| Sumario: | This article both provides a brief summary of the human-capital model as it relates to on-the-job training and summarizes the empirical training literature, with a special focus on the contributions that analyses of the data from the 1979 cohort of the National Longitudinal Survey of Youth (NLSY79) have made to that literature. Models of competitive labor markets imply that wages paid to workers reflect their productivity. Similarly, if on-the-job training makes workers more productive, then trained workers should receive higher wages than workers with no training. Any investment in human capital involves current costs and future benefits. The costs associated with on-the-job training involve both direct costs, such as the salaries of the persons doing the training and any costs of materials, and indirect costs, such as the cost of taking trainees away from their current productive tasks. A study found out that the mean completed training spell lasts 5.7 weeks and 20.1 hours per week. Half of all completed training spells less than or equal to 1 week in duration, but 5 percent greater than 24 weeks. Total hours of training follow a similar pattern: half of all completed training spells are less than or equal to 35 total hours, but 5 percent are greater than 520 total hours.
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