[摘　要]　通过电话访谈和相关文献研究，分析了我国建筑工人培训中的问题与原因，指出低组织化是培训的主要障碍。劳务分包制度的建立为解决这个问题提供了契机，为培训提供了规范的组织保障。基于这一制度，文章探讨了如何建立以劳务企业为核心的新型培训组织机制，其中包括培训得以进行的经济学分析、组织运行过程以及促进培训的竞争、激励和约束措施。最后，指出了我国建筑工人培训具有“二阶段”特征，即由政府主导的他组织阶段向劳务企业主导的自组织阶段过渡。

[关键词]　劳务分包制度,培训,机制,自组织

Abstract: by reviewing recent literature and telephone interview, this paper analyzes the problems and reasons in construction labor training, and argues that low level of labor organization is an important bottleneck. Fortunately, the establishment of construction labor subcontracting system is a good chance to resolve it effectively. Based on this system, a new organizing mechanism can be set up, in which labor subcontracting company is the core organizer of training. In addtion, economic analyses on the premise of labor training, the procedure of organizing, and competition, incentive and constraint policies, is discussed. Finally, the paper points out that construction labor training in China should be from the organized by government to self organizing by labor subcontracting company, that is, “two-stage training”.

Key words: labor subcontracting system; training; mechanism; self-organizing

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建筑经济，2008（11）：14-17