的演进相协调,对于有效缓解北京市的就业压力,进而实现经济增长、结构优化、就业扩张的目标有着重要意义。     

北京市就业服务组织的历史、现状与未来

本文回顾了北京市就业服务组织在我国改革开放以来的发展历史,分析了北京市就业服务组织的当前状况,并从职能定位和发展模式两个角度展望了北京市就业服务组织的未来发展。     

完善北京市就业服务组织的发展对策

本文从北京市就业服务组织的当前状况出发,以对就业服务组织目前所存在的问题分析为基础,从宏观体制和微观运行两个层面探讨了完善北京市就业服务组织的发展对策。     

北京市失业保险金支出与公共就业服务联动机制研究

本文以北京市失业保险金在公共就业服务上的支出为主题,以失业人员为主要调查对象,对失业保险金促进就业的作用及公共就业服务效果进行深入调研,客观分析与评价了北京市失业保险金在公共就业服务上的支出效果,旨在找出该过程中存在的问题,并提出有针对性的对策和建议。     

低保未就业人员的情况分析与促进就业的基本思路--对北京市东城区调查数据的分析

文章基于北京市东城区低保人口的严格抽样调查数据 ,对低保未就业人员的基本情况、就业意愿、培训及求职情况进行了分析 ,提出应在开发就业岗位、拓宽就业渠道的前提下 ,针对低保未就业人员的不同情况 ,采取市场手段与非市场手段相结合的、多种形式的就业扶持措施 ,并加强社会救助与就业政策之间的衔接     

试论北京市的弹性就业问题

本文首先从政策依据和国际经验等方面论证了发展弹性就业对缓解北京市就业压力的必要性。然后在对北京市弹性就业发展的现状及存在问题进行深入分析的基础上 ,提出了促进北京市弹性就业发展的政策建议。     

北京旅游就业效应和就业乘数分析

就业为民生之本,缓解就业压力是当前各级政府公共政策的主要目标之一。本文介绍了国内外旅游业效应的分析模型,并采用静态局部均衡研究方法,以投入—产出模型为基础,计算了北京市的旅游就业贡献度,并以此为基础,分析了北京旅游业的就业效应和就业乘数。     

新政力促残疾人就业——解读《北京市用人单位安排残疾人就业岗位补贴暂行办法》

2009年3月，北京市民政局及北京市残疾人联合会、北京市劳动和社会保障局、北京市财政局联合出台了《北京市用人单位安排残疾人就业岗位补贴暂行办法》（京残发[2009]24号，以下简称《暂行办法》）。     

首都第三产业未来发展的初步研究

<正> (一)首都第三产业的历史和现状北京市第三产业是落后的,影响了北京城市功能的发挥。下面我们从北京市近三十年来第三产业的发展和目前状况来分析。北京市第三产业的发展情况是怎样的呢?从1957年到1983年二十六年间,第三产业的就业人员占全部就业人员的比例由26.6％发展到33.3％,每年平均发展速度为0.8％。据统计,从1960年至1980年期间,经济发达国家第三产业就业人员占全部就业人数的比重由44％上升     

北京市生态涵养区农村劳动力就业动机研究

本文通过对北京市延庆县的五个村庄进行调查,发现农村劳动力就业动机可分为四种类型:收入导向型、工作导向型、家庭导向型和发展导向型。选择人力资本、家庭人口结构、家庭耕地占有、家庭年总收入、居住地区位五类影响农村劳动力就业动机的因素,着重分析它们对农村劳动力就业动机影响的差异。     

Domestic violence,housing and employment: Workers' perspectives on employment assistance in supported accommodation

In response to contemporary understanding about the association between financial security and women's ability to escape domestic violence and homelessness, this paper reports on a small scale pilot study conducted with workers from generalist homelessness services and domestic violence‐supported accommodation services in South Australia on responding to women's requests for assistance to seek employment. Workers from both accommodation service types advised that approximately one third of women at their services asked for employment‐related assistance at the point of service intake or soon after. Although relatively few women received employment support following their requests, assistance was four times more likely at the generalist homelessness services than the domestic violence services. Agency priorities, philosophies and workers' assessments of women's capacity to engage in employment were cited as reasons for not responding to women's employment requests. Women who secured employment prior to service exit, whether helped to do so or not, were perceived as more confident with the prospect of supporting their families independently following exit and more able to secure suitable housing when compared to other women. Follow‐up and outreach visits indicated that women who worked had a stronger sense of financial security, housing stability and social connectedness, but that maintaining employment following service exit was difficult.     

A Bourdieusian analysis of employment services workers in an era of Workfirst

This article draws on qualitative research which focused on worker experiences of Workfirst activation during the Job Services Australia (JSA) contract of employment services. The Workfirst orientation of Australian labour market programmes created imperatives for activation workers to monitor job seeker compliance with activity tests. As part of the broader cohort interviewed in the study, activation workers were interviewed about the way sanctions were used to discipline job seekers in street‐level exchanges. These workers had experienced the transition from the Job Network to JSA and had observed how a shift to Workfirst became institutionalised in organisational practices and culture. Concepts from Bourdieu's field theory are used to situate activation workers in the employment services field that became more managerial during the transition to Workfirst and where sanction‐based practice was mainstreamed. Drawing also on Peillon's sociology of welfare, employment services are described as part of the welfare field in which the activation workers experienced the misrecognition associated with Workfirst, which is described as a structure of domination. The analysis employs the concept of intersubjective recognition to draw attention to the subjective and objective co‐construction of street‐level interactions. This study has implications for understanding how welfare reforms affect activation workers, the contributors to the erosion of employment services capability, and the need for investment in workforce development in the employment services sector.     

城市农民工就业排斥问题探析

本文通过对长沙市农民工就业状况的实证研究发现,农民工在就业中遭受多重排斥,即:起点排斥,过程排斥,结果排斥。研究表明农民工社会资本的拥有量和他们在就业中所遭受到的排斥存在显著相关性。笔者认为为农民工建立顺畅的城市网络融入机制,提供完备的就业信息服务网络,引导农民工的继续社会化是解决这一问题的关键。     

After Retrenchment: Labour Market Experiences of Women and Men

Job loss in manufacturing industry has been a marked feature of the Australian economy over the last decade but little is known about the prospects for re-employment of workers who have been retrenched. This paper reports the results of a survey of the subsequent labour market experiences of 271 workers made redundant when a whitegoods plant was closed in December 1982 at Bankstown in Sydney's western suburbs. The retrenched workers were contacted twice, ten to twelve months apart and a response rate of 80 per cent was achieved. The paper compares the labour market experiences of retrenched women and men. Does the lower labour force participation rate of women in the population at large apply to women who have previously shown a strong commitment to the labour force through their stable employment history? The paper discusses the factors which might affect retrenched women's response to unemployment, including institutional arrangements, a gender-based domestic division of labour and the nature of the jobs available to unskilled blue collar workers.     

Employer‐sponsored programmes for the prevention and treatment of HIV/AIDS: Recent experience from sub‐Saharan Africa

This article examines a sample of employer programmes in sub‐Saharan Africa that supplement government efforts to prevent and treat human immunodeficiency virus (HIV). Some of these programmes provide workers with in‐house education, voluntary HIV testing and antiretroviral treatment. Others rely on new forms of employment‐based group health insurance that include an HIV treatment package. In addition, some enterprises use the workplace as a platform for launching efforts into neighbouring communities to reach spouses, children, sex workers, secondary school students and others. Early evidence suggests that employer programmes maintain the health of large fractions of workers living with HIV who are served by them. They further enable enterprises to avoid productivity losses and turnover costs associated with HIV. At the same time, they take pressure off government agencies that face demands for treatment far exceeding their capacity. The article identifies features of successful employer programmes including “elite appeal”, which mobilizes community leaders and role models to deconstruct stigma, change perceptions and call for behavioural change; and “collateral linkage”, which extends the reach of HIV workplace programmes by linking them to related community concerns: e.g. alcohol abuse, malaria and domestic violence. Looking forward, the potential for expanding employer programmes as well as the restrictions associated with the limited scale of formal‐sector employment within sub‐Saharan African economies is assessed. Actions by which governments, employer associations, trade unions and international organizations can encourage further development of such programmes and extend their reach are suggested.     

The protection of atypical work in the Australian, British and German social security systems

It is a common feature of Australian, British and German social security law to exclude atypical work from many normal standards of protection. Social insurance and occupational welfare law still concentrate on the standard employment relationship, as they use length and continuity of employment as the major criteria for distributing benefits, and means-tested systems put those who depend on different sources of income, as most atypical workers do, at a disadvantage. However, equal treatment and even promotion are granted to one type of atypical work: the combination of domestic and atypical labour market work. Examples are the law of unemployment insurance in Great Britain and Germany, the family components within the social insurance schemes, the special British and Australian means-tested benefits for the working poor family, and parental leave legislation in Germany.     

浅析政府购买农民工就业培训服务

政府购买服务在我国方兴未艾,基于政府购买农民工就业培训服务有利于转变政府职能建设服务型政府,有利于促进社会组织发展,有利于提高就业培训效率与质量,有利于满足农民工多样化的就业培训需求等积极意义,我国各地政府采取了政府购买服务方式为农民工提供就业培训服务。当前的传统模式和就业培训券模式这两种政府购买农民工就业培训服务模式均存在一些问题,要切实提高政府购买就业培训服务项目的效果,需要完善政府购买农民工就业培训服务机制,创新多元主体参与政府购买农民工就业培训服务的路径,以及探索其他的政府购买农民工就业培训服务的具体路径。     

家庭背景、学业表现与研究生教育机会获得

随着高校毕业生数量的逐年攀升和经济发展对高端人才需求的增长,越来越多的本科毕业生选择继续接受研究生教育以提高自己在劳动力市场中的竞争优势。本文对首都大学生成长追踪调查数据进行了实证分析,研究发现,2010年和2012年毕业于北京高校的本科生中,约有三分之一的学生选择了继续接受研究生教育,而且读研学生的家庭背景和学业表现都要显著地优于毕业后直接就业的学生。进一步的分析表明,在国内研究生教育机会获得中,家庭背景变量基本上是通过影响本科就读高校的类型和学业表现来发挥作用的,而比较海外留学与国内读研这两种选择,本科就读学校类型和学业表现对此并没有显著的影响,主要是家庭社会经济地位在起作用。上述研究发现对于当前中国的研究生教育招生和培养工作具有重要的政策意涵。