{"id":131419,"date":"2020-08-11T18:34:56","date_gmt":"2020-08-11T22:34:56","guid":{"rendered":"https:\/\/fsc-ccf.ca\/references\/on-the-job-training-a-skill-match-approach-to-the-determinants-and-outcomes-of-lifelong-learning-2\/"},"modified":"2020-08-11T18:34:56","modified_gmt":"2020-08-11T22:34:56","slug":"on-the-job-training-a-skill-match-approach-to-the-determinants-and-outcomes-of-lifelong-learning-2","status":"publish","type":"reference","link":"https:\/\/fsc-ccf.ca\/fr\/references\/on-the-job-training-a-skill-match-approach-to-the-determinants-and-outcomes-of-lifelong-learning-2\/","title":{"rendered":"On-the-job training: A skill match approach to the determinants and outcomes of lifelong learning"},"content":{"rendered":"

la recherche de la formation continue met l’accent sur la formation formelle, documentant une corr\u00e9lation positive entre la formation initiale et la formation continue. Cette recherche \u00ab d\u00e9ficit de formation \u00bb non prise en compte deux distinctions importantes: (a) entre la formation formelle et informelle, et (b) entre l’offre de comp\u00e9tences des employ\u00e9s et de la demande d’emploi. Un compte rendu complet de la formation de capital humain de la vie de travail n\u00e9cessite une analyse simultan\u00e9e des activit\u00e9s formelles et informelles et des travailleurs actuels et les qualifications des comp\u00e9tences requises de leur emploi actuel. les travailleurs moins instruits peuvent occuper des emplois n\u00e9cessitant peu de comp\u00e9tences offrent peu de formation depuis l’utilisation des comp\u00e9tences \u00e9lev\u00e9es est hors de propos. Examiner la formation au travail en Su\u00e8de, sur la base des indicateurs du niveau de vie su\u00e9dois des enqu\u00eates (LNU), nous constatons que la formation informelle domine quantitativement formelle et que les deux sont in\u00e9galement r\u00e9parties entre les cat\u00e9gories de comp\u00e9tences. Exigences de l’emploi d\u00e9terminent essentiellement l’incidence de la formation, alors que l’impact net de l’\u00e9ducation individuelle est tr\u00e8s faible. les d\u00e9cisions de l’employeur sur la fa\u00e7on de structurer des emplois et que d’embaucher semblent \u00eatre les principaux facteurs derri\u00e8re l’\u00e9cart de formation dans l’apprentissage continu. Traduit a\u0300 l'aide de Google Translate<\/p>\n","protected":false},"excerpt":{"rendered":"

la recherche de la formation continue met l’accent sur la formation formelle, documentant une corr\u00e9lation positive entre la formation initiale et la formation continue. Cette recherche \u00ab d\u00e9ficit de formation \u00bb non prise en compte deux distinctions importantes: (a) entre la formation formelle et informelle, et (b) entre l’offre de comp\u00e9tences des employ\u00e9s et de la demande d’emploi. Un compte rendu complet de la formation de capital humain de la vie de travail n\u00e9cessite une analyse simultan\u00e9e des activit\u00e9s formelles et informelles et des travailleurs actuels et les qualifications des comp\u00e9tences requises de leur emploi actuel. les travailleurs moins instruits peuvent occuper des emplois n\u00e9cessitant peu de comp\u00e9tences offrent peu de formation depuis l’utilisation des comp\u00e9tences \u00e9lev\u00e9es est hors de propos. Examiner la formation au travail en Su\u00e8de, sur la base des indicateurs du niveau de vie su\u00e9dois des enqu\u00eates (LNU), nous constatons que la formation informelle domine quantitativement formelle et que les deux sont in\u00e9galement r\u00e9parties entre les cat\u00e9gories de comp\u00e9tences. Exigences de l’emploi d\u00e9terminent essentiellement l’incidence de la formation, alors que l’impact net de l’\u00e9ducation individuelle est tr\u00e8s faible. les d\u00e9cisions de l’employeur sur la fa\u00e7on de structurer des emplois et que d’embaucher semblent \u00eatre les principaux facteurs derri\u00e8re l’\u00e9cart de formation dans l’apprentissage continu. [googletranslate_fr]<\/p>\n","protected":false},"template":"","reference-tag":[],"reference-type":[436],"class_list":["post-131419","reference","type-reference","status-publish","hentry","reference-type-white-paper"],"acf":{"citation":"Korpi, T. and Tahlin, M. (2018). On-the-job training: A skill match approach to the determinants and outcomes of lifelong learning. Swedish Institute for Social Research (SOFI) - Stockholm University Working Paper:7\/2018 . Stockholm, Sweden: . 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