文献类型：期刊文献

中文题名：培训迁移、人力资本提升与非正规劳动力就业

英文题名：Training Transfer,Human Capital Improvement and Informal Employment

作者：燕晓飞[1];赵鑫全[1]

机构：[1]中国劳动关系学院经济管理系

年份：2014

期号：1

起止页码：43

中文期刊名：中南财经政法大学学报

外文期刊名：Journal of Zhongnan University of Economics and Law

收录：CSTPCD、、BDHX2011、NSSD、CSSCI2014_2016、BDHX、CSSCI

基金：国家社会科学基金资助项目"非正规就业劳动力教育培训的理论与实践问题研究"(BAA090023)

语种：中文

中文关键词：非正规就业劳动力;教育培训;培训迁移;人力资本

外文关键词：Informally Employment;;Training Transfer;;Human Capital;;Educational Training

中文摘要：近年来,越来越多的企业采用非正规就业的雇佣方式,对非正规就业劳动力的培训也日益重视。但总体而言,培训的效果不尽如人意。对教育培训成效进行评价的一个重要标准是培训迁移效果,考量和提升培训迁移效果对提高非正规就业劳动力教育培训质量具有重要意义。基于十四类不同行业的非正规就业劳动者的问卷调查数据研究发现,影响非正规就业劳动力培训迁移效果的关键因素有个人特征、课程设计和工作环境等,要增强培训效果,需要在政府、企业和培训机构建立有效的沟通机制,强化政府的监管角色,针对个人和企业进行培训课程内容和时间设计,并在培训后提供促进培训转移的激励措施。

外文摘要：In recent years,Informal employment have been accepted by most of enterprises,enterprises pay more attention to the training transfer effectiveness for informal employment.Generally speaking,however,the result is barely satisfactory.The most important standard to evaluate the effect of educational training is to evaluate its transfer effects,which plays a very significant role in promoting training quality for informal employment.The questionnaire focuses on the informal employment from fourteen different industries.Through factors analysis and multilinear regression, this paper finds the key factors affecting training transfer effectiveness for informal employment are personal characteristics,curriculum design and working environment.Therefore,some suggestions are as follows,including establishing effective communication mechanism among government,enterprise and institutions,adjusting the training content and time according to the need of the individuals and enterprises,and at the same time,drawing up some incentive scheme to enhance the training transfer after the educational training.