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与正规学校教育类似,在职培训有利于人力资本积累,全球化和技术进步要求劳动者实现终身学习和职业技能升级。本文利用2004~2007年中国制造业企业的大样本面板数据,采用面板固定效应和Heckman选择模型控制了模型的内生性和样本自选择问题,研究了在职培训对企业生产率和工资的影响。本文的实证结果表明:在职培训能够显著提高企业的生产率,并提升企业的工资水平,人均培训费每增加1%可以促进人均工业增加值和人均工资分别提高0.1%,这意味着培训的投资收益可以在企业和劳动者之间分享。本文还利用倾向匹配得分法和倾向匹配加权估计,研究了企业培训投资不足的激励问题,我们发现没有投资培训的企业,转向为员工提供培训,虽然可以提升工资,但是却不利于企业生产率的提高,这要求政府制定相关职业培训的激励政策,以帮助企业实现投资培训零的突破。
Similar to regular school education, on-the-job training is conducive to the accumulation of human capital, globalization and technological progress require workers to achieve lifelong learning and vocational skills upgrading. In this paper, we use the large sample panel data of Chinese manufacturing enterprises from 2004 to 2007 to control the model endogeneity and sample self-selection using the panel fixation effect and Heckman selection model. The effect of on-the-job training on firm productivity and wages is studied. The empirical results show that: on-the-job training can significantly improve the productivity of enterprises and raise the wage level of enterprises; for every 1% increase in per capita training costs, the per capita industrial added value and per capita wage can be increased by 0.1%, which means the investment return on training Can be shared between businesses and workers. This paper also uses propensity matching score method and propensity matching weighted estimation to study incentive problem of under-investment in enterprise training. We find that enterprises without investment training turned to provide training to employees. Although they can raise wages, they are not conducive to the improvement of enterprise productivity , Which requires the government to formulate incentive policies related to vocational training to help enterprises achieve zero breakthrough in investment training.