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Abstract
Job training, as a core element of employment relationship in America, has received great attention in the literature. Using data recently available from National Organizations Survey II, I explore the relationship between the provision of job training with some inter-related issues, namely Firm Internal Labor Markets, flexible staffing practices and High Performance Work Systems. Findings from this study show that despite the popular view of the erosion of internal labor markets, FILM remains an important predictor of training. Evidence also points out that establishments with the use of oncall workers provide more training to core employees. The incentive and skill dimensions of HPWS are shown to be positively associated with training, whereas the discretion dimension does not seem to have a significant effect on training. The study highlights the different effects of HPWS dimensions and components, and stresses the importance of a disaggregate approach towards HPWS practices.