本文選題：離職成本　切入點：在職培訓　出處：《經(jīng)濟理論與經(jīng)濟管理》2017年02期 　論文類型：期刊論文

【摘要】：假設(shè)員工轉(zhuǎn)換工作的"離職成本"是員工的私人信息,對企業(yè)而言服從特定分布,企業(yè)對員工采取(買方的)三級區(qū)別定價。企業(yè)的在職培訓既提高員工的勞動生產(chǎn)率,又改變員工離職成本的分布,最終影響員工的離職率和"生產(chǎn)率—工資"之差。這兩個作用都會影響企業(yè)投資于在職培訓的激勵。已有文獻僅關(guān)注后一個激勵,本文模型則二者兼顧,研究了企業(yè)在職培訓的決定因素,以及企業(yè)培訓與員工離職的關(guān)系。本文證明,即使沒有壓縮的工資結(jié)構(gòu),企業(yè)仍有激勵提供一般性員工培訓。較高的離職率也可以伴隨著較高的培訓水平,從而同時實現(xiàn)培訓效率和勞動力配置效率。本文認為這是歐洲"雙元制"培訓體系的成功經(jīng)驗,可作為我國經(jīng)濟轉(zhuǎn)型升級的政策參考。
[Abstract]:Suppose the "turnover cost" of the employee is the private information of the employee. For the enterprise, the service is distributed according to the specific distribution, and the enterprise adopts the three-level differential pricing (buyer's) to the employee. The on-the-job training of the enterprise can not only improve the labor productivity of the employee, but also improve the labor productivity of the employee. It also changes the distribution of employee turnover cost, and ultimately affects the employee turnover rate and the "productivity-wage" difference. Both of these effects will affect the incentive of enterprises to invest in on-the-job training. This paper studies the determinants of on-the-job training and the relationship between corporate training and employee turnover. This paper proves that even if there is no compressed wage structure, Enterprises still have incentives to provide general staff training. A higher turnover rate can also be accompanied by a higher level of training. This paper holds that this is the successful experience of the "dual system" training system in Europe and can be used as a policy reference for China's economic transformation and upgrading.
【作者單位】： 北京大學國家發(fā)展研究院;
【分類號】：F272.92

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【共引文獻】

相關(guān)期刊論文 前10條

1 陸振朋;;員工離職成本與企業(yè)在職培訓[J];經(jīng)濟理論與經(jīng)濟管理;2017年02期

2 王萬s，

本文編號：1635217