Access the full text.
Sign up today, get DeepDyve free for 14 days.
Anke Kessler, C. Lülfesmann (2000)
The Theory of Human Capital Revisited: On the Interaction of General and Specific InvestmentsWiley-Blackwell: Economic Journal
E. Katz, A. Ziderman (1990)
Investment in General Training: The Role of Information and Labour MobilityThe Economic Journal, 100
W. Shadish, T. Cook, Donald Campbell, Boston, Houghton
Uncorrected Page Proofs
D. Harhoff, Thomas Kane (1996)
Is the German apprenticeship system a panacea for the U.S. labor market?Journal of Population Economics, 10
R. Lindley (1975)
The Demand for Apprentice Recruits by the Engineering Industry, 1951-71Scottish Journal of Political Economy, 22
Thomas Zwick (2007)
Apprenticeship Training in Germany - Investment or Productivity Driven?European Economics eJournal
D. Acemoglu, Jörn-Steffen Pischke (1996)
Why Do Firms Train? Theory and EvidenceNBER Working Paper Series
F. Büchel, R. Neubäumer (2001)
Ausbildungsinadäquate Beschäftigung als Folge branchenspezifischer Ausbildungsstrategien, 34
R. Geel, J. Mure, U. Backes‐Gellner
Occupational specificity and mobility: an empirical study based on Lazear's skill‐weights approach
Jörg Drechsler (2011)
The IAB Establishment Panel
K. Goggel, Thomas Zwick (2012)
Heterogeneous Wage Effects of Apprenticeship TrainingERN: Other Macroeconomics: Production & Investment (Topic)
(1999)
Ausbildungsintensität und Ausbildungsbeteiligung von Betrieben: Theoretische Erklärungen und empirische Ergebnisse auf der Basis des IAB-Betriebspanels 1997
W. Franz, D. Soskice (1994)
The German apprenticeship system
Harald Pfeifer, Gudrun Schönfeld, Günter Walden, Felix Wenzelmann (2007)
Kosten und Nutzen der betrieblichen Berufsausbildung
Simone Janßen, C. Pfeifer (2009)
Betriebsinterne Arbeitsmärkte, Hierarchien und Neueinstellungen: Eine empirische Untersuchung mit PersonaldatenZeitschrift für Betriebswirtschaft, 79
(2008)
Occupational Specificity and Mobility
W. Smits, Thomas Zwick (2004)
Why do business service firms employ fewer apprentices?: A comparison between Germany and The NetherlandsInternational Journal of Manpower, 25
Jens Mohrenweiser, Thomas Zwick, Nichttechnische Zusammenfassung, K. Göggel, Simone Janßen, M. Kräkel, C. Pfeifer, Juerg Schweri, S. Wolter
Rechts-, Wirtschafts-und Verwaltungswissenschaftliche Sektion Fachbereich Wirtschaftswissenschaften Diskussionspapiere Der Dfg- Forschergruppe (nr.: 3468269275): Heterogene Arbeit: Positive Und Normative Aspekte Der Qualifikationsstruktur Der Arbeit Why Do Firms Train Apprentices? the Net Cost Puzzl
J. Pontusson, Joel Rogers, W. Streeck (1997)
Works Councils: Consultation, Representation, and Cooperation in Industrial RelationsContemporary Sociology, 26
U. Beicht, G. Walden, H. Herget
Kosten und Nutzen der betrieblichen Berufsausbildung in Deutschland
R. Euwals, R. Winkelmann (2004)
Training intensity and first labor market outcomes of apprenticeship graduatesInternational Journal of Manpower, 25
O. Hübler, Uwe Jirjahn (2001)
Works Councils and Collective Bargaining in Germany: The Impact on Productivity and WagesLabor: Public Policy & Regulation
Regula Geel, Johannes Mure, U. Backes-Gellner (2011)
Specificity of occupational training and occupational mobility: an empirical study based on Lazear’s skill-weights approachEducation Economics, 19
C. Dustmann, Uta Schnberg (2004)
Training and Union WagesThe Review of Economics and Statistics, 91
D. Soskice (1994)
Reconciling Markets and Institutions: The German Apprenticeship SystemResearch Papers in Economics
Stefan Wolter, Jürg Schweri, Samuel Mühlemann (2003)
Why Some Firms Train Apprentices and Many Others Do NotGerman Economic Review, 7
W. Franz, Volker Zimmermann (2002)
The transition from apprenticeship training to workInternational Journal of Manpower, 23
Walther Müller-Jentsch (1995)
Germany: From Collective Voice to Co-management
D. Acemoglu, Jörn-Steffen Pischke (1998)
The Structure of Wages and Investment in General TrainingJournal of Political Economy, 107
E. Lazear (2009)
Firm‐Specific Human Capital: A Skill‐Weights ApproachJournal of Political Economy, 117
Wolfgang Schwerdt, S. Bender (2003)
Was tun Lehrlinge nach ihrer Ausbildung?: eine Analyse mit dem Linked Employer-Employee-Datensatz des IAB (What do apprentices do after their training?: an analysis using the IAB Linked Employer-Employee dataset), 36
R. Dionisius, S. Muehlemann, H.U. Pfeifer, G. Walden, F. Wenzelmann, S.C. Wolter
Cost and benefit of apprenticeship training – a comparison of Germany and Switzerland
S. Wolter (2012)
Cost and Benefit of Apprenticeship Training
Purpose – The purpose of this paper is to derive an empirical method to identify different types of training strategies of companies based on publicly available company data. Design/methodology/approach – Using a ten‐year panel, the within‐firm retention rate, defined as the average proportion of apprentices staying in a company in relation to all apprenticeship graduates of a company over several years, was analyzed. The within‐firm retention rate is used to identify these companies' training strategies. Findings – It was shown that companies' motivation for apprenticeship training in Germany is not homogeneous: 19 percent of all companies follow a substitution strategy and 44 percent follow an investment strategy. The determinants of the substitution strategy were estimated and, for example, sizeable differences were found between sectors with different skill requirements and between firms' coverage of industrial relations. Research limitations/implications – The method is well suited to classify substitution‐motivated training firms but it is less precise in identifying the investment motivation. Moreover, very small firms which train only one apprentice need longer panel duration for precise results and therefore the classification results are less precise for very small firms. Practical implications – The classification can be used to identify determinants of company participation in apprenticeship training and to predict changes in demand for apprentices. Originality/value – A simple and innovative method of identifying different types of training motivation with publicly available company data was derived, which has so far been possible only with very detailed company‐specific apprenticeship surveys.
International Journal of Manpower – Emerald Publishing
Published: Aug 17, 2010
Keywords: Apprenticeships; Training; Human capital
Read and print from thousands of top scholarly journals.
Already have an account? Log in
Bookmark this article. You can see your Bookmarks on your DeepDyve Library.
To save an article, log in first, or sign up for a DeepDyve account if you don’t already have one.
Copy and paste the desired citation format or use the link below to download a file formatted for EndNote
Access the full text.
Sign up today, get DeepDyve free for 14 days.
All DeepDyve websites use cookies to improve your online experience. They were placed on your computer when you launched this website. You can change your cookie settings through your browser.