"Außer an anderen Mängeln, die hier nicht erwähnt werden, leiden die Manpower-Modelle zur Vorausschätzung des Bedarfs an hochqualifizierten Arbeitskräften daran, dass die amtliche Berufsklassifikation keine brauchbaren Kenntnisse über die Leistungsforderungen, die der Beruf an den...

"Außer an anderen Mängeln, die hier nicht erwähnt werden, leiden die Manpower-Modelle zur Vorausschätzung des Bedarfs an hochqualifizierten Arbeitskräften daran, dass die amtliche Berufsklassifikation keine brauchbaren Kenntnisse über die Leistungsforderungen, die der Beruf an den...

"Whilst in applied empirical research, training in general human capital is mainly explained by structural characteristics of firms, this paper introduces business expectations as an additional explanatory factor. Business expectations are strictly time-variate and firm-specific and reflect both...

"The German dual apprenticeship system has come under pressure in recent years because enterprises have not been willing to provide a sufficient number of apprenticeship positions. An argument that is frequently put forward is that the gap could be closed if more firms were willing to incur net...

"The Swiss mass apprenticeship system is market based. The share of training firms as a percentage of all firms is therefore an indicator which receives much public attention. The share of training firms declined markedly from 1985 to 2001, dropping from 24.7 to 17.6%. This has often been...

"This paper uses new administrative data from the German Federal Employment Agency - the Integrated Employment Biographies Sample IEBS - to assess the impact of a mandatory employment quota for disabled workers in Germany. We use an exogenous change, introduced through the 'Law to Combat...

"The article deals with the impact of uncertainty as regards the retention of trainees completing vocational training programmes on firms' training behaviour. As an alternative to vocational training, the external recruitment of skilled workers is considered via an opportunity costs approach....

"In this paper the further training behaviour of firms is explained using a double hurdle approach: the first hurdle is that the further training of employees is worthwhile for the firms in general, the second hurdle is that demand for further training arises. The empirical test is conducted...