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Utilizing the 1995 Adult Education Interview compiled by the National Center for Education Statistics, this study examined the determinants of training participation among adult female employees. Drawing on Sterns’s (1986) model of individual decision-making about training, we hypothesized that baby boomer cohorts of women would have higher rates of training participation than younger and older cohorts of women. This hypothesis was confirmed by results on age group variables. We also confirmed that both mandatory continuing education requirements and technological innovation in clerical occupations increased the likelihood of overall training participation among baby boomers, while only mandatory continuing education requirements significantly affected the overall training likelihoods of older and younger cohorts. Findings for disaggregated categories of training suggest that employer-support may be critical to female training participation, especially in lower wage occupations.

Employability has been suggested as an alternative to job security in response to more flexible work arrangements, arguing that the important question for employees is no longer the security of their current job, but their employment security in the labour market. The purpose of this paper is to test two core assumptions of this argument: first, is employability associated with a lower preference for job security? And second, are individuals with lower job security in fact compensated with higher employability? Both assumptions have received criticism in recent literature. The focus is on employees’ perceived basic and aspiring employability. The former refers to employees’ expectations of remaining in employment and the latter to expectations of upward mobility.

The data used in the analysis were nationally representative Norwegian survey data from 12,945 employees (2009–2013).

Employees with higher aspiring employability and education levels have a significantly lower preference for job security, but this is not the case for employees with higher basic employability. Additionally, while employees with lower job security have higher aspiring employability, they have lower basic employability and receive less employer-supported training.

The current paper is the first to investigate how employability relates to the employees’ own preference for job security. In line with critics of the employability argument, the results support that job security continues to be an important protection mechanism. Moreover, employees with low job security lose out twice as employers also invest less in their training and future employability.

This paper presents a typology exploring employers’ perceptions of the quality of available applicants and employers decisions to buy qualified staff vs. to hire available workers and then make i.e. develop them via employer-supported training.

This study uses 2015 survey data from Southwestern Ontario, Canada, based on responses from 834 employers regarding their hiring, separations, training and other HRM policies.

Among surveyed employers, 10% are “Reliants” who found the quality of available applicants to be low, yet these employers do not provide employee training. Almost half of employers (at 45%) are “Developers” who find the quality of applicants to be low but they do provide employee training. Approximately, 7% of employers are “Poachers” who find that the quality of applicants is high and do not provide employee training, while 38% are Refiners, who find the quality of applicants is high and they provide employee training.

Employers need to make their training decisions in alignment with their assessment of the quality of job applicants to whom they have access. In this paper, decisions on training and applicant quality are considered concurrently. From an academic viewpoint, the findings raise the issue as to whether other stakeholders (such as educational institutions) are sufficiently helping individuals gain the skills, credentials and work experiences that employers are seeking. If job openings are remaining unfilled because employers are unwilling to hire those available, then applicants lose, employers lose and societies lose.

The tourist industry in the Association of South East Asian Nations (ASEAN) region has grown at an unprecedented rate, keenly reflecting the rapid growth of the individual economies of the region. Associated training and manpower development efforts — keys to a position of competitiveness — however, have not kept pace with this growth. While various measures have been suggested to develop manpower capabilities in the tourism sector in this region, efforts to meet obligations are arguably insufficient. This paper traces recent developments in the tourist industry in ASEAN and its region and examines training and manpower development challenges that the region faces at present. This article also suggests ways to address those issues.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Training courses for workers are a vital part of an organization’s efforts to keep ahead of the game. Gone are the days when people trained for a job and then said “goodbye” to learning for ever. Now continuous training – providing educational opportunities for employees to better understand their role and meet new challenges, particularly those that occur in a dynamic marketplace and as a result of technological advances – ought never to be overlooked or avoided.

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The workforce is aging in all industrialized nations and the retention of older workers will become one of the dominant issues in the coming decades. Training is an important component of retention and the availability of training is critical for retaining older workers.

Studies conducted in 2001 and 2003 assessed the extent to which Canadian organizations are adapting their training practices to respond to the aging workforce. Human resource executives were asked the extent to which their organization was currently engaging in training practices targeting older managerial and professional employees.

Organizations were most likely to be providing access to training and retraining, but fewer than 10 percent of the organizations in 2003 were highly engaged in doing this. Organizations were less likely to be adjusting training methods to accommodate the needs of older employees. There was little attempt to provide age awareness training to managers of older employees.

The challenge for organizations will be to close the gaps that currently exist between the practices that are important in retaining older managerial and professional employees and the extent to which organizations are engaging in these practices. Ensuring access to training, customizing training methods, and providing age awareness training require immediate attention.

Little research has been conducted on older workers in Canada. The findings raise some serious concerns about the response of Canadian organizations to the aging workforce and identify areas of training and development that need to be addressed.

Contextualises a number of concerns related to the usage of National and Scottish Vocational Qualifications by both employers and employees in Britain. It provides an analysis of the main factors that are likely to affect the ways in which the newly formed Learning and Skills Council interacts with this well established, but controversial system of vocational qualifications.

This paper analyzes the results of a survey about labor mobility of a sample of 1,182 Spanish employees. The results indicate that women have lower mobility than men, and that the mobility of men and women is explained by different factors. The employee’s perceptions about job satisfaction, pay fairness, and employment stability are also more explicative of job mobility than traditional job‐related factors, such as wages or training. These results have managerial implications for the segmentation of men and women in the labor market.

The purpose of this paper is to verify whether higher education increases the likelihood of young Italian workers moving from non‐standard to standard wage contracts.

The authors exploit a data set on labour market flows, produced by the Italian National Statistical Office, by interviewing about 85,000 graduate and non‐graduate individuals aged 15‐29 in transition between five labour market states: standard wage employment; non‐standard wage employment; self‐employment; unemployment; inactivity. From these data, an average six‐year transition matrix was constructed whose coefficients can be interpreted as probabilities of moving from one state to another over time.

As the authors find evidence for the so‐called stepping stone hypothesis (that is, a higher probability of moving to a permanent job for individuals starting from a temporary job), the authors expect graduates to be more likely to pass from non‐standard to standard wage contracts than non‐graduates, because the signalling effect of education is enhanced by the stepping stone effect of non‐standard wage contracts. Nevertheless, the authors find that non‐standard wage contracts of graduates are more likely to be terminated as bad job/worker matches.

This paper adds to the empirical literature on the probability of young workers moving from non‐standard wage contracts to a permanent job. By separating graduates from non‐graduates, it was found that education reduces the likelihood of passing from non‐standard to standard wage contracts. The authors interpret this result as evidence of the changing labour market that makes it more difficult to infer the productivity of graduates as opposed to non‐graduates.