Education, Training and Economic Performance: Evidence from Establishment Survival Data

Abstract

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. Terms of use: Documents in EconStor may ABSTRACTWe consider the links between training, the quality of labour and establishment performance, using a proxy for performance, commercial survival. We develop a model in which managers have varying beliefs about the efficacy of education and training, leading to potential variation in the optimal provision of education and training. Between 1998 and 2004, 16% of private sector establishments in Britain with at least 5 employees closed down. Our principal new findings are, first, that establishments which train at least some experienced employees in the largest occupational group are 13 percentage points more likely to survive; second, that establishments are more likely to survive if they employ more educated labour; third, however, among establishments that do train, the survival prospects are not altered by the duration of training per employee. We infer from these findings that government policy aimed at encouraging more employer-sponsored training without deploying regulation or subsidy should focus on employers that do not train at all.

Human resource performance metrics: methods and processes that demonstrate you care

“…Company visits to organizations that have already implemented sustainability practices can also be beneficial (Haugh and Talwar, 2010), as well as encouraging employees to volunteer in relevant organizations (Hess et al, 2002). Training in these areas also has positive impacts on the organization and often improves its performance ( Ji et al, 2012;Tan and Lim, 2012;Collier et al, 2011).…”

Jobs mismatch and productivity impact of information technology

“…Finally, small service firms should adopt IT training practices because it seems that IT training has a stronger impact on productivity in service firms than in manufacturing firms (Black & Lynch, 1996). In first place, we will expect a positive relationship between IT training intensity and small service firms' productivity, since the literature on training shows that the contribution of training to firms' productivity increases with training intensity (Collier, Green, Kim, & Peirson 2011;Van de Wiele, 2010;Zwick, 2006). Second, we would expect a positive interaction between IT training and IT intensity.…”

Organization and Planning of Corporate Education in the Czech Republic

“…In doing so, it creates jobs, reduces unemployment, leads to higher levels of pay and reduces social inequality. Collier, et al, (2011) claim to the basis of their own research, that companies that systematically educate their employees have a 13 % higher probability that they will survive. They go on to say that more research is required into the long-term impact of education or human capital on a company´s overall performance.…”