Individualism, Human Capital Formation, and Labor Market Success

Hartinger, Katharina; Resnjanskij, Sven; Ruhose, Jens; Wiederhold, Simon

doi:10.2139/ssrn.3957705

Cited by 3 publications

(2 citation statements)

References 81 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This strategic reorientation recognises the transformative impact of investing in continuous employee growth and adaptability while aligning organisational strategies with contemporary insight (Sobotka, 2021). The findings from this research confirm the evolution of employee competencies and their adjustments to the market needs (Hartinger et al, 2021).…”

Section: Discussionsupporting

confidence: 64%

“…Consequently, this strategic shift enables companies to implement diverse training and development programmes to effectively foster soft skills development. The emphasis on cultivating soft skills among employees enhances individual job satisfaction and is a pivotal factor in boosting organisational motivation (Hartinger et al, 2021). As highlighted by Akla and Indradewa (2022), the interconnected nature of employee motivation and soft skills directly and positively impacts individual performance, consequently contributing to the organisation's overall success.…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Driving Success: Unveiling Key Trends in Employee Training and Competency Development within the Automotive Industry

Trávníčková,

Ostin,

Mazurchenko

2024

CEBR

View full text Add to dashboard Cite

Trends like advances in digital technologies and diversity in talent management necessitate continuous learning at the workplace and make European employers think about what competencies of their employees, in addition to basic digital competencies, are most in demand both today and in the foreseeable future. Considering this, identifying the main trends in employee training and development in the automotive industry in Central Europe and their impact on current and future competency profiles becomes the main purpose of this article. Both primary and secondary data has been analysed. The qualitative methodology in this article is based on the processing of the primary data of eight semi-structured interviews conducted from June through October 2023 with human resource managers and learning and development managers of selected Czech companies related to the automotive sector. An essential secondary data source was Eurostat's Continuous Vocational Training Survey on employee training and development within European countries in 2020 among 113,000 businesses. The findings in this article demonstrate that digital competency and soft skills are currently the most important competencies for employee development within the automotive sector in Central Europe. Implications for Central European audience:The results presented in this article emphasise the importance of adapting actual employee training and development programmes to technology trends influencing the automotive industry. It has been proven that employees' soft competencies are preferable today and will be in great demand in the next three years. This is because soft skills support the successful implementation of change and improve the competitiveness of the business in the long term, and both education and development managers and employees themselves realise this.

show abstract

Section: Discussionsupporting

confidence: 64%

Section: Discussionmentioning

confidence: 99%

Driving Success: Unveiling Key Trends in Employee Training and Competency Development within the Automotive Industry

Trávníčková,

Ostin,

Mazurchenko

2024

CEBR

View full text Add to dashboard Cite

show abstract

The impact of cultural differences on the success of elite labor migration—Evidence from professional soccer

Bosker,

Gürtler

2024

Ann Oper Res

View full text Add to dashboard Cite

The literature finds that cultural differences have a negative impact on the success of international labor migration. However, modeling cultural effects requires a variety of individual-level, firm-level and country-level data that are not sufficiently considered in the literature. Precisely, previous migration experiences are not taken into account and the culture effect is not isolated from adaptation effects that occur with any change of employer. We find that an identified culture effect is biased if such data are not considered. To take these aspects into account, we utilize soccer data with its abundance of single player information and leverage the approaches established in Operations Research to model soccer player performance. To this end, we extend a prominent mixed-effects model to fit the case of international migration and find contrary results compared to the literature: cultural differences positively affect employee value in the long term and we identify a distinct and positive culture effect in the short run for switches between industry-leading firms. Finally, we show that our results are not driven by peculiarities of soccer player data by using a reduced model without isolating general adaptation difficulties from cultural differences. In this (too) simple model, in accordance with the literature, the biased negative culture effect emerges.

show abstract

Individualism and School Performance: Evidence from PISA Test Scores

Ehrl,

Alves

2024

Journal of Human Capital

View full text Add to dashboard Cite

Individualism, Human Capital Formation, and Labor Market Success

Cited by 3 publications

References 81 publications

Driving Success: Unveiling Key Trends in Employee Training and Competency Development within the Automotive Industry

Driving Success: Unveiling Key Trends in Employee Training and Competency Development within the Automotive Industry

The impact of cultural differences on the success of elite labor migration—Evidence from professional soccer

Individualism and School Performance: Evidence from PISA Test Scores

Contact Info

Product

Resources

About