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This paper examines the determinants of job-related training and workplace voice. Using data from a unique 2016 cross-national survey of Australian, British, Canadian and American employees, the paper contrasts two classic formulations in the literature; (1) the neoclassical/human capital approach which predicts that individual characteristics (such as age and education) which increase the efficiency of learning, will have the largest impact on the allocation of training (i.e. younger and more educated employees will be afforded training) and (2) the traditional institutional approach which favors the structural characteristics present at the industry and firm level, the nature of the job itself and the strategic choices of firms as the major predictors of job-related training.

We find that age - a key factor in the human capital model - plays a significant role in the allocation of training but that education (in keeping with recent evidence) does not. In sum the human capital model provides, at best, only a partial explanation for the differences in training observed across individuals. In contrast, variables invoked by the institutional literature (i.e. occupation level; industry; ownership type; and market structure) are highly significant and account for a much greater proportion of the variance in training observed across workers. Other institutional factors such as the presence of a union and a human resource department were strong positive predictors of job-related training. But most important were product-market strategy and employee voice. Respondents working in firms utilizing a 'high road/high quality' product/service strategy and with a workplace consultative committee were significantly more likely to receive training than similar workers employed in observably similar firms. This last finding supports the industrial relations view of voice as an important channel by which training is optimally delivered inside the firm.

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This study fills the gaps in existing research on HRM [human resources management] in Australian SMEs [small and medium enterprises] by considering a wide range of standard human resource (HR) practices and some industrial relations practices. The small business sector has been regarded as the natural home for 'bleak house' human resource management practices typified by low uptake of human resource practices, little or no collective representation of employees and little or no employee participation. The results, reporting a national study (n=1435) on human resource management practices in Australian SMEs, reveal a moderate take-up of human resource management practices. These findings by themselves do not support what Storey has called the 'bleak house' scenario in Australian SMEs. However, there are factors that may have a negative impact on the relative positive picture portrayed in this study, when the impact of organisational size, the presence of a HR manager and prevalence of a strategic plan on the uptake of HR practices in SMEs are considered, together with low unionisation, low employee participation and a low incidence of collective practices.

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This working paper explores the multiple dimensions of women's access to good quality jobs. While addressing gender gaps in labor force participation rates remains a critical concern in several countries, it is essential to also focus on the quality of the jobs that women have access to and ask whether those jobs can be transformative for women's empowerment. Three main dimensions of job quality or better jobs are discussed: (1) earnings/wages; (2) job security and stability, which is often determined by the types of jobs that women do, the sectors they work in, and whether these jobs are stable, secure and covered by labor laws and/or benefits; and (3) quality of working conditions, which covers the non-economic dimensions of a working environment and includes occupational safety, workplace relations, the risk of sexual harassment at work and overall job satisfaction, however, discussion of this dimension is limited by the scarce amount of data available.

The paper draws on the available literature and evidence from a variety of projects and initiatives in order to highlight for policy makers some possible solutions to address the multiple dimensions of the 'quality gap' on women's jobs. Some suggested actions include: address childcare, parental leave and working conditions; open pathways to good jobs; foster women's career progress; and systematically address legal and regulatory inequalities.

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This handbook comprises two volumes: 'Developments in research methods and their applications' (volume 4A) and 'New developments and research on labor markets' (volume 4B). The purpose is to examine what new tools and models economists can use to understand how individuals participate in labor markets. Using a mixture of conceptual models and empirical research, the contributors demonstrate how better data and advanced experiments help them apply economic theory, producing better analyses and conclusions. The chapters show how labor economists are developing new and innovative ways to measure key parameters and test important hypotheses. Volume 4A contains the following chapters: Decomposition methods in economics / Nicole Fortin, Thomas Lemieux, Sergio Firpo; Field experiments in labor economics / John A. List, Imran Rasul; Lab labor: what can labor economists learn from the lab? / Gary Charness, Peter Kuhn; The structural estimation of behavioral models: discrete choice dynamic programming methods and applications / Michael P. Keane, Petra E. Todd, Kenneth I. Wolpin; Program evaluation and research designs / John DiNardo, David S. Lee; Identification of models of the labor market / Eric French, Christopher Taber; Search in macroeconomic models of the labor market / Richard Rogerson, Robert Shimer; Extrinsic rewards and intrinsic motives: standard and behavioral approaches to agency and labor markets / James B. Rebitzer, Lowell J. Taylor. Volume 4B contains: Earnings, consumption and life cycle choices / Costas Meghir, Luigi Pistaferri; Racial inequality in the 21st century: the declining significance of discrimination / Roland G. Fryer; Imperfect competition in the labor market / Alan Manning; Skills, tasks and technologies: implications for employment and earnings / Daren Acemoglu, David Autor; Institutional reforms and dualism in European labor markets / Tito Boeri; Local labor markets / Enrico Moretti; Human capital development before age five / Douglas Almond, Janet Currie; Recent developments in intergenerational mobility / Sandra E. Black, Paul J. Devereux; New perspectives on gender / Marianne Bertrand; Great expectations: law, employment contracts, and labor market performance / W. Bentley MacLeod; Human resource management and productivity / Nicholas Bloom, John Van Reenen; Personnel economics: hiring and incentives / Paul Oyer, Scott Schaefer. Show less

Increasing the skills and productivity of Australia's workforce is a priority for the [New South Wales] NSW and Federal Governments. While funds to the vocational education and training (VET) system have been substantially increased, attention should also be given to improving the workplace conditions of those undertaking training as a way to improve VET outcomes. This report focuses on how the completion rate of apprentices and trainees can be improved, as well as considering other factors that may be associated with improved VET outcomes.

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Based on research in England and Wales in 1994, this paper presents a national picture of the new relations of colleges, schools and schemes in the competition for 16 to 19 year old pupils, students and trainees at a local level. It reveals common emerging patterns together with local variations and relates them to the new mixed economy of semi-privatised state provision of learning in ‘The Contracting State’. The unlikelihood of reaching the revised national targets is related to the competition between colleges and schools that has resulted from the new ‘knowledge policy’ supported by this new state. In relation to the recent merger of the Department for Education with the Employment Department this is referred to as a policy of ‘Education Without Employment’. Show less

This publication has been prepared with the precise objective of supporting trade union training activities directed both to negotiate and participate in the management of vocational training strategies, in particular within the working places. It deals with aspects regarding the historical definition and evolution of the vocational training concept, the main training variables liable to be found in an heterogeneous entrepreneurial world, the basic features of collective bargaining with respect to training, as well as different alternatives and tools for trade union participation in the management of training plans and strategies.

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This paper presents an initial empirical assessment of the significance of learning agreements. It draws upon six case studies of organisations where learning agreements have been concluded in order to explore the nature and scope of such agreements; how they connect with the broader industrial relations environment; and whether they have influenced the development of organisational learning cultures and performance outcomes. [The authors'] findings suggest that the adoption of a partnership-based approach to learning is more important for the advancement of the learning agenda at the workplace than the conclusion of a formal learning agreement. Such agreements are nevertheless able to contribute to the sustainability of learning partnerships when they result in the establishment of effective workplace learning committees, and embed trade union involvement in the development of the learning agenda. Equally significantly, [the authors'] findings indicate that the best outcomes in terms of the trajectory of employee participation in learning and the development of workplace learning cultures are associated with learning partnerships in which there is a relatively even balance of power between employers and unions.

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The Industry Training Federation (ITF) has investigated the new industry training organisation (ITO) role to ‘develop arrangements for the collective representation of employees in the governance of the organisation’. The findings suggest that employee representation in industry training needs to reflect the current and future organisation of work. The current funding mechanisms for industry training may not fully permit the participation of part-time, seasonal and transitory workers in training and decision making about their training. In addition, there are many self-employed people such as farmers or small business owners that are excluded from industry training due to policy constraints on funding. In 2001, over 600,000 New Zealand workers were part-time or self employed. For industry to reach its potential, industry training needs to be accessible for workers capable of making additional contributions through up-skilling. In addition, for industry training to be as relevant as it can be, those workers need to be involved in the process of creating industry training. This report presents the view of key participants in the collective representation of employees. The report provides contexts and lessons that will assist industry training stakeholders to make assessments of what has occurred so far, and what might be done better in future. Show less

The right to Time off for Study or Training (TfST) which came into effect in 1999, gives employees aged 16 or 17 an entitlement to reasonable time off from work to achieve a qualification at National Vocational Qualifications (NVQ) Level Two or equivalent. This report, in its first stage, is a qualitative assessment of the initial impact of this new legislation. It is based on interviews with representatives of Regional Government Offices, careers services, Training and Enterprise Councils (TECs), National Training Organisations (NTOs), business representative organisations, employers and young people. The report provides information on the target group of young people, approach to the legislation, promotion of the right to TfST, barriers to TfST and possible future trends in take-up of financial assistance which at present has been low. Show less