Can Feedback on Racial Bias Change the Behavior of Labor Market Counselors: A RCT in Public Employment Agencies in Colombia

2021 ◽  
Author(s):  
Suzanne Duryea
Keyword(s):  
Labor Market ◽  
Racial Bias ◽  
Public Employment ◽  
Employment Agencies

scholarly journals Implementation of Public Employment Services in a Philippine Local Government Unit

2021 ◽  
Vol 4 (3) ◽  
pp. 133-144
Author(s):  
Elma B. Bachita ◽  
Ma. Johanna Ann R. Bayoneta
Keyword(s):  
Labor Market ◽  
Market Information ◽  
Public Employment ◽  
Employment Service ◽  
Employment Services ◽  
The Public ◽  
Public Employment Service ◽  
Significant Difference ◽  
Employment Programs ◽  
Employment Agencies

The Public Employment Service Office is responsible for implementing labor market programs to promote full employment and equality of employment services. This study assessed the level of implementation of the services of the public employment service office of a component city in the areas of local employment in terms of labor market information, referral and placement, career and employment coaching, provision of livelihood and employment programs, and special employment in terms of reintegration assistance, employability enhancement, pre-employment counseling, and other services as assessed by local and overseas jobseekers and local business and overseas employment agencies.  It also investigated the challenges encountered by the respondents in availing these services. This descriptive-comparative study used a researcher-made survey instrument administered to randomly selected local and overseas job seekers and local and overseas business and employment agencies.  Using descriptive and inferential analyses, the study yielded a very high level of implementation which implies that the services by the PESO promoted job generation and addressed unemployment although, a significant difference was revealed in the implementation of labor market information and self-employment programs and services. The study recommended the enactment of local laws to enhance employment facilitation.

scholarly journals The DEA Method and its Application Possibilities for Measuring Efficiency in the Public Sector—The Case of Local Public Employment Services

Economies ◽  
2021 ◽  
Vol 9 (2) ◽  
pp. 80
Author(s):  
Ewa Cichowicz ◽  
Ewa Rollnik-Sadowska ◽  
Monika Dędys ◽  
Maria Ekes
Keyword(s):  
Labor Market ◽  
Public Sector ◽  
Supply And Demand ◽  
Policy Instruments ◽  
Public Employment ◽  
Employment Services ◽  
The Public ◽  
Measuring Efficiency ◽  
Dea Method ◽  
The Unemployed

Public Employment Services (PES) are identified as important institutions in the process of improving the match between supply and demand in the labor market, which, despite their importance, still do not achieve the desired efficiency. The indicated problem is partly due to the lack of appropriate evaluation methods for the applied labor market policy instruments. This paper aims to verify the possibility of using the two-stage Data Envelopment Analysis (DEA) method in measuring the efficiency of public sector entities. The authors focused on 39 PES operating in Mazovia province, Poland in 2019. In the first stage, the model of technical efficiency of local PES included six variables (four inputs and two outputs). Only seven PES obtained full efficiency. The inefficiency of analyzed PES varied from about 1% to 80%. In the second stage, the attention focuses on the relationship between true unknown efficiency and its determinants (five environmental variables, both demand and supply oriented). Then, the regression coefficients and confidence intervals showed that three out of five variables influence the efficiency results, the share of the long-term unemployed, the share of the unemployed under 30, and the share of the unemployed over 50 in the total number of unemployed.

scholarly journals Judging good appearance in personnel selection

2018 ◽  
Vol 25 (87) ◽  
pp. 656-675
Author(s):  
Altair dos Santos Paim ◽  
Marcos Emanoel Pereira
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Random Sample ◽  
Personnel Selection ◽  
Racial Bias ◽  
Selection Process ◽  
Physical Appearance ◽  
Racial Diversity ◽  
Job Applicants ◽  
Selection Of

ABSTRACT Judgement of what one views as good appearance in the selection of job applicants may reveal racial bias in access to the labor market. The purpose of this study is to evaluate the effects of racism in judging physical appearance in personnel selection. The non-random sample was composed of seventy-four (74) participants, of whom forty-two were human resources professionals (57%). The instruments used were an assessment of résumés, a set of prejudice scales, an inventory of racism in the labor market, an indicator of good appearance and a sociodemographic questionnaire. Three hypotheses were tested. Hypothesis 1, which postulated a preference for white candidates was confirmed. Hypothesis 2 was corroborated, because the professionals showed a higher tendency to choose candidates with a fairer complexion. Hypothesis 3, which made reference to good appearance was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.

Public Employment Agencies and Unemployment Spells: Reconciling the Experimental and Nonexperimental Evidence

ILR Review ◽  
1997 ◽  
Vol 50 (4) ◽  
pp. 667-683 ◽  
Author(s):  
Jonathan M. Thomas
Keyword(s):  
Survey Data ◽  
Positive Relationship ◽  
Public Employment ◽  
Job Seekers ◽  
Search Methods ◽  
Employment Agency ◽  
Unemployment Spell ◽  
Econometric Evidence ◽  
Unemployment Spells ◽  
Employment Agencies

Econometric evidence strongly suggests that unemployed job-seekers who use the services of a Public Employment Agency (PEA) have longer unemployment spells than those choosing alternative search methods. Yet, in some well-designed U.S. experiments, increased use of PEA services has been associated with faster transitions into jobs. The author argues that the nonexperimental studies may be biased toward finding a positive relationship between unemployment spell duration and PEA use because they ignore the possibility that PEAs are chosen by many job-seekers only after other search methods have been tried unsuccessfully and a period of unemployment has elapsed. An analysis of U.K. survey data with information on the timing of PEA use in 1987–88 supports that hypothesis.

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