外文翻譯--我國(guó)中小企業(yè)員工在職培訓(xùn)風(fēng)險(xiǎn)及規(guī)避-免費(fèi)閱讀
【正文】 其次，加強(qiáng)員工自我學(xué)習(xí)能力，可以減少培訓(xùn)成本。星巴克認(rèn)為，在培訓(xùn)過(guò)程中，員工往往會(huì)建立一種團(tuán)隊(duì)精神，這種精神有助于提高員工對(duì)企業(yè)的忠誠(chéng)度，減少離職率。盡管目前對(duì)人力資本的研究已經(jīng)進(jìn)入到理論建設(shè)與量化分析的階段，但是至今尚未取得突破性的進(jìn)展，難以找到令人信服的精確計(jì)算投資收益的方法。企業(yè)在進(jìn) 10 行在職培訓(xùn)投資的同時(shí)，接受培訓(xùn)的員工也要付出體力、精力、時(shí)間甚至金錢(qián)，或者放棄某些收入或者機(jī)會(huì)，從而形成在職培訓(xùn)投資的雙重主體，企業(yè)往往表現(xiàn)為顯性 的投資主體，而員工則是隱性的投資主體。在“學(xué)徒制培訓(xùn)”或“干中學(xué)”的培訓(xùn)中，企業(yè)的老員工為了避免競(jìng)爭(zhēng)壓力與失業(yè)壓力，會(huì)可以減少對(duì)新員工的培訓(xùn)，以此來(lái)減少競(jìng)爭(zhēng)對(duì)手。無(wú)形貶值是指由于科技的飛速發(fā)展使得原有的知識(shí)和技能變得相對(duì)落后。這些特性為在職培訓(xùn) 帶來(lái)了各種風(fēng)險(xiǎn)，主要有以下幾個(gè)方面。特殊培訓(xùn)則是對(duì)專用人力資本的培訓(xùn)。正是因?yàn)檫@種不可分離特性，目前中國(guó)許多中小企業(yè)在職培訓(xùn)往往陷入兩難困境 ,導(dǎo)致其對(duì)人力資本投資的重要性和投資上出現(xiàn)嚴(yán)重不足。 risk aversion With the knowledge economy era, the face of fierce petition and rapid development of science and technology, creating highquality employees has bee 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 increase the stock of human capital more proactive approach is tothejob training. Property rights theory based on human capital, human capital characteristics of their owners can not be separated, resulting in job training process, the pany invested in physical capital investment costs can not be as straightforward as the back or free assignment. It is precisely because such features can not be separated, the current number of SMEs in China is often a dilemmajob training, leading to the importance of human capital investment and a serious lack of investment. SMEs in China caused by the low level of staff inservice training for many reasons, including their own problems, including the training methodology, in order to find solutions to the enterprise employees must conduct indepth analysis of job training. Therefore, this article attempts to abovethejob training of human capital characteristics and risk aversion and other issues specific analysis, to explore leadingjob 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. Inservice training aimed at increasing knowledge and skills of workers to improve their productivity and ine, and in the 1 process, both enterprises and workers to pay the costs, including financial, material and energy, time, etc., both enterprises and employees can derive longterm benefits, so this is an investment activity, an investment in people, namely, human capital investment. Most panies from the point of view the purpose 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 enterprise value, and the other panies on the market have the same value, such as writing skills, puter skills, reading skills, municationskills,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 enterprise value of human capital, once the employee leaves the current pany, then no value of human capital, such as the specific procedures, specific job skills, it can only be in one enterprise create value, once they left the business to powerless. Compared to Western countries, China39。s enterprises inservice training of the late start of the study, theoretical system is also not perfect, so the existence of enterprisejob 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 prehensive training system, its training effectiveness is not satisfactory, it increases the risk of investment into human capital and the importance of the dilemma. Job training of SMEs in China there are many problems. For examp
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