外文翻译--我国中小企业员工在职培训风险及规避

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1、 On the job training for employees of SMEs in China and avoid the risk 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, throug

2、h 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

3、；-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. Becke

4、r 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 owne

5、rs 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 t

6、raining, 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 employe

7、es 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 mobiliz

8、e 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

9、 way. In-service training aimed at increasing knowledge and skills of workers to improve their productivity and income, 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 long-term b

10、enefits, 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 capi

11、tal. 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 busine

12、ss 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 sk

13、ills, 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

14、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

15、 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 r

16、isk 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 tr

17、aining 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 i

18、n 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 - 2 - company, its in-service training of human capital investment to vanish, re

19、sulting 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-h

20、opping, which is often the case with its own staff and businesses closely related to the work environment, therefore, enterprises in job training, not only to pay attention to the selection of trainees, but also attention to employee career planning. 2, the devaluation risk Like human capital and ph

21、ysical 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

22、 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 an

23、d skills to make the original become relatively backward. Rapid technological development, market dynamics, shorter product life cycles have accelerated dramatically in-service training of enterprise intangible human capital depreciation. Replacement of electronic products increased rapidly, peoples

24、 minds are quick to change. In this context, if the job Training content can not be closely integrated with the actual needs and to date, will face the risk of devaluation invisible. 3, the moral hazard In the special training course is to rely on the results of its training investment in the enterp

25、rise 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 enterprises, employees

26、 may take lazy strategy, because 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

27、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 or learning by doing 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.