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Skill Formation (skill + formation)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	53%
Humanities and Social Sciences	23%

Selected Abstracts

ORGANIZATIONAL CHANGE, SKILL FORMATION, HUMAN CAPITAL MEASUREMENT: EVIDENCE FROM ITALIAN MANUFACTURING FIRMS

JOURNAL OF ECONOMIC SURVEYS, Issue 2 2010
Gilberto Antonelli
Abstract This paper emphasizes the role of labour demand as a determinant of human capital formation. After a section in which the alternative conceptions on the functioning of labour markets are presented and different ways of measuring human capital are compared, an applied analysis is carried out in which we provide a labour-demand-oriented measure of human capital, as defined by the amount of specific skills firms generate through work-based training (WBT) activities. By merging three rich firm-level datasets, we estimate the impact of a set of variables supposed to affect both the propensity to invest in WBT and the intensity of training within the Italian manufacturing industry over the period 2001,2005. Special attention is devoted to the variables characterizing within-firm organization of knowledge, organizational change and the formation of competence pipelines: among them, innovation, internationalization commitment, out-sourcing and new hirings. The estimates show that the effect of innovation on WBT is higher when the introduction of new technologies is supported by organizational innovations. When looking at the nature of WBT, we investigate the different determinants of the firms' propensity to provide both in-house and outside training. We measure training intensity in terms, respectively, of the number of provided training activities, private and total training costs and share of trainees. [source]

Estimating the Technology of Cognitive and Noncognitive Skill Formation

ECONOMETRICA, Issue 3 2010
Flavio Cunha
This paper formulates and estimates multistage production functions for children's cognitive and noncognitive skills. Skills are determined by parental environments and investments at different stages of childhood. We estimate the elasticity of substitution between investments in one period and stocks of skills in that period to assess the benefits of early investment in children compared to later remediation. We establish nonparametric identification of a general class of production technologies based on nonlinear factor models with endogenous inputs. A by-product of our approach is a framework for evaluating childhood and schooling interventions that does not rely on arbitrarily scaled test scores as outputs and recognizes the differential effects of the same bundle of skills in different tasks. Using the estimated technology, we determine optimal targeting of interventions to children with different parental and personal birth endowments. Substitutability decreases in later stages of the life cycle in the production of cognitive skills. It is roughly constant across stages of the life cycle in the production of noncognitive skills. This finding has important implications for the design of policies that target the disadvantaged. For most configurations of disadvantage it is optimal to invest relatively more in the early stages of childhood than in later stages. [source]

Skill Formation and Utilisation in the Post-Soviet Transition: Higher Education Planning in Post-Soviet Georgia

HIGHER EDUCATION QUARTERLY, Issue 2 2010
Irakli GvaramadzeArticle first published online: 1 MAR 2010
Changes in the former Soviet system had a dramatic influence on higher education in Georgia. The main objective of the current article is to analyse implications of the post-Soviet transition for the skill formation and skill utilisation system in Georgia. In particular, the study analyses recent trends in Georgian higher education including privatisation and economic liberalisation. The discussion builds upon theories of transition and relevance of skill formation theories to the post-Soviet transition. The article argues that increasing competition among public universities and newly emerged private universities has not improved the quality of higher education provision. On the contrary, it has contributed to an imbalance between the labour market's demand for skills and awarded qualifications, a mismatch and irrelevance of skills and high unemployment rates among university graduates. The article demonstrates that economic approaches in the transition context could not explain the complex logic between the skill formation and skill utilisation mechanisms. It further concludes that the discrepancies between the skill formation and skill utilisation systems had a negative impact upon skill modernisation in Georgia. [source]

Towards A Framework For The Comparative Analysis Of National Systems Of Skill Formation

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 1 2000
Johnny Sung
This article builds on earlier attempts to develop a conceptual framework for the comparative analysis of training and skill formation systems. Following a critical review of previous approaches, the article identifies the main underlying relationships which shape national systems of skill formation. We identify four such ,models' of the skill formation process. These models show how such a framework can help us understand why societies have different approaches to the provision of education, training and skill formation and why there are significant differences in government policies towards training as they at tempt to respond to the challenges of globalisation. [source]

Women in the Urban Informal Sector: Perpetuation of Meagre Earnings

DEVELOPMENT AND CHANGE, Issue 2 2005
Arup Mitra
The argument of exploitation of women workers in the labour market notwithstanding, this article examines whether women in India are unable to participate fully in the labour market because they are required to combine their household activities with income yielding jobs. They are constrained to work in the neighbourhood of their residence (the location of the residence having been decided upon by male family members), and can access jobs only through informal contacts (which usually means they end up in jobs similar to those of the contact persons), both of which reduce their bargaining power considerably. The tendency for specialized activities to be concentrated in different geographic locations of a city further restricts the possibility of women workers being engaged in diverse jobs and thus aggravates the situation of an excess supply of labour in a particular activity. Constrained choice, limited contacts of women and physical segmentation of the labour market perpetuate forces that entrap women workers in a low-income situation with worse outcomes than those of their male counterparts. Consequently with greater intensity of work they still continue to receive low wages, while residual participation in the labour market restricts the possibilities of skill formation and upward mobility. All of these factors offer a substantive basis for policy recommendations. [source]

Skill Formation and Utilisation in the Post-Soviet Transition: Higher Education Planning in Post-Soviet Georgia

Rethinking UK small employers' skills policies and the role of workplace learning

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 2 2008
John Kitching
Small business employers in the UK are widely perceived as adopting a reactive, ad hoc approach to employee skill formation. Employer reliance on workplace learning is often treated, explicitly or implicitly, as evidence of such an approach. Small employers' approaches to skill creation are investigated using data from two employer samples. Three main conclusions challenging these arguments are presented. First, small employers' skills policies are highly diverse: strategic, tactical and restrictive policies are distinguished. Second, employers perceive particular benefits in enabling workplace learning; simplistic views that a reliance on workplace learning necessarily constitutes an inferior last resort for those employers unable to provide access to external training are rejected. Third, enabling workplace learning is important to strategic employers, as well as to those attaching a lower value to skills. For some employers, the workplace is the primary source of new knowledge and skills because they are unavailable elsewhere. The prevalence, diversity and significance of workplace learning in small businesses require a reappraisal of UK small employers' skills policies. The implications for research, practice and policy are discussed. [source]

Towards A Framework For The Comparative Analysis Of National Systems Of Skill Formation

The Causes and Consequences of Immigrant Labour in the Construction Sector in Malaysia

INTERNATIONAL MIGRATION, Issue 5 2005
Suresh Narayanan
ABSTRACT Malaysian construction is highly dependant on immigrant labour; immigrants account for nearly 70 per cent of its workforce. Although they have aided the sector's rapid expansion, it has not been without costs. This paper examines the impact of immigrant labour on construction. The main finding is that immigrants, being largely unskilled, did not contribute to skill formation. Instead, they accumulated skills on-the-job, which were lost when they returned home. There was no evidence that immigrants displaced domestic workers since they were concentrated in jobs rejected by Malaysians. Furthermore, unlike in earlier periods, legal immigrants were no longer a cheap option, given the regulations governing their employment. They were not used to cut costs per se, but were used because domestic workers were not available in sufficient numbers. Despite the large immigrant presence, the general wage level increased, though admittedly not as rapidly as it might have in their absence. The reliance on immigrant workers has increased the need for supervision and quality control, thereby reducing the savings in cost; nonetheless, immigrants have helped keep costs in check. Surprisingly, rising wages and the continued shortage of labour have not led to a widespread adoption of labour-saving methods. This is partly because productivity increases have managed to outpace wage increases, though this advantage is petering out. Also, immigrant presence has kept wages, as a proportion of total costs, manageable. The over reliance of the sector on immigrant labour is not desirable, especially since the majority is drawn from one source - Indonesia. Any disruption of supply from this source can undermine the Malaysian economy. To avoid this, Malaysia must vary its source of immigrant labour and intensify efforts to attract domestic workers by improving conditions in construction. [source]

Skill Premium, Biased Technological Change and Income Differences

CHINA AND WORLD ECONOMY, Issue 6 2009
Wei Zou
D24; D33; O14 Abstract Using 1987,2006 panel data for China, we explore the dynamics of the skill premium. The present paper focuses on the skill premium as an explanation for why income differences are so large in China. Our empirics show that: the rise in the relative supply of skilled labor results in an increase, instead of a decrease, in the skill premium; domestic investment is not complementary with skill formation; the skillpremium is higher in more developed provinces; economic openness facilitates an increase in the skill premium; whether foreign direct investment induces skill-based technology change or not, it drives up the skillpremium. An array of policy prescriptions for reducing income differences and ensuring sustained economic growth are provided. [source]

Institutional effects on occupational health and safety management systems

HUMAN FACTORS AND ERGONOMICS IN MANUFACTURING & SERVICE INDUSTRIES, Issue 3 2010
Robson Sø Rocha
Abstract Research analyzing the effects of occupational health and safety management systems (OHSMS) has been divided roughly between support for and criticism of these systems. This article adopts a new, explorative perspective by analyzing how different national institutional environments are likely to affect the functioning of OHSMS. The argument of this article is that such functioning is greatly dependent on the features of the national institutional environment in which such systems are implemented. The article discusses three ideal types of market economy (i.e., liberal market economy, coordinated market economy, and particularistic environment) in relation to industrial relations systems, prevailing organizational templates, and patterns of skills formation. It assesses the possible impact of these features on the functioning of OHSMS. © 2010 Wiley Periodicals, Inc. [source]

The return of the political in social work

INTERNATIONAL JOURNAL OF SOCIAL WELFARE, Issue 1 2009
Mel Gray
This article is a follow-up to our article ,Revisiting social work as art' and in part a response to Karen Healy's reply [both published in IJSW 17(2)]. It is, however, also a significant extension of this material since it engages with more general concerns about the critical project that is intrinsic to social work. Social work is not just about self-foundation based on knowledge, values and skills formation, but also about self-assertion. Crucially, it is through this notion of self-assertion that social work can be best understood as an agent of change. This transformative aspect of social work is our central focus. We are not concerned with structural conditions of power and domination but with theorising what a transformative politics would look like for social work using the lens of the French political philosopher Alain Badiou as a conceptual medium for permitting the return of the political for social work. [source]

Learning and skills formation in the new economy: evidence from Greece

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 4 2002
Stella Zambarloukos
In today's knowledge,driven economy, education and training are considered major factors affecting a society's level of economic attainment and growth. Lack of information,related knowledge and skills, in particular, are among the prime factors likely to delay a country's progress towards the information society. Experience, however, has shown that an educated labour force does not automatically translate into dynamic economic development and technological innovation. The human resource potential is not a simple outcome of the education system but it is a much more complex process that involves tacit knowledge, learning by doing and on,the,job training. This means that skills and knowledge acquired depend not only on the educational system but on firm organisation and culture as well as ties between organisations. The present study examines the relationship between skill supply, firm organisation and learning by means of interviews in 23 firms in Greece. It shows that a major problem faced by SMEs in peripheral European countries is the lack of in,house capabilities and knowledge which limits the amount and type of learning that takes place. Finally, the article argues that policy,makers should institute educational policies and training programmes that will compensate for the inability of Greek firms to provide a learning environment. [source]