There is high (youth) unemployment in several EU countries. These present the latest examples from e.g. Greece, Spain or Italy. Other countries such as Germany or Austria are suffering a brain drain, and consequent depletion of knowledge sources, due to emigration of highly skilled and knowledgeable people. To ensure a broad and productive regional knowledge base, which would enable innovation, regions should develop an integrated human capital agenda. A main pillar of such an agenda is the use of regional untapped potential. To date scholars have only examined the meaning of highly skilled workers as knowledge-holders thereby neglecting the role of vulnerable and marginalized (VAM) groups. This paper focuses on the (re-)integration of vulnerable and marginalized groups to the vocational education and training (VET) system and labour markets using innovative VET solutions such as the approach of mentoring, social media (Web 2.0 and 3.0) as well as social networks. Social networks in particular, contain potential such as the formation of regional social capital through the ability of learners to interact in common learning situations, which may raise regional human capital of vulnerable and marginalized groups. Vice versa, if human capital accumulates into a strong regional knowledge base, which can be used for regional (economical) issues, the result will be regional social capital increases.

Career mentoring is more acclaimed by companies. However, the literature fails to consider its role in the development of career capital. This article highlights two forms of reflexivity supported by mentoring: a self-reflexivity and critical reflexivity. This reflexivity is a new career skill for the mentee, ensuring interaction and combination of his career skills capital. [googletranslate_en]

Artificial intelligence takes place in all sectors of the economy, particularly in the finance. Promise of new services, this technology is also a source of legal risk, since the result of processing it operates involves an element of uncertainty. Also, fintechs that develop tools embedding an artificial intelligence system and the banks that acquire the rights of use should settle in their contracts, ownership of wealth thus produced, such as guarantees and responsibilities of each. Banks that offer artificial intelligence tools to their customers must also measure their level of liability for damages suffered by them. [googletranslate_en]

According to Sheldon Danziger and David Ratner, changes in the labor market over the past thirty-five years, such as labor-saving technological changes, increased globalization, declining unionization, and the failure of the minimum wage to keep up with inflation, have made it more difficult for young adults to attain the economic stability and self-sufficiency that are important markers of the transition to adulthood. Young men with no more than a high school degree have difficulty earning enough to support a family. Even though young women have achieved gains in earnings, employment, and schooling relative to men in recent decades, those without a college degree also struggle to achieve economic stability and self-sufficiency. The authors begin by describing trends in labor market outcomes for young adults—median annual earnings, the extent of low-wage work, employment rates, job instability, and the returns to education. Then they examine how these outcomes may contribute to delays in other markers of the transition to adulthood—completing an education, establishing independent living arrangements, and marrying and having children. They conclude that adverse changes in labor market outcomes are related to those delays but have not been shown to be the primary cause. Danziger and Ratner next consider several public policy reforms that might improve the economic outlook for young adults. They recommend policies that would increase the returns to work, especially for less-educated workers. They propose raising the federal minimum wage and adjusting it annually to maintain its value relative to the median wage. Expanding the Earned Income Tax Credit for childless low-wage workers, the authors say, could also raise the take-home pay of many young adult workers, with minimal adverse employment effects. New policies should also provide work opportunities for young adults who cannot find steady employment either because of poor economic conditions or because of physical and mental disabilities or criminal records that make it hard for them to work steadily even when the economy is strong. Finally, the authors recommend increasing federal Pell grants for college and improving access to credit for would-be college students to raise the educational attainment of young adults from low-income families.

What are the shared value systems and attitudes of Generation Y vis-à-vis the postmodernism? 244 young people from 18 to 25 years responded to a quantitative survey of exploratory. The principal component analyzes have shown the importance of the quality of life for Generation Y and concern for others and the environment in the sense of global responsibility, if not universal. The ideas of postmodernism also appear to be present, through a desire to see the emergence of new social models and the awareness of the relativity of meta-narratives and universal sociality modes. Unlike the postmodern ideals, a certain individualism approaching this new generation of those who preceded them. These results can help HR managers to better attract, motivate and retain talent. [googletranslate_en]

The National Association of Human Resources Directors (A.N.D.R.H), during its annual meeting in 2011, highlighted the plight of young graduates in employment. More recently, the approach of this association was to consider the effect of sometimes negative perceptions vis-à-vis this generation (so-called "Generation Y") on the part of officials responsible for their recruitment. For this, a focus group of 15 experts was set up for the occasion, all members A.N.D.R.H. This analysis has led to the emergence 17 proposals or ideas commonly attributed to the Y. These representations generation would they be likely to partly explain the evil that some do not hesitate to consider as deeply rooted in our managerial practices? To answer this question, a questionnaire was then administered to managers who recruit graduates taking up these proposals and measuring the degree of agreement (Likert scale). It appears first of this exploratory study that respect for hierarchical authority and commitment vis-à-vis the organization are two reassuring elements responsible for HR Plus, a Principal Component Analysis (PCA) was conducted to give rise to two profiles of executives involved in the recruitment of young people, stating firstly prefer recruit, and secondly, prefer not to recruit generation Y. [googletranslate_en]

American companies increasingly hire workers without offering them formal employment. Because nearly all workplace protections apply only to "employers" and "employees," businesses avoid these labels by delegating their employment responsibilities to workers and intermediaries. For example, Amazon hires third-party contractors to staff its distribution centers, FedEx Ground denies the employment status of its drivers, and Uber invites only independent contractors to join its platform. These nonemployee designations make it difficult, if not impossible, for workers to enforce such basic rights as overtime and antidiscrimination protections. Assessing the growing asymmetry between workers and firms, this Article critically evaluates what it means to employ workers today. Many companies disclaim their status as employers by claiming that they do not exercise daily, direct control over workers. But such a binary approach to control unnecessarily constrains the meaning of employment. In fact, employment status has never depended on whether firms control the minutia of the workplace. Rather, businesses today become employers when they meaningfully influence working conditions, even if layers of contractual relationships obscure that power. Proposing a model for delineating the reach of employment law, this Article calls upon courts to assess three specific aspects of workplace control: the subjects of control, the direction of control, and the obligations of control. From peer-to-peer platforms that hire independent contractors to more traditional businesses that retain workers through intermediaries, companies that deny their status as employers may still effectively control the manner and means of work. Whether it is Amazon setting its contractors' pay scale, FedEx specifying the color of its drivers' socks, or Uber telling its drivers to play soft jazz on the radio, firms that control contractual outcomes frequently control working conditions as well. By analyzing these diverse permutations of control, this Article provides a framework for defining employer-employee relationships in contemporary workplace settings.

This research mobilizes platform concept for analyzing the digital transformation at work in the area of ​​purchasing media sector faced since 2012 with the emergence of programmatic platforms. These platforms enable publishers to distribute unsold and advertisers to buy space in discount blind. Transformation is characterized by the emergence of new intermediate actors in the chain from the advertiser to the publisher. A literature review on the concept of platforms allows to lay the foundations of logical analysis of a grid of players through thirteen interviews professional digital advertising. It illustrates the economic springs associated to the platforms but also the roles of actors and challenges to be met by historical actors to justify their value on the market. Moreover, it shows that the actors on the slopes can lower luencer the configuration of the platform and called a ref lection on the evolution of platforms. [googletranslate_en]

Purpose - Analysts predict that disruptive technologies, such as artificial intelligence, will have a monumental impact on the world of work in the coming decades, exacerbating existing skills gaps faster than education systems can adapt. This paper aims to review research on the forecasted impact of technology on labour markets and skill demands over the near term. Furthermore, it outlines how social innovations and inclusion can be leveraged as strategies to mitigate the predicted impact of disruptive technologies. Design/methodology/approach - The paper engages in an overview of relevant academic literature, policy and industry reports focussing on disruptive technologies, labour market “skills gaps” and training to identify ongoing trends and prospective solutions.Findings- This paper identifies an array of predictions, made in studies and reports, about the impact of disruptive technologies on labour markets. It outlines that even conservative estimates can be expected to considerably exacerbate existing skills gaps. In turn, it identifies work-integrated learning and technology-enabled talent matching platforms as tools, which could be used to mitigate the effects of disruptive technologies on labour markets. It argues that there is a need for rigorous evaluation of innovative programmes being piloted across jurisdictions. Research limitations/implications - This paper focusses on these dynamics primarily as they are playing out in Canada and similar Western countries. However, our review and conclusions are not generalizable to other regions and economies at different stages of development. Further work is needed to ascertain how disruptive technologies will affect alternative jurisdictions. Social implications - While “future of work” debates typically focus on technology and deterministic narratives; this paper points out that social innovations in training and inclusive technologies could prove useful in helping societies cope with the labour market effects of disruptive technologies. Originality/value - This paper provides a state-of-the-art review of the existing literature on the labour market effects of novel technologies. It contributes original insights into the future of work debates by outlining how social innovation and inclusion can be used as tools to address looming skills mismatches over the short to medium term.