Abstract
Work-related training is considered to be very important for providing the workforce with the necessary skills for maintaining and enhancing the competitiveness of the firms and the economy. On the individual level, the primary effect of training should be an increased productivity of the trained workers. This paper provides estimates of the effects of training on wages which can be seen as a lower bound for the effects on productivity. Based on panel data from the Swiss Labour Force Survey (SLFS) I estimate these effects using nonparametric matching methods. Training is measured either as firm-sponsored training or as any work-related training. The data show that multiple participation in work-related training is not a rare event. This complicates the analysis considerably because the evaluation of dynamic treatments is not yet fully developed. As a solution to this problem a heuristic difference-in-differences approach to estimate the incremental effect of further training events is used. The results indicate that it is important to account for multiple training events. Taken together, there are significant effects of work-related training on wages of roughly 2% for each training event. There is some evidence that workers who already have high earnings profit more from continuous work-related training.
Highlights
Work-related training is considered to be very important for providing the workforce with the necessary skills for maintaining and enhancing the competitiveness of the firms and the economy
Analysing the effects of training on wages will provide a lower bound for the effects on productivity
The aim of this paper was to estimate the effects of work-related training on earnings
Summary
Work-related training is considered to be very important for providing the workforce with the necessary skills for maintaining and enhancing the competitiveness of the firms and the economy (see e.g. OECD, 1995). The primary effect of training should be an increased productivity of the trained workers. It is difficult to measure individual productivity. In the case of training this is more difficult to do, at least for general training. Becker (1964) has shown that the costs of general training will be paid by workers. The costs of firm-specific training will be shared by firm and worker. In both cases it is likely that workers pay for the costs with reduced wages. At least for some time, work-related training will lead to a wedge between productivity and wage. Analysing the effects of training on wages will provide a lower bound for the effects on productivity. Empirical evidence based on data containing information on productivity indicates that the effects on productivity can be much larger than the effects on wages (Barron, Berger, and Black, 1999, and Goux and Maurin, 2000)
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