This report reviews the quality of health care in Japan, and seeks to highlight best practices, and provides a series of targeted assessments and recommendations for further improvements to quality of care. One of Japan’s foremost policy challenges is to create an economically-active ageing society. Excellent health care will be central to achieving this. A striking feature of the Japanese health system is its openness and flexibility. In general, clinics and hospitals can provide whatever services they consider appropriate, clinicians can credential themselves in any speciality and patients can access any clinician without referral. These arrangements have the advantage of accessibility and responsiveness. Such light-touch governance and abundant flexibility, however, may not best meet the health care needs of a super-ageing society. Japan needs to shift to a more structured health system, separating out more clearly different health care functions (primary care, acute care and long-term care, for example) to ensure that peoples’ needs can be met by the most appropriate service, in a coordinated manner if needed. As this differentiation occurs, the infrastructure to monitor and improve the quality of care must simultaneously deepen and become embedded at every level of governance –institutionally, regionally and nationally.
Human capital is key for economic growth. Not only is it linked to aggregate economic performance but also to each individual’s labour market outcomes. However, a skilled population is not enough to achieve high and inclusive growth, as skills need to be put into productive use at work.
At OECD, the relationship between skills and the labour market is the object of in-depth research and policy analysis. This includes the measurement of skill requirements in the Survey of Adult Skills (PIAAC), thematic analysis on the links between skills and key labour market outcomes, as well as the assessment and policy response to changing skill needs.
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The purpose of this note is to highlight the key obstacles that young people face to obtaining high-quality jobs and to propose a number of concrete policy objectives that G20 economies could adopt to tackle these obstacles.
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Countries have agreed to self-report to the G20 Employment Working Group on the implementation of their national Employment Plans. To simplify and facilitate the reporting and at the same time ensure that it is substantive and useful for Leaders, this new template is proposed.
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Investing in skills is crucial to improve individual outcomes and drive better economic performance: skills underpin innovation, adoption of leading technologies and ultimately productivity to drive strong economic growth. The OECD has therefore prepared a G20 Skills Strategy for developing and using skills for the 21st Century. This paper puts forward a three-pronged approach to developing strong skills systems.
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This joint report by the ILO, OECD and the World Bank Group looks at the contribution of labour mobility to economic growth. Migrant labour to G20 countries is extremely important, and there is therefore a key role that G20 members could play in maximizing development benefits and returns to migrant workers.
As the first edition of “Youth Skills day” unfolds, about 40 million youth aged 15-29 in OECD countries are either looking for work or entirely disconnected from the labour market and from education and training.
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At 75%, the employment rate in New Zealand is the third highest among OECD countries and has been only marginally affected by the recent economic crisis.
Job displacement (involuntary job loss due to firm closure or downsizing) affects many workers over their lifetime. Displaced workers may face long periods of unemployment and, even when they find new jobs, tend to be paid less than in their prior jobs. Helping them get back into good jobs quickly should be a key goal of labour market policy. This report looks at how this challenge is being tackled in Canada. While the Canadian government uses several measures to prevent unnecessary layoffs, the focus is placed on assisting workers after they have lost their job via the Employment Insurance system and the core labour market programmes operated by the Provinces. Re-employment assistance tailored to meet the specific needs of displaced workers also plays a useful role, but needs to be reinforced so as to start the adjustment process earlier for workers receiving advance notice or a large severance payment and to reach workers affected by small-scale displacements. Targeted programmes for older displaced workers with long-tenure who are hardest hit have yet to reach a large share of this group.