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Author: Tan, Hong W.

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1.	Chapman, Bruce James Tan, Hong W.
1.	Specific Training and Inter-Industry Wage Differentials in U.S. Manufacturing Review of Economics and Statistics 62,3 (August 1980): 371-378. Also: http://www.jstor.org/stable/1927104 Cohort(s): Young Men Publisher: Harvard University Press Keyword(s): Educational Returns; Human Capital; Industrial Training; Job Tenure; Job Training; Modeling; Wage Differentials Permission to reprint the abstract has not been received from the publisher. The returns to general and specific training are investigated by disaggregating the earnings function. The findings show that both general and specific training are important in wage determination. Due to industrial differences in worker financed stocks of specific training, wages are not equal between industries, even in models for human capital attributes.
	Bibliography Citation Chapman, Bruce James and Hong W. Tan. "Specific Training and Inter-Industry Wage Differentials in U.S. Manufacturing." Review of Economics and Statistics 62,3 (August 1980): 371-378.

2.	Lillard, Lee A. Tan, Hong W.
2.	Private Sector Training: Who Gets It and What Are Its Effects Research in Labor Economics 13 (1992): 1-62 Cohort(s): Mature Women, Older Men, Young Men Publisher: JAI Press, Inc. Keyword(s): Earnings; Gender Differences; Schooling, Post-secondary; Socioeconomic Status (SES); Training; Training, Post-School Training after high school in the United States was studied to determine who is trained and the extent of training, as well as economic consequences of training. Data sources were the Current Population Survey (CPS) of 1983, the NLS of Young Men, Older Men, and Mature Women cohorts for 1967 to 1980, and the Employment Opportunities Pilot Projects Surveys (training of the economically disadvantaged in 1979 and 1980). It was found that nearly 40% of both men and women in the CPS reported undertaking training to improve current job skills. For a given 2- year period in the NLS, the fractions of young men, career women, and older men reporting some training were about 30%, 24%, and 10%, respectively. For all three groups, the employer was the single most important source of training. Only 11% of the disadvantaged sample reported some training over a similar time interval, with a relatively low proportion getting training from company sources. Also assessed are analyses concerning factors that determine the probability of getting training for each source and type of training, and the effects of training on earnings, earnings growth, and employment stability. [ERIC ED-284464]
	Bibliography Citation Lillard, Lee A. and Hong W. Tan. "Private Sector Training: Who Gets It and What Are Its Effects." Research in Labor Economics 13 (1992): 1-62.

3.	Tan, Hong W.
3.	Youth Training in the United States, Britain, and Australia Report, The RAND Corporation, 1991 Cohort(s): Young Men Publisher: RAND Keyword(s): Australia, Australian; Australian Longitudinal Survey (ALS); Britain, British; Cross-national Analysis; Educational Attainment; Job Training; Labor Market Outcomes; NCDS - National Child Development Study (British); Schooling, Post-secondary; Training, Post-School; Unions; Wages; Work Experience Training measures in the U.S. NLS of Young Men, the National Child Development Study for Britain, and the Australian Longitudinal Survey of Youth were used to study determinants and labor market outcomes of postschool training received by young men. Twelve percent of U.S. youth reported getting formal training in the first year, compared with between 30 and 40 percent of nonapprentice males in Britain and Australia. As they acquired work experience, a high proportion of U.S. youth reported receiving training, whereas job training in Britain and Australia proceeded at a slower pace. U.S. employers provided workers with company-based training; British and Australian employers relied on outside training sources. Level of schooling attainment was an important predictor of postschool training and labor market success. For all three countries, better-educated youth were considerably more likely to get training. Rapid technical changes increased the likelihood of getting company training, especially for youth with the most education. In all three countries, union membership was associated with an increased probability of training, and company-based training had by far the largest quantitative influence on raising youth wages. Other training benefits were employability and job stability. Wage effects of formal training in the United States were roughly twice those in Britain and Australia. [ERIC ED336616]
	Bibliography Citation Tan, Hong W. "Youth Training in the United States, Britain, and Australia." Report, The RAND Corporation, 1991.

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