中文摘要
发展中国家各国政府面临着积极干预以帮助求职者就业的压力。最常采用的两类政策是职业培训和求职援助：前者基于这样一种观点，即许多求职者缺乏雇主所需的技能；后者则基于这样一种可能性，即即使劳动者具备市场所需的技能，搜寻与匹配摩擦也会使其难以受雇于需要这些技能的岗位。然而，对第一代项目评估的综述发现，这些项目的典型影响较小，这使人们对其效用和成本效益产生质疑。本文重新审视发展中国家政府是否应当、何时应当以及如何实施职业培训与求职援助政策的相关论点。基于我们在政策实施方面的经验，以及近期影响评估的证据，我们认为政府在运用这些项目上仍有其作用。然而，项目能否成功关键取决于其设计与实施要素，而这些要素可能难以有效实现规模化；并且在许多情况下，约束性因素可能是缺乏有职位空缺的企业，而非缺乏具备相应技能、能够填补这些职位空缺的劳动者。
Abstract
Governments around the developing world face pressure to intervene actively to help jobseekers find employment. Two of the most common policies used are job training, based on the idea that many of those seeking jobs lack the skills employers want, and job search assistance, based on the possibility that even if workers have the skills demanded, search and matching frictions make it difficult for workers to be hired in the jobs that need these skills. However, reviews of the first generation of evaluations of these programs found typical impacts to be small, casting doubt on the usefulness and cost-effectiveness of these programs. This paper re-examines the arguments for whether, when, and how, developing country governments should undertake job training and job search assistance policies. We use our experience with policy implementation, and evidence from recent impact evaluations, to argue that there is still a role for governments in using these programs. However, success depends critically on program design and delivery elements that can be difficult to scale effectively, and in many cases the binding constraint may be a lack of firms with job openings, rather than a lack of workers with the skills to fill these openings.