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Labor-Management Communication about Training

Author

Listed:
  • Kambayashi, Ryo
  • 神林, 龍
  • Kato, Takao

Abstract

We empirically examine the labor-management communication about the in-house training program, and its relation to the actual training policy such as off-the-job training and on-the-job training. A governmental data from Japan, Survey on Labor management Communication reveals that the institutions of labor-management communication may affect the interests of employers and employees. This effect is not always in favor of in-house training program; e.g. formal collective bargaining may crowd out the interests of workers in training, partially due to the time/effort constraint. As a matter of fact, while the active labor-management communication about training is related to the actual provision of off-the-job training, it is not to the on-the-job training. We further find the consistent evidence by exploiting the indirect proxy of training policy through the wage structure of establishments. The willingness of workers to communicate the training program is related to the long-range human resource practices such as steep wage-tenure profiles.

Suggested Citation

  • Kambayashi, Ryo & 神林, 龍 & Kato, Takao, 2020. "Labor-Management Communication about Training," Discussion Paper Series 706, Institute of Economic Research, Hitotsubashi University.
    • Handle: RePEc:hit:hituec:706
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    File URL: https://hermes-ir.lib.hit-u.ac.jp/hermes/ir/re/30985/DP706.pdf
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    References listed on IDEAS

    as
    1. David H. Autor, 2001. "Why Do Temporary Help Firms Provide Free General Skills Training?," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 116(4), pages 1409-1448.
    2. Takao Kato, 2003. "The Recent Transformation of Participatory Employment Practices in Japan," NBER Chapters, in: Labor Markets and Firm Benefit Policies in Japan and the United States, pages 39-80, National Bureau of Economic Research, Inc.
    3. Acemoglu, Daron & Pischke, Jorn-Steffen, 1999. "Beyond Becker: Training in Imperfect Labour Markets," Economic Journal, Royal Economic Society, vol. 109(453), pages 112-142, February.
    4. Ryo Kambayashi & Takao Kato, 2017. "Long-Term Employment and Job Security over the Past 25 Years," ILR Review, Cornell University, ILR School, vol. 70(2), pages 359-394, March.
    5. Dilip Subramanian & Bénédicte Zimmermann, 2013. "Training and capabilities in French firms," International Journal of Manpower, Emerald Group Publishing Limited, vol. 34(4), pages 326-344, July.
    6. Edward P. Lazear, 2009. "Firm-Specific Human Capital: A Skill-Weights Approach," Journal of Political Economy, University of Chicago Press, vol. 117(5), pages 914-940, October.
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    8. Ichniowski, Casey & Shaw, Kathryn & Prennushi, Giovanna, 1997. "The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines," American Economic Review, American Economic Association, vol. 87(3), pages 291-313, June.
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    Full references (including those not matched with items on IDEAS)

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    More about this item

    Keywords

    Training; Collective Bargaining; Labor-Management Communication;
    All these keywords.

    JEL classification:

    • M53 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Training
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity

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