人力资本定价的研究前沿--企业培训投入产出计量模型

培训作为企业一项重要的人力资本投资活动，无论是股东、经营者，还是受训人员，都非常关注培训产生的效果。早期的培训效果评估理论还主要是定性评估，而现在人们已不再仅仅满足于了解受训者的观点、态度以及行为的改变，开始更多地关注货币化的结果，了解和掌握培训的投资回报。国内外一些学者通过对培训投入产出的评估研究，提出了诸多评估方法，包括人力资本投资回报计量模型、Cohen的培训效用公式、Phillips的基于培训结果的投资回报率模型等。在研究国内外众多文献基础上，整理和归纳了培训效果评估以及投资回报方面的研究成果，分别从培训效果评估、投资回报率研究以及评估实证分析3个方面，揭示培训投入产出研究的历史脉络以及研究前沿，同时，指出了未来需要进一步研究的主要问题。

RESEARCHES ON HUMAN CAPITAL PRICING:MEASURING MODEL FOR EVALUATING RETURN ON INVESTMENT IN ENTERPRISE TRAINING

As an essential human capital investment, training has been rendered important by stockholders, managers as well as the trainees. Early training evaluation theories are mainly qualitative. Now, however, only learning about the changes of the trainees' opinions, attitudes and behaviors does not satisfy people. Rather, they are more concerned on the financial results of training, say, how much value does the expensive training add to the organization and what does the investment bring along? Many scholars have put forward methods to measure return in training, including the model for measuring return on investment in human capital, utility of training, and a model of ROI based on result of training. This article reviews the literature on evaluating the effectiveness of training and points out some important problems to be studied and solved in the future.