Competence development on the shop floor and industrial upgrading: case studies of auto makers in China

Abstract

Industrial upgrading in China is rapidly increasing the competence requirements for employees on the shop floor. The institutional environment in China, however, does not seem very supportive: the quality of vocational education is often low and Chinese labor law provides strong incentives for companies to use temporary labor. This paper examines the competence development practices for blue-collar workers in automobile companies in China. Against expectations, automobile companies in China do not pursue 'low road' strategies but have designed intensive internal training programs and long-term career paths for blue-collar workers. Different theoretical explanations for the competence development approaches are discussed: human capital theory, highcommitment work systems theory, production systems theories, industrial relations and institutionalist theories. The paper is based on qualitative case studies of German, Japanese and domestic automobile manufacturers in China.

International transfer of vocational education and training: a literature review

“…Exceptions include Fortwengel and Jackson (2016), who specifically referred to skilled worker qualifications in their study of a joint dual training programme run by German companies in the USA that successfully overcame local hurdles. Another exception is Jürgens and Krzywdzinski (2015), who examined the development of competencies on the shop floor, and industrial upgrading, among automobile manufacturers in China. They built on this work by investigating the transfer of German and Japanese approaches to skilled worker training in Brazil, Russia, India, and China, using Volkswagen and Toyota as case studies Jürgens 2019 Jürgens andKrzywdzinski 2015).…”

Co-Evolution of Emerging Multi-Cities: Rates, Patterns and Driving Policies Revealed by Continuous Change Detection and Classification of Landsat Data

“…The large existence of backward primary industry presented a great challenge for sustainable development pattern of the city [43]. Consequently, a strategy has been put in place to promote industrial upgrading, translocation, and co-evolution with neighboring cities [84]. Changsha County and Wangcheng District became the main receiving area for some of the city's industries, especially in 2003, 2007, and 2013.…”

“…The urban industrial upgrading and transformation from major cities in the later 20th century had promoted the development of the surrounding cities. The Atlantic Ocean coastal cities connected with each other from northeast to southwest and differentiated into diverse specific functions, which could be regarded as the co-evolution model [84,87]. China and other developing countries are following this urbanization pattern and promoting urban area integration, sustainability, and livability in relatively short term [42,88].…”

How can employment relations in global value networks be managed towards social responsibility?

“…Choi and Linton, 2011). However, the predominance of a relational governance mode also means that lead firms only have a moderate influence on the employment relations of these first-tier suppliers, which have become powerful global firms themselves, marked by a high skill level and stability of employment for core workers (Jürgens and Krzywdzinski, 2014). Deselecting system suppliers according to predetermined selection criteria is usually not an option because of high relation-specific investments, so that supplier development is a widespread practice in the automotive industry.…”