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Should the firm or the employee pay for upskilling? A contract theory approach

Author

Listed:
  • Radu Vranceanu

    (ESSEC Business School, THEMA - Théorie économique, modélisation et applications - CNRS - Centre National de la Recherche Scientifique - CY - CY Cergy Paris Université)

  • Angela Sutan

    (BSB - Burgundy School of Business (BSB) - Ecole Supérieure de Commerce de Dijon Bourgogne (ESC), LESSAC - Laboratoire d'Expérimentation en Sciences Sociales et Analyse des Comportements - BSB - Burgundy School of Business (BSB) - Ecole Supérieure de Commerce de Dijon Bourgogne (ESC))

Abstract

Upskilling involves costly effort on behalf of existing employees to acquire new skills that are required to execute high value‐added projects. A firm‐financed training scheme allows the screening of applicants but comes with the cost of hidden actions, as some employees might train themselves yet continue working on low‐value projects. A policy relying on worker self‐training and incentive compatible contracts allows attracting more workers to high‐value projects, yet it must grant a positive informational rent to flexible workers. The analysis reveals the optimal contract specific to each of the two training schemes. The profit comparison shows that the training strategy depends on how large is the net value created by upskilling, which is a characteristic of the business or industry.
(This abstract was borrowed from another version of this item.)

Suggested Citation

  • Radu Vranceanu & Angela Sutan, 2023. "Should the firm or the employee pay for upskilling? A contract theory approach," Post-Print hal-03834832, HAL.
    • Handle: RePEc:hal:journl:hal-03834832
    DOI: 10.1002/mde.3674
    as

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