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： harry potter7SMEs；—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
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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, the 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
international是什么意思2011考研时间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 enterpris 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， human capital investment。 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 current 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
vscprevious是什么意思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 th
e 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 corporate leadership, "On the training of pale”, 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
十二个月的英文>disappointedIn-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 always 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 att
ention to the lection of trainees, but also attention to employee career planning.
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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.
