IWS Documented News INTERNATIONAL: October 2011

Monday, October 31, 2011

[IWS] OECD BRIEFING on ECONOMIC OUTLOOK & POLICY REQUIREMENTS FOR G20 ECONOMIES [31 October 2011]

IWS Documented News Service
_______________________________
Institute for Workplace Studies----------------- Professor Samuel B. Bacharach
School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies
Cornell University
16 East 34th Street, 4th floor---------------------- Stuart Basefsky
New York, NY 10016 -------------------------------Director, IWS News Bureau
________________________________________________________________________

OECD

Angel Gurría

Secretary-General, OECD

PRESS BRIEFING ON THE ECONOMIC OUTLOOK AND POLICY REQUIREMENTS FOR G20 ECONOMIES [31 October 2011]

http://www.oecd.org/secure/pdfDocument/0,2834,en_21571361_44315115_48969015_1_1_1_1,00.pdf

[full-text, 7 pages]

Summary

The near-term outlook

 Uncertainties regarding the short-term economic outlook have risen dramatically in recent months. A number of events, notably related to the euro area debt crisis and fiscal policy in the United States, are likely to dominate economic developments in the coming two years. In an "events-free" scenario and in the absence of comprehensive policy action to resolve current problems, real GDP is projected to grow by about 3.9% this year, 3.8% in 2012 and 4.6% in 2013 on average in G20 countries.1 This average masks a wide divergence among country groupings, and emerging-market economies are much more buoyant, despite some softening. In the euro area, a marked slowdown with patches of mild negative growth is likely. Growth is also projected to remain weak in the United States, with a gradual pick-up from 2012 towards the end of the projection period. Unemployment is set to remain high in many advanced countries.

 A better upside scenario can materialise if the policy measures that were announced at the Euro Summit of 26 October are implemented promptly and forcefully. These measures go in the right direction and could help restore confidence and create positive feed-back effects that could trigger a scenario of stronger growth.

 In contrast, the outlook would be gloomier if the commitments made by EU Leaders fail to restore confidence and a disorderly sovereign debt situation were to occur in the euro area with contagion to other countries, and/or if fiscal policy turned out to be excessively tight in the United States. OECD analysis suggests that a deterioration of financial conditions of the magnitude observed during the global crisis (between the latter half of 2007 and the first quarter of 2009) could lead to a drop in the level of GDP in some of the major OECD economies of up to 5% by the first half of 2013.

Appropriate policy responses

 To resolve the euro area crisis, it is important to clarify and implement fully and decisively the measures announced on 26 October to break the link between sovereign debt and banking distress, to deal with Greece, to ensure that the sovereign debt crisis does not spread to other European countries and to secure appropriate capitalisation and funding for banks. Detailed information is needed on how the package will be implemented.

 In the advanced G20 economies, interest rates should remain on hold or, where possible, be reduced, notably in the euro area. Central banks should continue to provide ample liquidity to ease financial market tensions. Further monetary relaxation, including through unconventional measures, would be warranted if downside risks intensify. In the emerging-market economies, the stance of monetary policy should be guided by the outlook for growth and inflation, which remains comparatively high.

 Strong, credible medium-term frameworks for fiscal consolidation and durable growth are needed to restore confidence in the longer-term sustainability of the public finances and to build budgetary space to deal with short-term economic weakness. Those advanced economies with sounder public finances can provide additional counter-cyclical support.

 Structural reforms are essential to boost the growth potential of G20 countries, to tackle high unemployment and to rebalance global demand. In view of weak growth in the near term and impaired fiscal positions in most advanced economies, priority should be given to reforms that offer comparatively strong short-term activity gains and facilitate longer-term fiscal consolidation.

AND MUCH MORE...including CHARTS & TABLES.....

________________________________________________________________________

This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

****************************************
Stuart Basefsky
Director, IWS News Bureau
Institute for Workplace Studies
Cornell/ILR School
16 E. 34th Street, 4th Floor
New York, NY 10016

Telephone: (607) 262-6041
Fax: (607) 255-9641
E-mail: smb6@cornell.edu
****************************************

# posted by SBasefsky : 2:05 PM

[IWS] IADB: KOREA: BREAKING THE MOLD of the ASIAN-LATIN AMERICAN RELATIONSHIP [October 2011]

Inter-American Development Bank (IADB)

Monographs

Korea: Breaking the Mold of the Asia-Latin America Relationship [October 2011]

http://idbdocs.iadb.org/wsdocs/getdocument.aspx?docnum=36472107

[full-text, 38 pages]

Over the past two decades, bilateral trade between LAC and Korea has expanded rapidly, growing at an annual average rate of 16.1%. This is a faster rate of growth in trade than LAC experienced with East Asia (15.1%),1 the U.S. (9.8%), the European Union (E.U.) (7.4%) and Japan (7.7%). Only trade with China grew at a more rapid pace (27.5%). Despite this remarkable dynamism, Korea’s share of LAC’s trade is still fairly small. Since 1990, its share has risen from a little over 1% to 2.5%, whereas China’s share reached the 13% mark in the same period. LAC’s share of Korea’s trade, though, is higher (5.1% in 2010) and not very different from the region’s share of China’s trade.

CONTENTS

Acknowledgments/ v

Introduction/ 1

Bilateral Trade: Small But Booming/ 3

With Some Hope of a More Balanced and Diversified Relationship/ 5

But Important Barriers Still Remain in Relation to

Tariffs and Non-tariff Measures…/ 11

…and Transport Costs/ 15

Some Important But Still Limited Initiatives to

Address These Obstacles/ 17

Investments are Following Trade, but Only on the Korean Side/ 19

Cooperation is on the Rise/ 25

Summing Up: Taking Opportunities to Break the Mold/ 2

________________________________________________________________________

# posted by SBasefsky : 6:02 AM

[IWS} Mercer: WHAT'S WORKING [GLOBAL] SURVEY--DECLINING LOYALTY WORLDWIDE AMONG OTHERS THINGS [27 October 2011]

Mercer

Mercer's What's Working™ research offers compelling global view of work

http://inside-employees-mind.mercer.com/global

Mercer's latest What's Working™ survey, conducted among nearly 30,000 employees in 17 markets worldwide from Q4 2010 to Q2 2011, offers provocative new insights into the minds of the global workforce.

Mercer's research found employees generally less engaged and less committed to their employers today. And while some common threads emerged – especially by age group – the research shows that views of work remain deeply ingrained not just by region, but by individual country.

Press Release 27 October 2011

Mercer’s What’s Working™ survey shows declining employee loyalty worldwide

http://www.mercer.com/press-releases/1430455

United States
New York City, 27 October 2011

Employee loyalty is dropping around the world, according to new global analysis of Mercer’s What’s Working™ survey. The research, conducted among nearly 30,000 employees in 17 geographic markets between the fourth quarter of 2010 and the second quarter of 2011, shows that the percentage of workers seriously considering leaving their organization has risen since the last time the survey was conducted in each market (between 2003 and 2006 prior to the economic downturn).

In many markets, the increase is 10 percentage points or more. In the US, the increase was 9 points, from 23% in 2005 to 32% in 2010. (See Figure 1.)

“For US-based multinationals, these findings are concerning, as lackluster engagement is no longer just a US phenomenon,” said Mindy Fox, a Senior Partner at Mercer and the firm’s US Region Leader. “Widespread apathy and high turnover can be detrimental to an organization’s business performance, especially in the difficult economic environment we’re experiencing as companies are looking to drive productivity and efficiencies.”

According to Pete Foley, PhD, a Principal at Mercer and North American Employee Research Leader, “The overall employment deal is in a state of flux around the world, with employees rethinking what they want out of the employment relationship. Our research shows that, despite the ongoing economic uncertainty, more employees would consider leaving today for a better opportunity.”

The survey analysis also shows shifting views on other workforce issues that affect engagement. Worldwide, views on pay and performance issues generally improved, while views on employee benefits generally declined. By market, views were mixed on subjects like career opportunity and leadership.

What motivates employees?
The global analysis also reveals that nonfinancial factors play a prominent role in influencing employee motivation and engagement – a finding that could prove useful to employers facing budget constraints. Workers worldwide say that being treated with respect is the most important factor, followed by work/life balance, type of work, quality of co-workers and quality of leadership.

Among financial factors, base pay ranks highest globally, at sixth out of 13 factors. It ranks as the top factor in just one market (Hong Kong) and among the top three most influential factors in four other markets – China, India, Italy and Singapore.

While other financial factors, such as benefits and incentive pay, can be important to other aspects of the employment deal – such as attracting, retaining and rewarding employees – Mercer’s research shows they are considered less important by employees when it comes to their day-to-day motivation and engagement at work.

“Employee engagement reflects the total work experience, and a big part of it is how you are treated, what kind of work you do and how you feel about your co-workers, bosses and the general work environment,” said Colleen O’Neill, PhD, a Senior Partner at Mercer and the firm’s Talent Leader in the US and Canada.

“Without a doubt, financial factors like pay and benefits are a vital part of the employment deal, especially in the US, but employers need to consider and manage the full range of factors to ensure that their workforce is engaged,” Dr. O’Neill explained. “When financial resources are limited, organizations can leverage these nonfinancial factors to effectively boost employee commitment and productivity.”

Results by region
Mercer’s research shows that the factors most important to motivation and engagement vary by region:

• Americas – In addition to the global top five nonfinancial factors – respect, work/life balance, type of work, quality of co-workers and quality of leadership – working in an environment where employees can provide good service to others ranks highly in importance in North and South America. Base pay ranks as the most influential financial factor. (See Figure 2.)

In the US, the importance of financial and nonfinancial factors closely mirrored the global findings. Two areas of note that scored higher than the global average were benefits and working in an environment where you can provide good service to others. Areas below the global average for US employees included learning and development opportunities, promotion opportunities and incentive pay/bonus.

• Asia Pacific – Results for this region are less consistent by market compared to the Americas and Europe. Being treated with respect and quality of leadership are cited by employees as most influential to their motivation and engagement at work. Australia shows the widest variation in influence of factors, while financial factors (base pay, incentive pay and benefits) and career-related factors are much more influential in China compared to other markets in the region and globally. (See Figure 3.)

• Europe – Results for the seven European countries included in Mercer’s survey show striking consistency. Nonfinancial factors (being treated with respect, work/life balance, type of work and quality of co-workers) are considered most important to employee motivation and engagement at work. (See Figure 4.)

Visit http://inside-employees-mind.mercer.com/global for an interactive look at additional global findings from Mercer’s What’s Working survey. The interactive site provides a snapshot of the survey findings in all 17 markets, shows data views by region and allows visitors to create custom views of the data featuring their choice of up to six markets.

About this analysis
Mercer’s proprietary What’s Working survey, which examines employee views on work, includes more than 100 questions on a range of work-related topics and reflects the overall workforce demographics of the 17 survey markets in terms of age, gender and job level.

To arrive at the results regarding what motivates employees, Mercer asked survey respondents worldwide to consider both current and previous jobs and state how important 13 factors were in influencing their motivation and engagement at work. The top rating of “extremely important” could only be used for the one or two most important factors. Scores are assigned to an index of 100 to show relative importance by market and globally. Scores near 100 are of middle importance, scores above 100 are more important and scores below 100 are less important.

About Mercer
Mercer is a global leader in human resource consulting, outsourcing and investment services. Mercer works with clients to solve their most complex benefit and human capital issues by designing, implementing and administering health, retirement and other benefit programs. Mercer’s investment services include investment consulting, implemented consulting and multi-manager investment management. Mercer’s 20,000 employees are based in more than 40 countries. The company is a wholly owned subsidiary of Marsh & McLennan Companies, Inc., which lists its stock (ticker symbol: MMC) on the New York and Chicago stock exchanges. For more information, visit www.mercer.com.

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# posted by SBasefsky : 5:33 AM

[IWS] ADB: RESOURCES FOR COMMUNITIES OF PRACTICE: CREATING VALUE THROUGH KNOWLEDGE NETWORKS [October 2011]

Asian Development Bank (ADB)

Resources for Communities of Practice: Creating Value through Knowledge Networks [October 2011]

http://beta.adb.org/sites/default/files/cop-resources.pdf

[full-text, 16 pages]

Description

This tool kit makes available to communities of practice, both Asian Development Bank (ADB)-hosted and external to it, a select set of resources in the areas of strategy development, management techniques, collaboration mechanisms, knowledge sharing and learning, and knowledge capture and storage.

Contents

•What are Communities of Practice?

•ADB-Hosted Communities of Practice

•Strategies, Plans, and Guidelines

•Knowledge Solutions

•Reports

•Collaterals

•Webpages

________________________________________________________________________

# posted by SBasefsky : 5:21 AM

Thursday, October 27, 2011

[IWS] ILO: New! SOCIAL PROTECTION FLOOR FOR A FAIR AND INCLUSIVE GLOBALIZATION [27 October 2011]

ILO & WHO

Social Protection Floor for a Fair and Inclusive Globalization [27 October 2011]

A report of the Advisory Group chaired by Michelle Bachelet and

convened by the ILO with the collaboration of the WHO

http://natlex.ilo.ch/global/publications/books/forthcoming-publications/WCMS_165750/lang--en/index.htm

http://natlex.ilo.ch/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_165750.pdf

[full-text, 117 pages]

[excerpt]

In many ways the power of the social protection floor lies in its simplicity. The floor is based on the idea that everyone should enjoy at least basic income security sufficient to live, guaranteed through transfers in cash or in kind, such as pensions for the elderly and persons with disabilities, child benefits, income support benefits and/or employment guarantees and services for the unemployed and working poor. Together, in cash and in kind transfers should ensure that everyone has access to essential goods and services, including essential health services, primary education, housing, water and sanitation.

This report, prepared under the guidance of Ms Michelle Bachelet and members of the Advisory Group, shows that the extension of social protection, drawing on social protection floors, can play a pivotal role in relieving people of poverty and deprivation. It can in addition help people adapt their skills to overcome the constraints that block their full participation in a changing economic and social environment, contributing to improved human capital development and stimulating greater productive activity. The report also shows how social protection has helped to stabilize aggregate demand in times of crisis and to increase resilience against economic shocks, contributing to accelerate recovery towards more inclusive and sustainable development paths.

Press Release 27 October 2011

Social protection floor key to addressing crises and social instability

http://www.ilo.org/global/about-the-ilo/press-and-media-centre/news/WCMS_166292/lang--en/index.htm

NEW YORK (ILO News) – A high-level panel headed by the former President of Chile, Michele Bachelet, today delivered a ground-breaking report to UN Secretary-General, Ban Ki-moon, arguing that a social protection floor could boost economic growth and enhance social cohesion.

The report, “Social Protection Floor for a Fair and Inclusive Globalization”, was immediately welcomed by several world leaders including Brazilian President Dilma Rousseff and French President Nicolas Sarkozy, as well as other prominent leaders in the world of work.

In his statement, Mr. Ban said “This is a crucial report that comes at a critical time. People everywhere are anxious about the future, frustrated about the economy, and upset with leaders. Achieving social protection for all is critical to building fairer, more inclusive and equitable societies.”

The new report says an estimated 5.1 billion people lack adequate social security or social protection worldwide, while just over 15 per cent of the world’s unemployed worldwide are receiving some form of unemployment benefits.

Preliminary conclusions of the report were presented to the G20 labour ministerial meeting in Paris in September, and garnered an immediate pledge by the group to support new measures aimed at extending social protection worldwide as a means of reducing poverty, stimulating economies and hedging against the impacts of economic crises.

“Extending social protection is a ’win-win’ investment that pays off both in the short term, given its effects as a macroeconomic stabilizer but also in the long term, due to the impacts on human development and productivity” Ms. Bachelet said.

The report also finds that social protection programmes can act as stabilizers attenuating the adverse impact of economic crises on labour markets while contributing to maintaining social cohesion and stimulating aggregate demand

The report calls on the G20 leaders summit in Cannes on 3-4 November to consider an “action plan” for implementing social protection floors through existing and new financing mechanisms. It shows that some countries – such as El Salvador, Benin, Mozambique and Vietnam – could provide a major social protection floor for as little as 1 to 2 percent of GDP. The report shows that nationally-designed social protection floors are affordable even in low income countries

“Social protection floors are necessary, feasible and effective”, said the Director-General of the ILO, Juan Somavia, which developed the social protection floor approach together with other UN partners. “Cuts in social protection programmes as part of fiscal consolidation packages might weaken the recovery.”

The report drew strong international support, with Ms. Roussef saying “Brazil is committed to the implementation of the social protection floor. The work of the Commission chaired by Michelle Bachelet represents an important contribution to advancing discussions on this issue and to improving social policies around the world.”

French President Sarkozy stated “Building up a social protection floor in each country will take time. Certainly we cannot impose upon the poorest countries the standards and social systems of the wealthiest. But progress must be made.”

Mr. Somavia said “By reaffirming their commitment to extend social protection, G20 leaders can contribute to restoring people’s confidence, which is a prerequisite to market confidence. I will attend the Cannes summit and insist that these recommendations which are directly connected to the ILO Decent Work Agenda and the need for social justice are considered as an integral part of the discussions.”

The ILO’s annual international labour conference in 2012 is to consider a new international labour standard on social protection floors.

Social protection – and in particular the concept of a social protection floor – has been increasingly recognized as a key development instrument at different international fora, most recently at the UN Summit on the Millennium Development Goals in September 2010.

________________________________________________________________________

# posted by SBasefsky : 8:51 AM

[IWS] JILPT: [JAPAN] MAIN LABOR ECONOMIC INDICATORS, OCTOBER 2011 [24 October 2011]

Japan Institute for Labour Policy and Training (JILPT)

JILPT Statistical Information

MAIN LABOR ECONOMIC INDICATORS, OCTOBER 2011 [24 October 2011]

http://www.jil.go.jp/english/estatis/eshuyo/201111/esyuyou.pdf

[full-text, 36 pages]

CONTENTS

General Economy

National Accounts 1

Industrial Productions,Shipments and Inventories 2

Foreign Trade and International Balance of Payments 3

Business Operation and Labor's Share 4

Business Condition 5

Productivity and Wage Cost 6

Prices 7

Rates of Change in Consumer Price Index of Principal Countries 8

Other Economic Indicators 9

Population,Employment and Unemployment

Population and Labor Force 10

Employed and Employees 11

Employees by Type of Employment 12

Employment Index for Regular Employees 13

Employed of Principal Countries 14

Unemployment and Employment Insurance 15

Unemployment Rate of Principal Countries 16

Employment Service(Opening rate) 17

Employment Service(Job openings,job applications and placements) 18

Employment Service(Active opening rate by prefecture) 19

Employment Service(New opening rate by prefecture) 20

Employment Condition 21

Employment Adjustment 22

Wages

Average Monthly Cash Earnings of Regular Employees 23

Earnings of Principal Countries 24

Starting Monthly Salary for New Graduates 25

Springtime Wage Increase 26

Bonuses 27

Working Hours

Total Hours Worked and Scheduled Hours Worked 28

Non-scheduled Hours Worked 29

Industrial Injuries

Industrial Injuries 30

Salary worker's Living Conditions

Family Income and Expenditure – Income 31

Family Income and Expenditure – Living Expenditure 32

Ratio of Income Tax and Social Security Contributions to National Income 33

Trade Union,Industrial Relations

Industrial Relations 34

Trade Union Density Rate of Principal Countries 35

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# posted by SBasefsky : 8:26 AM

[IWS] BEA: Gross Domestic Product, 3rd quarter 2011 (advance estimate) [27 October 2011]

National Income and Product Accounts

Gross Domestic Product, 3rd quarter 2011 (advance estimate) [27 October 2011]

http://www.bea.gov/newsreleases/national/gdp/2011/gdp3q11_adv.htm

http://www.bea.gov/newsreleases/national/gdp/2011/pdf/gdp3q11_adv.pdf

[full-text, 14 pages]

http://www.bea.gov/newsreleases/national/gdp/2011/xls/gdp3q11_adv.xls

[spreadsheet]

and

Highlights

http://www.bea.gov/newsreleases/national/gdp/2011/pdf/gdp3q11_adv_fax.pdf

Real gross domestic product -- the output of goods and services produced by labor and property

located in the United States -- increased at an annual rate of 2.5 percent in the third quarter of 2011 (that

is, from the second quarter to the third quarter) according to the "advance" estimate released by the

Bureau of Economic Analysis. In the second quarter, real GDP increased 1.3 percent.

The Bureau emphasized that the third-quarter advance estimate released today is based on source

data that are incomplete or subject to further revision by the source agency (see the box on page 3). The

"second" estimate for the third quarter, based on more complete data, will be released on November 22,

2011.

The increase in real GDP in the third quarter primarily reflected positive contributions from

personal consumption expenditures (PCE), nonresidential fixed investment, exports, and federal

government spending that were partly offset by negative contributions from private inventory

investment and state and local government spending. Imports, which are a subtraction in the calculation

of GDP, increased.

The acceleration in real GDP in the third quarter primarily reflected accelerations in PCE and in

nonresidential fixed investment and a smaller decrease in state and local government spending that were

partly offset by a larger decrease in private inventory investment.

__________

FOOTNOTE.--Quarterly estimates are expressed at seasonally adjusted annual rates, unless otherwise

specified. Quarter-to-quarter dollar changes are differences between these published estimates. Percent

changes are calculated from unrounded data and are annualized. "Real" estimates are in chained (2005)

dollars. Price indexes are chain-type measures.

AND MUCH MORE...including TABLES....

________________________________________________________________________

# posted by SBasefsky : 6:14 AM

[IWS] ADB: Earnings and Quality of Female Labor in the Border Areas of Viet Nam and Implications for Greater Mekong Subregion Cooperation [October 2011]

Asian Development Bank (ADB)

Earnings and Quality of Female Labor in the Border Areas of Viet Nam and Implications for Greater Mekong Subregion Cooperation [October 2011]
http://beta.adb.org/publications/earnings-and-quality-female-labor-border-areas-viet-nam-and-implications-gms
or
http://beta.adb.org/sites/default/files/female-labor-vie-border.pdf
[full-text, 70 pages]

Description

Border-gate economic zones (BEZs) are symbols of the increased cross-border exchange and the development initiative of the border areas in the Greater Mekong Subregion (GMS). Over the past decade, BEZs have been able to attract a great number of women workers seeking for new job opportunities. Using survey data collected at the BEZs of Mong Cai, Cau Treo, and Moc Bai in Viet Nam and from the Viet Nam Household Living Standard Survey (VHLSS) to examine the factors that influence earnings in the BEZs and in the border provinces that host the BEZs and those where no BEZs are present, the research finds that the BEZs and cross-border integration increase the earnings of female labor. However, there seems to be a missing link between the establishment of the BEZs and cross-border integration and the improvement of female labor quality. Poor labor quality, and the predominance of the exploitative factors exaggerated by the unsustainable structure of the border-gate economy, are likely to make BEZs vulnerable areas of the GMS labor market where women’s rights are easily violated and female workers have little awareness and self-estimation of their working status.

Foreword
Abstract
Introduction
Overview of Labor Market for Women in the GMS and Viet Nam
Framework to Evaluate Earnings and Quality of Female Labor
Study Sites and Data
Findings and Discussions
Policy Implications and Conclusions
References
Appendix

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# posted by SBasefsky : 5:11 AM

IWS Documented News INTERNATIONAL

Monday, October 31, 2011

[IWS] OECD BRIEFING on ECONOMIC OUTLOOK & POLICY REQUIREMENTS FOR G20 ECONOMIES [31 October 2011]

[IWS] IADB: KOREA: BREAKING THE MOLD of the ASIAN-LATIN AMERICAN RELATIONSHIP [October 2011]

[IWS} Mercer: WHAT'S WORKING [GLOBAL] SURVEY--DECLINING LOYALTY WORLDWIDE AMONG OTHERS THINGS [27 October 2011]

[IWS] ADB: RESOURCES FOR COMMUNITIES OF PRACTICE: CREATING VALUE THROUGH KNOWLEDGE NETWORKS [October 2011]

Thursday, October 27, 2011

[IWS] ILO: New! SOCIAL PROTECTION FLOOR FOR A FAIR AND INCLUSIVE GLOBALIZATION [27 October 2011]

[IWS] JILPT: [JAPAN] MAIN LABOR ECONOMIC INDICATORS, OCTOBER 2011 [24 October 2011]

[IWS] BEA: Gross Domestic Product, 3rd quarter 2011 (advance estimate) [27 October 2011]

[IWS] ADB: Earnings and Quality of Female Labor in the Border Areas of Viet Nam and Implications for Greater Mekong Subregion Cooperation [October 2011]

Description

Contents

About Me

Links

Archives