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How does job-training increase firm performance? The case of Morocco

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Author Info

  • Audrey Dumas
  • Saïd Hanchane
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    Abstract

    Purpose – The purpose of this paper is to evaluate the effects of job-training programs, initiated by the Moroccan government and called “special training contracts”, on the performance of Moroccan firms. Design/methodology/approach – Two databases (MICT, OFPPT) of Moroccan firms were considered. Matched databases were completed using a questionnaire survey. Panel data with 322 firms from 2001 to 2003 were obtained. Findings – The paper highlights that “special training contracts” is an efficient measure of public policy. Indeed, job-training programs increase the competitiveness and performance of Moroccan firms. Additionally, it was shown that firms have different perceptions of the role of public policy. It was emphasised that training effects are higher when training is considered as part of a human resources development strategy. On the contrary, when firms view public policy as just a financing opportunity, they do not get any returns from training. Practical implications – A better understanding of the role of STC may increase training efficiency. Originality/value – The case of an emerging country, Morocco, was studied. The conclusion of the analysis could provide solutions linking human resources management to issues of growth and long-term development.

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    Bibliographic Info

    Article provided by Emerald Group Publishing in its journal International Journal of Manpower.

    Volume (Year): 31 (2010)
    Issue (Month): 5 (September)
    Pages: 585-602

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    Handle: RePEc:eme:ijmpps:v:31:y:2010:i:5:p:585-602

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    Web page: http://www.emeraldinsight.com

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    Related research

    Keywords: Competitive strategy; Human resource management; Workplace training;

    References

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    1. Hausman, Jerry A. & Taylor, William E., 1981. "Panel data and unobservable individual effects," Journal of Econometrics, Elsevier, vol. 16(1), pages 155-155, May.
    2. Dominique Goux & Éric Maurin, 1997. "Les entreprises, les salariés et la formation continue," Économie et Statistique, Programme National Persée, vol. 306(1), pages 41-55.
    3. Breusch, Trevor S & Mizon, Grayham E & Schmidt, Peter, 1989. "Efficient Estimation Using Panel Data," Econometrica, Econometric Society, vol. 57(3), pages 695-700, May.
    4. Parent, D., 1995. "Wages and Mobility: the Impact of Employer-Provided Training," Cahiers de recherche 9507, Universite de Montreal, Departement de sciences economiques.
    5. Barron, John M & Black, Dan A & Loewenstein, Mark A, 1989. "Job Matching and On-the-Job Training," Journal of Labor Economics, University of Chicago Press, vol. 7(1), pages 1-19, January.
    6. Hübler, Olaf, 2006. "The Nonlinear Link between Height and Wages: An Empirical Investigation," IZA Discussion Papers 2394, Institute for the Study of Labor (IZA).
    7. Amemiya, Takeshi & MaCurdy, Thomas E, 1986. "Instrumental-Variable Estimation of an Error-Components Model," Econometrica, Econometric Society, vol. 54(4), pages 869-80, July.
    8. Booth, Alison L, 1993. "Private Sector Training and Graduate Earnings," The Review of Economics and Statistics, MIT Press, vol. 75(1), pages 164-70, February.
    9. Lynch, Lisa M, 1992. "Private-Sector Training and the Earnings of Young Workers," American Economic Review, American Economic Association, vol. 82(1), pages 299-312, March.
    10. John M. Barron & Mark C. Berger & Dan A. Black, 1999. "Do Workers Pay for On-The-Job Training?," Journal of Human Resources, University of Wisconsin Press, vol. 34(2), pages 235-252.
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