Training as a Human Resource Strategy: The Response to Staff Shortages and Technological Change
AbstractThis paper examines the ways that innovation status as opposed to technology use affects the training activities of manufacturing plants. It examines training that is introduced as a response to specific skill shortages versus training that is implemented in response to the introduction of advanced equipment. Advanced technology users are more likely to have workers in highly skilled occupations, to face greater shortages for these workers, and they are more likely to train workers in response to these shortages than are plants that do not use advanced technologies. The introduction of new techniques is also accompanied by differences in the incidence of training, with advanced technology users being more likely to introduce training programs than non-users. Here, innovation status within the group of technology users also affects the training decision. In particular, innovating and non-innovating technology users diverge with regards to the extent and nature of training that is undertaken in response to the introduction of new advanced equipment. Innovators are more likely to provide training for this purpose and to prefer on-the-job training to other forms. Non-innovators are less likely to offer training under these circumstances and when they do, it is more likely to be done in a classroom, either off-site or at the firm. These findings emphasize that training occurs for more than one reason. Shortages related to insufficient supply provide one rational. But it is not here that innovative firms stand out. Rather they appear to respond differentially to the introduction of new equipment by extensively implementing training that is highly firm-specific. This suggests that innovation requires new skills that are not so much occupation specific (though that is no doubt present) but general cognitive skills that come from operating in an innovative environment that involves improving the problem-solving capabilities of many in the workforce. These problem-solving capabilities occur in a learning-by-doing setting with hands on experience.
Download InfoIf you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
Bibliographic InfoPaper provided by Statistics Canada, Analytical Studies Branch in its series Analytical Studies Branch Research Paper Series with number 2001154e.
Date of creation: 04 Apr 2001
Date of revision:
Adult education and training; Education; training and learning; Human resources in science and technology; Innovation; Job training and educational attainment; Labour; Science and technology;
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Corak, Miles, 2001.
"Death and Divorce: The Long-Term Consequences of Parental Loss on Adolescents,"
Journal of Labor Economics, University of Chicago Press,
University of Chicago Press, vol. 19(3), pages 682-715, July.
- Miles Corak, . "Death and Divorce: The Long Term Consequences of Parental Loss on Adolescents," Canadian International Labour Network Working Papers 39, McMaster University.
- Heisz, Andrew & Corak, Miles, 1999. "Death and Divorce: The Long-term Consequences of Parental Loss on Adolescents," Analytical Studies Branch Research Paper Series 1999135e, Statistics Canada, Analytical Studies Branch.
- Bjorn, Gustafsson & Gustafsson, Bjorn & Osterberg, Torun & Corak, Miles, 2001.
"Intergenerational Influences on the Receipt of Unemployment Insurance in Canada and Sweden,"
Analytical Studies Branch Research Paper Series
2001159e, Statistics Canada, Analytical Studies Branch.
- Corak, Miles & Gustafsson, Björn Anders & Österberg, Torun, 2000. "Intergenerational Influences on the Receipt of Unemployment Insurance in Canada and Sweden," IZA Discussion Papers 184, Institute for the Study of Labor (IZA).
- Wolfson, Michael, 1995. "Socio-economic Statistics and Public Policy: A New Role for Microsimulation Modeling," Analytical Studies Branch Research Paper Series 1995081e, Statistics Canada, Analytical Studies Branch.
- Lin, Zhengxi & Picot, Garnett & Yates, Janice, 1999. "The Entry and Exit Dynamics of Self-employment in Canada," Analytical Studies Branch Research Paper Series 1999134e, Statistics Canada, Analytical Studies Branch.
- Sergio Scicchitano, 2010. "Complementarity between heterogeneous human capital and R&D: can job-training avoid low development traps?," Empirica, Springer, vol. 37(4), pages 361-380, November.
- Sabourin, David, 2001. "Skill Shortages and Advanced Technology Adoption," Analytical Studies Branch Research Paper Series 2001175e, Statistics Canada, Analytical Studies Branch.
- Zhang, Xuelin & Morissette, Rene, 2001. "Which Firms Have High Job Vacancy Rates in Canada?," Analytical Studies Branch Research Paper Series 2001176e, Statistics Canada, Analytical Studies Branch.
- repec:ebl:ecbull:v:15:y:2007:i:2:p:1-11 is not listed on IDEAS
- Sergio Scicchitano, 2002. "Complementarity between heterogeneus human capital and R&D: can job-training avoid low development traps?," Working Papers 70, University of Rome La Sapienza, Department of Public Economics.
- Mattalia, Claudio, 2012. "Human capital accumulation in R&D-based growth models," Economic Modelling, Elsevier, vol. 29(3), pages 601-609.
- Julie Turcotte & Lori Whewell Rennison, 2004. "The Link between Technology Use, Human Capital, Productivity and Wages: Firm-level Evidence," International Productivity Monitor, Centre for the Study of Living Standards, Centre for the Study of Living Standards, vol. 9, pages 25-36, Fall.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Mark Brown).
If references are entirely missing, you can add them using this form.