Employee selection, education, and firm-provided training

IF 3.8 4区 管理学 Q2 BUSINESS
Marco A. Barrenechea-Mendez, Pedro Ortín-Ángel, Eduardo C. Rodes
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Abstract

Theoretical debate suggests at least three strategies for firms to provide training to employees in the same job position: individualized and egalitarian with or without adaptation to the abilities of the recruited employees. The article provides a formal framework for deriving distinctive empirical implications regarding the relationship of these strategies with the firms’ selection policies, which are tested using a dataset of blue-collar workers in Spanish industrial plants. The evidence is consistent with the empirical implications of the egalitarian strategy with adaptation. This strategy entails providing the same level of training to all workers in the same job position and setting this level according to the average ability of recruited workers. Paradoxically, this strategy has not been used to interpret the results of the existing empirical literature. JEL CLASSIFICATION M53; M54; M21; J24
员工选拔、教育和公司提供的培训
理论辩论表明,公司至少有三种策略为同一职位的员工提供培训:个性化和平等化,无论是否适应招聘员工的能力。这篇文章提供了一个正式的框架,用于推导这些战略与企业选择政策之间关系的独特经验含义,并使用西班牙工业工厂蓝领工人的数据集进行了测试。这一证据与适应的平等主义战略的经验含义是一致的。这一战略要求为同一工作岗位的所有工人提供相同水平的培训,并根据招聘工人的平均能力设定这一水平。矛盾的是,这种策略并没有被用来解释现有实证文献的结果。JEL分类M53;M54;M21;J24
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
7.50
自引率
6.90%
发文量
14
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