Research On Classification Of The Training Program For The Transferred Labor In Shaanxi Province

In the context of social and economic development, the transfer of rural labor move fromone place to another room, to change the social status form rural labor to non-agriculturallabor force.Shaanxi province is known for its huge population of the rural workforce. Shaanxiprovince is known for its huge population of the rural workforce in China.The transfer of rurallabor outlook is not optimistic. The quality of rural workforce is inferior in Shaanxi province,which is a key factor affect the efficiency of labor transfer. As a result, that led to the transferof labor demand for education and training.But at a different stage of development, thetransfer of rural labor force have different individual demand on training, which determinesthe training program must be implemented different to meet the new education requirementsin classification.According to the transfer theory of labor force, human resource theory, training theory,classified theory, Hierarchy of needs theory, this study conducts a detailed analysis of thetraining classification for the transfer of rural workforce. Based on the conditions anddifferent stages, the transfer of labor force were classified into three sorts which called thefirst transfer; the second Maintenance-type transfer; the second developmental transfer in thispaper. Fisher Discriminant method was test the classification. The different training demandfor the three sorts transfer labor were classified and analyzed, which used to build up a newtraining system.The conclusions in this paper as follower:(1)The whole initial metastatic workforce training needs showed a lack of effectivedemand; transfer of labor force age, marital status, level of education, income level, industryand enterprise ownership, the useful life of migrant employment, labor contracts and trainingprice and other factors on the initial type training greater impact on demand; the initialmetastatic labor can select urban and rural vocational and technical training schools, adulteducation and training schools, private vocational and technical schools, employment trainingcenters, businesses and other training institutions to the quality of individual preparation,compensation. (2)The effective demand of the secondary survival metastatic labor is insufficient; age,level of education, number of children under6years of age, workers revenue proportion ofthe family income, whether training, experience, and training price cognitive factors playsignificant effect on the secondary maintain metastatic workforce training needs; thesecondary maintain metastatic labor can select urban and rural vocational and technicaltraining schools, adult education and training schools, businesses and other institutions,strengthen skills compensation and quality of training.(3)The effective demand of the secondary developing metastatic labor strong; age, levelof education, number of children under6years of age, expectation of income level of labor,contract, signed workers, workers qualification requirements and other factors play significantimpact on training needs;the secondary development metastatic labor can choose tovocational and technical training schools, adult education and training in schools, businesses,community organizations and other institutions of specialized knowledge and knowledge ofproduction safety, the systematic academic education, professional quality upgrade,"public"education training.