Trends in the Training of Male and Female Workers in the United Kingdom

Green, Francis; Zanchi, Luisa

doi:10.1111/1467-8543.00073

Cited by 31 publications

(39 citation statements)

References 2 publications

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“…Conversely, the proportion of female employees in the establishment has a significant negative impact on establishment training. This finding contrasts with recent evidence by Green and Zanchi (1997) but is consistent with the findings of Booth (1997), andBooth (1991) using British data.…”

supporting

confidence: 78%

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Training and Establishment Survival

Collier

Green

Peirson

2005

Scottish J Political Eco

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The purpose of SfB is to bring employers more centre stage in articulating their skill needs and delivering skills-based productivity improvements that can enhance UK competitiveness and the effectiveness of public services. The remit of the SSDA includes establishing and progressing the network of SSCs, supporting the SSCs in the development of their own capacity and providing a range of core services. Additionally the SSDA has responsibility for representing sectors not covered by an SSC and co-ordinating action on generic issues.Research, and developing a sound evidence base, is central to the SSDA and to Skills for Business as a whole. It is crucial in: analysing productivity and skill needs; identifying priorities for action; and improving the evolving policy and skills agenda. It is vital that the SSDA research team works closely with partners already involved in skills and related research to generally drive up the quality of sectoral labour market analysis in the UK and to develop a more shared understanding of UK-wide sector priorities.The SSDA is undertaking a variety of activities to develop the analytical capacity of the Network and enhance its evidence base. This involves: developing a substantial programme of new research and evaluation, including international research; synthesizing existing research; developing a common skills and labour market intelligence framework; taking part in partnership research projects across the UK; and setting up an expert panel drawing on the knowledge of leading academics, consultants and researchers in the field of labour market studies. Members of this panel will feed into specific research projects and peer review the outputs; be invited to participate in seminars and consultation events on specific research and policy issues; and will be asked to contribute to an annual research conference.The SSDA takes the dissemination of research findings seriously. As such it has developed this dedicated research series to publish all research sponsored by the SSDA. Lesley Giles Acting Director of Strategy and Research at the SSDA Training and Establishment Survival

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supporting

confidence: 78%

“…Green and Zanchi, 1997). This catch-up of women in training, from an earlier position in which men had greater access, is associated with the growing participation of women in the labour market and the changing composition of occupations.…”

Section: Training and Establishment Survivalmentioning

confidence: 99%

Training and Establishment Survival

Collier

Green

Peirson

2005

Scottish J Political Eco

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“…Numerous empirical results have shown that, in general, males participate more in organizational training than women (see Feinberg and Halperin 1978;Green 1993;Green and Zanchi 1997;Lepage 1999;Veum 1993). A possible explanation for this effect lies in the segmentation market theory.…”

Section: Gendermentioning

confidence: 99%

The Determinants of Participation in Non-Mandatory Training

Renaud

Lakhdari

Morin

2005

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Tous droits réservés © Département des relations industrielles de l'Université Laval, 2004Ce document est protégé par la loi sur le droit d'auteur. L'utilisation des services d'Érudit (y compris la reproduction) est assujettie à sa politique d'utilisation que vous pouvez consulter en ligne.https://apropos.erudit.org/fr/usagers/politique-dutilisation/ Cet article est diffusé et préservé par Érudit.Érudit est un consortium interuniversitaire sans but lucratif composé de l'Université de Montréal, l'Université Laval et l'Université du Québec à Montréal. Il a pour mission la promotion et la valorisation de la recherche. Résumé de l'article Cet article présente une étude empirique sur les déterminants de la participation des employés à la formation continue offerte par l'employeur aux travailleurs sur une base volontaire. Pour ce faire, l'article recense non seulement la documentation portant sur la formation obligatoire mais aussi celle sur la formation volontaire.Le modèle d'analyse proposé identifie deux groupes de déterminants : (1) les déterminants sociodémographiques, comprenant l'âge, le genre, les responsabilités familiales et le niveau de scolarité atteint; (2) les déterminants liés à l'emploi, soit l'ancienneté organisationnelle, le niveau hiérarchique et le statut d'emploi. Sept hypothèses sont émises pour chacun des déterminants à l'étude en relation avec la participation à la formation continue sur une base volontaire. En fonction des résultats empiriques recensés et des théories examinées dans les études antérieures, cet article postule que : (1) l'âge est négativement relié à la participation à la formation; (2) les femmes participent moins à la formation que les hommes; (3) les responsabilités familiales, mesurées à la fois par la présence d'enfants et le statut matrimonial, sont négativement liées à la participation à la formation; (4) le niveau de scolarité est associé négativement à la participation à la formation; (5) l'ancienneté organisationnelle est positivement reliée à la participation à la formation; (6) le niveau hiérarchique est positivement associé à la participation à la formation, et (7) les employés à temps plein participent davantage à la formation que les employés à temps partiel.Des données provenant d'une grande organisation canadienne de services financiers sont utilisées afin de tester empiriquement les hypothèses de recherche. L'organisation à l'étude a commencé en 1996 à offrir plusieurs types de formation volontaire à ses employés en leur remboursant les frais de scolarité et le matériel. Cependant, la formation se tenait en dehors du temps de travail. Le but premier de l'organisation était d'augmenter le sens des responsabilités des employés envers leur capital humain. Depuis le début du programme, plusieurs d'entre eux ont participé activement à cette formation sur une base volontaire alors que d'autres n'ont pas participé. Les données proviennent plus précisément du fichier informatisé RH des employés qui étaient à l'emploi de l'organisation à la fin de 1998, soit deux ans ...

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“…In the case of training for employees, male entrepreneurs are expected to pursue long-term growth of their firms compared with female entrepreneurs, and thus, may tend to feel more strongly about providing training opportunities for their employees. According to Ng's (2005) review, it has been well documented in UK studies that the probability of receiving training decreases as an individual ages (Green & Zanchi, 1997;Greenhalgh & Mavrotas, 1996;Oosterbeek, 1996), as well as in a US study (Barron et al, 1997) and an Australian study (Miller, 1994). The human capital theory provides support for these results.…”

Section: Entrepreneurial Characteristicsmentioning

confidence: 95%

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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Trends in the Training of Male and Female Workers in the United Kingdom

Cited by 31 publications

References 2 publications

Training and Establishment Survival

Training and Establishment Survival

The Determinants of Participation in Non-Mandatory Training

Determinants of Training Implementation and Intention in Lao Firms

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