Private Sector Training. Who Gets It and What Are Its Effects?

Autor/inn/en	Lillard, Lee A.; Tan, Hong W.
Institution	Rand Corp., Santa Monica, CA.
Titel	Private Sector Training. Who Gets It and What Are Its Effects?
Quelle	(1986), (99 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
ISBN	0-8330-0719-X
Schlagwörter	Quantitative Daten; Continuing Education; Corporate Education; Economically Disadvantaged; Education Work Relationship; Educational Attainment; Employment Patterns; Enrollment Influences; Females; Industrial Training; Inplant Programs; Job Skills; Nonschool Educational Programs; On the Job Training; Postsecondary Education; Salaries; Staff Development; Technological Advancement; Unemployment + Suchen Sie Ihr Suchwort? Weiterbildung; Bildungsabschluss; Bildungsgut; Beschäftigungsstruktur; Weibliches Geschlecht; Betriebliche Berufsausbildung; Gewerblich-industrielle Ausbildung; Industriebetriebslehre; Betriebliche Weiterbildung; Produktive Fertigkeit; Training-on-the-Job; Post-secondary education; Tertiäre Bildung; Entlohnung; Gehalt; Personnel development; Personalentwicklung; Technological development; Technologische Entwicklung; Arbeitslosigkeit
Abstract	Training after high school in the United States was studied to determine who is trained and the extent of training, as well as economic consequences of training. Data sources were the Current Population Survey (CPS) of 1983, the National Longitudinal Surveys (NLS) of Labor Market Experience (NLS Young Men, Mature Men, and Women cohorts for 1967 to 1980); and the Employment Opportunities Pilot Projects Surveys (training of the economically disadvantaged in 1979 and 1980). It was found that nearly 40% of both men and women in the CPS reported undertaking training to improve current job skills. For a given 2-year period in the NLS, the fractions of young men, career women, and mature men reporting some training were about 30%, 24%, and 10%, respectively. For all three groups, the employer was the single most important source of training. Only 11% of the disadvantaged sample reported some training over a similar time interval, with a relatively low proportion getting training from company sources. Also assessed are analyses concerning factors that determine the probability of getting training for each source and type of training, and the effects of training on earnings, earnings growth, and employment stability. (SW)
Anmerkungen	The Rand Corporation, 1700 Main Street, P.O. Box 2138, Santa Monica, CA 90406-2138 ($7.50 per copy; 25% discount on orders of 25 or more).
Erfasst von	ERIC (Education Resources Information Center), Washington, DC