Employment effects of the provision of specific professional skills and techniques in Germany

Fitzenberger, Bernd; Speckesser, Stefan

doi:10.1007/s00181-006-0088-z

“…SPST lies in between for strata 1 and 2 with a lock-in period of about 1 year and shows a very short lock-in-period of 2 quarters for stratum 3. The positive effects for SPST show similar patterns for the three strata (similar to the results for SPST in Fitzenberger and Speckesser, 2005), with the effects being slightly higher in strata 2 and 3. For RT the positive medium-run effects are larger for strata 2 and 3 compared to stratum 1 and the long-run effects are larger for stratum 2 compared to both strata 1 and 2.…”

Section: Training Versus Waitingsupporting

confidence: 74%

“…Our analysis extends considerably upon the earlier work of Fitzenberger and Speckesser (2005) in several dimensions. The earlier paper evaluates the employment effects of SPST against the comprehensive alternative of nonparticipation in SPST for 36 months after the beginning of the treatment.…”

supporting

confidence: 76%

“…2 Notable exceptions are the recent studies of Lechner et al (2005a,b) and Fitzenberger and Speckesser (2005), which are all based on the same data set as our study. In fact, the data set is the outcome of a joint effort to merge administrative data for evaluation purposes, see Bender et al (2005).…”

mentioning

confidence: 61%

“…PF tends to be a slightly shorter treatment than SPST. This classification of treatments is developed in this paper and in the earlier paper, Fitzenberger and Speckesser (2005). The three training programs considered here differ both in length and content (PF has 1 See Speckesser (2004, chapter 1) and Wunsch (2006, section 6.5) as recent surveys for Germany.…”

mentioning

confidence: 99%

“…22 Fitzenberger and Speckesser (2005) provide a more detailed discussion of the relationship between the static and dynamic treatment parameter in the binary treatment case K = 1. and k = 0, the treatment parameter in (3) is interesting when each time period one decides whether to start treatment k in the next quarter against the alternative to receive treatment l at some point in the near future before the end of the considered time window in elapsed unemployment (treatment k versus l in a dynamic context, see Sianesi, 2003). In addition, exits from unemployment in a certain period are not known in the period until they take place.…”

mentioning

confidence: 99%

See 3 more Smart Citations

Get Training or Wait? Long-Run Employment Effects of Training Programs for the Unemployed in West Germany

Fitzenberger¹,

Osikominu²,

Völter³

2008

Annales d'Économie et de Statistique

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Die Discussion Papers dienen einer möglichst schnellen Verbreitung von neueren Forschungsarbeiten des ZEW. Die Beiträge liegen in alleiniger Verantwortung der Autoren und stellen nicht notwendigerweise die Meinung des ZEW dar.Discussion Papers are intended to make results of ZEW research promptly available to other economists in order to encourage discussion and suggestions for revisions. The authors are solely responsible for the contents which do not necessarily represent the opinion of the ZEW.Download this ZEW Discussion Paper from our ftp server:ftp://ftp.zew.de/pub/zew-docs/dp/dp06039.pdf Non-technical SummaryPublic sector sponsored training has traditionally been a main part of active labor market policy (ALMP) in many countries. Abstract: Long-term public sector sponsored training programs often show little or negative short-run employment effects and often it is not possible to assess whether positive long-run effects exist. Based on unique administrative data, this paper estimates the long-run differential employment effects of three different types of training programs in West Germany. We use inflows into unemployment for the years 1986/87 and 1993/94 and apply local linear matching based on the estimated propensity score to estimate the effects of training programs starting during 1 to 2, 3 to 4, and 5 to 8 quarters of unemployment. The results show a negative lockin effect for the period right after the beginning of the program and significantly positive treatment effects on employment rates in the medium-and long-run. The differential effects of the three programs compared to one another are mainly driven by differences in the length of the lock-in periods.

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Evaluating the dynamic employment effects of training programs in East Germany using conditional difference‐in‐differences

Bergemann

¹

,

Fitzenberger

²

,

Speckesser

³

2009

J of Applied Econometrics

Self Cite

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Die Discussion Papers dienen einer möglichst schnellen Verbreitung von neueren Forschungsarbeiten des ZEW. Die Beiträge liegen in alleiniger Verantwortung der Autoren und stellen nicht notwendigerweise die Meinung des ZEW dar.Discussion Papers are intended to make results of ZEW research promptly available to other economists in order to encourage discussion and suggestions for revisions. The authors are solely responsible for the contents which do not necessarily represent the opinion of the ZEW.Download this ZEW Discussion Paper from our ftp server:ftp://ftp.zew.de/pub/zew-docs/dp/dp0441.pdf Non-technical SummaryAfter German unification, Active Labor Market Policies (ALMP) were implemented at a large scale in East Germany in order to prevent unemployment. These programs mainly consisted of training and temporary employment schemes. In 2002, more than a decade later, the German Federal Employment Service (Bundesanstalt für Arbeit, BA) still spent around e 20 Billion (≈ 0.9% of the GDP) for ALMP. About 50% of this budget goes to East Germany even though the labor force in East Germany is less than one sixth of Germany as a whole. Quite a significant share of the labor force in East Germany has been participating in programs of ALMP since 1990. In light of persistently high unemployment, the effectiveness of ALMP in East Germany is often questioned.Contributing to this debate, we estimate the employment effect of public sector sponsored training programs in East Germany at the individual level for the time period 1990 to 1999. Training programs were intended to provide skills to the individuals that are in demand in a market economy but not in sufficient supply due to the former educational system. Consequently, regarding the number of participants, training was the largest ALMP program in East Germany. Our empirical analysis focusses on the group of individuals who belonged to the active labor force in 1990. This group was hit fully by the transformation shock. We use data from the Labor Market Monitor for the state of Sachsen-Anhalt (Arbeitsmarktmonitor Sachsen-Anhalt LMM-SA).This paper first provides an overview on training programs in East Germany and develops the methodology for estimating treatment effects of training programs based on a dynamic employment model. Then, the evaluation of the program involves estimating separately the effects on the outcome variables transitions between employment and nonemployment depending on the employment status in the previous month. When evaluating the average effect of labor market policy for the treated individuals, it is important to estimate the counterfactual average nontreatment outcome for the treated individuals based on similar nontreated individuals in order to avoid a possible bias induced by the selection into the programs. We implement nonparametric kernel matching based on the estimated propensity score for treatment. This way, we intend to control for selection bias based on observed characteristics. In a second step, we take before-after differences in o...

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The Effect That Project Management Certification Has on Employability: Agents’ Perceptions from Spain

Ríos-Carmenado

¹

,

Díaz-Puente

²

,

Martínez-Almela

³

2011

Communications in Computer and Information Science

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This study analyses the effects that the project management certification has on employability. This analysis started with a participative process in which various groups of experts who are involved in the certification of people were consulted. A personal interview was carried out amongst 106 professionals -certifying bodies, training institutions, the civil service, and international organisations-and amongst professional who are certified in project management by the International Project Management Association in Spain. The results show that the certification emerges as a powerful tool for improving employability. The effects are demonstrated across two complementary aspects: internal company aspects and external aspects relating to the labour market. Finally, by compiling the different agents' opinions, a series of measures emerge for improving the accreditation processes as an employability tool and increasing the mutual learning between public and private actors. level within the population is linked to employability and that these skills should be adapted quickly in order to respond innovatively to the structural changes that are currently being experienced. This so-called life-long learning [36] is in response to said challenge and was adopted as a political objective for the member states of the OECD in 1996 [34]. Certification systems for professional skills are seen as tools that aim to improve people's employability and learning [20]. Therefore, the concepts of life-long learning and employability are strongly linked to these systems which are focused on skills and learning from a particular job [33], [34].Currently, there are several active certification models for personal skills -both professional and industrial-most of which are recognised internationally. In Spain there are currently five certified organisations for professional skills which are better known and more credible for the following reasons: a) their certifying bodies are internationally recognised and they apply rules at an international level; b) they are accredited by the National Accreditation Body (ENAC), according to the applicable international standard ISO/IEC 17024: 2003 and other stipulated accreditation requirements for organisations that certify people; c) they are based on models which have a voluntary element by which certain professionals improve public recognition of their skills and abilities.In Spain there are five such certification models for professional skills which meet these three requirements. They are associated with different areas; The European Organization for Quality (EOQ), The International Project Management Association (IPMA), The Project Management Institute (PMI), People Capability Maturity Model (P-CMM), and Coaching.This study investigates in Spain the effect that the project management certification -IPMA's universal four level certification system-has on employability. This universal system has been present in Spain since the year 2000 through AEIPRO (Asociación Española de Ingeniería de Proyecto...

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Employment effects of the provision of specific professional skills and techniques in Germany

Cited by 47 publications

References 29 publications

Get Training or Wait? Long-Run Employment Effects of Training Programs for the Unemployed in West Germany

Get Training or Wait? Long-Run Employment Effects of Training Programs for the Unemployed in West Germany

Evaluating the dynamic employment effects of training programs in East Germany using conditional difference‐in‐differences

The Effect That Project Management Certification Has on Employability: Agents’ Perceptions from Spain

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