The purpose of this paper is to examine the impact of three training indicators, namely offer, participation and cost, on three firm outcomes, namely voluntary turnover, firm performance and profit.,The empirical analysis is carried out using firm-level data sourced from a Canadian national data set. In total, data from 5,237 for-profits firms with ten employees or more were analyzed longitudinally over eight years. Results were generated by XTREG fixed effect longitudinal analyses between the three variables of training, voluntary turnover, firm performance and profit.,Training offer, operationalized as the number of different formal training programs offered annually by an employer, significantly decreases voluntary turnover while it significantly increases performance and profit. Training participation, operationalized as the percentage of employees receiving training per year, has a significant positive impact on voluntary turnover. Training cost, operationalized as the annual cost of training per employee, has no impact on the three firm outcomes.,Among the various human resource practices a firm can use to strengthen its human capital, training can have a significant impact of its own. Investing in a diversified training offer brings value to a firm by decreasing employee voluntary turnover while increasing firm performance and profit.,This research contributes to the strategic impact of organizational training, demonstrating the impact of training on key organizational outcomes over time. Further, this paper contributes to the empirical literature by making a distinction between voluntary and involuntary turnover. Last, even though this study does not entirely addresses the problem of possible reverse causality, using longitudinal objective data, this study addresses several limits of past research at the macro-level of analysis.

中文翻译：

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培训对企业成果的影响：加拿大的纵向证据

本文的目的是检验报价，参与和成本这三个培训指标对三个公司业绩（即自愿营业额，公司绩效和利润）的影响。实证分析是使用来自于公司的数据进行的加拿大国家数据集。总共在8年中纵向分析了来自5237家营利性公司的数据，这些公司拥有10名或更多员工。通过XTREG固定效应纵向分析在培训，自愿离职，公司绩效和利润这三个变量之间产生结果。培训报价作为雇主每年提供的各种正式培训计划的数量而投入使用，显着减少了自愿离职，而提高性能和利润。培训参与 以每年接受培训的员工百分比进行运营，这对自愿离职产生了重大的积极影响。培训成本（按每位员工的年度培训成本计算）对公司的三项成果没有影响。在公司可用于增强人力资本的各种人力资源实践中，培训会对自身产生重大影响。投资于多样化的培训机会，可以通过减少员工的自愿离职率，同时提高公司绩效和利润，为公司带来价值。这项研究有助于组织培训的战略影响，证明培训对关键组织成果的影响。此外，本文通过区分自愿离职和非自愿离职来为经验文献做出贡献。持续，