员工离职成本与企业在职培训

发布时间：2018-03-19 17:11

本文选题：离职成本　切入点：在职培训　出处：《经济理论与经济管理》2017年02期 　论文类型：期刊论文

【摘要】：假设员工转换工作的"离职成本"是员工的私人信息,对企业而言服从特定分布,企业对员工采取(买方的)三级区别定价。企业的在职培训既提高员工的劳动生产率,又改变员工离职成本的分布,最终影响员工的离职率和"生产率—工资"之差。这两个作用都会影响企业投资于在职培训的激励。已有文献仅关注后一个激励,本文模型则二者兼顾,研究了企业在职培训的决定因素,以及企业培训与员工离职的关系。本文证明,即使没有压缩的工资结构,企业仍有激励提供一般性员工培训。较高的离职率也可以伴随着较高的培训水平,从而同时实现培训效率和劳动力配置效率。本文认为这是欧洲"双元制"培训体系的成功经验,可作为我国经济转型升级的政策参考。
[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.
【作者单位】：北京大学国家发展研究院;
【分类号】：F272.92

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