The Experts below are selected from a list of 262002 Experts worldwide ranked by ideXlab platform
Giorgio Brunello - One of the best experts on this subject based on the ideXlab platform.
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Employer Provided Training in Europe: Determinants and Obstacles
2020Co-Authors: Giorgio Brunello, Patricia WruuckAbstract:This report looks at employer–provided Training in Europe. We start with a brief outline of the economic theory of Training. We then look at the recent facts, by combining data from two employer surveys, the European Investment Bank's Investment Survey (EIBIS) and Eurostat's Continuous Vocational Training Survey (CVTS). We review the recent empirical literature on the relationship between economic institutions and Training and between Training and productivity and consider whether financing constraints hamper the Training provision by firms. The paper concludes by discussing policy implications.
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Do spatial agglomeration and local labor market competition affect Employer-Provided Training? Evidence from the UK
Regional Science and Urban Economics, 2007Co-Authors: Giorgio Brunello, Francesca GambarottoAbstract:Abstract In this paper we use British data to ask whether local employment density–which we take as a proxy of labor market competition–affects Employer-Provided Training. We find that Training is less frequent in economically denser areas. We interpret this result as evidence that the balance of poaching and local agglomeration effects on Training is negative. The effect of density on Training is not negligible: when evaluated at the average firm size in the local area, a 1% increase in density reduces the probability of Employer-Provided Training by 0.014, close to 4% of the average incidence of this type of Training in the UK.
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Are Education and Training Always Complements? Evidence from Thailand
Industrial and Labor Relations Review, 2006Co-Authors: Kenn Ariga, Giorgio BrunelloAbstract:This paper investigates the relationship between education and Employer-Provided Training, both on-the-job and off-the-job, using a unique dataset drawn from a survey of Thai employees conducted in the summer of 2001. The authors find a negative and statistically significant relationship between educational attainment and on-the-job Training (OJT) and a positive and statistically significant relationship between education and off-the-job Training. Since the marginal monetary returns to OJT increase with education, the negative relationship between education and OJT suggests that the marginal costs of OJT are higher for the better educated, perhaps because the opportunity costs of the time spent receiving OJT increase with educational attainment.
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Do Spatial Agglomeration and Local Labor Market Competition Affect Employer - Provided Training? Evidence from the UK
2006Co-Authors: Giorgio Brunello, Francesca GambarottoAbstract:In this paper we use British data to ask whether local employment density - which we take as a proxy of labor market competition - affects employer - provided Training. We find that Training is less frequent in economically denser areas. We interpret this result as evidence that the balance of poaching and local agglomeration effects on Training is negative. The effect of density on Training is not negligible: when evaluated at the average firm size in the local area, a 1 percent increase in density reduces the probability of employer - provided Training by 0.014, close to 4 percent of the average incidence of this type of Training in the UK.
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Agglomeration Effects on Employer-Provided Training: Evidence from the UK
2004Co-Authors: Giorgio Brunello, Francesca GambarottoAbstract:Recent empirical evidence suggests that the density of local economic activity – measured as the number of employees per squared kilometer – positively affects local average productivity. In this paper we use British data from the European Community Household Panel to ask whether local density affects employer–provided Training. We find that Training is less frequent in economically denser areas. We explain this result as the outcome of the interaction between the positive pooling effects and negative poaching and turnover effects of agglomeration. The size of the negative effect of density is not negligible: when evaluated at the average firm size in the local area, a 10 percent increase in density reduces the probability of employer–provided Training by 0.07, more than 20 percent of the average incidence of Training in the UK during the sample period.
Alison L. Booth - One of the best experts on this subject based on the ideXlab platform.
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Trade Union Presence and Employer-Provided Training in Great Britain
2004Co-Authors: René Böheim, Alison L. BoothAbstract:Using linked employer-employee data from the British 1998 Workplace Employee Relations Survey, we find a positive correlation between workplace union recognition and private-sector Employer-Provided Training. We explore the avenues through which union recognition might affect Training by interacting recognition with the closed shop, the level at which pay bargaining takes place, and multi-unionism. For non-manual-labor men and women, only union recognition matters. The various types of collective-bargaining institutions have no separate effect. However, the male manual Training probability is significantly increased by union presence only through multiple unionism with joint negotiation. In contrast, for women manual workers, union recognition at the workplace has no effect on the Training probability.
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Trade Union Presence and Employer‐Provided Training in Great Britain
Industrial Relations, 2004Co-Authors: René Böheim, Alison L. BoothAbstract:Using linked employer-employee data from the British 1998 Workplace Employee Relations Survey, we find a positive correlation between workplace union recognition and private-sector Employer-Provided Training. We explore the avenues through which union recognition might affect Training by interact- ing recognition with the closed shop, the level at which pay bargaining takes place, and multiunionism. For non-manual-labor men and women, only union recognition matters. The various types of collective-bargaining institutions have no separate effect. However, the male manual Training probability is significantly increased by union presence only through multiple unionism with joint negotiation. In contrast, for women manual workers, union recognition at the workplace has no effect on the Training probability. U - 1998 Wo rkplace Employee Relations Survey, we investigate the correlation between union presence and private-sector Employer-Provided Training in Great Britain. Our measure of union presence is workplace union recog- nition. We find that this is positively correlated with the individual Training probability for non-manual-labor men and women and manual-labor men (but not for manual-labor women), and we offer some explanations for this correlation. We then investigate various avenues through which union recognition might affect Training by interacting recognition with three types of bargaining institutions: the closed shop, the level at which pay bargaining
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The impact of bargaining institutions on Employer-Provided Training in Britain
2001Co-Authors: René Böheim, Alison L. BoothAbstract:Abstract: Using linked employer-employee data from the 1998 Workplace Employee Relations Survey, we investigate the impact of collective bargaining institutions on the incidence and intensity of formal Training provided by employers to employees. Initially using only variables from the employee survey, we find that private sector men and full-time women covered by unions typically receive significantly more work-related Training than their non-union counterparts, and that this impact is large. However part-time women in workplaces with union recognition are significantly less likely to be trained. When we add in various additional controls from the linked employer questionnaire, the private-sector union coverage effect for men in general remains significant but its magnitude is considerably reduced, while the effect for fulltime women is increased slightly. These findings suggest that the usual union coverage effect on Training from individual-level surveys is biased, owing to omitted establishment-level characteristics. Finally, we estimate the impact on Training incidence and intensity of three types of bargaining institution: the closed shop, the level at which pay bargaining takes place, and multiunionism. We find considerable heterogeneity across manual and non-manual, and male and female workers, in the impact of these institutions on Training incidence and intensity. Unsurprisingly, the direct effect of union coverage on the male Training probability is reduced when these additional union bargaining controls are included in the regressions.
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Private Sector Training and Graduate Earnings
The Review of Economics and Statistics, 1993Co-Authors: Alison L. BoothAbstract:This paper uses a survey of British graduates to estimate the impact of Employer-Provided Training on the earnings of men and women graduates. The results indicate that, although the Training impact is reduced after controlling for endogeneity, some forms of Training have a considerable impact. However, there are substantial gender differences in the earnings impact of various typ es of Training. Moreover, men graduates are more likely to receive Training than otherwise identical women.
Kenn Ariga - One of the best experts on this subject based on the ideXlab platform.
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Are Education and Training Always Complements? Evidence from Thailand
Industrial and Labor Relations Review, 2006Co-Authors: Kenn Ariga, Giorgio BrunelloAbstract:This paper investigates the relationship between education and Employer-Provided Training, both on-the-job and off-the-job, using a unique dataset drawn from a survey of Thai employees conducted in the summer of 2001. The authors find a negative and statistically significant relationship between educational attainment and on-the-job Training (OJT) and a positive and statistically significant relationship between education and off-the-job Training. Since the marginal monetary returns to OJT increase with education, the negative relationship between education and OJT suggests that the marginal costs of OJT are higher for the better educated, perhaps because the opportunity costs of the time spent receiving OJT increase with educational attainment.
Martin Ehlert - One of the best experts on this subject based on the ideXlab platform.
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Weiterbilden und Weiterkommen? Non-formale berufliche Weiterbildung und Arbeitsmarktmobilität in Deutschland
KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie, 2018Co-Authors: Christian Ebner, Martin EhlertAbstract:ZusammenfassungPolitik und Wirtschaft weisen regelmäßig auf die Bedeutung von (Weiter‑)Bildung für individuelle Lebenschancen hin. Ob non-formale berufliche Weiterbildung, also Kurse und Lehrgänge, welche den Großteil der Weiterbildungsanstrengungen in Deutschland darstellen, zu sozialem Aufstieg führen, ist in der Literatur nicht abschließend geklärt. In dieser Studie untersuchen wir den Einfluss von non-formaler Weiterbildung auf Arbeitsmarktmobilität mit Daten des Nationalen Bildungspanels (NEPS) über den Zeitraum von 2009 bis 2016. Die Event-History-Modelle für diskrete Zeitintervalle zeigen, dass betriebliche Weiterbildung entgegen gängiger theoretischer Annahmen, insbesondere der Humankapitaltheorie, eher Mobilität reduziert und somit individuelle Karrierestabilität erzeugt: Konkret wird Abstiegen vorgebeugt (Sicherheitsnetzfunktion); es werden aber auch Aufstiege und Betriebswechsel verringert. Die Befunde legen für die zukünftige Weiterbildungs- und Mobilitätsforschung nahe, Transaktionskostentheorien sowie den Betriebskontext stärker ins Kalkül zu ziehen und betriebliche sowie nicht-betriebliche non-formale Weiterbildung zu differenzieren.AbstractPoliticians and the business leaders regularly stress the importance of (further) education for individual life chances. Still, it is far from clear whether non-formal further Training, i. e. short Training courses, which are the most common forms of further education in Germany, lead to career advancement. In this study, we analyze the impact of non-formal further Training on labor market mobility using data from the German National Educational Panel Study (NEPS) over the period from 2009 to 2016. Event history models for discrete time intervals show that Employer-Provided courses reduce mobility and promote career stability, which contradicts hypotheses derived from human capital theory, which is commonly used in the literature. More concretely, Employer-Provided courses prevent downward mobility (safety net function), but also reduce upward mobility and firm changes. Based on these findings, we suggest that future research should consider transaction costs and the firm context as well as the distinction between Employer-Provided and non-Employer-Provided Training.
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Weiterbilden und Weiterkommen? Non-formale berufliche Weiterbildung und Arbeitsmarktmobilität in Deutschland
KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie, 2018Co-Authors: Christian Ebner, Martin EhlertAbstract:Politicians and the business leaders regularly stress the importance of (further) education for individual life chances. Still, it is far from clear whether non-formal further Training, i. e. short Training courses, which are the most common forms of further education in Germany, lead to career advancement. In this study, we analyze the impact of non-formal further Training on labor market mobility using data from the German National Educational Panel Study (NEPS) over the period from 2009 to 2016. Event history models for discrete time intervals show that Employer-Provided courses reduce mobility and promote career stability, which contradicts hypotheses derived from human capital theory, which is commonly used in the literature. More concretely, Employer-Provided courses prevent downward mobility (safety net function), but also reduce upward mobility and firm changes. Based on these findings, we suggest that future research should consider transaction costs and the firm context as well as the distinction between Employer-Provided and non-Employer-Provided Training. Politik und Wirtschaft weisen regelmäßig auf die Bedeutung von (Weiter‑)Bildung für individuelle Lebenschancen hin. Ob non-formale berufliche Weiterbildung, also Kurse und Lehrgänge, welche den Großteil der Weiterbildungsanstrengungen in Deutschland darstellen, zu sozialem Aufstieg führen, ist in der Literatur nicht abschließend geklärt. In dieser Studie untersuchen wir den Einfluss von non-formaler Weiterbildung auf Arbeitsmarktmobilität mit Daten des Nationalen Bildungspanels (NEPS) über den Zeitraum von 2009 bis 2016. Die Event-History-Modelle für diskrete Zeitintervalle zeigen, dass betriebliche Weiterbildung entgegen gängiger theoretischer Annahmen, insbesondere der Humankapitaltheorie, eher Mobilität reduziert und somit individuelle Karrierestabilität erzeugt: Konkret wird Abstiegen vorgebeugt (Sicherheitsnetzfunktion); es werden aber auch Aufstiege und Betriebswechsel verringert. Die Befunde legen für die zukünftige Weiterbildungs- und Mobilitätsforschung nahe, Transaktionskostentheorien sowie den Betriebskontext stärker ins Kalkül zu ziehen und betriebliche sowie nicht-betriebliche non-formale Weiterbildung zu differenzieren.
Daniel Parent - One of the best experts on this subject based on the ideXlab platform.
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Wages and Mobility: the Impact of Employer-Provided Training.
Journal of Labor Economics, 1999Co-Authors: Daniel ParentAbstract:Using data from the National Longitudinal Survey of Youth, this article examines the impact of employer‐provided Training on the wage profile and on the mobility of young workers. The main results are that (i) Training with the current employer has a positive effect on the wage; (ii) employers seem to reward skills acquired through Training with previous employers as much as skills they provide themselves; and (iii) part of the skills acquired through Training programs provided by the current employer seem to be fairly specific as they are shown to reduce mobility, even after controlling for unobserved heterogeneity.
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Wages and Mobility: The Impact of Employer-Provided Training
1995Co-Authors: Daniel ParentAbstract:Using data from the National Longitudinal Survey of Youth (NLSY) for the period spanning the years 1979-1991, this essay examines the impact of Employer-Provided formal Training on the wage profile and on the mobility of young Americans making their transition to the labor market. By exploiting the longitudinal aspect of the data set, we are able to provide some control for unobserved individual and job-match heterogeneity by making use of the methodology proposed by Altonji and Shakotko (ReStud '87). The results show that (i) Training with the current employer has a statistically and economically significant positive effect on the wage; (ii) employers seem to reward skills acquired through Training with previous employers as much as skills they provide themselves; (iii) workers undergoing Training have 18 percent lower starting salaries than other workers; this result is obtained by setting up a starting wage equation and by making use of a variable called on-the-job Training still in progress at the time of the interview; (iv) with a hazard model which makes use of multiple employment spells by the same worker (thereby allowing the implementation of fixed-effects methods akin to the conditional logit method), skills acquired through formal Training programs provided by the current employer seem to be fairly specific. The upshot from these results is that formal on-the-job-Training in the current job contains both a general component which the employer rewards up to its market value and a specific component which reduces mobility while not being rewarded. En utilisant des donnees americaines du National Longitudinal Survey of Youth (NLSY), cette etude s'attarde a examiner l'impact de la formation dispensee par l'employeur sur le profil salarial ainsi que sur la mobilite des jeunes travailleurs faisant leur entree sur le marche du travail. En exploitant l'aspect longitudinal de l'echantillon de facon a tenir compte de l'heterogeneite non observee, les resultats montrent (i) un impact economiquement et statistiquement significatif de la formation sur le salaire dans l'emploi courant, (ii) un impact substantiel sur le salaire de la formation acquise avec les employeurs precedents, (iii) une reduction d'environ 18% du salaire de depart pour les travailleurs en formation, et (iv) par un modele de duree qui tient compte des episodes multiples d'emploi (permettant alors l'utilisation de methodes de type effets fixes ), un degre substantiel de specificite du capital humain acquis par le biais de programmes de formation dispenses par l'employeur. La conclusion a tirer de ces resultats est que le capital humain acquis contient a la fois une composante generale remuneree egalement par tous les employeurs ainsi qu'une composante specifique qui reduit la mobilite tout en n'etant pas remuneree.
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Wages and Mobility: the Impact of Employer-Provided Training
1995Co-Authors: Daniel ParentAbstract:Using data from the National Longitudinal Survey of Youth (NLSY) for the period spanning the years 1979-1991, this essay examines the impact of Employer-Provided formal Training on the wage profile and on the mobility of young Americans making their transition to the labor market. By exploiting the longitudinal aspect of the data set, we are able to provide some control for unobserved individual and job-match heterogeneity by making use of the methodology proposed by Altonji and Shakotko (ReStud '87). The results show that (i) Training with the current employer has a statistically and economically significant positive effect on the wage; (ii) employers seem to reward skills acquired through Training with previous employers as much as skills they provide themselves; (iii) workers undergoing Training have 18 percent lower starting salaries than other workers; this result is obtained by setting up a starting wage equation and by making use of a variable called on-the-job Training still in progress at the time of the interview; (iv) with a hazard model which makes use of multiple employment spells by the same worker (thereby allowing the implementation of fixed-effects methods akin to the conditional logit method), skills acquired through formal Training programs provided by the current employer seem to be fairly specific. The upshot from these results is that formal on-the-job-Training in the current job contains both a general component which the employer rewards up to its market value and a specific component which reduces mobility while not being rewarded. En utilisant des donnees americaines du National Longitudinal Survey of Youth (NLSY), cette etude s'attarde a examiner l'impact de la formation dispensee par l'employeur sur le profil salarial ainsi que sur la mobilite des jeunes travailleurs faisant leur entree sur le marche du travail. En exploitant l'aspect longitudinal de l'echantillon de facon a tenir compte de l'heterogeneite non observee, les resultats mont (This abstract was borrowed from another version of this item.)