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Ausbildungsmotive und die Zeitaufteilung der Auszubildenden im Betrieb

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  • Felix Wenzelmann

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    Abstract

    This Paper analyzes training motives of firms and the allocation of productive tasks at the workplace using data from the cost-benefit-survey of the Federal Institute for Vocational Education and Training for the year 2007 (BIBB-CBS 2007). We distinguish between two training motives, the investment and the production motive of training. The identification of these motives is via the retention strategy of the firm, which can be: retaining all apprentices, retaining only a part of them or retaining only in exceptional cases. The time apprentices are available for the firm is divided up into three categories: times of unskilled productive tasks, times of skilled productive tasks and times of “unproductive” tasks. It can be shown that in investment oriented firms the shares of unproductive tasks are higher than in firms following the production motive. Additionally we analyze which other factors influence the allocation of task in the training firm. Especially the general school competence the apprentices have achieved before starting the training has a positive influence on the share of skilled tasks. Copyright Institut für Arbeitsmarkt- und Berufsforschung 2012

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    Bibliographic Info

    Article provided by Springer in its journal Journal for Labour Market Research.

    Volume (Year): 45 (2012)
    Issue (Month): 2 (July)
    Pages: 125-145

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    Handle: RePEc:spr:jlabrs:v:45:y:2012:i:2:p:125-145

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    Related research

    Keywords: Betriebliche Ausbildung; Produktionsmotiv; Investitionsmotiv; Ausbildungsorganisation; Humankapital; D22; J24; J31;

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    References

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    1. Mohrenweiser, Jens & Zwick, Thomas, 2008. "Why Do Firms Train Apprentices? The Net Cost Puzzle Reconsidered," ZEW Discussion Papers 08-019, ZEW - Zentrum für Europäische Wirtschaftsforschung / Center for European Economic Research.
    2. Acemoglu, Daron & Pischke, Jorn-Steffen, 1999. "Beyond Becker: Training in Imperfect Labour Markets," Economic Journal, Royal Economic Society, vol. 109(453), pages F112-42, February.
    3. Lindley, Robert M, 1975. "The Demand for Apprentice Recruits by the Engineering Industry, 1951-71," Scottish Journal of Political Economy, Scottish Economic Society, vol. 22(1), pages 1-24, February.
    4. Anke S. Kessler & Christoph Lülfesmann, 2006. "The Theory of Human Capital Revisited: on the Interaction of General and Specific Investments," Economic Journal, Royal Economic Society, vol. 116(514), pages 903-923, October.
    5. Acemoglu, D. & Pischki, J.S., 1996. "Why Do Firms Train? Theory and Evidence," Working papers 96-7, Massachusetts Institute of Technology (MIT), Department of Economics.
    6. Mohrenweiser, Jens & Zwick, Thomas & Backes-Gellner, Uschi, 2013. "Poaching and firm-sponsored training: First clean evidence," ZEW Discussion Papers 13-037, ZEW - Zentrum für Europäische Wirtschaftsforschung / Center for European Economic Research.
    7. Dionisius, Regina & Mühlemann, Samuel & Pfeifer, Harald & Walden, Günter & Wenzelmann, Felix & Wolter, Stefan C., 2008. "Cost and Benefit of Apprenticeship Training: A Comparison of Germany and Switzerland," IZA Discussion Papers 3465, Institute for the Study of Labor (IZA).
    8. Jens Mohrenweiser & Uschi Backes-Gellner, 2010. "Apprenticeship training: for investment or substitution?," International Journal of Manpower, Emerald Group Publishing, vol. 31(5), pages 545-562, September.
    9. Stevens, Margaret, 1994. "An Investment Model for the Supply of Training by Employers," Economic Journal, Royal Economic Society, vol. 104(424), pages 556-70, May.
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    Cited by:
    1. Pahnke, André & Icks, Annette & Kay, Rosemarie, 2013. "Übernahme von Auszubildenden: Betriebsgrößenspezifische Analysen," IfM-Materialien 221, Institut für Mittelstandsforschung (IfM) Bonn.

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