Jonathan Winterton

What Is Competence

This paper explores the definitions and usage of competence, especially in the context of training and development initiatives in the USA, UK, France and Germany, seeking to clarify the concept by incorporating knowledge, skills and competences within a holistic competence typology. One-dimensional frameworks of competence are inadequate and are giving way to multi-dimensional frameworks. Functional and cognitive competences are increasingly being added to behavioural competencies in the USA, while in the UK cognitive and behavioural competences are being added to the occupational functional competence model. France, Germany, and Austria entering the arena more recently, adopted from the outset more holistic, but different, approaches. After comparing these approaches, we argue that a holistic framework is useful in identifying the combination of competences that are necessary for particular occupations and to promote labour mobility.

Competence across Europe: highest common factor or lowest common denominator?

Purpose – The purpose of this article is to explore diversity in competence models across Europe and consider the extent to which there is sufficient common ground for a common European approach to underpin the European Qualifications Framework.Design/methodology/approach – The paper uses a literature review and interviews with policy makers.Findings – Despite the central role of competence in policy initiatives, conceptual approaches to competence vary not only between but also within different member states. This diversity embodies not only language issues but also fundamental cultural differences in approaches to skill formation. Whether the models have sufficient common ground to permit a “best‐fit” European‐wide approach is open to question, although this is clearly an essential prerequisite for removing barriers to labour mobility. Despite initiatives like the European Qualifications Framework there is still no consensus for adopting a common competence model and policy discussions continue to revea...

A conceptual model of labour turnover and retention

While the importance of skill formation has been widely acknowledged in recent years, the issue of skill retention has been relatively neglected. Employers see little point in raising skills in sectors where a high proportion of individuals will leave, yet failure to invest in training and development may contribute to higher labour turnover. Drawing upon an extensive literature review, this paper develops a conceptual model of labour turnover and retention that distinguishes four stages in the processes affecting an individuals intention to quit, and actual separation from the job. Potential solutions that might reduce the quit rate and retain skilled labour are proposed in relation to these four stages.

The importance of management style in labour retention

Purpose – The purpose of this paper is to examine the role that management style plays in retaining workers in a high labour turnover industry.Design/methodology/approach – Case study approach based upon extensive interviews with workers and managers derived from industry wide data set.Findings – Positive actions by management promote worker attachment to leaders and the organization and are crucial in sustaining work values that diminish the likelihood of turnover.Practical implications – Management style is a variable that is often overlooked in shaping worker attitudes and is crucial to understanding why workers stay in these firms.Originality/value – Whereas most studies of turnover focus upon individual attributes, we examine the structural characteristics of the workplace that permit workers of different ages and skill sets to maximise their efficiency and earnings and the role played by management style in decisively shaping that structure.

The European clothing industry

This paper examines earlier and more recent patterns of restructuring that have occurred as a consequence of import penetration. It focuses upon work reorganization, job losses and changes in the retail‐manufacturer relationships and how these trends differ in key European countries. Finally, it asks questions about future trends, both in employment (and the changing nature of jobs) as well as government policies towards the politics of trade.

Vulnerable workers, precarious work and the role of trade unions and HRM

This special issue of the International Journal of Human Resource Management was conceived in response to increasing evidence regarding the vulnerability and precariousness associated with long-ter...

Understanding Labour Turnover in a Labour Intensive Industry: Evidence from the British Clothing Industry*

The clothing industry is both a quintessential global industry and one that is inescapably labour intensive. Despite more and more production shifting to low wage economies in the past decades, there remains a significant amount of clothing manufacturing in high wage economies. This study examines the drivers of change that are forcing restructuring in one such country and the outcomes of such changes for the organization of production. Because the changes have involved treating workers as a resource to be developed rather than a cost, preventing labour turnover has become a crucial component of this strategic repositioning. In presenting the results of a national survey of UK clothing manufacturers we find that high labour turnover rates persist. We discuss the historical background to this phenomenon and current trends, and then explore the principal variables that might explain these trends. We conclude with a discussion of the outcomes facing firms in this industry and comment on why managers resist comprehensive changes in organizational routines and the effort bargain. Copyright Blackwell Publishing Ltd 2003.

What about the managers? Contradictions between lifelong learning and management development

The policy priority of management development in the past 20 years appears to have been overshadowed since the new millennium by the goal of widening participation in learning of low-skilled and excluded groups. This change of emphasis could potentially be damaging if efforts to increase management participation in learning are relaxed, because Britain`s managers are still poorly qualified in comparison with other countries and managers play a key role in widening participation in learning at work. Research into barriers to learning amongst life assurance managers in Scotland has identified intrinsic and extrinsic factors affecting participation, suggesting a need for renewed efforts to ensure that management development remains a priority and that appropriate support is provided for learning at work.

Social Dialogue Over Vocational Training In Market-Led Systems

The involvement of social partners is central to the rhetoric of the European Commission approach to vocational training. This paper explores the development of social dialogue over vocational training at the European level and in Italy and Britain, two member states characterised as having market-led systems. The contrasting experience of the two member states suggests factors that are conducive to promoting greater social partner involvement in vocational training and demonstrates the complexity of developing a European approach.

Social dialogue and vocational training in Europe Are we witnessing the emergence of a European model

Purpose – To explore social dialogue over vocational education and training in Europe, comparing the role of the social partners in different national training systems and different industrial relations contexts.Design/methodology/approach – A survey of European member states (EU15 before enlargement) and two EFTA countries addressed to the national agencies or ministries responsible for vocational education and training and representing the contacts of the CEDEFOP Refernet network, supplemented by a literature review and discussions with the social partners at European level.Findings – Throughout Europe the social partners have a formal role in developing vocational training policy and are involved in implementation, particularly at sector and local levels. While the structures of participation vary according to the degree of state regulation and the locus of training, social partner involvement is extensive irrespective of the nature of the regulatory framework.Research limitations/implications – Only 1...