The Need for Literature to Explain the Empirical Modeling of the Determinants Motivating the Employer to Train Employees

Running head: JOURNAL 1
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JOURNAL 2
The need for literature to explain the empirical modeling of the determinants motivating
the employer to train employees is still growing. Part of this existing literature provides
empirical models that infer the determinants of institutional training from the parameters of
training activity and their anticipated determinants (Smith & Oczkowski, 2015). For instance,
parameters evaluating the use of management practices, the extent of unionization and the
utilization of expenditure on particular forms of training are employed to evaluate the
determinants of training decisions from data collected from surveys. It is then that inferences
arising from such studies get collected to elicit the motives of why employers implement training
in their organizations. However, it seems that the existing literature is yet to fully evaluate the
determinants of the clear motives employers provide as to why they train their staff and choices
for the various training they use. The research article will be identifying where we are, where we
are going, how to get there and how to know that we have finished.
Where we are
Based on this study, the data used has been collected from a particular survey of
employers who have explicitly cited their decisions for employing certain types of training
choices. The National Center for Vocational Education in Australia uses the Survey of Employer
Use and Views of vocational education and training to determine the degree of employer
satisfaction with the regional VET system (Smith & Oczkowski, 2015). It then followed
analyzation of data from such a survey to empirically evaluate the determinants responsible for
the explicit reasons employer state for utilizing certain types of training. Data from 2005 SUEV
survey was employed in the research, SUEV is usually the last to gather valuable information
regarding the position of training in the business stressing the vitality of training to the general
business strategy.

JOURNAL 3
Previously, the literature on employer training was broadly categorized into
psychological, economic and organizational aspects (Smith & Oczkowski, 2015). The
psychological literature was based on the benefits accrued to individuals from training with
regards to workplace performance, leadership, and well-being(psychosocial). On the other hand,
economic literature underpinned the theory of human capital and the nexus between training
investment, wages, and productivity. However, organizational literature was embedded on
expounding the correlation between training and the general policies of human resource
management employed by organizations and evaluated a series of factors hypothesized to impact
the incidence, degree, and nature of training provision at the institutional level. The dependent
variables assessed related to the amount of expenditure spent on training, the kind of training
conducted that is whether formal or informal, the proportion of employees who receive the
training and the time spent on training.
Where we are going
As of today, Organizations in Australia have begun to utilize the national vocational
education and training (VET) system to demonstrate the importance of employer training in
many possible scenarios (Smith & Oczkowski, 2015). It is from the introduction of training
packages back in the ’90s that backed employees to provide national accredited qualifications-
focused training commonly known as nationally recognized training (NRT) that there has been
an enormous increase in the number of Australian employers subscribing to this kind of
accredited training to their employees (Smith & Oczkowski, 2015). The reason why Australian
employers subscribed to this form of training is not only because the state partially funds the
training due to its national character but also because of the accredited kind of the training, it
yields the needed quality benchmark responsible for the effectiveness of the training. It also