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Employee Training: An International Perspective


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  • Kapsalis, Constantine


Canada’s training effort relative to the rest of the IALS countries, measured in terms of hours of training per employee, was found to be average. The average employee in Canada received 44 hours of training in 1994, similar to the hours of training per employee in Switzerland, the United States and Germany. However, Canada’s training effort was considerably less than the Netherlands (74 hours per employee). One finding of particular interest to Canada is the virtual equality of training effort, measured in hours of training per employee, between Canada and the United States. This comparison is important for Canada because of its extensive trade links to the United States. Also, comparisons between Canada and the United States are more accurate than comparisons to other countries because of the similarity in training institutions between the two countries. By contrast, comparisons of Canada to other countries should be treated as broad indicators, rather than precise measures. Canada’s balance between employer- and employee-supported training was also average. Compared to the United States, for example, Canadian employees usually receive somewhat more training on their own, whereas United States employees tended to receive somewhat more training through their employer. Particularly interesting is the fact that Canada had the highest rate of employees reporting that they wanted to take more career or job-related training. Although interpretations of this statistic differ, we can reasonably conclude that Canadian employees are relatively more supportive of further training than those in the other countries.

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Bibliographic Info

Paper provided by University Library of Munich, Germany in its series MPRA Paper with number 25754.

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Date of creation: Dec 1997
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Handle: RePEc:pra:mprapa:25754

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Keywords: adult training;

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  1. Harhoff, Dietmar & Kane, Thomas J, 1996. "Is the German Apprenticeship System a Panacea for the US Labour Market?," CEPR Discussion Papers 1311, C.E.P.R. Discussion Papers.
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Cited by:
  1. Haak, Carroll, 2003. "Weiterbildung in kleinen und mittleren Betrieben: ein deutsch-dänischer Vergleich," Discussion Papers, Research Unit: Labor Market Policy and Employment SP I 2003-101, Social Science Research Center Berlin (WZB).
  2. Campolieti, Michele & Fang, Tony & Gunderson, Morley, 2009. "Labour Market Outcomes and Skills Acquisition of High-School Dropouts," CLSSRN working papers clsrn_admin-2009-25, Vancouver School of Economics, revised 15 Mar 2009.
  3. Haak, Carroll, 2003. "Weiterbildung in kleinen und mittleren Betrieben : ein deutsch-dänischer Vergleich (In-company further training in small and medium-sized companies * a German-Danish comparison)," Mitteilungen aus der Arbeitsmarkt- und Berufsforschung, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany], vol. 36(2), pages 166-186.
  4. Kapsalis, Constantine, 2000. "Literacy Profile of Ontario’s Youth," MPRA Paper 26139, University Library of Munich, Germany.
  5. repec:iab:iabmit:v:36:i:2:p:166-186 is not listed on IDEAS
  6. Kapsalis, Constantine, 1998. "An International Comparison of Employee Training," MPRA Paper 25701, University Library of Munich, Germany.
  7. Andrew Jackson, 2005. "Productivity and Building Human Capital for the "Bottom Third"," International Productivity Monitor, Centre for the Study of Living Standards, vol. 11, pages 7-13, Fall.
  8. Kapsalis, Constantine, 1998. "The Connection between Literacy and Work: Implications for Social Assistance Recipients," MPRA Paper 25737, University Library of Munich, Germany.
  9. Kapsalis, Constantine, 2000. "Catching up with the Swedes: Probing the Canada-Sweden Literacy Gap," MPRA Paper 25753, University Library of Munich, Germany.
  10. Yanick Labrie & Claude Montmarquette, 2005. "La formation qualifiante et transférable en milieu de travail," CIRANO Project Reports 2005rp-04, CIRANO.


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