Research On The Commitment Of Employee Training Costs From The Perspective Of Regional Institutional Differences

With the development of knowledge economy and the social production technology innovation,the market competition put forward higher requirements.With the development of human capital to the enterprise and innovation to improve the effects of gradually expanding,Chinese enterprises fuels the appetite for human capital assets.However,China's current business training investment is very small,the actual effect of training is not ideal.Because of unreasonable training cost sharing and dishonesty are the main factors that hinder the enterprise from investing in training,this article will be the study of these issues and on this basis to propose targeted solutions.Firstly,this paper summarizes the relevant theories of human capital investment and corporate training investment.On the basis of learning and summarizing many scholars for corporate training game,this paper selects the game method,treat the general training completely,special training and special training as the research subject.Secondary,this paper applies the idea of complete information dynamic game of these three kinds of corporate training.The writer uses the game tree to enterprises and employees to reverse their investment behavior choice by building game theory models.Taking their respective cost allocation methods and choose the best behavior by comparing the yield increment analysis of the enterprise and employees in three different content of training.The following game analysis concluded: in the general training,employees should be borne the full cost and share all the benefits;in the full special training,the enterprise should bear the full cost and get most of the proceeds;in special training,according to the staff Income is different,there is a separate cost of employees and enterprises,employees bear the cost of two kinds of results.The results of the comparative evaluation of income,then lead to regional differences in training costs sharing experience analysis.Next,to the summary of the training questions,this article introduce some successful Corporation Training experience abroad to contribute to the benefical enterprise training investment and avoid malignant investment results.From the perspective of regional institutional differences that analyzes the Japan,Germany and United States' s corporate training cost allocation as well as to the both sides of labor and capital constraints.And explore their employment system of the three countries for their development of the enterprise mechanism that find out the different forms of cost sharing under the system.Analyze the rationality of the existence of the system deeply and the successful experience for our corporate training brings revelation by exploring the corporate training to be able to carry out and the cause of the long running.Finally,it summarizes the result of the above research.The countermeasure and suggestion to optimize the training cost sharing and sustainable development from the perspective of government enterprise and employees.It combined with the current situation of the development of corporate training at present.