Determinants of further training Grund, Christian; Martin, Johannes
International journal of human resource management,
10/2012, Letnik:
23, Številka:
17
Journal Article
Recenzirano
Odprti dostop
We explore the relevance and development of further training in private sector firms using the German Socio-Economic Panel, which is a representative sample of German residents. We focus on formal ...training and explore possible individual and job-based determinants of its incidence. We also show changes over time during a 20-year observation period from 1989 to 2008. Most hypotheses are supported by the empirical evidence. Job status and firm size are the most relevant characteristics for training participation. Furthermore, our analyses reveal a general trend of rising training rates from 1989 to 2008, indicating an increased importance in the German labor market.
Purpose
As a response to technological changes, globalization, sector reforms and changes in output demand, there is an increased demand for generic skills in the workplace. The purpose of this paper ...is to investigate through perceptions of graduate employees and their employers on the extent to which university education in Nigeria is responding to the increased skills requirements of employers.
Design/methodology/approach
Data were collected by the use of two sets of questionnaires and purposive sampling technique was adopted for sample selection. Past surveys of employers on skills requirements in Nigeria were used as a reference in the selection of the 11 generic skills used in the instrument. Data were analysed using simple percentages, descriptive statistics and χ2.
Findings
All the listed generic skills are regarded as important by graduate employers. The employed university graduates believed that in terms of generic skills, they were not adequately prepared to meet the requirements of their jobs. Moreover, employers believed that their graduate employees would require further training to a large extent to perform satisfactorily in their jobs.
Originality/value
Taking a divergent view, the study has established the perceptions of employed university graduates themselves on the extent to which university education has prepared them in meeting the skills requirements of their jobs. Furthermore, apart from confirming the extent of further training required, the study empirically affirms the relative training needs of graduates from different fields of study.
Context: In this study, we attempt to contribute to the scarce evidence about the relationship between perceived labour market insecurity and worker training investments. Drawing on existing research ...into framing in decision-making, we investigate whether framing the labour market as insecure increases the willingness of workers to invest in training. We also investigate whether this effect is larger when training contract terms are favourable, such as when training is done mostly in an employer’s time, or when no payback clause is included.Approach: Data are gathered through a vignette-study under a sample of senior Dutch students, with experimental manipulation of frames. Respondents are given a questionnaire in which they are asked to imagine themselves working for a fictitious firm (but presented to them as real). The security/insecurity frames are elicited by randomly stressing either the positive or negative side of a series of events related to the labour market position of people working in this firm. Respondents are then asked to respond to five vignettes, each of these a randomly generated combination of training contract terms. For each vignette, respondents are asked to state whether or not they would be willing to go along with the specified training program under the conditions outlined in that vignette. Data are analysed with multilevel logistic regression. Findings: The willingness to train is not invariably greater under an insecurity frame. Instead, we find a crucial interaction: the willingness to train is greater under an insecurity frame when training-contract terms are favourable (e.g when no payback clause is included), but smaller when training-contract terms are unfavourable. Since the positive and negative effects are approximately equal in size, in a balanced design such as ours they cancel each other out, resulting in a close to zero overall effect for the frame variable.Conclusion: Our results suggest that, when workers are aware of the insecurity in their situation, this only makes them more willing to follow training when the risk of losing their investment is low.
Zusammenfassung
Das berufsgenossenschaftliche (BG-liche) Heilverfahrenssystem erweist sich aus Sicht eines niedergelassenen Durchgangsarztes (D-Arzt) als zuverlässiges Instrument zur ...Heilverfahrenssteuerung. Wie alle praktisch ausgerichteten Schemata bedarf es jedoch einer regelmäßigen Überarbeitung und Anpassung an geänderte Strukturen. In diesem Beitrag soll ein Auszug an problematischen Abläufen dargestellt und ein Lösungsvorschlag präsentiert werden. Die einzelnen Themen umfassen: hinderliche Vorgaben zur Niederlassung eines D‑Arztes; Anpassung der Fortbildungsstrukturen; Auslagern der Gutachtentätigkeit an speziell ausgebildete Ärzte; Verbesserung der Kommunikationsstrukturen zwischen den Akteuren der Heilverfahrenssteuerung; Einführung einer „BG-ID-Card“; Anpassen der UV-GOÄ und einheitliche Handhabung.
PurposeA growing number of econometric examinations show that works councils substantially shape the personnel policy of firms in Germany. Firms with works councils make greater use of various human ...resource management (HRM) practices. This gives rise to the question of whether employers view the shaping of personnel policy positively or negatively. Against this background, the purpose of this paper is to examine the influence of works councils on employer attitudes toward HRM practices.Design/methodology/approachUsing data from manufacturing establishments, multivariate and recursive multivariate models are applied to estimate the determinants of employer attitudes toward HRM practices.FindingsThe incidence of a works council increases the probability of positive employer attitudes toward the incentive effects of performance pay, profit sharing, promotions, further training and worker involvement in decision making. However, it decreases the probability of positive employer attitudes toward high wages. The results suggest that works councils play a redistribution role in wages and a collective voice role in the other HRM practices.Originality/valueThe study complements examinations focusing on the influence of works councils on the formal presence of HRM practices. There are two potential limitations of focusing solely on formal HRM practices. First, the formal presence of a practice does not necessarily mean that the practice is effectively used. Second, a firm may informally use HRM practices even though the practices have not been formally adopted. The study provides insights into the question of whether or not works councils influence employers’ support for the various practices. This support can be important for the effective use of the practices, regardless of whether they are of formal or informal nature.
This study analyses the effects of participating in further training on the levels of job satisfaction reported by workers without and with disabilities in Germany. Using longitudinal data from the ...German Socio-Economic Panel which covers the period 1989–2008, we estimate a "Probit Adapted OLS (POLS)" model which allows us to identify the determinants of job satisfaction for people without and with disabilities. The results show that the participation in further training increases the levels of job satisfaction reported by all workers, although this increase is significantly lower among workers with disabilities. In addition, no significant differences in terms of job satisfaction were found according to the number of courses attended by disability status. However, significant differences were found between participants without and with disabilities if the duration of training was more than 1 month. From a public policy perspective, these findings show the need to redesign and implement innovative training programs for people with disabilities which contribute to increasing their levels of job satisfaction within the German labour market.
Human capital theory and the life-course perspective are used to investigate how economic modernisation, as well as developments in the labour market after the West German “economic miracle”, ...impacted employers’ supply of further education and training on the job, and employees’ increased participation in these arrangements. Additionally—controlling for the aforementioned structural change and economic cycles—it is analysed whether participation in further training minimises employees’ risk of dismissal and heightens their commitment to a company. The hypotheses are tested using longitudinal data and time series—allowing the analysis of employees’ participation in further education and training on the job, and the careers of West Germans born between 1956 and 1978 for the 1972–2008 periods—by procedures of event history analysis and episode splitting in a dynamic multi-level design. Systematic period and cohort effects of structural change in the economy and labour markets on companies’ supply of, and employees’ participation in, continued vocational training on the job have been revealed. Participation in further training reduces employees’ risk of dismissal, as well as their mobility between companies. Participants’ adaptation to structural change via job-related further training is correlated with increased employment security, professional flexibility, and commitment to the employer.
Zusammenfassung
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