Firm Size and Work-Related Training: New Evidence on Incidence, Intensity, and Training Type from Australia

Waddoups, C. Jeffrey

doi:10.1007/s12122-011-9118-5

Cited by 12 publications

(12 citation statements)

References 22 publications

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“…As found in other research on training incidence, the rate of training increases as job tenure increases (Bartel 1995;loewenstein and spletzer 1997;waddoups 2012). In terms of the decline in the incidence of training over the period, however, the rates are fairly uniform across job-tenure categories.…”

Section: Education Age and Job Tenuresupporting

confidence: 58%

“…Managers and workers in the professional and technical jobs showed the largest absolute declines in training, and production workers the largest percentage decline. workers in large firms and those covered by a union contract are the most likely to receive training, so it is not surprising that in absolute terms their training incidence fell more than the incidence of those employed in smaller firms and who were not union covered (e.g., Booth et al 2003;waddoups 2011;waddoups 2014a). The percentage decline from 2001 to 2009, however, is very similar across the categories, ranging from 26% for workers in small firms to 33% for those in larger firms.…”

Section: Occupation Union Status and Firm Sizementioning

confidence: 99%

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Did Employers in the United States Back Away from Skills Training during the Early 2000s?

Waddoups

2015

ILR Review

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A number of recent studies suggest that employer-paid training is on the decline in the United States. The present study provides empirical evidence on the issue by analyzing data on employer-paid training from the Survey of Income and Program Participation, a nationally representative data set. The findings reveal a 28% decline in the incidence of training between 2001 and 2009. Very few industries were immune from the decline, and the pattern was evident across occupation, education, age, job-tenure, and demographic groups. A decomposition of the difference in training incidence reveals a diminishing large-firm training effect. In addition, the workforce appears to have had the educational credentials by 2009 that, had they occurred in 2001, would have led to substantially more training.

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Section: Education Age and Job Tenuresupporting

confidence: 58%

Section: Occupation Union Status and Firm Sizementioning

confidence: 99%

Did Employers in the United States Back Away from Skills Training during the Early 2000s?

Waddoups

2015

ILR Review

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“…Finally, previous literature suggests that organizational, occupational and personal characteristics can influence the chances employees get for increasing their employability in the workplace (De Vries et al ., ; Van der Heijden et al ., ). Evidence suggests that investments in formal training are higher in larger companies (Waddoups, ), and in high technology and knowledge‐intensive sectors (Marzec et al ., ). Furthermore, the most varied employability practices were found in the smallest firms where work design often allows an higher degree of job enrichment, task rotation and job enlargement (Patton et al ., ).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

The role of perceived workplace development opportunities in enhancing individual employability

Martini

Cavenago

2016

Int J Training Development

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This paper explores the effects on workers’ employability of workplace development opportunities during employment as perceived by the workers themselves. Data was collected through a survey conducted in 2012 in Italy using a sample of 558 workers. The aim was to test the effects of participation in training courses, workplace learning opportunities and career development support on career development in 2013. Results show that the main predictors of subjective career success are related to the career development support provided by supervisors, including mentoring and career counselling, and workplace learning opportunities provided through processes of job enrichment, job enlargement and job rotation. By contrast, participation in training courses does not bring any significant effects. The study also reveals that employees’ opportunities for increasing their employability in the workplace depend on a number of personal and occupational characteristics. The study reaches the conclusion that firms can play a significant role in enhancing the career success of an individual and that employability can been encouraged by a mix of on‐the‐job workplace development opportunities.

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“…Hoque and Bacon (2006) found the same result even within their SME sample. Waddoups (2011) found that much less training occurs in firms with fewer than ten workers.…”

Section: Hypothesis 11: Firm Age Has a Positive Effect On Organizatimentioning

confidence: 99%

Determinants of Training Implementation and Intention in Lao Firms

Takahashi

Somphon

2014

IJSMBA

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Abstract:The present study aims to investigate determinants of training implementation and intention for firms in Lao PDR. In developing countries like Lao PDR in particular, enterprises are increasingly required to be internationally competitive through such efforts as developing human resources to deal with regionalization and globalization. Training is seen as a major way to develop human resources, but it has not yet been implemented intensively enough. Therefore, it is worth investigating the determinants of training in these firms. We utilize data from the Enterprise Survey 2013 by Deutsche Gesellschaft für Internationale Zusammenarbeit and analyze stratified random sample of 658 small and medium enterprises using ordinary least squares (OLS) and logistic regressions. The results are non-uniform among the different dependent variables, such as engagement in vocational training, the existence of training intention for entrepreneurs and employees, and skills variety of training premeditation for employers and employees. For instance, a gender of entrepreneur has a significantly positive effect on training implementation but an insignificant effect on training plan. Education of entrepreneur has an unconvincing effect on training execution but a significantly positive outcome on training will. Some other independent variables show more inconclusive but explainable results (e.g., firm size, competition problems, membership of a business organization, and age of entrepreneur). However, located in Vientiane Capital has a significant effect but firm-age and ethnicity of entrepreneur are insignificant. The results suggest to pay more careful attention to the potential differences among different training-related variables.

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Firm Size and Work-Related Training: New Evidence on Incidence, Intensity, and Training Type from Australia

Abstract: Job training, Firm size-training effects, Australian labor markets,

Cited by 12 publications

References 22 publications

Did Employers in the United States Back Away from Skills Training during the Early 2000s?

Did Employers in the United States Back Away from Skills Training during the Early 2000s?

The role of perceived workplace development opportunities in enhancing individual employability

Determinants of Training Implementation and Intention in Lao Firms

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