Skill shortages and the changing structure of labour markets in high technology industry : case studies of technological staff recruitment in Hampshire

Winstanley, Diana (1989) Skill shortages and the changing structure of labour markets in high technology industry : case studies of technological staff recruitment in Hampshire. University of Southampton, Doctoral Thesis.

Abstract

This thesis examines the issue of labour market shortage for technological staff in high technology industry. In doing this it adopts a distinct methodology and model of the labour market.

In methodology the thesis adopts a sociological analysis of recruitment at the level of the work organisation where companies experience shortage and devise and implement policies to counter and avoid it. Shortage is investigated through a study of recruitment practices at nine case study companies supplemented by questionnaire data from twelve companies and information from sixteen recruitment agencies and three trade unions.

The labour market model deployed builds on the work of Loveridge and Mok (1979). The labour market is divided into a matrix of internal and external segments with reference to companies, and primary and secondary sectors relating to technological staff power based on their skills and scarcity. The main shortage sector is the primary internal, or company professional category.

The thesis concludes that the shortage is of 'creative conformity' which comprises specific bundles of both technical and behavioural skills. It is differentially distributed and is not uniformly experienced by all high technology companies recruiting technological staff, nor are all technological staff in shortage.

Shortage is reflected in a change in the balance of power between the employer and the recruit, and employers can utilise a range of policies and actions to counter this change, and regain control of the labour market. There are two main orientations towards shortage. Poacher companies utilise 'targetting' and 'poacher' recruitment channels such as agencies and hotel 'walk-ins'. Gamekeepers take a longer-term approach and recruit fresh graduates and devise their recruitment policies in the light of plans for the training, utilisation and retention of staff.

C: PHYSICAL SCIENCES

C1a: Science & Technology - General

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