Formal and informal ways of learning in employer-provided further training in East and West German enterprises: Results from a large-scale establishment survey

Abstract

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Product Market Competition and Employer Provided Training in Germany

“…However, previous research for Germany has provided mixed results. While empirical studies clearly show a positive association between establishment size and training incidence, results on the relationship between size and the share of employees trained range from negative (Allaart et al 2009) to positive (Brussig and Leber 2006).…”

German Employers’ Inputs to Employee Skills Development

“…Union density is included, expressed as the percentage of employees who are union members. Dummy variables are included to control for membership of an employers' association and additionally for regular use of job rotation for employee development, since it is plausible that job rotation may be used as a substitute for formal training (Brussig and Leber 2006). Chow tests of structural stability are applied to test for longitudinal changes (Gujarati 1995: 263 -64).…”

Product market competition and employer provided training in Germany

“…There is no legal framework regulating the content, financing or structure of such training. Employer provided further training is an investment in workers' human capital that aims at a better understanding of, or coping with, current job tasks (Brussig and Leber 2006). Usually further training takes place after an apprenticeship training and/or an initial period of work experience (Gerlach and Jirjahn 2001).…”

“…However, previous research for Germany has provided mixed results. While empirical studies clearly show a positive association between establishment size and training incidence, results on the relationship between size and the share of employees trained range from negative (Allaart et al 2009) to positive (Brussig and Leber 2006).…”