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Магистратура 2020/2021

Экономика труда и персонала

Лучший по критерию «Полезность курса для Вашей будущей карьеры»
Лучший по критерию «Полезность курса для расширения кругозора и разностороннего развития»
Лучший по критерию «Новизна полученных знаний»
Статус: Курс по выбору (Прикладная экономика)
Направление: 38.04.01. Экономика
Когда читается: 1-й курс, 4 модуль
Формат изучения: без онлайн-курса
Охват аудитории: для своего кампуса
Прогр. обучения: Прикладная экономика
Язык: английский
Кредиты: 3

Course Syllabus


The course covers main concepts and discusses recent advances in Labor and Personnel Economics, with an emphasis on the interaction between theory and empirics. We will discuss theoretical and empirical methods applied in this field of economics. The course is appropriate for graduate students with basic knowledge of microeconomic theory and econometrics. The course starts by discussing principles of the labor market analyses and the labor market flows. It proceeds to cover theories of labor supply and demand, and economic research analyzing human capital accumulation and wage differences. The second part of the course - Personnel economics - covers various aspects of the relationship between employer and employees. The topics discussed include employee motivation, incentive contracts, career incentives, problems of searching, hiring and firing the employees, structure of compensation, human resource management practices. The aim of this course is not only to provide a comprehensive discussion of the current state of research in the fields of Labor and Personnel Economics, but also to show students how to apply the skills acquired in microeconomic theory and econometrics courses to real-world topics. Labor and Personnel economics is a dynamic area of modern economics. It combines ideas and methods from a number of fields, including microeconomics, contract theory, micro-econometrics, behavioral and experimental economics. We will be using a couple of textbooks but the course material is primarily based on recent research papers published in leading economics journals.
Learning Objectives

Learning Objectives

  • The aim of this course is not only to provide a comprehensive discussion of the status of research in the field of Labor and Personnel Economics, but also to endow students to apply the skills acquired in microeconomic theory and econometrics courses to real-world topics.
Expected Learning Outcomes

Expected Learning Outcomes

  • analyze active labor market programs
  • estimate unemployment rate and duration
  • use labor demand model for labor market empirical analyses
  • use various labor supply models for labor market empirical analyses
  • identify data for research in labor economics
  • analyze labor market flow using labor statistics
  • analyze trade-off between risk and incentives in contracts
  • use screening, signaling and self-selection models
  • analyze incentives of employees and employers for human capital investments
  • analyze human resource management practices in firms
Course Contents

Course Contents

  • Introduction to Labor Economics. Labor Structure
    Labor market analyses. Labor market flows. Data collection.
  • Labor Supply
    Labor supply trends. Labor supply models. Participation decision. Household production. Family models. Empirical estimation.
  • Labor Demand
    Labor demand models (SR, LR). Cross-elasticity of demand. Empirical estimation.
  • Unemployment and Job Search
    Unemployment duration. Job search model. Active labor market programs.
  • Employee productivity and incentive contracts
    Unobserved effort and moral hazard problem. Incentive contracts. Explicit and implicit contracts. Optimal trade-off between risk and incentives in contracts. Career incentives and tournaments. Intrinsic motivation and behavioral aspects of incentives. The role of nonmonetary compensation.
  • Employee search, hiring and firing
    Matching between firms and workers. Problem of asymmetry of information. Models of screening, signaling and self-selection. Costs of hiring and firing. Insider labor markets.
  • Human capital and employee training
    Human capital investment after the formal education. Formal and informal employee on-the-job training. General and firm-specific training. Sources of financing of employee training. Incentives of firms to invest in employee human capital. Cross-country differences in employee training.
  • Human resource management practices in firms
    Organizational practices: individual vs. team work. Incentives in teams and peer effects. Recent trends in human resource management practices. Complementarity among different HRM practices. Testing the efficiency of HRM practices in experiments.
Assessment Elements

Assessment Elements

  • non-blocking Seminar Activity including Paper Review
  • non-blocking Project Proposal
  • non-blocking Exam
    The Final Exam will consist of four essay questions. The topics for the questions for the final exam will cover material of program (lectures, seminars and articles). Exam will be in written form.
Interim Assessment

Interim Assessment

  • Interim assessment (4 module)
    0.5 * Exam + 0.25 * Project Proposal + 0.25 * Seminar Activity including Paper Review


Recommended Core Bibliography

  • Card, D., & Ashenfelter, O. (2010). Handbook of Labor Economics. Amsterdam: North Holland. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=355581
  • Labor economics, Borjas, G. J., 2015
  • Mostly harmless econometrics : an empiricist's companion, Angrist, J. D., Pischke, J.- S., 2009

Recommended Additional Bibliography

  • Acemoglu, D., & Pischke, J.-S. (1998). Why Do Firms Train? Theory and Evidence. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsbas&AN=edsbas.6FBBFC4
  • Anderson, P. M., & Brgess, S. M. (2000). Empirical Matching Functions: Estimation and Interpretation Using State-Level Data. Review of Economics & Statistics, 82(1), 93–102. https://doi.org/10.1162/003465300558669
  • Baker, G., Gibbs, M., & Holmstrom, B. (1994). The Internal Economics of the Firm: Evidence from Personnel Data. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsbas&AN=edsbas.ADAEB47D
  • Becker, G. S. (1965). A Theory of the Allocation of Time. Economic Journal, 75(299), 493–517. https://doi.org/10.2307/2228949
  • Blau, F. D., & Kahn, L. M. (2007). Changes in the Labor Supply Behavior of Married Women: 1980——2000. Journal of Labor Economics, 25(3), 393–438. https://doi.org/10.1086/513416
  • Camerer, C., Babcock, L., Loewenstein, G., & Thaler, R. (1997). Labor Supply of New York City Cabdrivers: One Day at a Time. Quarterly Journal of Economics, 112(2), 407–441. https://doi.org/10.1162/003355397555244
  • Canice Prendergast. (1999). The provision of incentives in firms. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsbas&AN=edsbas.9B3A09C0
  • Card, D., & Krueger, A. B. (1994). Minimum Wages and Employment: A Case Study of the Fast-Food Industry in New Jersey and Pennsylvania. American Economic Review, 84(4), 772–793. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=bsu&AN=9410250161
  • Casey Ichniowski, & Kathryn Shaw. (2003). Beyond Incentive Pay: Insiders’ Estimates of the Value of Complementary Human Resource Management Practices. Journal of Economic Perspectives, 1, 155. https://doi.org/10.1257/089533003321164994
  • Crépon, B., Duflo, E., Gurgand, M., Rathelot, R., & Zamora, P. (2013). Do Labor Market Policies have Displacement Effects? Evidence from a Clustered Randomized Experiment*. Quarterly Journal of Economics, 128(2), 531–580. https://doi.org/10.1093/qje/qjt001
  • Dube, A., Lester, T. W., & Reich, M. (2010). Minimum Wage Effects across State Borders: Estimates Using Contiguous Counties. Review of Economics & Statistics, 92(4), 945–964. https://doi.org/10.1162/REST_a_00039
  • Edward P. Lazear, & Paul Oyer. (2003). Internal and External Labor Markets: A Personnel Economics Approach. NBER Working Papers.
  • Gronau, R. (1977). Leisure, Home Production, and Work——the Theory of the Allocation of Time Revisited. Journal of Political Economy, 85(6), 1099. https://doi.org/10.1086/260629
  • Ichniowski, C., & Shaw, K. (1997). The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines. American Economic Review, 87(3), 291–313.
  • Jacob Mincer. (1962). On-the-Job Training: Costs, Returns, and Some Implications. NBER Chapters, 50.
  • Konings, J., & Lehmann, H. (2002). Marshall and Labor Demand in Russia: Going Back to Basics. Journal of Comparative Economics, (1), 134. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsrep&AN=edsrep.a.eee.jcecon.v30y2002i1p134.159
  • Labor economics, Cahuc, P., Zylberberg, A., 2004
  • Lazear, E. P. (1990). Job Security Provisions and Employment. https://doi.org/10.2307/2937895
  • Neumark, D., & Wascher, W. (2000). Minimum Wages and Employment: A Case Study of the Fast-Food Industry in New Jersey and Pennsylvania: Comment. American Economic Review, 90(5), 1362–1396. https://doi.org/10.1257/aer.90.5.1362
  • Nicholas Bloom, & John Van Reenen. (2010). Why Do Management Practices Differ across Firms and Countries? Journal of Economic Perspectives, 1, 203. https://doi.org/10.1257/jep.24.1.203
  • Nickell, S. (1997). Unemployment and Labor Market Rigidities: Europe versus North America. Journal of Economic Perspectives, 11(3), 55–74. https://doi.org/10.1257/jep.11.3.55
  • Paul Oyer, & Scott Schaefer. (2010). Personnel Economics: Hiring and Incentives. NBER Working Papers.
  • Unemployment dynamics and duration dependence. (1996). Journal of Labor Economics, 14, 100–125. https://doi.org/10.1086/209805