Transferable training and poaching externalities

Stevens, Margaret

doi:10.1017/cbo9780511582332.003

Cited by 142 publications

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“…2 Stevens (1996), Acemoglu and Pischke (1999b) and Booth, Francesconi, and Zoega (2002) show conditions under which the wage 'compression' associated with imperfectly competitive labor markets will increase the incentive for firms to finance general or transferable training. 3 In this context, wage 5 compression implies that post-training productivity is increasing in training intensity at a faster rate than wages.…”

Section: Imperfectly Competitive Labor Marketsmentioning

confidence: 99%

Unions, Work-Related Training, and Wages: Evidence for British Men

Booth¹,

Francesconi

Zoëga

2003

ILR Review

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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. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent, nonprofit limited liability company (Gesellschaft mit beschränkter Haftung) supported by the Deutsche Post AG. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. The current research program deals with (1) mobility and flexibility of labor, (2) internationalization of labor markets, (3) welfare state and labor market, (4) labor markets in transition countries, (5) the future of labor, (6) evaluation of labor market policies and projects and (7) general labor economics. 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 SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available on the IZA website (www.iza.org) or directly from the author. Using data from the British Household Panel Survey from 1991 to 1996, the authors investigate the impact of union coverage on work-related training and how the union-training link affects wages and wage growth for a sample of full-time men. Relative to uncovered workers, union-covered men are more likely to receive training and also receive more days of training. In addition, union-covered men experience greater returns to training, and coveredtrained workers face a higher wage growth. While some of these findings have been found in previous studies, others are new. The wage results, in particular, suggest a rethinking is warranted of the conventional view that union wage formation in Britain reduces the incentives to acquire work-related training.JEL Classification: J24, J31, J41

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Section: Imperfectly Competitive Labor Marketsmentioning

confidence: 99%

Unions, Work-Related Training, and Wages: Evidence for British Men

Booth¹,

Francesconi

Zoëga

2003

ILR Review

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“…The transferability of the acquired general skills between firms and the visibility or transparency of the skills for outsider firms determines the probability of an outside offer and, hence, poaching (Lazear, 1986;Stevens, 1996Stevens, , 2001 2 . Poaching is only a problem if the future employment is ex-ante non-contractible or trained employees do not have to repay training investments.…”

Section: Background Discussionmentioning

confidence: 99%

“…Consequently, poaching and the threat of poaching can lead to underinvestment in training by firms concerned about losing their investment. Theoretical models predict a coexistence of poaching and firm-sponsored general training -training costs pay off because the poaching probability is small and the majority of trainees stay with the training firm (Stevens, 1996(Stevens, , 2001Acemoglu andPischke, 1999a, 1999b;Booth and Zoega, 2004;Leuven, 2005;Lazear, 2009). …”

Section: Introductionmentioning

confidence: 99%

Poaching and Firm-Sponsored Training: First Clean Evidence

2013

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Die Dis cus si on Pape rs die nen einer mög lichst schnel len Ver brei tung von neue ren For schungs arbei ten des ZEW. Die Bei trä ge lie gen in allei ni ger Ver ant wor tung der Auto ren und stel len nicht not wen di ger wei se die Mei nung des ZEW dar.Dis cus si on Papers are inten ded to make results of ZEW research prompt ly avai la ble to other eco no mists in order to encou ra ge dis cus si on and sug gesti ons for revi si ons. The aut hors are sole ly respon si ble for the con tents which do not neces sa ri ly repre sent the opi ni on of the ZEW. Nontechnical SummaryHuman capital investments of firms impose the risk that outsider firms poach trained worker because, in contrast to real capital investments, firms do not have the right of disposal for human capital investments. Since firms invest in general human capital, economic theory discusses how market imperfections create partial monopsony power for training firms. Such monopsony power permits general human capital investments of firms and reduce the poaching probability.However to date, there have not been any empirical studies investigating the existence and extent of poaching after general human capital investments. This paper solves the empirical challenges to identify poaching and shows that around three per cent of the German apprenticeship training firms are poaching victims. Poaching is more likely to be observed in large firms that pay high earnings, whereas smaller firms that pay lower earnings are able to retain their most productive apprenticeship graduates.This finding contrasts common arguments stating that low-earnings firms are more likely to be poaching victims. Instead, a firm's current economic status determines the likelihood of becoming a poaching victim. During a downsizing period, training firms may not be able to make counter-offers for apprenticeship graduates that they would like to employ. Workforce reduction signals to outsider firms that they can hire high-quality employees for relatively small earnings premiums. Finally, we find that poaching victims respond to poaching by slightly reducing the share of new apprentice intakes, but they do not adjust earnings for apprenticeship graduates in their first jobs as skilled employees.We conclude that the overall importance of poaching on expected returns to apprenticeship training and firms' training decisions seems to be negligible. Das Wichtigste in Kürze

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“…Suleman (2000) descreve bem a diversidade das designações utilizadas a nível internacional e associadas ao conceito que a própria autora designa por 'competências-chave' (ver quadro 2 na página seguinte). Stevens (1996) critica Becker na medida em que considera que existem outros tipos de formação, para além da formação geral e da formação específica, e introduz o conceito de "formação transferível" -aquela que é potencialmente útil em algumas empresas e não em muitas.…”

Section: Tipologia De Competênciasunclassified

A importância das competências genéricas no recrutamento de diplomados do Ensino Superior: estudo de casos em Hotelaria e Restauração

Calisto

2014

iirh

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AGRADECIMENTOSAs nossas concretizações na vida nunca são 'produções independentes'. Quero agradecer a todos os que, directa ou indirectamente, formal ou informalmente, contribuíram para este trabalho. Foram muitos e não poderei mencionar-vos a todos mas mesmo os que não mencionarei estarão para sempre na minha memória.Em primeiro lugar, quero exprimir a minha admiração pela Doutora Fátima Suleman, cujo trabalho enquanto orientadora foi determinante para me guiar neste percurso muitas vezes espinhoso. Agradeço a sua orientação científica mas também a sua disponibilidade, generosidade, compreensão e exigência. Obrigada! Aos colegas da ESHTE. Teresa e Mário, sem a vossa preciosa e incansável colaboração no trabalho empírico esta dissertação não teria sido possível. À Direcção da ESHTE pela sua abertura, em particular à Rita Anselmo pela confiança em mim depositada. Espero, sinceramente, que este trabalho vá ao encontro dos objectivos da Escola. Finalmente, a todos os colegas da ESHTE que muito me desafiaram, no bom sentido.Agradeço, também, a todos os professores do ISCTE que, de uma forma ou outra, contribuíram com os seus ensinamentos e apoio para este trabalho, bem como a todos os colegas do Curso de Mestrado que me incentivaram incansavelmente para que chegasse a este momento. Obrigada, em especial, ao Luís e ao Tiago! À minha amiga e colega Isabel que tem o poder de me fazer rir nos momentos de maior stress e que, muitas vezes, 'aparou o jogo' quando eu já não tinha 'mãos a medir'. Ao meu amigo José Manuel que desde o início me alertou para os espinhos mas sempre demonstrou a sua confiança em mim. À minha 'mana' Amélia, por tudo! A todos os meus familiares, em especial aos meus pais que me ensinaram o valores do trabalho e do esforço, e à São, minha irmã e professora na vida, uma 'alma antiga' que me ilumina desde o berço.Ao Fernando, meu companheiro de altos e baixos, obrigada pela tua compreensão e apoio incondicionais. Desculpa os meus 'maus humores' durante este processo…Andreia e Catarina, espero compensar-vos pelos momentos em que estive 'agarrada ao computador'.Vocês são a minha melhor 'produção' e o meu maior orgulho! (Becker, 1975, p. 231 Becker (1975) estabelece entre formação geral e formação específica, pois no fundo refere-se a competências adquiridas pelos trabalhadores (Suleman, 2007). "General training is useful in many firms besides those providing it (…)." (Becker, 1975, p. 19). "Training that increases productivity more in firms providing it will be called specific training." (Becker, 1975, p. 26 Heijke & Ramaekers, 1998(in Suleman, 2007, num estudo relativo à posição no mercado de trabalho de diplomados em ciência económica na Holanda, admitem a existência de três 12 tipos de discrepância que podem originar problemas de utilização dos conhecimentos e capacidades adquiridas na educação: 71 LISTA DE ABREVIATURAS ECTS -European Credit Transfer and Accumulation• A 'discrepância da formação académica' (que corresponde a uma sobrequalificação ou a uma subqualificação para o emprego exercid...

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Transferable training and poaching externalities

Cited by 142 publications

References 0 publications

Unions, Work-Related Training, and Wages: Evidence for British Men

Unions, Work-Related Training, and Wages: Evidence for British Men

Poaching and Firm-Sponsored Training: First Clean Evidence

A importância das competências genéricas no recrutamento de diplomados do Ensino Superior: estudo de casos em Hotelaria e Restauração

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