Education, training and the economy

Buechtemann, Christoph F.; Soloff, Dana

doi:10.1111/j.1468-2338.1994.tb00708.x

Cited by 14 publications

(9 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Education enhances job skills, or the ability to acquire them, and thus secures better economic positions to ensure (personal) economic stability. On a higher level, better educated personnel will ensure economic reliability and availability of skilled workers to keep productivity up [83].…”

Section: Unauthenticatedmentioning

confidence: 99%

A systematic approach to assess human wellbeing demonstrated for impacts of climate change

Lissner¹,

Reusser²,

Lakes³

et al. 2014

Change and Adaptation in Socio-Ecological Systems

View full text Add to dashboard Cite

Climate change impacts will affect many important societal sectors, with potential negative consequences for human well-being and livelihoods, however an integrated and systematic measure to assess the state of livelihood conditions in this context is not available. At the same time, human livelihoods and wellbeing are an important part of (social) sustainability. Yet, aspects of human needs and well-being within assessments of sustainability are criticised for being arbitrary and incomplete. This paper presents a systematic approach to assess Adequate Human livelihood conditions for wEll-being And Development (AHEAD) on a regional to global scale. Based on an interdisciplinary literature review, we first select a consistent set of elements that allow to describe and quantify well-being and livelihoods. In a second step, we analyze documented associations between the elements to outline climate impact pathways and indirect effects of changes in single system components, using an influence matrix. The novel approach provides an important first step to point towards climate change adaptation measures, which most effectively increase human well-being, while identifying potential unintended side-effects. Even though there are some limitations to assessing well-being and livelihoods on a global scale, a consistent measure of AHEAD is of utmost importance for future sustainability and climate impact analyses.

show abstract

Section: Unauthenticatedmentioning

confidence: 99%

A systematic approach to assess human wellbeing demonstrated for impacts of climate change

Lissner¹,

Reusser²,

Lakes³

et al. 2014

Change and Adaptation in Socio-Ecological Systems

View full text Add to dashboard Cite

show abstract

“…

…”

mentioning

confidence: 99%

Management training in small firms – a case of market failure?

Storey

Westhead

1997

Human Res Mgmt Journal

126

102

View full text Add to dashboard Cite

here is widespread agreement that skill shortages or recruitment difficulties can constrain economic growth and reduce the competitiveness of an economy T (Buechtemann and Soloff, 1994;Campbell and Baldwin, 1993). It is also widely assumed that workforce training enhances f i r m performance and competitiveness (Lynch, 1994). Further, a consistent finding from studies both in the US and the UK is that all groups of employees in small firms are less likely to be in receipt of formal structured training than employees in larger firms. Overall, there appears to be a broadly linear relationship between formal structured training provision and f i r m size. This paper focuses explicitly upon management training in small and medium-sized enterprises (SMEs) as a group. It seeks to provide an understanding of why, as a group, small firms are less likely than large firms to provide training for managers. It does not attempt to provide an explanation of why some small firms provide training and others do not.* For current purposes it is sufficient to observe that real differences exist between SMEs and large firms. The issue is central to policy debate; if the low rate of management training provision by small firms (or SMEs) reflects ignorance on their part of the benefits of training, then this is a market failure (Greenhalgh and Mavrotas, 1993) which can/should be addressed by provision of public subsidies to encourage more formal/structured training in small firms. Alternatively, does it instead reflect efficient markets in which one group of firms (ie small firms) purchase, for whatever reason, less of a product or service (ie formal management training) than others (ie large firms)? Here, there is no case for the provision of public subsidies to encourage more formal/structured training in small firms.The paper begins with a brief review and some previously unpublished data on the takeup of formal/stmctured training schemes for all groups of employees by firms of different sizes in the west midlands of England. It then provides some explanations for recorded differences in formal/struc&ed management training participation rates by f i r m size for several studies. The following section examines in detail the market for formal/structured management training provision, with a particular emphasis upon management training and small f i r m performance. Finally we assess, on the basis of the evidence presented, the case for public subsidies to encourage small firms to participate in additional training schemes. PROVISION OF EMPLOYEE TRAINING IN SMESIn the United States, Brown et a2 (1990) noted that employees in large firmswith at least 100 employeeswere twice as likely as those in small firms to have participated in a formal training programme in their current work place. The positive relationship between formal training provision and f i r m size is also apparent in the United Kingdom.

show abstract

“…98 Initially, researchers assessing the outcomes associated with a training programme generally relied on asking participants for their views. This procedure has several limitations: 99 there is a risk that participants may be unrepresentative of the student population as a whole; 100 respondents may be tempted to give the answers they think the questioner expects to hear; the impact of the programme can be judged only by comparing it with what would have happened to the student without the programme; the effectiveness of a training programme could be exaggerated by failing to take account of the personal characteristics of individuals who participated in the programme; 101 and the effectiveness of a training programme could be exaggerated if studies solely focus on participants' subjective opinions rather than actual subsequent behaviour. 102 Also, an imprecise assessment of a training programme is possible if the self-selection of trainees is not appreciated from the outset.…”

Section: Methodsmentioning

confidence: 99%

Skills associated with employment positions in SMEs and favourable attitudes toward self-employment: Longitudinal evidence from students who participated in the shell technology enterprise programme

Westhead¹,

Matlay²

2006

Technology Analysis & Strategic Management

View full text Add to dashboard Cite

Successive British governments have encouraged young people to accumulate skills and attributes that would enable them to obtain jobs in small and medium-sized enterprises (SMEs) as well as develop careers in enterprise. This article evaluates the contribution of the 1994 Shell Technology Enterprise Programme (STEP) that subsidised the placement of students in SMEs. In 1997, responses were gathered from STEP students as well as a control group of non-STEP students. The human capital profiles of students reporting full-time employment positions in smaller private firms as well as those reporting a favourable attitude towards selfemployment or business ownership were ascertained. Participation in the programme was not found to be significantly associated with the selected outcomes. Skills and attributes honed by the programme were, however, significantly associated with the selected outcomes. Policy-makers need to appreciate that the skills and attributes reported by students associated with the propensity to obtain employment positions in smaller private firms are not the same as those associated with the propensity to report a favourable attitude towards self-employment or business ownership.

show abstract

Education, training and the economy

Cited by 14 publications

References 0 publications

A systematic approach to assess human wellbeing demonstrated for impacts of climate change

A systematic approach to assess human wellbeing demonstrated for impacts of climate change

Management training in small firms – a case of market failure?

Skills associated with employment positions in SMEs and favourable attitudes toward self-employment: Longitudinal evidence from students who participated in the shell technology enterprise programme

Contact Info

Product

Resources

About