工商管理企业员工培训中英文对照外文翻译文献Word文档格式.docx
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工商管理企业员工培训中英文对照外文翻译文献Word文档格式.docx
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Abstract:
Thein-servicetraining,asahighreturnoninvestmentinhumancapital,facedwiththeinevitableproblemsandrisks.Inthispaper,theemployeesworking
Riskaversiontrainingcapacityastheresearchobject,throughjobtrainingforSMEsandinfluencingfactorsofthestudy,discussestherisksofinvestmentinsmallandmedium-jobtrainingandbenefits,andattemptsbythecosts,benefits,risksandotheraspectsofanalysistoidentifyproblems,andproposesthesolutionsandrecommendations.
Keywords:
SMEs;
-the-jobtraining;
traininginrisk;
riskaversion
Withtheknowledgeeconomyera,thefaceoffiercecompetitionandrapiddevelopmentofscienceandtechnology,creatinghigh-qualityemployeeshasbecometheinevitablechoicetoadapttothetimes.Gary,thefounderofhumancapitaltheory.Beckerbalancedwiththetraditionalmicroscopicmethodforanalyzingequilibriummodelofhumancapitalinvestment,hethoughttoincreasethestockofhumancapitalmoreproactiveapproachisto-the-jobtraining.Propertyrightstheorybasedonhumancapital,humancapitalcharacteristicsoftheirownerscannotbeseparated,resultinginjobtrainingprocess,thecompanyinvestedinphysicalcapitalinvestmentcostscannotbeasstraightforwardasthebackorfreeassignment.Itispreciselybecausesuchfeaturescannotbeseparated,thecurrentnumberofSMEsinChinaisoftenadilemma-jobtraining,leadingtotheimportanceofhumancapitalinvestmentandaseriouslackofinvestment.SMEsinChinacausedbythelowlevelofstaffin-servicetrainingformanyreasons,includingtheirownproblems,includingthetrainingmethodology,inordertofindsolutionstotheenterpriseemployeesmustconductin-depthanalysisofjobtraining.Therefore,thisarticleattemptstoabove-the-jobtrainingofhumancapitalcharacteristicsandriskaversionandotherissuesspecificanalysis,toexploreleading-jobtrainingofSMEemployeesatriskreasons,andthustargetedmeasurestomobilizeinvestmentinhumancapitalinitiative,ThisisthesustainabledevelopmentofSMEsinChinaisveryimportant.
First,jobtrainingandthestatusofSMEsinChina
Jobtrainingissimplythepracticeofemployeesintheworkpracticeoftheactivitiesofeducation,investmentinhumancapitalisaway.In-servicetrainingaimedatincreasingknowledgeandskillsofworkerstoimprovetheirproductivityandincome,andintheprocess,bothenterprisesandworkerstopaythecosts,includingfinancial,materialandenergy,time,etc.,bothenterprisesandemployeescanderivelong-termbenefits,sothisisaninvestmentactivity,aninvestmentinpeople,namely,humancapitalinvestment.Mostcompaniesfromthepointofviewthepurposeofjobtraining,jobtrainingcanbedividedintogeneralandspecificjobtraining.Generaltrainingmainlyforthetrainingofgeneralhumancapital.Generalhumancapitalnotonlyforthecurrententerprisevalue,andtheothercompaniesonthemarkethavethesamevalue,suchaswritingskills,computerskills,readingskills,communicationskills,etc.,foranyjob,anyjoborarenot
Lackofhumancapitalfromoneindustrytoanotherbusinessdoesnotdepreciate.Specialtrainingisthetrainingofthededicatedhumancapital.Specifichumancapitalrefersonlytothecurrententerprisevalueofhumancapital,oncetheemployeeleavesthecurrentcompany,thennovalueofhumancapital,suchasthespecificprocedures,specificjobskills,itcanonlybeinoneenterprisecreatevalue,oncetheyleftthebusinesstopowerless.ComparedtoWesterncountries,China'
senterprisesin-servicetrainingofthelatestartofthestudy,theoreticalsystemisalsonotperfect,sotheexistenceofenterprise-jobtrainingisoftenavarietyofproblems,thesituationisnotoptimistic.EspeciallyChina
SMEs,duetoexistenceoftheirownproblemsandexternalconstraints,thelackofacomprehensivetrainingsystem,itstrainingeffectivenessisnotsatisfactory,itincreasestheriskofinvestmentintohumancapitalandtheimportanceofthedilemma.JobtrainingofSMEsinChinatherearemanyproblems.Forexample,thelackofsystematictrainingmanagementsystem,includingtrainingneedsanalysis,institutionbuildingandsystems,evaluationfeedback.Itispreciselybecauseofthelackofasoundsystem,causingincreasedriskoftraining,trainingeffectivenessreduced,resultingincorporateleadership,"
Onthetrainingofpale"
andthusgreatlyreducethein-servicetrainingbusinessconcerns,donotwanttoincreaseinvestmentinjobtraining.
Second,theexistenceoftheriskofjobtrainingforSMEs
In-servicetrainingasahumancapitalinvestmentcompanies,naturalandhumancapitalareinextricablylinked,soaseriesofcharacteristicsofhumancapitalwillinevitablybringaboutthein-servicetrainingtovariousrisks.Thesecharacteristicsarein-servicetrainingtobringavarietyofrisks,mainlyinthefollowingareas.
1,leavingtherisk
Jobtraining,whethergeneralorspecificjobtraining,arefacingagreatriskthatstaffturnover.Astheindivisibilityofhumancapitalpeople,oncetheemployeeleavesthecompany,itsin-servicetrainingofhumancapitalinvestmenttovanish,resultinginhugelossesofenterprises.Attritionrisksincludenotonlytheresignationofyoungerworkers,butalsoserviceworkersbecauseofage,physicalhealth,emotionalandotherfactorspersonalretirementorresignation.Inlife,careerstaff,thereisalwaystheexperienceofseveraljob-hopping,whichisoftenthecasewithitsownstaffandbusinessescloselyrelatedtotheworkenvironment,therefore,enterprisesinjobtraining,notonlytopayattentiontotheselectionoftrainees,butalsoattentiontoemployeecareerplanning.
2,thedevaluationrisk
Likehumancapitalandphysicalcapital,subjecttotheriskofdevaluation.ThemainjobTrainingofstaffistoenrichthecontentknowledge,enhancestaffskills,knowledgeandskillssuchasdepreciationoccurs,thisdevaluationdevaluationcanbedividedintotangibleandintangibledepreciation.Whichmainlyreferstothephysicaldepreciationoftheunfamiliar,forgotten,etc.,causingreductionoftheknowledgeandskills,thusaffectingthecurrenthumancapitalinvestmentreturnandfuturehumancapitalinvestment.Intangibledepreciationisduetotherapiddevelopmentofscienceandtechnologyknowledgeandskillstomaketheoriginalbecomerelativelybackward.Rapidtechnologicaldevelopment,marketdynamics,shorterproductlifecycleshaveaccelerateddramaticallyin-servicetrainingofenterpriseintangiblehumancapitaldepreciation.Replacementofelectronicproductsincreasedrapidly,people'
smindsarequicktochange.Inthiscontext,ifthejobTrainingcontentcannotbecloselyintegratedwiththeactualneedsandtodate,willfacetheriskofdevaluationinvisible.
3,themoralhazard
Inthespecialtrainingcourseistorelyontheresultsofitstraininginvestmentintheenterpriseandtheeffortsofstafftothedoublecondition
Completed,sopronetobilateralmoralissue,thatislazyandcorporateemployeestohidethisbilateralethics.Whenthestaffeffortishiddenaction,andspecialtrainingintheoutputresultsareprivateinformationofenterprises,employeesmaytake"
lazy"
strategy,becauseemployeescannotsharetheresultsoftraining.Ontheotherhand,companiesmaydeliberatelyunderestimatetheoutputofhumancapitalinvestment,ordelaytheresultsoftraininginproduction,therebyreducinghumancapitalinvestment,leadingtobilateralmoralhazardproblem.Evenamongthegeneraltraining,butalsoofmoralhazard,theriskofunemploymentandcompetitionusuallycomesfromthepossibility.Inthe"
apprenticeshiptraining"
or"
learningbydoing"
trainingintheoldcompanyemployeeinordertoavoidcompetitivepressureandthepressureofunemploymentwillreducethetrainingofnewemployeesinordertoreducecompetition.
Third,theformationofsmallandmedium-the-jobtraining,riskfactoranalysis
Theriskoftheenterpriseisin-servicetrainingbymanyfactors,thisarticlemainlyfromtheperspectiveofhumancapitalcharacteristicsanalysis.Theso-calledhumancapitalcharacteristics,includingtheinseparabilitywithpeople,mobilityofhumancapitalandhumancapitalinvestmentandotherindirectcompensation.
1,theinseparabilityofhumancapital
First,humancapital,naturalpersonalproperty,whichitsownerhasnotseparation.Thus,incorporatetraining,althoughtheinvestmentbusinessasamain-jobtraining,butthroughtheformationofhumancapitaltraininginvestmentpropertyandwillbetrainedstaff,ratherthanenterprises.Theinvestorsandownersofthemainpropertyofhumancapitalmakestheseparationofcomplicatedrelations.Wesaythattheformationofcorporatetrainingandhumancapitalandbusinesstrainingisnotonlyincremental,butalsototheexistingstockofhumancapitalrelated.Second,thesubjectofenterpriseinvestmentintrainingambiguity.Jobtraininginvestmententerprisesinthesametime,trainingtheemployeeshavetopaythephysicalandmentalenergy,timeormoney,orgiveupsomeoftheincomeortheopportunitytoformadoublemain-jobtraininginvestment,businessinvestmentisoftenmanifestedinthemaindominantandthestaffishiddeninvestors.
2,theimpactofhumancapitalmobility
Humancapitalisthewillhasitsownflowofcapital.Thisisbecausethecarrierofhumancapitalistheemployees,andemployeeshavetheirownconsciousnessandacts.Becauseemployeeswhohavetheeconomicattributesthateachengagedineconomicactivitiesandindividualsineconomicdecisi
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