Workplace training in Myanmar: Determinants and wage returns

2021 ◽  
Author(s):  
John Rand ◽  
Henrik Hansen ◽  
Neda Trifkovic
Keyword(s):  
Workplace Training ◽  
Wage Returns

scholarly journals Communication and language skills pay off, but not everybody needs them

2021 ◽  
Vol 0 (0) ◽  
Author(s):  
Jiří Balcar ◽  
Lucie Dokoupilová
Keyword(s):  
Labour Market ◽  
Communication Skills ◽  
Cognitive Skills ◽  
English Language ◽  
Effective Communication ◽  
Standard Deviation Increase ◽  
Job Requirements ◽  
Wage Returns ◽  
And Gender ◽  
Basic Level

Abstract The importance of communication skills is increasing on the labour market and a further strengthening of this trend is expected due to Industry 4.0. This development will have significant consequences for individuals’ employability, requirements on educational outcomes and gender equality. This article employs data from a representative survey of Czech employees (N = 1,500) replenished with information on requirements on their communication skills (Effective communication, Czech language and English language) in order to explore (a) the distribution of communication skills requirements on the labour market, (b) personal and job characteristics related to work positions requiring highly developed communication skills, and (c) wage returns to these skills. The results show that one standard deviation increase in job requirements on communication skills is connected with 5.8% wage premium. However, not everybody needs well-developed communication skills. Only a quarter of employees needs highly developed effective communication, Czech and English languages, while there is also a quarter of employees that needs only a very basic level of communication skills. The results also revealed that females perform more communication-intensive occupations than males do. Cognitive skills and the need to excel represent other significant factors correlated with higher job requirements on communication skills.

Workplace policies and training in China: evidence from matched employee-employer data

2015 ◽  
Vol 36 (7) ◽  
pp. 986-1011 ◽  
Author(s):  
Vinod Mishra ◽  
Russell Smyth
Keyword(s):  
Organizational Performance ◽  
Causal Relationship ◽  
Professional Staff ◽  
Workplace Training ◽  
Cross Sectional ◽  
Content Type ◽  
Transitional Countries ◽  
Workplace Policies ◽  
And Training ◽  
Policies And Practices

Purpose – The purpose of this paper is to examine the extent to which workplace policies and practices are related to participation in, and frequency and duration of, workplace training, controlling for worker and workplace characteristics. Design/methodology/approach – The authors regress variables depicting participation, frequency and duration of workplace training on workplace policies and control variables. In the case of participation in training, the dependent variable is binary; hence, the authors use a logit model. To examine the number of times which employees participate in training and the number of days they spend training the authors use a Tobit model. The Lewbel (2012) method is used to examine whether there is a causal relationship between workplace policies and the frequency, and duration, of training. Findings – The findings suggest that about half of the workplace policies considered are positively correlated with the incidence and breadth of workplace training. There is also some support for the view that bundling of policies is positively correlated with the provision of workplace training. The Lewbel (2012) results suggest a causal relationship between a bundle of workplace policies and the frequency, and duration, of workplace training. There is, however, no evidence that workplace policies designed to devolve responsibilities to workers and incentivize staff polarizes skills through resulting in more training for professional staff over others. Originality/value – The authors use matched employer and employee cross-sectional data for Shanghai in China. To this point most studies that have examined the determinants of training use data for Europe or the USA. There are few studies of this sort for countries in other regions and, in particular, developing or transition countries. There are no studies at all on the relationship between workplace policies and practices designed to promote organizational performance and training in developing or transitional countries. This study addresses this gap in the understanding of the factors related to on-the-job training in transitional countries, such as China.

scholarly journals Soft Skills and Their Wage Returns: Overview of Empirical Literature

2014 ◽  
Vol 14 (1) ◽  
pp. 3-15 ◽  
Author(s):  
Jiří Balcar
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Soft Skills ◽  
Job Characteristics ◽  
Empirical Literature ◽  
Psychological Traits ◽  
Wage Returns ◽  
Two Factors ◽  
Methodological Approaches

Abstract Psychological traits, attitudes and soft skills represent factors whose effect on an individual’s wages has begun to be examined recently. Today, there is an extensive empirical body on wage returns to the first two factors, but still a relatively small one on wage returns to soft skills, such as communication, cooperation, leadership etc. The aim of this paper is to provide an overview of empirical literature on wage returns to soft skills. It suggests that soft skills are connected with significant wage returns and contribute to closing the gender wage gap. The end of the paper focuses on a discussion on methodological approaches to measurement of soft skills and relevancy of their approximation by job characteristics (incl. suggestion of using tools of competency modelling for this purpose).

scholarly journals Myyntityötä ja osallistumisen säätelyä

2020 ◽  
pp. 163-191
Author(s):  
Piia Mikkola ◽  
Riikka Nissi
Keyword(s):  
Working Life ◽  
Professional Practices ◽  
Workplace Training ◽  
Sales Work ◽  
Favorable Light

In this paper, we investigate the professional practices of hybrid artist-developers in contemporary working life. More specifically, we focus on a case where an artist instructs a theatre-based exercise in workplace training and study what kinds of skills it requires from the artist to act in this role outside the conventional art institutions. By utilizing the concept of sales work and investigating both the verbal and embodied resources in the design of the artists’ turn, we show how the position of the artist is both multifaceted and challenging. While inviting the audience members to participate in the exercise and directing its proceeding, the artist needs to constantly present the exercise in a favorable light – to “sell” it – as well as to reshape her actions according to the demands and turn-by-turn unfolding of the situation. We also show how the trainees can, for their part, regulate their participation in the exercise.

scholarly journals Does Education and Experience Matter in the Distribution of Wages in Nepal? A Quantile Regression Approach

2019 ◽  
pp. 1-14
Author(s):  
Pujan Adhikari ◽  
Kishor KC ◽  
Siddha Raj Bhatta
Keyword(s):  
Quantile Regression ◽  
Informal Sector ◽  
Wage Structure ◽  
Maximum Effect ◽  
Formal Sector ◽  
Market Returns ◽  
Agriculture Sector ◽  
Wage Returns ◽  
Return To Schooling ◽  
Experience Effect

 Labor market returns depend on the level of education as well as experience of the labors. Though education is argued to be the key determinant of wage rate, other factors such as the sector of employment, gender of the employee, marital status and work industry also matter. This paper investigates the returns from years of schooling and experience by examining the wage structure in formal, informal and agriculture sectors of Nepal. The Mincerion wage equation and quantile regression technique has been used to analyze such impact by utilizing the recent labor force survey data of Nepal. Our results show that wage returns are positively associated with schooling in all the three sectors. However, return to experience has negative association in case of agriculture sector. Furthermore, return to schooling has higher impact at higher quantile along with the distribution of wages in formal sector and informal sector. The maximum effect of education is 4 percent at 0.90 quantile in formal sector. An additional year of experience has high impact at lower-wage group in case of informal and formal sector. The effect varies from 9.2 percent at 0.1 quantile and 4.9 percent at 0.9 quantile in formal sector. The experience effect is higher at median (4.06 percent) in case of informal sector.

Workplace training: A growing national recognition

1986 ◽  
Vol 25 (9) ◽  
pp. 20-24
Author(s):  
David E. Welschadle ◽  
Mary Ann P. Weischadle
Keyword(s):  
Workplace Training
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