photo of Glenda Quintini

Glenda Quintini

Senior Economist - OECD

Glenda is a senior economist at OECD, overseeing the work on skills carried out by the Employment Labour and Social Affairs Directorate. In her role, Glenda leads a team of economists looking at how skill needs are changing in the labour market and identifying effective policy responses, particularly in the area of adult learning and on-the-job training. Glenda’s team also contributes to the rolling out, further development and analysis of the OECD Survey of Adult Skills (PIAAC) and is currently managing the development of an employer module on skill gaps. Projects under Glenda’s responsibility involve both country-specific analysis and cross-country comparisons, covering both OECD and developing countries. As part of the research programme on skills, Glenda has devoted a lot of attention to issues of changing skill needs, skills mismatch, skills use at work and work-based learning. In previous roles at OECD, Glenda worked extensively on school-to-work transitions, on the link between labour market institutions and employment outcomes and on make-work-pay policies.

Before joining OECD, Glenda worked at Credit Suisse First Boston and at the Centre for Economic Performance (CEP) of the London School of Economics. While at CEP, she published a number of papers on job insecurity, public sector pay, nominal wage rigidity, the wage curve and labour market institutions in well-known economic journals.

Glenda Quintini's videos

Using AI in training

Using AI in training

February 6, 2021clock60 mins

Technologies and tools using AI have the potential to change how people learn by helping to identify training needs, tailor training content, deliver training in innovative ways, and assess learning outcomes. However, the use of AI for training may also suffer from important drawbacks, notably the fact that the cost and complexity of AI technologies could limit access to a selected few. In this session, panellists will discuss how AI can be used for education and training purposes, and explore opportunities and challenges in this context.

Disclaimer :The opinions expressed and arguments employed herein are solely those of the authors and do not necessarily reflect the official views of the OECD or its member countries. The Organisation cannot be held responsible for possible violations of copyright resulting from the posting of any written material on this website/blog.

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