Company-provided further training in Germany and the Netherlands

Allaart, Piet; Bellmann, Lutz; Leber, Ute

doi:10.1007/bf03546482

Cited by 19 publications

(13 citation statements)

References 9 publications

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“…For a large number of enterprises without employee representation and formalized HR policies substitute regulations and initiatives at the collective bargaining and state level are needed (‘collective voice’). Germany, indeed, represents a prominent case of a coordinated market economy with a strong dual apprenticeship system, centralized collective bargaining and strong regulation of continuing training activities at the company level (Allaart et al ., 2009, p. 105; Rahner, 2014). Since the 1990s, coverage in collective bargaining has been shrinking, however, due to increasing dropouts of firms (particularly smaller ones) and an increasing number of precarious workers (particularly in the service sectors) (Sengenberger, 1987; Thelen, 2009, p. 482).…”

Section: Conclusion and Discussionmentioning

confidence: 99%

Drivers of training participation in low skilled jobs: the role of ‘voice’, technology, innovation and labor shortages in German companies

Wotschack

2020

Int J Training Development

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This article investigates the role of ‘voice’, technology, innovation (of products, services, or processes) and labor shortages in the training participation of low skilled workers in German companies. By building on the key findings of previous research, hypotheses on drivers of training participation are derived from filter theory and the concept of social embeddedness. Regression and cluster analysis based on the German IAB Establishment Panel (wave 2011) show evidence that training participation is shaped by ‘voice’‐related institutional company characteristics such as employee representation or formalized HR practices. Both characteristics often cluster together. Regression analyses confirm that companies in this cluster train a higher share of their low‐skilled workforce. The share is particularly high when companies in this cluster face labor shortages. Apart from that, advanced technology and recent innovations at the company level are not related to higher rates of training participation among low skilled workers.

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Section: Conclusion and Discussionmentioning

confidence: 99%

Drivers of training participation in low skilled jobs: the role of ‘voice’, technology, innovation and labor shortages in German companies

Wotschack

2020

Int J Training Development

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“…In the context of the effect of works councils on training, the empirical results are ambiguous: while Stegmaier (2012), Allaart et al (2009) and Bellmann et al (2011) find evidence that firms with works councils provide more training to their employees compared to firms without works councils, Görlitz and Stiebale (2011) cannot find a higher degree of participation in training of employees in firms with works councils. Moreover, Niederalt (2004) and Backes-Gellner et al (1997) show that the training rate (i.e.…”

Section: Empirical Literaturementioning

confidence: 99%

Do works councils improve the quality of apprenticeship training? Evidence from German workplace data

Koch¹,

Muehlemann²,

Pfeifer

2019

JPEO

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Purpose Works councils have the legal right to participate in a firm’s training process and, where necessary, call for a replacement of training instructors. The purpose of this paper is to empirically test whether works councils are associated with a higher quality of apprenticeship training – or its inputs or outputs – in Germany. Design/methodology/approach The authors use two representative cross-sectional surveys of German workplaces in 2007 and 2012/2013 that were conducted by the Federal Institute for Vocational Education and Training in Germany. To account for selection on observables, the authors apply nearest neighbor matching models to estimate the extent to which works councils are associated with training quality. Findings The results shed light on the influence of works councils on the quality of apprenticeship training in Germany. Based on a quality model, the authors show that works councils are associated with a (moderately) higher output quality of apprenticeships, particularly with respect to the share of retained apprentices. However, the authors do not find empirical evidence for a positive association between works councils and input- and process-quality indicators. Research limitations/implications Although the identification of causal effects due to the existence of works councils is difficult and cannot be fully addressed in the analysis, the authors can use a number of important control variables at the workplace level. The results suggest that a works council only plays a moderate role in enhancing the quality of the German apprenticeship system. Originality/value The authors provide the first direct empirical evidence of how the existence of a works council is associated with the input-, process- and outcome-quality measures of the German apprenticeship system.

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“…First, most of the papers on the effects of workplace unions on training refer to the experiences of the German works councils. The reported effects are generally positive on training incidence and intensity (Stegmaier, 2012), on financing (Kriechel et al, 2014) and on participation (Allaart et al, 2009;Bellmann et al, 2018). There are also a few papers 4 In addition, the presence of a firm-level agreement implies responsibilities also on the employer's side, and not only from workers' representatives.…”

Section: Conceptual Framework and Literaturementioning

confidence: 99%

Workplace Unionism, Collective Bargaining and Skill Formation: New Results from Mixed Methods

et al. 2019

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Company-provided further training in Germany and the Netherlands

Cited by 19 publications

References 9 publications

Drivers of training participation in low skilled jobs: the role of ‘voice’, technology, innovation and labor shortages in German companies

Drivers of training participation in low skilled jobs: the role of ‘voice’, technology, innovation and labor shortages in German companies

Do works councils improve the quality of apprenticeship training? Evidence from German workplace data

Workplace Unionism, Collective Bargaining and Skill Formation: New Results from Mixed Methods

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