The aim of this paper is to examine market failure and public policy on training.
Abstract
Purpose
The aim of this paper is to examine market failure and public policy on training.
Design/methodology/approach
The paper presents four categories for market failure. It also examines evidence for the incidence of market failure
Findings
The study finds that there is weak evidence for market failure, but that it has featured prominently in policy thinking because of policy makers tendency to compare stocks of skills between countries.
Originality/value
The paper provides useful information on market failure and public policy on training.
Details
Keywords
The purpose of this paper is to consider critically Government policy options in achieving growth through skills acquisition and deployment.
Abstract
Purpose
The purpose of this paper is to consider critically Government policy options in achieving growth through skills acquisition and deployment.
Design/methodology/approach
The approach takes the form of a review of policies drawing on literature from a number of countries.
Findings
Government has a tendency to offer macro‐solutions to a micro problem and is impotent as a result. The main hope lies in long‐term development through the education system.
Practical implications
The paper argues for a change in perspective from Government and a shift away from unhelpful initiatives. It calls for a long‐term investment in education.
Originality/value
The paper links the Government's macro‐economic policies with the micro‐ implications at the level of the firm.
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In this article the author analyses the HRMstrategies and practices of a major life insurancecompany, designed to promote a marketing‐led,change‐oriented culture in an industry…
Abstract
In this article the author analyses the HRM strategies and practices of a major life insurance company, designed to promote a marketing‐led, change‐oriented culture in an industry traditionally characterised and paternalism by low levels of change.
Details
Keywords
The past two years have seen considerable changes in the organisation of the Industrial Relations Research Unit (IRRU) at the University of Warwick as well as its personnel. It is…
Abstract
The past two years have seen considerable changes in the organisation of the Industrial Relations Research Unit (IRRU) at the University of Warwick as well as its personnel. It is now a Designated Research Centre (DRC) for which the university is responsible, as opposed to the Economic and Social Research Council (ESRC). The unit now comprises members of the DRC and of the industrial relations teaching staff of the school. An overview of the main research projects being undertaken during the first phase of the eight‐year term of the DRC is given. These can be divided into three broad areas: those concerned with managing industrial relations; trade unions and collective bargaining; and the law and industrial relations. Some of the thinking behind these projects is given. It is argued that continuity is as important as change in the work of the unit, in particular in the value placed on theoretical developments and interdisciplinary research. There is no reason why new areas of investigation cannot be accommodated within additional definitions of industrial relations