登录

  • 登录
  • 忘记密码?点击找回

注册

  • 获取手机验证码 60
  • 注册

找回密码

  • 获取手机验证码60
  • 找回
毕业论文网 > 外文翻译 > 管理学类 > 人力资源管理 > 正文

我国中小企业员工在职培训风险及规避外文翻译资料

 2022-11-24 03:11  

On the job training for employees of SMEs in China and avoid the risk

Nobu Kiyotaki

Princeton University

Abstract: The in-service 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 research object, through job training for SMEs and influencing factors of the study, discusses 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 proposes 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 increase the stock of human capital more proactive approach is to-the-job training. Property rights theory based on human capital, human capital characteristics of their owners can not be separated, 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 precisely because such features can not be separated, the current number of SMEs in China is often a dilemma-job 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 in-service training for many reasons, including their own problems, including the training methodology, in order to find solutions to the enterprise 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-service training aimed at increasing knowledge and skills of workers to improve their productivity and income, and in the process, both enterprises and workers to pay the costs, including financial, material and energy, time, etc., both enterprises 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 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 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 enterprise 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 enterprise create value, once they left the business to powerless. Compared to Western countries, Chinas enterprises in-service training of the late start of the study, theoretical system is also not perfect, so the existence of enterprise-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 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 example, the lack of systematic training management system, including training needs analysis, institution building and systems, evaluation feedback. It is precisely because of the lack of a sound system, causing increased risk of training, training effectiveness reduced, resulting in corporate leadership, 'On the training of pale', and thus greatly reduce the in-service training business concerns, do not want to increase investment in job training.

Second, the existence of the risk of job training for SMEs

In-service training as a human capital investment companies, natural and human capital are inextricably linked, so a series of characteristics of human capital will inevitably bring about the in-service training to various risks. These characteristics are in-service 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-service training of human capital investment to vanish, resulting in huge losses of enterprises. Attrition risks include not only the resignation of younger workers, but also service workers because of age, physical health, emotional and other factors personal retirement or resignation. In life, career staff, there is always the experience of several job-hopping, which is often the case with its own staff and businesses closely related to the work environment, therefore, enterpr

剩余内容已隐藏,支付完成后下载完整资料


毕业论文(翻译)

题 目 我国中小企业员工在职培训风险及规避

我国中小企业员工在职培训风险及规避

Nobu Kiyotaki

Princeton University

摘要:在职培训,作为一种具有高报酬率的人力资本投资,不可避免的面临各种问题和风险。本文主要以企业员工在职培训的风险规避能力为研究对象,通过对中小企业在职培训现状及影响因素的研究,论述了中小企业在职培训投资的风险与收益,并试图通过对成本、收益、风险等方面的分析,找出问题存在的原因,提出有关的解决方法和建议。

关键词:中小企业;在职培训;培训风险;风险规避

1前言

伴随着知识经济时代的到来,面对激烈的竞争和科学技术的迅猛发展, 造就高素质员工已成为企业适应时代发展的必然选择。人力资本理论的奠基人加里.贝克尔用传统的微观均衡分析方法建立了人力资本投资均衡模型,他认为能够增加人力资本存量的比较主动的方法就是在职培训。基于人力资本产权理论,人力资本与其所有者不可分离的特性,造成了在职培训过程中,企业所投入的成本无法像物质资本投资那样直接收回或者自由让渡。正是因为这种不可分离特性,目前中国许多中小企业在职培训往往陷入两难困境,导致其对人力资本投资的重要性和投资上出现严重不足。造成我国中小企业员工在职培训水平低下的原因是多方面的,包括企业自身问题,也包括培训方法的问题,要想找到解决之道,就必须对企业员工的在职培训行为进行深入分析。因此, 本文试图对上述在职培训的人力资本特性和风险规避等问题进行具体分析,探寻导致我国中小企业员工在职培训存在风险的原因,进而有针对性地采取措施,调动企业人力资本投资的积极性,这对于我国中小企业的可持续发展是十分重要的。

2我国中小企业在职培训及其现状

在职培训简单来说就是员工在工作实践中接受教育实践的活动, 是企业人力资本投资的一种方式。 在职培训的目的在于提高劳动者的知识技能, 从而提高其劳动生产率和收入,而在这过程中,企业和劳动者双方都付出了成本,包括财力、物力和精力、时间等,企业和员工双方都能从中获得长久的收益,因此,这是一种投资活动,一种对人的投资,即人力资本投资。从大多数企业在职培训的目的来看, 可以分为一般在职培训和特殊在职培训。一般培训主要是对通用人力资本的培训。通用人力资本不仅对当前企业有价值,而且对市场中的其它企业均有同样的价值,比如写作能力, 计算机能力, 阅读能力, 沟通能力等, 对于任何一个岗位,任何一个职位都是不可或缺的人力资本,其从一个行业转到另一个企业时不贬值。特殊培训则是对专用人力资本的培训。专用人力资本是指只对当前企业有价值的人力资本,一旦员工离开当前企业,则人力资本就毫无价值,比如特定的工作程序,特定的工作技能等,它只能在某个企业中能创造价值,一旦离开该企业就英雄无用武之地。相对于西方国家, 我国企业进行在职培训的研究起步的较晚,理论体系也还不完善,因此我国企业在职培训往往存在各种各样的问题,其现状不容乐观。尤其是我国的中小企业,由于自身存在的种种问题以及外部条件的限制,缺乏完善的培训体系,其培训效益不尽如人意,使其陷入投资风险的增加与人力资本的重要性的两难境地。我国中小企业在职培训存在的问题还有很多。比方说缺乏系统的培训管理体系,包括培训需求分析、机构建设和制度、评估反馈等。而正是因为缺乏完善的体系,引起培训的风险增加,培训成效的降低,导致企业领导层“谈培训色变”,因而企业大大降低了在职培训的关注,不愿增加对在职培训的投入。

3我国中小企业在职培训存在的风险

在职培训作为企业一种人力资本投资活动,自然与人力资本是密不可分的,因此人力资本的一系列特性也就无可避免的带来了在职培训的各种风险。这些特性为在职培训带来了各种风险,主要有以下几个方面。

3.1离职风险

无论是一般在职培训,还是特殊在职培训,都面临着极大的风险,那就是人员流失。由于人与人力资本的不可分割性,一旦员工离开企业,其在职培训的人力资本投入就化为乌有,造成企业的巨大损失。人员流失风险不仅包括年轻员工的辞职, 还包括在职员工因年龄、身体健康状况、个人情感等各方面因素而退休或离职。 在员工一生的职业生涯中,总有几次跳槽的经历,这往往与员工自身的情况和企业工作环境紧密相关,因此,企业在进行在职培训时,不仅要注意对培训对象的选择,还要注意员工的职业生涯规划。

3.2贬值风险

人力资本与物力资本一样,遭受贬值的风险。企业在职培训的主要内容是丰富员工的知识,提升员工的技能,这种知识和技能同样会出现贬值,这种贬值可以分为有形的贬值和无形的贬值。其中,有形贬值主要是指由于生疏、遗忘等引起的知识和技能的减少,从而影响当期的人力资本投资收益和未来的人力资本投资。无形贬值是指由于科技的飞速发展使得原有的知识和技能变得相对落后。科技的快速发展、市场的动态变化、产品生命周期的急剧缩短都加速了企业在职培训人力资本的无形贬值。电子产品更新换代急速加剧,人们的思想也快速发生改变。在这种背景下,若企业在职培训的内容不能紧密地结合企业的实际需要并及时更新,就将面临无形贬值的风险。

3.3道德风险

在特殊培训过程中,其培训成果是依靠企业的投入和员工的努力这双重的条件来完成的,这样就容易出现双边道德问题,即员工的偷懒与企业的隐藏这双边的道德。 当员工的努力程度是隐藏行动,而特殊培训的产出成果是企业的私有信息时, 员工有可能采取“偷懒”的策略,因为员工无法分享培训成果。另一方面,企业则可能故意低估人力资本投资的产出,或者延迟培训成果投入生产,从而减少人力资本投入,从而导致双边的道德风险问题。即使在一般培训当中,也存在道德风险,这种风险通常源于失业与竞争的可能性。在“学徒制培训”或“干中学”的培训中,企业的老员工为了避免竞争压力与失业压力,会可以减少对新员工的培训,以此来减少竞争对手。

4中小企业在职培训风险的形成因素分析

造成企业在职培训风险的的因素是多方面的,本文主要从人力资本特性的角度来分析。所谓人力资本的特性,主要包括与人的不可分离性,人力资本的流动性以及人力资本投资报酬的间接性等。

4.1人力资本不可分离性的影响

首先,人力资本的产权天然属于个人,它与其所有者具有不可分离性。因此,在企业培训中, 虽然企业作为在职培训的投资主体,但通过培训投资形成的人力资本所有权将属于被培训的员工,而不是企业。这种投资主体和所有者主体的分离使得人力资本产权关系复杂化。并且我们说企业培训形成的人力资本增量不仅与企业培训有关,而且与原有的人力资本存量有关。其次是企业培训投资主体的模糊性。企业在进行在职培训投资的同时,接受培训的员工也要付出体力、精力、时间甚至金钱,或者放弃某些收入或者机会,从而形成在职培训投资的双重主体,企业往往表现为显性的投资主体,而员工则是隐性的投资主体。

4.2人力资本流动性的影响

人力资本是有着自己意志的流动的资本。这是因为人力资本的载体是企业员工,而员工是有着自己意识和行为的人。由于员工具有经济人的属性,即每个从事经济活动和进行经济决策的个人都以效用最大化为目的。一旦达不到这一目的,就会出现利益最大化选择行为,向能够为其提供符合价值增值工作的其他企业,从而使企业人力资本投资无法收回。比如薪酬方面、年龄方面、工作环境方面或者是婚姻关系等等。

4.3人力资本投资报酬间接性的影响

员工培训投资的直接结果是人力资本存量的增加,它必须通过与物质资本存量的有机结合,才能转化为企业现实的生产力,从而产生预期收益。因此,员工培训投资并不直接作用于生产过程,也不直接生产物质财富,投资收益也不能通过物质生产过程直接反映出来,从而培训后的受训人员每年的预期收益的数值没有办法得到直接保证。尽管目前对人力资本的研究已经进入到理论建设与量化分析的阶段,但是至今尚未取得突破性的进展,难以找到令人信服的精确计算投资收益的方法。投资收益的间接性与投资主体多元性的并存,使建立明晰的人力资本产权结构成为困难,有可能加剧收益分配中的矛盾,从而增加投资风险。

5解决我国中小企业在职培训风险的措施

虽然目前对在职培训的研究还不是非常深入,理论体系也还不健全,但是面对在职培训过程中暴露出来的种种问题,我国中小企业还是提出了对抗风险的种种有效途径,这些途径在很大程度上解决了在职培训的风险问题。比方说通过制定合同约束机制,通过对培训内容进行更新换代,或者提供更先进的培训方法,或者运用适当的激励措施获通过加强对培训成本预算及风险预测等。这些途径虽然在一定程度上避免了风险,但却不能完全规避。以下是根据影响在职培训的因素,以及我国中小企业在职培训中切实存在的问题,而提出的规避在职培训风险的措施。

5.1重视团队精神培育和企业文化建设

团队精神是企业文化的一部分,良好的团队精神,良好的企业文化,在精神上给予员工以归属感, 往往比合同这种硬性规定更能留住员工。每个进入星巴克的员工都必须先进行入职培训,他们培训的内容除了必须的职业素质与技能的培训外,更重要的是在培训过程中,加强员工之间的联系,联络磨合员工之间的感情。星巴克认为,在培训过程中,员工往往会建立一种团队精神,这种精神有助于提高员工对企业的忠诚度,减少离职率。因此,企业在培训过程中,要注意建立员工之间的团队精神,重视员工的个人价值,让每个员工都觉得受到重视,是减少在职培训离职风险的有效途径。

5.2加强企业间培训合作,发挥培训规模效应

企业在职培训通常需要一定规模的固定的培训投资,大企业因为培训员工多,所以单位员工的培训成本就较小,所以大企业在正式培训上有成本优势,这就是所谓的“规模效应”。对于中小企业,因为培训对象少,单靠自身要进行规模培训是不现实的,一个解决方法就是与其他企业相互合作,进行联合培训,以此来减少员工的单位培训成本。当然,这种方法只适用于一般在职培训,对于特殊在职培训,因为其关系到企业的特殊技术,并不适用这种“规模效应”的方法。

5.3加强员工自我学习的积极性和学习能力培养

培养员工自我学习的能力,加强员工自我学习,是减少企业在职培训成本投入、提高培训效果、减少在职培训风险的最直接的途径。首先,加强员工自我学习能力,可以减少道德风险。在“师徒制” 培训过程中,可以减少“师傅”刻意阻碍“徒弟”学习的影响,员工可以通过自我学习来提高技术和能力。其次,加强员工自我学习能力,可以减少培训成本。员工通过自我学习,更加快速的掌握了所需的知识和技能,减少培训时间,降低培训成本。最后,员工通过自我学习,加强了学习的积极性,更好的掌握了技术,在实践中也更好的运用了培训成果,提高了培训效果。

参考文献

[1]Richard Ha rocky. Small and medium-sized enterprise competition.

[2]Wayne Craig. Human resource management. Oxford University press.1998.10.

[3]HW Seliger, EG Shohamy.Second language research methods[M].New York.Oxford University Press,1989.

[4]Goff, J. A. (1957) Saturation pressure of water on the new Kelvin temperature scale, Transactions of the American Society of Heating and Ventilating 5.5.Engineers, pp 347-354, presented at the semi-annual meeting of the American Society of Heating and Ventilating Engineers, Murray Bay, Que. Canada.

剩余内容已隐藏,支付完成后下载完整资料


资料编号:[30031],资料为PDF文档或Word文档,PDF文档可免费转换为Word

您需要先支付 30元 才能查看全部内容!立即支付

企业微信

Copyright © 2010-2022 毕业论文网 站点地图