Suchergebnisse

How many jobs are there? : labor demand and the limits of training policy -- How important is education? : rhetoric and reality in the skills mismatch debate -- Does job training work? : lessons from the Job Training Partnership Act -- Power and "empowerment" : the final frontier of job training -- The politics of job training : the legislative history of JTPA -- Job training after welfare reform : training for discipline -- Conclusion : job training as political diversion

This paper analyzes new data on job qualifications and training. Between 1983 and 1991, the share of workers reporting skill‐improvement training on their jobs increased as did the wage premium for this training. Even in 1991, however, 58 percent of all workers reported no training on their jobs, and 44 percent reported needing no special qualifications to obtain their jobs. Training rates are especially low for young and less‐educated workers. Skill demands appear to have shifted toward general and cognitive skills—best taught in formal training programs and schools—and away from specific and manual skills acquired through informal on‐the‐job training.

Using personnel records of 11,051 US Civil Service employees for 1974-1977, the relationship of institutional job training to salary is examined as a function of minority/sex group & time in the career. The results suggest that job training is especially important to employees early in their careers; that minorities & women receive less training than white Ms; & that the dollar returns to training vary by minority/sex group. The implications of these findings are discussed for administrative policies such as affirmative action. 3 Tables, 18 References. Modified HA

Recent years have seen a surge in work on the impacts of active labor market programs for numerous countries. However, little evidence has been presented on the effectiveness of such programs in China. Recent economic reforms, associated with massive lay-offs, and the accompanying public retraining programs make China fertile ground for rigorous impact evaluations. This study uses survey data from the two large industrial cities Shenyang and Wuhan, covering the period 1998 to 2000, to evaluate retraining programs for over 2000 workers two years after they had been observed as displaced and unemployed. Using a comparison group design, this study is, to our knowledge, the first evaluation of its kind in China. The evidence suggests that retraining helped workers find jobs in Wuhan, but had little effect in Shenyang. The study raises questions about the overall effectiveness of retraining expenditures, and it offers some directions for policy-makers about future interventions to help laid-off workers.