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on Human Capital and Human Resource Management |
| By: | Mendolicchio, Concetta (Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany]); Paolini, Dimitri; Pietra, Tito |
| Abstract: | "We study a two-sector economy with investments in human and physical capital and imperfect labor markets. Human and physical capital are heterogeneous. Workers and firms endogenously select the sector they are active in and choose the amount of their sector-specific investments. To enter the high-skill sector, workers must pay a fixed cost that we interpret as a direct cost of education. Given the distribution of the agents across sectors, at equilibrium, in each sector there is underinvestment in both human and physical capital, due to non-contractibility of investments. A second source of inefficiency is related to the self-selection of the agents into the two sectors: typically too many workers invest in education. Under suitable restrictions on the parameters, the joint effect of the two distortions is that equilibria are characterized by too many people investing too little effort in the high skill sector. We also analyze the welfare properties of equilibria and study the effects of several tax policies on the total expected surplus. In particular, consider the equilibrium associated with a flat labor income tax. Under suitable restrictions on the parameters, a revenue neutral progressive change in the marginal tax rates is welfare improving." (author's abstract, IAB-Doku) ((en)) |
| JEL: | J24 H2 |
| Date: | 2011–03–07 |
| URL: | http://d.repec.org/n?u=RePEc:iab:iabdpa:201107&r=hrm |
| By: | Wouterse, Fleur |
| Abstract: | This study applies regression analysis as well as a non-parametric method to survey data from Burkina Faso to analyze the role of human capital in explaining technical efficiency in smallholder agricultural production. Exploiting the panel nature of the data and explicitly treating human capital inputs as endogenous, a two-stage estimation method is used for the analysis of determinants of data envelopment analysis (DEA) technical efficiency scores in a double-bootstrap procedure. Findings suggest that the impact of human capital on technical efficiency differs strongly by gender. Strong positive returns exist for education of females, whereas male education is associated with higher inefficiency. Body mass index of adult females also positively relates to technical efficiency. At the community level, presence of a clinic, connection to the electrical grid, presence of a secondary school, and year-round accessibility of the community are found to be vital for human capital formation. |
| Keywords: | Human capital, non-parametrics, public services, Smallholders, |
| Date: | 2011 |
| URL: | http://d.repec.org/n?u=RePEc:fpr:ifprid:1068&r=hrm |
| By: | Angela Cipollone (Department of Ecoomics and Business, LUISS University); Marcella Corsi (Sapienza University of Rome); Carlo D'ippoliti (Sapienza University of Rome) |
| Abstract: | This paper proposes a multidimensional concept of knowledge, encompassing several formal and informal skills to complement education and on-the-job training, under a gender perspective. By considering the case of Italy, we estimate the impact of such a concept of knowledge on men’s and women’s employment status and wages. Results point out that despite much rhetoric about the fact that women have gradually overcome men in terms of educational attainments, women still lack of the main skills and competencies that can profitably be used on the labor market. In Italy, women’s accumulation of labor market experience is mostly constrained by unpaid work and care work burdens. These activities may be regarded as a source of potential knowledge in terms of social and interpersonal skills, managerial and organizational capacities; but they do not seem to be positively valued by the market, either in terms of employability nor in terms of wages. Gender segregation in education seems to be still a relevant issue, by compressing both women’s employment chances and wages. Thus educational and cultural policies aimed at overcoming traditional gender roles and images among the younger students seem a very sensible policy option. |
| Keywords: | gender differentials, returns to knowledge, human capital. |
| JEL: | J24 J16 C43 J71 C14 |
| Date: | 2011 |
| URL: | http://d.repec.org/n?u=RePEc:lui:celegw:1103&r=hrm |
| By: | Richard Blundell (Institute for Fiscal Studies and University College London); Monica Costa Dias (Institute for Fiscal Studies and Institute for Fiscal Studies); Costas Meghir (Institute for Fiscal Studies and University College London); Jonathan Shaw (Institute for Fiscal Studies) |
| Abstract: | <p><p>This paper presents a life-cycle model of woman's labour supply, human capital formation and savings for the evaluation of welfare-to-work and tax policies. Women's decisions are formalised in a dynamic and uncertain environment. The model includes a detailed characterisation of the tax system and of the dynamics of family formation while explicitly considering the determinants of employment and education decisions: (i ) contemporaneous incentives to work, (ii ) future consequences for employment through human capital accumulation and (iii) anticipatory effects on the value of employment and education. The choice of parameters follows a careful calibration procedure, based of a large sample of data moments from the British population during the nineties using BHPS data. Many important features established in the empirical literature are reproduced in the simulation exercises, including the employment effects of the WFTC reform in the UK. The model is used to gain further insight into the responses to two recent policy changes, the October 1999 WFTC and the April 2003 WTC/CTC reforms. We find small but non-negligible anticipation effects on employment and education.</p></p> |
| Date: | 2011–02 |
| URL: | http://d.repec.org/n?u=RePEc:ifs:cemmap:07/11&r=hrm |
| By: | Davide Antonioli; Paolo Pini; Rocco Manzalini |
| Abstract: | The shifting of labour demand towards relatively more skilled workers has been a hot issue in the economic field for many years. A consolidated explanation for the upskilling phenomenon is that technological-organisational changes have driven the labour demand with detrimental consequences for less skilled workers (skill-biased technological-organisational change). In order to upgrade the skill workforce the firm has at least two main channels at its disposal: the external labour market strategy, mainly based on hiring and firing mechanisms; the internal labour market strategies, which improve the skill base of the employees through training activities. The main objective of the present work is to verify the relations between innovative strategies and both the workforce composition and the training activities, within an integrated framework that also leads us to consider the role of specific aspects of the industrial relations system. The firm level analysis is based on original datasets which include data on manufacturing firms for two Italian local production systems, located in the Emilia-Romagna region. The results suggest that the firms use both the two channels to improve their skill base, which is actually related to the innovation activities, although there is weak supporting evidence of the use of external labour markets to upgrade the workforce skills: the upskilling phenomenon seems to be associated to specific innovative activities in the technological sphere, while specific organisational aspects emerge as detrimental for blue collars. On the side of internal labour market strategies the evidence supports the hypothesis that innovation intensity induce the firms to implement internal procedures in order to upskill the workforce, confirming the importance of internal labour market strategies. Moreover, we have recognized the important role of firm level industrial relations in determining the training activities for the blue collar workers. |
| Keywords: | technological change; organisational change; industrial relations; skills |
| JEL: | J24 J53 L23 L6 O33 |
| Date: | 2011–02–03 |
| URL: | http://d.repec.org/n?u=RePEc:udf:wpaper:201106&r=hrm |
| By: | Antti Kauhanen; Sami Napari |
| Abstract: | We examine gender differences in careers using a large linked employer-employee dataset on Finnish white-collar manufacturing workers over the period of 1981–2006. Our focus is on labour market entrants whom we follow over time. We find that men start their careers from higher ranks of the hierarchy than women do, although gender differences in education explain much of this gap. Men are also more likely to be promoted than women, especially during the first years in the labour market, amplifying the gender differences in hierarchical positions already apparent at labour market entry. Men earn higher starting wages than women, while the results concerning gender differences in the returns to career progression are not clearcut, but depend on the type of career event and on the career phase. Overall, our results helps to understand the factors behind the large increase in the gender wage gap during the early career observed in the earlier literature. |
| Keywords: | careers, internal labour markets, promotions, mobility, wage growth, gender wage gap |
| JEL: | J16 J24 J31 J62 |
| Date: | 2011–03–11 |
| URL: | http://d.repec.org/n?u=RePEc:rif:dpaper:1241&r=hrm |
| By: | Nyborg, Karine (Dept. of Economics, University of Oslo); Zhang, Tao (Ragnar Frisch Center for Economic Research) |
| Abstract: | Firms with a reputation as socially responsible may have an important cost advantage: If workers prefer their employer to be socially responsible, equilibrium wages may be lower in such firms. We explore this hypothesis, combining Norwegian register data with data on firm reputation collected by an employer branding firm. Adjusting for a large set of background variables, we find that the firm’s social responsibility reputation is significantly associated with lower wages. |
| Keywords: | Self-regulation; wage differentials; CSR |
| JEL: | C51 D21 D64 Q56 |
| Date: | 2011–01–28 |
| URL: | http://d.repec.org/n?u=RePEc:hhs:osloec:2011_001&r=hrm |