Why Do Part‐time Workers Invest Less in Human Capital than Full‐timers?

Abstract

Abstract We analyse whether lower investments in human capital of part‐time workers are due to workers' characteristics or human resource practices of the firm. We focus on investments in both formal training and informal learning. Using the Dutch Life‐Long‐Learning Survey 2007, we find that part‐time workers have different determinants for formal training and informal learning from full‐time workers. The latter benefit from firms' human resource practices such as performance interviews, personal development plans, and feedback. Part‐time workers can only partly compensate the lack of firm support when they have a high learning motivation and imagination of their future development.

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