中日合资企业Y公司继承了日本企业重视员工教育的传统,教育活动系统、规范,受到员工的普遍认可。公司将教育效果与参加者的薪酬、职务挂钩,既调动了员工的学习积极性,又为他们提供了上升流动的机会,保证了员工队伍的稳定,为人员流动频繁的其他日资企业提供了很好的借鉴。调查也发现企业对员工进行教育和员工接受教育的动机并不完全相同,双方对教育内容的要求也存在差异。如何在企业的经济效益与员工的个人利益之间寻找合理的结合点是企业今后有待克服的难题。 Sino-Japanese joint venture company Y inherited the traditional emphasis on employee education in Japan, education system, standardized, generally accepted by staff. The Company linked education effectiveness with the remuneration and position of participants, which not only aroused the enthusiasm of employees, but also provided them with opportunities for upward mobility and ensured the stability of the workforce. As a result, the Company provided other Japanese-funded enterprises with frequent staff turnover Good reference. The survey also found that the motivation of enterprises to educate employees and employees is not exactly the same, and there is a difference in educational requirements between the two parties. How to find the reasonable combination point between the economic benefit of the enterprise and the individual benefit of the staff is the difficult problem that the enterprise needs to overcome in the future.