The Determinants and Effects of Training at Work: Bringing the Workplace Back in

O’Connell, Philip J.; Byrne, Delma

doi:10.1093/esr/jcq063

Cited by 38 publications

(37 citation statements)

References 39 publications

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“…First, at the individual level, most of the empirical literature deals with the relation between training and wages, since hard measures of individual productivity are rare (Acemoglu & Pischke, 1999;Blundel et al, 1999;Leuven & Oosterbeek, 2008;Görlitz, 2011;O'Connell & Byrne, 2012). An exception is the study of De Grip and Sauermann (2012), who assess the effects of job-related training on individual performance by means of a field experiment.…”

Section: Human Capital Investments and Skill Developmentmentioning

confidence: 99%

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Sequeda¹,

Künn²,

Grip³

2017

Research in Labor Economics

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. This paper provides more insight into the relevance of the assumption of human capital theory that the productivity of job-related training is driven by the improvement of workers' skills. We analyse the extent to which training and informal learning on the job are related to employee skill development and consider the heterogeneity of this relationship with respect to workers' skill mismatch at job entry. Using data from the 2014 European Skills Survey, we find -as assumed by human capital theory -that employees who participated in training or informal learning show greater improvement of their skills than those who did not. The contribution of informal learning to employee skill development appears to be larger than that of training participation. Nevertheless, both forms of learning are shown to be complementary. This complementarity between training and informal learning is related to a significant additional improvement of workers' skills. The skill development of workers who were initially underskilled for their job seems to benefit the most from both training and informal learning, whereas the skill development of those who were initially overskilled benefits the least. Work-related learning investments in the latter group seem to be more functional in offsetting skill depreciation than in fostering skill accumulation. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SJEL Classification: J24, M53

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Section: Human Capital Investments and Skill Developmentmentioning

confidence: 99%

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Sequeda¹,

Künn²,

Grip³

2017

Research in Labor Economics

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“…Likewise, O'Connell and Byrne (2012) find that Irish temporary and part-time workers are moderately penalized with respect to general training, but part-time employees are more likely to receive specific training than full time ones. With respect to Britain, Arulampalam and Booth (1998) show that workers with temporary contracts are less likely to be trained in the workplace using household data, while Addison and Bielefeld (2004) find similar effects for part-time contracts employing firm-level data.…”

Section: Training Investments and Non-standard Workers In The Human Cmentioning

confidence: 89%

“…These skills however are not equally distributed. According to existing studies general training usually prevail (Booth and Bryan, 2002;O'Connell and Byrne, 2012). …”

Section: Distinguishing Between Off-the-job and On-the-job Trainingmentioning

confidence: 99%

Systemic Flexibility and Human Capital Development: The Relationship between Non-Standard Employment and Workplace Training

Guidetti

Pedrini

2015

SSRN Journal

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The aim of this paper is to explore the relationship between non-standard contracts (part-time, fixed-term) and workplace training by discussing the implications of two different theoretical frameworks grounding on human capital theory and strategic management, respectively. To achieve this purpose we develop alternative hypothesis on the association between the presence of nonstandard workers and four different outcome variables related to workplace training and job-related practices. By using data on Italian firms we get different results according to the type of nonstandard contract and training. Part-time and temporary contracts carry out distinct functions with respect to off-the job training as far as labour flexibility is concerned. On the other hand, although non-standard work seems to be unrelated to on-the-job training decisions, this is not the case when the overall number of job-related practices is taken into account. Overall, our evidence can reflect the decision to substitute off-the-job training with job-related practices in presence of part-time workers. Conversely, the recourse to temporary employment can be associated with the need to enhance systemic flexibility throughout the organization.

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“…General training is characterized by its transferability, meaning it can be utilized in several firms in addition to the one providing the training (O'Connell & Byrne, 2012). Thus, workers' marginal productivity can be raised in other firms as well, and will result in an increase in earnings in a competitive labour market (Becker, 1964;Acemoglu & Pischke, 1998).…”

Section: The Human Capital Theory: the Concept Of Trainingmentioning

confidence: 99%

Further Training for Older Workers: A Solution for an Ageing Labour Force?

Zboralski-Avidan¹

2016

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The Determinants and Effects of Training at Work: Bringing the Workplace Back in

Cited by 38 publications

References 39 publications

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Systemic Flexibility and Human Capital Development: The Relationship between Non-Standard Employment and Workplace Training

Further Training for Older Workers: A Solution for an Ageing Labour Force?

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