Showing posts with label Management. Show all posts
Showing posts with label Management. Show all posts

Friday, May 6, 2022

Analyze the economics of the market for large commercial jet aircraft. What are the implications of these economics for the strategy of Boeing?

 Boeing case analysis

Mini-case response – mini-case #

Introduction

The case is about Boeing, a market leader famous around the world for researching, designing, and developing jet aircraft for commercial and military buyers (Levine, 2015). The analysis of this case will focus on the innovative strategies Boeing uses to conquer the market (like the innovation of Dash 80, Jumbo jet 747, commercial jet 787, A300, and many others), together with the challenges faced especially during difficult economic times. The analysis will end with recommendations for improving the reputation and financial position in the future.


What is Boeing and what are the company's mission and goals


According to Dutt (2021), Boeing is a famous aircraft manufacturing company with the following mission statement:

To connect, protect, explore, and inspire the world through aerospace innovation.”

Therefore, according to the case, Boeing is an innovative company that has inspired millions by creating first -in -the market production methods and systems for large jet aircraft like the Boeing 747.

Critical incidents in a company’s growth and determining why they are important


  • Boeing is usually the first in the market to produce large jet aircraft such as the Dash 80 and 747. These innovative strategy has inspired many and led to the generation of revenues.

  • Have a full range of aircraft from small to large. Making the company a market leader in the industry.

  • Forefront in areas like operation efficiency that lead to growth in traffic volumes by reducing operation costs like labor. This is important when competing with others in the industry.

  • The industry faces challenges such as complex production processes. Therefore, delays are common due to slow production and difficulties in managing outsourcing from different countries.

  • Safety and security issues have brought concerns and slowed down sales for large aircrafts


Its internal strengths and weaknesses


Boeing’s strengths lie in its innovation, partnerships, supply chain, variety of products, and market share (Christopher, 2016). The company is regarded as innovative because it was the first to come up with lightweight carbon composites and fuel-efficient innovations in the industry. It acquires and partners with other manufacturers all over the world and is a strong competitor in all markets. Boeing’s weaknesses can be identified with its issues with designs, poor quality of airplanes, and supply issues. The company has encountered numerous production issues and delays. Even after launches, there have been defects and requirements for redesigns (especially with the 737) The suppliers have bargaining power over Boeing because the company relies on them to produce quality supplies and to finish its productions. Boeing’s value has depended on quality supplies and since it has no control over the suppliers the value chain has been poor over the years.


Opportunities and threats


Boeing has lots of opportunities in the industry like to produce environmental-friendly planes (lower noise, harmful emissions, and carbon emissions). It has the experience and capabilities to innovate groundbreaking aircraft and generate more revenue. Another opportunity is the airline industry is growing very fast due to growing technologies that can be used to innovate. Threats being faced by Boeing include trade wars, bans, security issues in terms of the terrorist, pandemic, and hackers. which have contributed to reduced in travelers. High costs involved in the production of aircraft is another threat, together with competition from Airbus ( A320) and other entrants with low-cost airlines.


Company Strategy


Boeing has always had a strategy of innovating first in the market aircraft and to stay ahead of competitors using airplanes of various forms, sizes, and prices. For example, the 737 aircraft varies in size (110 to 215 seats), range (2,000 to over 5,000 miles), and prices ( 737-600, to $282 million). The company outsources its supplies across the world and can acquire other companies to improve its production process, like when it acquired McDonnell Douglas for its strong military business


Boeing differentiates itself by redesigning its commercial jet aircraft to sell more to the buyers and by innovating efficient planes to get more market share with its wide-bodied 787 that became the fuel-efficient largest jetliner in the world. Boeing also tried to cut prices in an aggressive move to gain share from Airbus but this lead to doubling the production schedule between 1996 and 1997.


investment strategy

Boeing uses the cash flow from sales revenue gained from its innovations to fund investments in more versions of the same aircraft to sell to more customers and to replace old versions. For example, the 757 was designed as a replacement for the aging 727 and this goes on and on.


Are its functional competencies are sufficient for achieving SWOT strategy


In this case, it can be seen that Boeing has suffered great losses caused by delays in the production and supply chain. Lack of control of the suppliers and poor quality components for producing the planes led to the need to seek better production systems which in turn led to sending moonshine teams to Japan’s leading manufacturing companies like Toyota to train in lean production techniques being used there to assemble automobiles and try to use it in the aircraft manufacture. This led to a reduction in production costs.


Boeing's current strategies in globalization and innovation and suggestions for improving strategies


For Boeing, The preferred mode of entry into new markets has been merging, acquisition and innovation. For instance in 1996 Boeing merged with its long-term rival McDonnell Douglas to strengthen its presence in the defense and space side of the aerospace business areas, where McDonnell Douglas was traditionally strong. Boeing purchased a Vought Industries Aircraft plant to exert more control over the production process and to fix the supply chain issues. through innovation to switch to just-in-time inventory systems it now saves on space.


Company's structure and control system and if they match or don't match the company's strategy


The company is made up of a complicated supply chain where the items needed to complete the production of an airplane are too many to be produced by one manufacturer, therefore Boeing outsources these parts from different manufacturers located in different countries. It also tries to maintain good relationships with them but there are times when supplies do not meet the quality standards set by Boeing and this has led to problems in the supply chain because of the complexity and lack of control of these suppliers. In turn, Boeing has suffered great losses due to rework, redesigns, and production holdups.


Ethical issues and social responsibility strategy - and my recommendations for changes to the strategy

In the late 1990s and early 2000s, Boeing had struggled with a number of ethics scandals and production problems that had also tarnished the reputation of the company. There were employee scandals and airplane crashes. My recommendation is Boeing should not rush to produce aircraft that are poorly designed not fully tested.


Financial position and my recommendation


Despite all the ethical issues, scandals and losses, Boeing has remained a financial powerhouse in the aircraft industry. In 2001, for example, the commercial aircraft group accounted for $35 billion in revenues out of a corporate total of $58 billion, or 60%. In 2005, with the delivery cycle at a low point (but the order cycle rebounding), the commercial airplane group accounted for $22.7 billion out of a total of $54.8 billion, or 41%. The balance of revenue was made up of a wide range of military aircraft,


Recommendations are done by answering the questions below:


1. Analyze the economics of the market for large commercial jet aircraft. What are the implications of these economics for the strategy of Boeing?

The large commercial get aircraft industry is generally taken to mean the market for jet aircraft mainly manufactured by the two giants - Airbus and Boeing. They have more seating capacity, use more fuel, and are much more expensive compared to those manufactured by regional jet aircraft, such as Embraer of Brazil and Bombardier of Canada.


The economies are characterized by the following factors:

  • The research and development costs associated with manufacturing a new airliner are very high.

  • High start-up costs and long periods to break-even point that a company has to wait for and to capture market share.

  • There are significant learning periods in the large aircraft production industry and the need to be more efficient, reducing assembly time, boosting productivity, and lower costs.

  • At several times in the history of the industry, problems with the supply of critical components have held up production schedules and resulted in losses because of the complexities of manufacturing an aircraft that has millions of parts. Over the last two decades, however, there has been a trend to contract out production of components and even entire subassemblies to independent suppliers

  • All-new aircraft are now designed digitally and assembled virtually before a single component is produced.

Therefore, Boeing has to decide whether to continue redesigning aircraft in this category or wait for future opportunities to first come.


2. What advantages do the two incumbents, Boeing and Airbus, enjoy over potential rivals (most notably Embraer, Bombardier, and the Commercial Aircraft Corporation of China)?


Economies of Scale: Boeing and Airbus benefit from large economies of scale because they produce various large aircraft with lower resources which new entrants cannot manage.


Learning period. The learning cycle of managing and producing these large aircraft is long therefore

the incumbents have a tremendous cost advantage over potential rivals when it comes to knowledge.


Competences. When it comes to experience, knowledge, and skills associated with designing and manufacturing, Boeing and Airbus have an upper hand.


Customer Loyalty. customers are more likely to prefer the products of Airbus or Boeing than those of new entrants.


3. What does this mean for Entry Barriers?

This means that the entry barriers to the large commercial jet aircraft are high for new entrants, therefore the companies like Embraer, Bombardier, and the Commercial Aircraft Corporation of China would rather stick to the production of small planes.


4. Does this mean that Boeing and Airbus are secure from new entry? Which segment of the market are potential new entrants most likely to focus on?


The answer is no because they are new entrants like Southwest Airlines, the Ryanair a 200+ plane order that could go as high as 400, the Embraer and Bombardiers with their regional jets, and the Chinese companies building 170- to 190-seaters.


5. What are buyers looking for from Boeing and Airbus? How much power do they have? What are the strategic implications for Boeing?

When it comes to Boeing and Airbus, their buyers are looking for fuel-efficient, safe, reliable, and inexpensive commercial aircraft that suit their business environment and economy.


The buyers have a lot of bargaining power because both companies (Airbus and Boeing) can not stay in the market without the buyers while buyers can still place orders from companies outside Boeing and Airbus. The buyers also have the ability to make these two companies compete in price wars to get better bargains.


The strategic implication for Boeing are:

Remain an innovative or first in the market inventor of superior designs, safe and efficient airplanes with the latest technology to stand out from the competitors and bargain in their favor.


To be profitable by Continuing to lower manufacturing costs through future innovations like the lean production systems as the case state that The key to the success of the budget airlines is a strategy that gives them a 30 to 50% cost advantage and to create variations of planes produced to suit buyers needs.


Produce smaller aircraft for nonstop flights between cities with no frills on the flights; no in-flight food or complimentary drinks therefore low prices for seats.


charging higher prices than the discount airlines, particularly for business travelers, who pay more to book late and to fly business or first class.


Conclusion

The case covers the history of Boeing since its inception, it has the data and information regarding the company and its rivalry with Airbus. However, it does not cover other pressing issues that Boeing faced like failures and crushes of aircraft, losses of profits due to buyers refusing to order for aircraft, and security issues caused by poor management of the supply chain, handling of suppliers, and incompetence of the workforce. Despite these shortfalls, the case still has valuable insights into the positives achievements of one of the most successful aircraft manufacturers in history.


References

  • case 11 Boeing Commercial aircraft 02277_Case11_rev02.indd 39

  • Levine, D. A. (2015). The Dragon Takes Flight. Brill.

  • Dutt, R. (2021). Radical Product Thinking. Macmillan Publishers.

  • Christopher, M. (2016). Logistics & Supply Chain Management. Pearson Education Limited.

  • Naimzade, Kamal. (2018). Case study: The Boeing company strategic analysis. 10.13140/RG.2.2.12570.49602. Term project for Strategic management class: A case study The Boeing company, strategic analysis.

Thursday, May 5, 2022

The supply and demand of labor in the banking sector and the effects of the coronavirus pandemic

 The supply and demand of labor in the banking sector and the effects of the coronavirus pandemic


Solution


The supply and demand of labour in the banking sector and the effects of the coronavirus pandemic

Abstract

According to Shalchi (2021), the financial sector contributed £132 billion to the United Kingdom (UK) economy 6.9% of total output. Moreover, banks do play an important role in an economy. They offer a platform for depositing, saving, investing, and performing other financial transactions. They also help in diversifying risks and growing the economy. The UK banking sector is mainly made up of private banks, international banks, and building societies where a few dominate the sector (Expatica, 2021). The labour market in the banking sector is made up of employees who are required to be in close contact with customers and provide the best customer experience, together with exceptional service and relationships that lead to royalty and repeat business. Besides managers, most banks employ bank tellers, investment representatives, relationship managers, mortgage consultants, loan processors, and credit analysts. The workforce is affected by supply and demand in one way or another. Currently, the Coronavirus pandemic also has an impact on the labour market in the UK but there is evidence showing that it has had little effect on the overall financial sector. In the banking sector, for example, people had to adapt to new ways of working but jobs were not lost as much as in other sectors.


The past studies on the topic are missing some information in the financial sector, especially the banking sector on how supply and demand varies and the effects or trends in the future after changes made in the labour market. like changes to the way, people have to work together with the problems or challenges being faced and recommendations suited for the banking sector.


The importance of studying the labour market is to apply models such as the supply and demand to help understand and forecast what jobs will be available in the banking sector together with the availability of people who can provide these jobs. According to the International Labour Office (2020), Supply and demand in the labour market are influenced by dynamics in the local and international market, which can be education levels, immigration, and age among other factors. In addition, unemployment, employment rates, participation rates, gross domestic product, total income, and productivity have to be measured.


1. Introduction

The British banking sector is said to be Oligopolistic because the market is dominated by a few large players namely HSBC, Barclays, Lloyds Banking Group, and NatWest Group (Parliament Publication, 2010) as shown below:

Ranks of Banks in the UK by Assets

Dec 31, 2020

rank

Bank

Assets £b

1

HSBC Holdings

2,197.60

2

Barclays

1,349.51

3

Lloyds Banking Group

871.269

4

NatWest Group

799.491


The latest figures show a rapid slowdown in the number of people being hired because of the effects of coronavirus. For instance, a report by Morgan Mckinley spring showed how job seekers in Britain’s financial industry decreased by a third together with the number of available vacancies also falling by 38% (Staff, 2020). But when the government eased the restrictions, the economy started to recover as more and more people went back to work, which was also reflected with a rise of 72% vacancies. The report also states that the need to restructure and use advanced technological innovations has resulted in huge demand from profitable banks to employ more skilled workers who can adapt to the new working conditions and use of technology to remain competitive. Although the huge demand for this kind of labour comes with additional costs of training, those who hire the right employees and Investment in the latest technology will eventually satisfy customer needs in the long term. The government has also intervened by opening up the economy, shifting the recommended minim wage, and providing healthcare assistance (like vaccination) so that people can go back to work.


The recovery of the financial sector is very essential to the UK economy because banks help individuals and other income-generating entities to save their financial resources safely, invest and perform other transactions, they boost all kinds of sectors by offering loans, diversifying risk, and other investment opportunities. Thus helping the growth of an economy.


Even with these contributions, the banking sector is facing challenges that have escalated during the coronavirus pandemic. There has been a need for investment in advanced Information technology (IT) systems to accommodate new working conditions and customer experience. This technology needs also brought concerns like competition rules, Cybersecurity breaches, fraud, and identity theft. Customer expectations have also risen due to a decline in bank equity prices and concerns of profitability by investors (United Nations Publications, 2019). Banks also face further regulation changes that affect investments.


When the impacts of the above finds are understood, proper strategies can be implemented for recruiting, training, organizing, and motivating the right workforce in the banking sector to perform better in building long-lasting relationships with customers and achieving aims and objectives.


The paper aims to review recent empirical contributions to research the behaviour of the banking sector labour market in response to incentives, government interventions, and the pandemic. The aim is to complement the recent UK and economic research on labour market issues with help of economic tools like the supply-demand framework.


The literature review is concerned with what can be thought of as ‘classic’ labour supply issues (Heckman, 1993): the response of financial labour to prices and income changes together with government interventions. Topics covered include the effect of changes in productivity of labour overtime and income on short-run responses to the supply of hours and effort, minimum wage increase, and banking sector restructuring, recruitment, training, and retention. Workers are the suppliers of labour, and the banks demand labour. When there is no government intervention, the wages adjust themselves to balance labour supply and labour demand. When the minimum wage is above the equilibrium level, the quantity of labour supplied exceeds the quantity demanded. The result is a surplus of labour or unemployment. When the minimum wage raises the incomes of those workers who have jobs, it will lower the incomes of would-be workers who now cannot find jobs in the sector.


The papers will be reviewed to understand the role of labour in the production function for the banking sector, how labour responds to a variety of incentives, and how it affects performance. For instance, customers in the banking sector expect personalized interactions, partnerships, availability, helpful advice, fast help, proactiveness, and multiple options. In addition to this, the pandemic created uncertainty and new entrants (in terms of alternatives) to the market.


The paper has the following:

The next section begins by providing some key descriptions of the current UK banking sector labour market. Section III, how supply and demand vary by area. Section IV, How the supply and demand affect the trend. Section V provides strategies for improving problem areas. The paper concludes by highlighting areas for further research.


II. Trends and issues in the UK banking labour market


The banking sector is a major contributor to the UK economy. Banks provide a platform to conduct financial transactions together with a role in funding businesses and helping the government. In 2021, Data in the UK showed a small decrease in the number of patrolled employees, and the largest monthly falls were at the start of the COVID-19. Inactivity increased because of coronavirus restrictions; causing a fall in the employment rate. The number of working hours also reduced and most people had no option but to start to work from home.


According to the Office of National Statistics (ONS): the UK overview of the labour market on April 2021 was as follow:

  • pay-rolled employment was reduced by 56,000 people in March 2021 compared with February 2021.

  • The employment rate was reduced by 1.4 % and estimated at 75.1%

  • The unemployment rate increased by 0.9 and was estimated at 4.9%

  • The economic inactivity rate increased by 0.7 and was estimated at 20.9 %


Another research by Reuters reported that 5 of Canada’s six biggest banks, for instance, had to slash the workforces by 4.4 % in 12 months through January 2021 to a combined total of 291,409 employees. Which is 5.2 % lower than the third-quarter 2019 peak before the pandemic (Saminather, 2021)


The research studies above show that in the short term the demand for labour decreased due to restrictions and regulations to reduce the spread and some jobs were lost and the supply of labour also dropped as more potential workers got infected and unable to work. The impact was less in the banking sector because banks had to continue functioning even in the pandemic. however, the workforce had to adopt new ways of working and banks had to incur more costs like investment in more technology. The government had to intervene by vaccinating people and easing up the restrictions to open up the economy. In the long run, These new ways of working and technology will result in a positive impact in the banking industry, as they increase both the demand and supply of labour in the banking sector. Improve the production (in terms of customer service, experience, and output) to achieve set aims and objectives. Although they are new entrants in the sector to increase the competition.


III. how supply and demand varies by areas

The labour market in the banking sector includes the supply of qualified workers in the labour market and the demand for workers by banks. Wages represent the price of labour, which provides an income to an individual and his household and it represents a cost to banks. In a hypothetical free market economy, wages are determined by the unregulated interaction of demand and supply. However, in the UK mixed economy, the government and trade unions influence wage levels. Nominal wages are wages paid to workers in a given period. Real wages are nominal wages, adjusted to take into account changes in the price level.


The wage rate

The higher the wage rate for the workforce, the lower the demand for labour by banks expect for top and technical positions. Hence, the demand for labour curve slopes downwards. the downward-sloping demand curve can be explained by reference to the income and substitution effects.

At higher wages, banks look to substitute capital for labour, or cheaper labour for the relatively expensive labour. In addition, when banks carry on using the same quantity of labour, their labour costs will rise and their income (profits) will fall. For both reasons, demand for labour will fall as wages rise.


Marginal productivity

The demand for labor in the banking sector, and other factors of production, is derived from the demand for the quality and quantity of service output. For example, when greater service has greater demand, then the demand for workers in the banking industry will increase, ceteris paribus.

The demand for labor in the banking sector will vary inversely with the wage rate due to the law of diminishing returns. Which states that if a firm employs more of a variable factor, such as labor, assuming one factor remains fixed, the additional return to extra workers will begin to diminish.


The demand for the quality service

Since the demand for labor is a derived demand, based on demand for the quality service that banking employees provide. When consumers want more of a particular service, more banks will want the workers that provide it.


Productivity of labor

Productivity means output per worker, and If workers in the banking sector are more productive, they will be in greater demand for them. This Productivity is influenced by skill levels, education and training, and use of technology.


Profitability of banks

Profitable banks can afford to employ more workers. In contrast, those making losses are likely to reduce the demand for labour.


Substitutes

When substitutes such as advanced technology and machinery become cheaper or more expensive, the demand curve for labor will shift to the left or right. For example, if the price of new technology that replaced some workers falls there may be a reduction in demand for their labor.


Shifts in the demand for labor in the financial sector

The demand curve for labor will shift when any change takes place in the determinant of demand, other than the wage rate for example changes in skill level, productivity, prices of banking services, demand for services, and prices for substitutes (like technology)


Employee skill survey

A case study by Woodward and colleagues on the UK banking, finance, and Insurance sector provided a detailed assessment of skills needed in the sector together with the extent and impact of skill deficiencies within the sector. The result was the identification of intensifying competition from new entrants and industrial changes due to technology which requires strong management skills, specialist IT skills, and hybrid technical/ business skills which have become critical. Change management skills are also required for those organizations seeking to be more responsive and flexible (Woodward et al 2000)

IV. How the supply and demand affect the trend

In reviewing the recent economic evidence, it can be seen that changes in the demand and supply of labor market in the banking sector can lead to a shortage of skills, especially when banks like any other sector struggled with a shortage of skilled labor before the pandemic. According to a 2019 Ceridian research study, 93% of financial services executives surveyed said their organizations were experiencing some degree of skills gap caused by the rate at which technology was changing the world and the skills needed to thrive in it.


The need for a decentralized workforce in the banking sector, caused social distancing measures and customers to shift to digital banking. This has also introduced advanced technology in the banking sector for working from home (WFH) with a hybrid model allowing an option to work remotely from home; banks that invest in these technologies also have to train and find ways of motivating their employees to maintain performance standards. And according to a McKinsey survey, 77 percent of employees in the finance industry have expressed the desire to continue working from home, and there have been rapidly changing needs and preferences of consumers seeking more convenient, accessible digital banking solutions.


V. strategies for improving problem areas

A report by PriceWaterhouseCoopers (PwC) advised banking leaders on the strategies to be implemented to release the full potential of the work force in the banking industry. This was in a form of suggestions like daily team engagement practices with good virtuals, exciting healthy habits, and other behavior models, adopting digital apps, focusing on results (instead of inputs), offering direction and support, facilitating problem-solving, and increasing how performance can be observed, among others. This is helpful in the banking sector when it comes to restructuring work (to accommodate remote working) and meeting productivity targets (Setting the Future of Digital and Social Media Marketing Research: Perspectives and Research Propositions, 2021).


Armour (2019) explained how Ceridian HCM in the US introduced a Human-Capital-Management solution that integrates several human resource management components as a single cloud application. A bank using this application employees maintain critical business operations as well as support their welfare, talent, and safety. This technology helps in addressing the hybrid working model – that allows people to work remotely – and to maintain high standards of working and achievement of goals. According to Mckinsey and the company the financial industry is exploring several options to train its employees so that, they can adapt to the new technology by micro-skilling, upskilling, reskilling, and hiring new talented individuals. The digital management of learning, development, health, and performance can help in aligning the worker’s interests to business goals and longer-term plans. This also preserves the bank’s culture and core values wherever the bank is operating, in places where work is being done remotely.

Conclusion

The evidence suggests that the UK banking sector did not suffer huge job losses compared to most sectors during the pandemic simple because they were plans for changing working conditions due to advanced technology but since the employees usually work closely with their customers (facing challenging financial situations), they were affected emotionally and had to change the way they carry out their duties. The demand for workers with skills necessary to operate remotely in banks is increasing and banks are investing their workforce, together with taking opportunities in the IT banking innovations to increase operational efficiency, increase customer and employee experience and remain competitive.


The limitations of this study paper are it was not possible to survey all the workforce in the banking sector, and the results of this study were limited to the small available research studies which were conducted both in the UK and relevant similar destinations. While the information used only provides a snapshot of the actual impact, conclusions are drawn regarding the future impact on the banking sector. More studies can be conducted regarding the economic impact of new entrants to the banking industry, changes in customer behavior, and perceptions towards the introduction of technology in the banking sector. The benefits of getting results to such studies finding solutions to the challenges the banking sector will face in the future regarding managing its workforce, keeping loyal customers, and achieving financial aims.

Reference

  • Shalchi, A. (2021, September 4). Financial services: contribution to the UK economy. House of Commons Library. https://commonslibrary.parliament.uk/research-briefings/sn06193/

  • Expatica. (2021, August 2). UK banks: a comprehensive guide for ex-pats | Expatica. Expat Guide to the United Kingdom | Expatica. https://www.expatica.com/uk/finance/banking/guide-to-banking-in-the-uk-291590/

  • INTERNATIONAL LABOUR OFFICE. & INTERNATIONAL LABOUR OFFICE. (2020). Global Employment Trends for Youth 2020. International Labour Organisation (ILO).

  • Parliament pubilcation. (2010). UK Parliament. https://publications.parliament.uk/pa/jt201314/jtselect/jthttps://publications.parliament.uk/pa/jt201314/jtselect/jtpcbs/27/27ii07.htmpcbs/27/27ii07.htm

  • Staff, R. (2020, July 15). UK financial job vacancies shrink by 60% in second-quarter: data. U.S. https://www.reuters.com/article/us-britain-finance-jobs-idINKCN24G114

  • United Nations Publications. (2019). Digital Economy Report 2019: Value Creation and Capture - Implications for Developing Countries. United Nations.

  • Heckman, J. (1993). What Has Been Learned About labour Supply in the Past Twenty Years? <i>The American Economic Review,</i> <i>83</i>(2), 116-121. Retrieved September 4, 2021, from http://www.jstor.org/stable/2117650

  • Office for National Statistics (2021). Labour market overview, UK: Estimates of employment, unemployment, economic inactivity and other employment-related statistics for the UK. ons.gov

  • https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/april2021

  • Woodward, S., Hendry C, Alport E., Cook J, H, Vielba C, A., Dobson P. Hockaday N, (2000) EMPLOYERS SKILL SURVEY: Case Study - Banking, Finance and Insurance Sector. City University Business School, Frobisher Crescent Barbican Centre London EC2Y 8HB

  • Saminather, N. (2021, April 7). Canadian banks shrink workforces as they invest heavily in technology. U.S. https://www.reuters.com/article/us-canada-banks-employees-idUSKBN2BU2PT

  • Setting the future of digital and social media marketing research: Perspectives and research propositions. (2021, August 1). ScienceDirect. https://www.sciencedirect.com/science/article/pii/S0268401220308082

  • Armour, B. (2019). What is HCM software and why do strategic HR leaders use it? Ceridian. https://www.ceridian.com/blog/what-is-hcm-software-and-why-smart-hr-leaders-use-it