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If on-the-job training is so important to competitiveness, why isn't there a better market for it (Inglês)

There is no question that up-to-date job skills are critical to economic performance in today's rapidly changing and fiercely competitive global marketplace. Paradoxically, while the economic efficiency and innovation capacity offered by the upgrading of human capital is widely recognized, market forces have proven inadequate for stimulating and linking the demand and supply for this on-the-job training. In theory, employers, who seek a qualified workforce, would create a demand for training providers, who would compete with one another to offer relevant training. However, the demand for training suffers when there is lack of competitive pressure, low profitability, or market imperfections, which contribute to increased likelihood of mismatches between demand and supply. To remedy low levels of skills upgrading and market imperfections, partnerships between the public and private sectors in many industrial and developing countries alike have been formed to boost both competitiveness and employment. Yet these partnerships have often failed to adjust supply and demand of training. This note offers lessons from both the failures and successes of these partnerships in the interest of boosting economic growth through raising the training levels in the workplace.

Detalhes

  • Autor

    Aterido,Reyes

  • Data do documento

    2007/09/01

  • TIpo de documento

    Informativo

  • No. do relatório

    41318

  • Nº do volume

    1

  • Total Volume(s)

    1

  • País

    Mundo,

  • Região

    Regiões Mundiais,

  • Data de divulgação

    2010/07/01

  • Disclosure Status

    Disclosed

  • Nome do documento

    If on-the-job training is so important to competitiveness, why isn't there a better market for it

  • Palavras-chave

    private sector training;allocation of tax credits;cost of training;incidence of training;investment in technology;change in technology;lack of consistency;enhancement of productivity;labor market need;labor market dynamic;public vocational school;decentralization of management;international labor organization;partnerships between governments;tax on payroll;labor market policy;world employment;foreign capital participation;public training system;labor market condition;national training system;skill upgrading;human capital;labor productivity;instrumental variable;production function;market imperfection;financial market;low-skilled worker;productivity gain;technological advancement;legal framework;public provider;private provider;positive impact;private training;public-private partnership;external training;Traditional Education;research result;competency standard;government training;direct credit;employment training;private supplier;productivity effect;good information;firm-level analysis;cross-country sample;endogeneity issue;accreditation system;international study;enterprise training;financial mechanism;accreditation procedure;opportunistic behavior;sustainable system;formal sector;social gains;urban employment;productivity level;individual training;profit margin;tax incentive;asian tigers;flexible curriculum;firm training;market force;entry barrier;technological change;external market;information failure;competitive environment;market failure;political stability;individual investment;business environment;foreign supply;empirical evidence;levy-rebate scheme;job skill;global marketplace;economic efficiency;job training;industrial growth;extensive use;worker training;labor turnover;market weakness;industrial economy;government intervention;unskilled worker;Technical Training;government incentive;productive work;

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