Specificity of Human Capital and Promotions

49 Pages Posted: 1 Feb 2010

See all articles by Eva M. Meyersson Milgrom

Eva M. Meyersson Milgrom

Stanford Institute for Economic Policy Research (SIEPR); Stanford University - Department of Sociology

Illoong Kwon

Seoul National University

Date Written: January 27, 2010

Abstract

This paper analyzes firms’ hiring and promotion patterns in each job rank within firms, and infers the relative significance of firm- and occupation-specific human capital. The results suggest that firm- and occupation-specific skills are equally valuable for tasks in each job rank, and that the significance of each increases with job rank, but that there exists a large amount of heterogeneity across occupations. This paper also shows that the lengths of firm- and occupation-tenure are very noisy measures of firm- and occupation-specific human capital, and contrasts our results with those from other recent studies on the returns of firm- and occupation-tenure.

Keywords: Specific Human Capital, Promotion, Hiring

JEL Classification: M51, J62

Suggested Citation

Meyersson Milgrom, Eva and Kwon, Illoong, Specificity of Human Capital and Promotions (January 27, 2010). Available at SSRN: https://ssrn.com/abstract=1544551 or http://dx.doi.org/10.2139/ssrn.1544551

Eva Meyersson Milgrom

Stanford Institute for Economic Policy Research (SIEPR) ( email )

579 Serra Mall at Galvez St.
Stanford, CA 94305-6015
United States

Stanford University - Department of Sociology ( email )

Stanford, CA 94305
United States

Illoong Kwon (Contact Author)

Seoul National University ( email )

Graduate School of Public Administration
599 Gwanak-ro
Gwanak-gu, Seoul 151-742
Korea, Republic of (South Korea)
82-2-880-8551 (Phone)
82-2-877-2411 (Fax)

HOME PAGE: http://www.albany.edu/~ik325357/

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