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Skills Development in Sub-Saharan Africa phần 3

trả hiện tại và trong việc làm trong tương lai có thể sản xuất underinvestments trong đào tạo kỹ năng chung. Sự hiện diện của không hoàn hảo thị trường lao động cạnh tranh ở nhiều nước trong tiểu vùng Sahara châu Phi, sự tham gia của vốn yếu và các thị trường thông tin, | 30 Skills Development in Sub-Saharan Africa paid in current and in future employment can produce underinvestments in general skills training. The presence of imperfectly competitive labor markets in many countries within Sub-Saharan Africa joined by weak capital and information markets raises the risk of market failure and strengthens the case for public intervention in training markets. The presence of these conditions however has to be assessed on a country-by-country basis. Determinants of Training Over the past decade new information has emerged in micro data sets that enables the study of individual and employer characteristics that influence training decisions however the majority of these studies refer to experience in industrial countries. This type of analysis has been largely missing in many developing countries and in particular in Sub-Saharan Africa. Tan and Batra provide one of the few empirical studies of training in developing countries. Their study covered Colombia Indonesia Malaysia Mexico and Taiwan and focused on manufacturing. They found that 50 to 80 percent of small firms and 20 to 70 percent of large firms did not provide formal structured training for employees. Informal on-the-job training by coworkers and supervisors was more common but even then more than 20 percent of the smaller enterprises and 8 to 13 percent of the larger enterprises did not train. The top three reasons given for the lack of training especially by micro and small enterprises were limited resources imperfect information on the benefits of training and potential loss of the investment through turnover. The benefits that provide incentives for training come from increased productivity translated into higher earnings for workers and profits for firms. In a global survey of training Middleton Ziderman and Adams 1993 found considerable variance in these benefits in developing countries with inservice training generally producing more benefits than preservice training. Good