员工离职成本与企业在职培训*

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。

TURNOVER COST AND FIRM SPONSORED TRAINING

This paper discusses the relationship between employee turnover costs and firm sponsored training Turnover costs are workers private information which follows certain distributions Firms offer different wages to inside workers and outside workers Firms on the job training influences workers productivities as well as turnover costs The “compressed wage structure” (CWS) theory in the literature only consider wage productivity differential This paper considers a labor market with duopolistic employers, where turnover rats and training levels are endogenous It is suggests that CWS is not the only reason that firms invest in general training Higher turnover rate can be associated with more training, which means efficient training and efficient allocation may be gotten both at the same time More sophisticated implications are offered for enterprises management and social policies, for instance, the dual training system in Germany and some other countries.