ABSTRACT

In the context of technological change and the ongoing transformation of the labour market, this paper investigates firms’ employer-provided continuing training provision for employees with different skill requirements. Following human capital theory, firms invest in training when expecting higher returns than costs. From a theoretical point of view, only investment in employees in high-skilled jobs is reasonable. Empirically, this is not always the case. Using firm-level data from the BIBB Establishment Panel on Training and Competence Development, a fractional logit model is applied to answer which role technology use and task profiles play in employees’ training participation. The results suggest that firms with a higher proportion of digital technology users provide more training. On the contrary, more working time spent with digital technologies is associated with less training. A potential explanation could be that after initial training in using digital technologies, there are substantial learning effects and employees become more experienced. Additionally, employees who more frequently perform complex tasks receive more training independent of their jobs’ general skill requirements.

摘要

在技​​术变革和劳动力市场持续转型的背景下，本文调查了企业为具有不同技能要求的员工提供的雇主提供的继续培训。根据人力资本理论，公司在期望回报高于成本时投资于培训。从理论上讲，只有对高技能工作的员工进行投资才是合理的。根据经验，情况并非总是如此。使用来自 BIBB 建立培训和能力发展小组的公司级数据，应用分数 logit 模型来回答技术使用和任务概况在员工参与培训中扮演的角色。结果表明，数字技术用户比例较高的公司提供更多培训。相反，花在数字技术上的工作时间越长，培训就越少。一种可能的解释是，在使用数字技术进行初步培训后，学习效果显着，员工变得更有经验。此外，更频繁地执行复杂任务的员工会接受更多与其工作一般技能要求无关的培训。