Despite the efforts of governments and firms, the construction industry is trailing other industries in labour productivity. Construction companies are interested in increasing their labour productivity, particularly when demand grows and construction firms cope with labour shortages. Off-site construction has proved to be a favourable policy to increase labour productivity. However, a complete understanding of the factors affecting construction labour productivity is lacking, and it is unclear which factors are influenced by off-site construction. This study developed a conceptual model describing how 15 factors influence the construction process and make a difference in labour productivity between off-site and on-site construction. The conceptual model shows that all 15 factors affect labour productivity in three ways: through direct effects, indirect effects and causal loops. The model is a starting point for further research to determine the impact of off-site construction on labour productivity.
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Opening chapter of the English version of the book 'Energieke Arbeid' published by the Centre of Applied Labour Market Research and Innovation (Dutch abbreviation: KCA) to celebrate the 10th anniversary of applied labour market research at Hanze University of Applied Sciences. This first chapter takes a brief look back at the development of KCA over the past ten years.
This paper addresses one important mechanism through which the EU tries to improve the operation of its labour markets: the opening up of national borders for free worker movement within the EU. Free worker movement is a fundamental EU right; but EU enlargement begged the question of how and when to allow complete free movement to workers from those new Member States. The EU agreed upon a transitional period of up to 7 years after accession of eight new Middle and Eastern European States (EU-8) on May 1st, 2004. Duringthis transitional period Member States may apply certain restrictions on the free movement of workers from, to and between these new Member States. By 2012, all such restrictions will have been abolished. A similar procedure applies regarding the accession of two additional new Member States on January 1st, 2007. Only three of the fifteen incumbent EU Member States at the time (EU-15) chose to immediately allow free movement from workers from the EU-8. The other twelve maintained their work permit systems, albeit with some modifications. Since, some (e.g. Germany) have already decided to keep such barriers in place until 2012. The Netherlands has kept a work permit system in place up to May 1st, 2007. At that time it abolished that system and effectively extended free worker movement to include workers from the EU-8. This makes the Dutch case, at this point in time, an interesting case for which to analyse the process and effects of increased free labour movement into a national labourmarket. This paper discusses the evolution of (temporary) work migration from EU-8 countries into the Netherlands. It first addresses the flexicurity nature of EU policies towards labour market integration and towards the inclusion of new EU countries in that process. It subsequentely reviews the three socio-legal regimes that can currently apply to work performed for Dutch firms Netherlands by workers from the EU-8 (which, now, is that same as that applies for workers from the EU-15): wage employment; employment through temporary employment agencies; and self-employment. It then discusses the development of the volume of work performed by citizens from the EU-8 in the Netherlands, and socio-economic effects for both the migrant workers and Dutch society and economy. It concludes with a discussion of challenges (or the lack thereof) that this increased free movement of foreign labour caused and causes for Dutch institutions.
Meaningful applications in education, healthcare and media. The first spearhead concerns the use of virtual humans (AI-driven, digital people) in various sectors of society such as education, healthcare and media. The shortages of labour affect all sectors and the use of AI and virtual humans can contribute to solutions. Think of a virtual 'buddy' for lonely elderly people, a virtual teacher for education and training of digital coaches and assistants. But also of serious games that measure or influence behaviour and digital twins (digital copies of objects, systems or plans) for better decision-making. The second pillar of the project focuses on the further growth of the region as an innovation district. To this end, collaborations between knowledge institutions, organisations and companies established in the Spoorzone are stimulated. The result is that (young) talent is committed to the region; also one of the objectives of the Regio Deal Midden-Brabant.Societal issueCombating a digital divide so that the (digital) society remains accessible and fair for everyone - even if you are not very technically minded - is also a spearhead. Benefit for societyBy developing the innovation district for society, we create a magnet function for:Socially involved experts (knowledge institutions), companies, social organizations, citizens and investors. Students/young talent with innovative power who are challenged to new solutions and entrepreneurship. Companies that want to bring new solutions to the market, that invest in R&D and want to establish themselves close to talent;o Attractive jobs in the companies mentioned so that young talent commits to the region and can “work for the best brands” there.In addition to structural reinforcement by the innovation district, the technology of virtual humans is being researched in the practice of health, care, welfare, education and media. The concrete projects in this proposal are already achieving initial results in this area; applications that meet social needs or that provide social solutions.
