梦见吃饼
On the job training for employees of SMEs in China and avoid
the risk
Abstract: The in-rvice training, as a high return on investment in human capital, faced with the inevitable problems and risks. In this paper, the employees working Risk aversion training capacity as the rearch object, through job training for SMEs and influencing factors of the study, discuss the risks of investment in small and medium-job training and benefits, and attempts by the costs, benefits, risks and other aspects of analysis to identify problems, and propos the solutions and recommendations.
Keywords； SMEs;-the-job training; training in risk; risk aversion
With the knowledge economy era, the face of fierce competition and rapid development of science and technology, creating high-quality employees has become the inevitable choice to adapt to the times. Gary, the founder of human capital theory. Becker balanced with the traditional microscopic method for analyzing equilibrium model of human capital investment, he thought to increa the stock of human capital more proactive approach is to-the-job training. Property rights theory bad on human capital, human capital characteristics of their owners can not be parated, resulting in job training process, th
e company invested in physical capital investment costs can not be as straightforward as the back or free assignment. It is precily becau such features can not be parated, the current number of SMEs in China is often a dilemma-job training, leading to the importance of human capital investment and a rious lack of investment. SMEs in China caud by the low level of staff in-rvice training for many reasons, including their own problems, including the training methodology, in order to find solutions to the enterpri employees must conduct in-depth analysis of job training. Therefore, this article attempts to above-the-job training of human capital characteristics and risk aversion and other issues specific analysis, to explore leading-job training of SME employees at risk reasons, and thus targeted measures to mobilize investment in human capital initiative, This is the sustainable development of SMEs in China is very important.
First, job training and the status of SMEs in China
Job training is simply the practice of employees in the work practice of the activities of education, investment in human capital is a way. In-rvice training aimed at increasing knowledge and skills of workers to improve their productivity and income, and in the process, both enteipris and workers to pay the costs, including financial, material and energy, time, etc., both enterpris and employees can derive long-term benefits, so this is an investment activity, an investment in people, namely, hum
an capital in vestmen匸Most companies from the point of view the purpo of job training, job training can be divided into general and specific job training. General training mainly for the training of general human capital. General human capital not only for the cuiTent enterpri value, and the other companies on the market have the same value, such as writing skills, computer skills, reading skills, communicationskills,etc.for any job, any job or are not Lack of human capital from one industry to another business does not depreciate. Special training is the training of the dedicated human capital. Specific human capital refers only to the current enterpri value of human capital, once the employee leaves the current company, then no value of human capital, such as the specific procedures, specific job skills, it can only be in one enterpri create value, once they left the business to powerless. Compared to Western countries, China's enterpris in-rvice training of the late start of the study, theoretical system is also not perfect, so the existence of enterpri-job training is often a variety of problems, the situation is not optimistic. Especially China
SMEs, due to existence of their own problems and external constraints, the lack of a comprehensive training system, its training effectiveness is not satisfactory, it increas the risk of investment into human capital and the importance of the dilemma. Job training of SMEs in China there are many problems. For example, the lack of systematic training management system, including training needs
analysis, institution building and systems, evaluation feedback. It is precily becau of the lack of a sound system, causing incread risk of training, training effectiveness reduced, resulting in coiporate leadership, H On the training of pale蔦and thus greatly reduce the in-rvice training business concerns, do not want to increa investment in job training.
Second, the existence of the risk of job training for SMEs
In-rvice training as a human capital investment companies, natural and human capital are inextricably linked, so a ries of characteristics of human capital will inevitably bring about the in-rvice training to various risks. The characteristics are in-rvice training to bring a variety of risks, mainly in the following areas-
1,leaving the risk
Job training, whether general or specific job training, are facing a great risk that staff turnover. As the indivisibility of human capital people, once the employee leaves the company, its in-rvice training of human capital investment to vanish, resulting in huge loss of enterpris. Attrition risks include not only the resignation of younger workers, but also rvice workers becau of age, physical health, emotional and other factors personal retirement or resignation. In life, career staff, there is al
ways the experience of veral job-hopping, which is often the ca with its own staff and business cloly related to the work environment, therefore, enterpris in job training, not only to pay attention to the lection of trainees, but also attention to employee career planning. 2,the devaluation risk
Like human capital and physical capital, subject to the risk of devaluation. The main job Training of staff is to enrich the content knowledge, enhance staff skills, knowledge and skills such as depreciation occurs, this devaluation devaluation can be divided into tangible and intangible depreciation. Which mainly refers to the physical depreciation of the unfamiliar, forgotten, etc., causing reduction of the knowledge and skills, thus affecting the current human capital investment return and future human capital investment. Intangible depreciation is due to the rapid development of science and technology knowledge and skills to make the original become relatively backward. Rapid technological development, market dynamics, shorter product life cycles have accelerated dramatically in-rvice training of enterpri intangible human capital depreciation. Replacement of electronic products incread rapidly, people's minds are quick to change. In this context, if the job Training content can not be cloly integrated with the actual needs and to date, will face the risk of devaluation invisible.
新年开场白>赵伊瑞3,the moral hazard
In the special training cour is to rely on the results of its training investment in the
enterpri and the efforts of staff to the double condition
Completed, so prone to bilateral moral issue, that is lazy and corporate employees to hide this bilateral ethics. When the staff effort is hidden action, and special training in the output results are private information of enterpris, employees may take "laz y” strategy, becau employees can not share the results of training. On the other hand, companies may deliberately underestimate the output of human capital investment, or delay the results of training in production, thereby reducing human capital investment, leading to bilateral moral hazard problem. Even among the general training, but also of moral hazard, the risk of unemployment and competition usually comes from the possibility. In the "apprenticeship training n or H learning by doing1' training in the old company employee in order to avoid competitive pressure and the pressure of unemployment will reduce the training of new employees in order to reduce competition.
Third, the formation of small and medium-the-job training, risk
factor analysis
阆中张飞庙The risk of the enterpri is in-rvice training by many factors, this article mainly from the perspective of human capital characteristics analysis. The so-called human capital characteristics, including the inparability with people, mobility of human capital and human capital investment and other indirect compensation.
1,the inparability of human capital
First, human capital, natural personal property, which its owner has not paration. Thus, in coiporate training, although the investment business as a main-job training, but through the formation of human capital training investment property and will be trained staff, rather than enterpris. The investors and owners of the main property of human capital makes the paration of complicated relations. We say that the formation of corporate training and human capital and business training is not only incremental, but also to the existing stock of human capital related. Second, the subject of enterpri investment in training ambiguity. Job training investment enterpris in the same time, training the employees have to pay the physical and mental energy, time or money, or give up some of the income or the opportunity to form a double main-job training investment, business investment is often manifested in the main dominant and the staff is太阳香
hidden investors.
2,the impact of human capital mobility
协商解除劳动合同Human capital is the will has its own flow of capital. This is becau the carrier of human capital is the employees, and employees have their own consciousness and acts. Becau employees who have the economic attributes that each engaged in economic activities and individuals in economic decision-making for the purpo of utility maximization. Once reach this goal, there will be interest maximization behavior, to provide consistent value added to the work of other enterpris, so that human capital investment can not be recovered. Such as remuneration, age, work environment or maiTiage relations.
3,the human capital impact of indirect return on investment
A direct result of investment in staff training is to increa the stock of human capital, it must be with the combination of physical capital stock can be converted into real productivity enterpris, to produce the expected benefits. Therefore, investment in employee training not directly in the production process, nor the direct production of material wealth, investment income can not be directly reflected in the material production process, thus the training of trainees each year after the expected return value is no way to get a direct guarantee. Although rearch on the human capital th
eory has been entered into the stage of construction and quantitative analysis, but has not yet made a breakthrough, it is difficult to find convincing accurate calculation of investment income method. Indirect investment income diversity and the coexistence of investment, so that the human capital to establish clear property right structure to become difficult, there is likely to exacerbate the contradictions in the income distribution, thereby increasing investment risk.
城壁Fourth, to resolve the risk of job training measures for SMEs Although rearch on the job training is not very in-depth, theoretical system is also not perfect, but the face in the
Expod in the cour of vocational training in various problems of SMEs in China or made effective way to combat the risks, which means job training in large measure to solve the risk problem. For example, through the development of the contract binding mechanism, through the upgrading of training content, or to provide more advanced training methods, or by the u of appropriate incentives to strengthen the training costs英语四级作文题目
