JT03396582Complete document available on OLIS in its original format This document and any map included herein are without prejudice to the status of or sovereignty over any territory, to the delimitation of international frontiers and boundaries and to the name of any territory, city or area.DELSA/HEA/WD/HWP (2016) This series is designed to make available to a wider readership selected health studies prepared for use within the OECD. Authorship is usually collective, but principal writers are named. The papers are generally available only in their original language -English or French -with a summary in the other.The statistical data for Israel are supplied by and under the responsibility of the relevant Israeli authorities. The use of such data by the OECD is without prejudice to the status of the Golan Heights, East Jerusalem and Israeli settlements in the West Bank under the terms of international law. This document and any map included herein are without prejudice to the status of or sovereignty over any territory, to the delimitation of international frontiers and boundaries and to the name of any territory, city or area. ABSTRACTThis paper provides a detailed description of health coverage in OECD countries in 2012. It includes information on the organisation of health coverage (residence-based vs contributory systems), on the range of benefits covered by basic health coverage and on cost-sharing requirements. It also describes policies implemented to ensure universal health coverage -in most countries-and to limit user charges for vulnerable populations or people exposed to high health spending. The paper then describes the role played by voluntary health insurance as a secondary source of coverage. Combining qualitative information collected through a survey of OECD countries on benefits covered and cost-sharing requirements with spending data collected through the system of health accounts for 2012, this paper provides valuable information on health care coverage in OECD countries at a time universal health coverage is high on the policy agenda of many countries. RÉSUMÉCe document fournit une description détaillée de la couverture santé dans les pays de l'OCDE en 2012. Il contient des informations sur l'organisation de la couverture santé (selon que les droits sont contributifs ou accordé à tout résident), sur l'étendue des services couverts par le régime de base et sur les contributions aux frais demandés aux usagers. Il décrit également les politiques introduites pour atteindre la couverture universelle-dans la plupart des pays ou pour les limiter les dépenses pour les usagers vulnérables ou exposés à des dépenses élevées. Ce document décrit ensuite le rôle joué par l'assurance privée volontaire en tant que source « secondaire » de couverture santé. Combinant l'information qualitative recueillie sur les services couverts et dépenses laissées à la charge des usagers lors d'une enquête menée auprès des pays de l'OCDE et les données sur les dépenses recueillies à travers les comptes de la santé, ce doc...

The aim of this paper is to explore very recent data about how large organizations are dealing with a shortage of information and communications technology (ICT) specialists, in terms of its implications for information management. Design/methodology/approach This paper is based on qualitative interview-based research with eleven large European companies, with an estimated ICT workforce of around 400,000 (about 14% of ICT professionals in Europe), covering hiring, retention, and upskilling of ICT staff, and expectations concerning graduates from European universities. This data is combined with IDC analyst reports on the demand for different categories of ICT products and services, and data from the authors' consulting work. Findings Larger organizations expect hiring to be a challenge, with strong competition for talent, whether from existing users or from the many rapidly digitalizing companies-digitalizing their organizations, their products and services, and their relationships with customer, suppliers and business partners. Upskilling and retraining workforces is seen by large organizations as a better approach than hiring, allowing them to create the right skills balance and retain their workers better. However, softer skills, such as communication and problem solving, are seen as just as important. ICT workers will benefit from a lifelong approach to learning, acquiring new skills and adapting existing skills. Many ICT companies have created academies for developing employee skills and certifications related to their own technologies, while the education sector has been working on creating curricula (alone or sometimes in partnerships with vendors) to improve graduate employability. Research limitations/implications The research is based on a small sample of large companies. The situation may be different in other companies and smaller organisations, Practical implications Organizations can cope with the skills shortage by anticipating and working with the market forces rather than trying to oppose them. Social implications ICT employees will show the way for employees in other sectors where skills are scarce, by demonstrating how to reinvent themselves as the skills needed change. Originality/value This paper demonstrates that employers have changed their expectations of universities. They expect less that graduates will be ICT-employment ready, and more that they will have the skills to make and keep themselves employment ready. This has significant implications for university course design.

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