2016
DOI: 10.1080/13639080.2016.1255315
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Labour market intermediaries: a corrective to the human capital paradigm (mis)matching skills and jobs?

Abstract: The orthodox supply-side human capital theory (HCT) paradigm is inadequate for understanding and adjusting to labour market volatility in regional economies in the UK like Wales. This article explores the role of regional Labour Market Intermediaries (LMIs) in matching supply (skills) and demand (job opportunities) in regional labour markets. Some LMIs emerge because the HCT paradigm is failing. One Welsh LMI, Shaping the Future (StF), is explored empirically using qualitative methods. StF mainly adopted HCT t… Show more

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Cited by 21 publications
(7 citation statements)
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“…On the supply side, the variation of supply and demand shapes the distribution of earnings (Katz & Murphy, 1992). According to the labour market intermediary theory (Dobbins & Plows, 2017), increasing the supply of graduates may provide employers with a noisy signal. The crowding‐out effect (Gu & Han, 2013) forces graduates to accept jobs intended for people with lower levels of education.…”
Section: Discussionmentioning
confidence: 99%
“…On the supply side, the variation of supply and demand shapes the distribution of earnings (Katz & Murphy, 1992). According to the labour market intermediary theory (Dobbins & Plows, 2017), increasing the supply of graduates may provide employers with a noisy signal. The crowding‐out effect (Gu & Han, 2013) forces graduates to accept jobs intended for people with lower levels of education.…”
Section: Discussionmentioning
confidence: 99%
“…In fact, their feelings represent what the supply-side approach neglects to articulate i.e. the number of quality skilled jobs would not necessarily increase even if the economy grows at the national average, in particular in vulnerable regions which receive less policy support and investment by firms (Dobbins and Plows, 2016). However, such scepticism is outweighed by a more pervasive optimism on increasing skill demand in the process of formulating local (and regional) industrial and skills policies.…”
Section: Local Policy Responsesmentioning
confidence: 99%
“…The model has been roundly critiqued, for example it offers no incentives to employers to enhance job quality nor any momentum to utilise skills more effectively (eg. Payne 2009Payne , 2018Lloyd and Mayhew 2010;Dobbins and Plows 2017;Dromey, McNeil, and Roberts 2017;Green et al 2016). In the UK context, employers can offer low paid dead end jobs without cost in a context where 22% of all jobs require no education beyond compulsory schooling (Keep 2016).…”
Section: Social Policies For the 'Rediscovered' Middlementioning
confidence: 99%
“…Devins et al 2017). Here, as in specific occupational sectors, there has been interest in job quality and the design of progression pathways (Dobbins and Plows 2017;Findlay et al 2017;Green et al 2016). The focus on job design and reward and the nature of progression opportunities offer examples of policy where support for young people is as much focused on employment demand and career pathways as it is on young people themselves.…”
Section: Skills Development and Shaping Opportunitymentioning
confidence: 99%