工商管理企业员工培训中英文对照外文翻译文献

中英文对照外文翻译

中英文对照外文翻译

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, 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, China's 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, 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 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-service training of enterprise intangible human capital depreciation. Replacement of electronic products increased rapidly, people's 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 enterprise 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 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 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.

Third, the formation of small and medium-the-job training, risk

factor analysis

The risk of the enterprise is in-service training by many factors, this article mainly

from the perspective of human capital characteristics analysis. The so-called human capital characteristics, including the inseparability with people, mobility of human capital and human capital investment and other indirect compensation.

1, the inseparability of human capital

First, human capital, natural personal property, which its owner has not separation. Thus, in corporate training, although the investment business as a main-job training, but through the formation of human capital training investment property and will be trained staff, rather than enterprises. The investors and owners of the main property of human capital makes the separation of complicated relations. We say that the formation of corporate training and human capital and business training is not only incremental, but also to the existing stock of human capital related. Second, the subject of enterprise investment in training ambiguity. Job training investment enterprises in the same time, training the employees have to pay the physical and mental energy, time or money, or give up some of the income or the opportunity to form a double main-job training investment, business investment is often manifested in the main dominant and the staff is hidden investors.

2, the impact of human capital mobility

Human capital is the will has its own flow of capital. This is because the carrier of human capital is the employees, and employees have their own consciousness and acts. Because employees who have the economic attributes that each engaged in economic activities and individuals in economic decision-making for the purpose of utility maximization. Once reach this goal, there will be interest maximization behavior, to provide consistent value added to the work of other enterprises, so that human capital investment can not be recovered. Such as remuneration, age, work environment or marriage relations.

3, the human capital impact of indirect return on investment

A direct result of investment in staff training is to increase the stock of human capital, it must be with the combination of physical capital stock can be converted into real productivity enterprises, to produce the expected benefits. Therefore, investment in employee training not directly in the production process, nor the direct production of material wealth, investment income can not be directly reflected in the material

production process, thus the training of trainees each year after the expected return value is no way to get a direct guarantee. Although research on the human capital theory has been entered into the stage of construction and quantitative analysis, but has not yet made a breakthrough, it is difficult to find convincing accurate calculation of investment income method. Indirect investment income diversity and the coexistence of investment, so that the human capital to establish clear property right structure to become difficult, there is likely to exacerbate the contradictions in the income distribution, thereby increasing investment risk.

Fourth, to resolve the risk of job training measures for SMEs Although research on the job training is not very in-depth, theoretical system is also not perfect, but the face in the

Exposed in the course of vocational training in various problems of SMEs in China or made effective way to combat these risks, which means job training in large measure to solve the risk problem. For example, through the development of the contract binding mechanism, through the upgrading of training content, or to provide more advanced training methods, or by the use of appropriate incentives to strengthen the training costs through the budget and risk prediction. Although these pathways to avoid the risk to some extent, but not completely avoid. The following is based on the factors that affect the job training and job training for SMEs in China There is a real problem, and proposed measures to avoid the risk of job training.

1, attention to foster team spirit and corporate culture

Team spirit is the part of corporate culture, good teamwork, good corporate culture, in the spirit of giving employees the sense of belonging, often more than the contract to retain employees this hard and fast rules. Starbucks employees of each entry must be carried out induction training, training content in addition to their professional qualities and skills training, more importantly, the training process, to strengthen the links between employees, contact between the staff running feelings. Starbucks believes that the training process, employees tend to create a team spirit, this spirit will help the enterprise to improve employee loyalty, reduce turnover rate. Therefore, enterprises in the training process, we should pay attention to build team spirit among

staff, attention to staff's personal values, so that each employee feels valued, is to reduce the risk of job training effective way to leave.

2, to enhance training cooperation between enterprises, to play the training scale Enterprise-job training usually requires a certain amount of fixed investment in training, large enterprises because the training staff, therefore the unit costs of training staff to small, so large companies have a cost advantage of formal training, which is called "scale effect." For SMEs, because the training object less to the size of their training alone is not realistic, a solution is mutual cooperation with other enterprises, joint training, in order to reduce the unit cost of training staff. Of course, this method is only suitable for general-job training, job training for special, because it relates to their special technology, does not apply to this kind of "scale" approach.

3, enhance staff motivation and self-study learning ability

Training of staff self-learning ability, enhance staff self-learning, is to reduce the cost of business investment in job training and improve training effectiveness and reduce the risk of job training the most direct route. First, enhance staff self-learning ability, can reduce the moral hazard. In the "apprenticeship" training process, we can reduce the "master" deliberate obstruction "apprentice" learning effect, employees can self-learning to improve skills and abilities. Secondly, to enhance staff self-learning can reduce training costs. Employees through self-learning, more quickly master the necessary knowledge and skills, reducing training time, reduce training costs. Finally, the staff through self-learning, and enhance the enthusiasm of learning, better grasp of the technology in practice and better use of the training results and improve the training effect.

4, job rotation and strengthen the communication between departments

The job rotation job training and conduct your business one way, because it is in-house training, because

This largely reduces the cost of job training. Job rotation, means to transform trained staff to work with each other, so that trained staff to work in the corresponding field study on the necessary skills and knowledge. In addition to job rotation to reduce training costs, the training effect is also evident. Job rotation because it is field training in the workplace, and avoid the difficulties from the theory and practice, to

avoid direct staff to give up training after the training results. Enhance communication between departments on the one hand can contact the department, the relationship between employees at all levels to improve the cohesion of the enterprise, on the other hand, in fact, also through the communication between employees, between employees of various departments to share skills and abilities , to a certain extent, also help strengthen the effectiveness of staff training.

5, to improve the external policy of support for job training

The impact of job training before the face of factors of external policy, we can see the impact of training on the job, the external policy, including national and local labor laws and regulations, changes in market demand and the development of science and technology. Job training for local government support for the enterprise can improve the business-to-the-job training investment in this regard, enterprises should strengthen communication with local governments, local labor policies for more support on the job training enterprises, such as on-the-job training provide certain concessions or help and so on. Market demand and technology for the shorter replacement cycle, companies need to do is more comprehensive and accurate grasp of the subtle changes in the market, understand market dynamics, in response to market trends and their actual circumstances, combined with practical in-service training , so as to avoid the risk of depreciation in-service training to improve training effectiveness.

我国中小企业员工在职培训风险及规避

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

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。

一、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。

二、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。

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。

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