技能，尤其是专有技能的形成，需要个体扎根某一岗位长时间的耕耘和摸索，这就需要为劳动者提供相对稳定的工作环境和就业保障。计划经济时期，我国国有企业执行统包统配的计划式就业，企业采取劳动竞赛、厂内师徒制、技术协作等方法促进个体的技能形成；社会主义市场经济时期，公有制企业以编制制度，为部分技术技能人才提供了就业稳定的制度保障，同时进一步延续和创新了技能竞赛、基于专家工作室的师徒制、职称评定等制度促进员工的技能形成，而非公有制企业则通过签订长期合同、竞业禁止等给予雇员稳定雇佣的可信承诺，并通过强化员工忠诚教育、建立内部人才上升和流动通道、建立内部人才培养体系和劳动力市场等措施，提升员工专有技能的形成效率。本质上，这是社会主义市场经济环境下，企业内劳动力商品化和去商品化之间的一次再平衡。企业以稳定的雇佣承诺尊重和保护劳动者作为人的特质和需求，并通过师徒传承、生涯发展、锦标赛和内培内招四大机制，发挥劳动力作为生产要素的价值。这一机制还受到国家经济体制以及规范有序的行业内部劳动力市场的宏观影响。未来我国的就业政策、教育政策、社会保障政策应重点促进社会群体的稳定就业，通过积极创设稳定就业的制度环境、提升中小微企业的人力资源开发与技能形成能力、提升职业院校校企合作人才培养的结构性与合规性，协助企业构筑健康稳定、可预期的劳资合作关系。

The formation of skills, especially specific skills, requires individuals to take root in a certain position for a long time of cultivation and exploration, which requires providing workers with a relatively stable work environment and employment security. In the planned economy period, state-owned enterprises in China implemented a planned employment system of unified contracting and allocation. Enterprises adopted methods such as labor competition, in-factory apprenticeship, and technical cooperation to promote individual skill formation. In the socialist market economy period, public-owned enterprises provided institutional guarantees for employment stability for some technical and skilled talents through Bianzhi system. At the same time, they further continued and innovated skills competitions, apprenticeship systems based on expert studios, and professional title evaluation systems to promote the formation of employees’ skills. Non-public owned enterprises, on the other hand, provided employees with reliable promises of stable employment through signing long-term contracts, prohibition of competition, and other measures, and by strengthening employee loyalty education, establishing internal channels for talent growth and mobility, establishing internal talent training systems and labor markets, and other measures to improve the efficiency of employee specific skills formation. Essentially, this is a re-balancing between the commodification and de-commodification of labor within enterprises in the socialist market economy environment. Enterprises respect and protect the characteristics and needs of workers as individuals with stable employment commitments, and leverage the value of labor as a factor of production through four mechanisms: apprenticeship inheritance, career development, championships, and internal recruitment. This mechanism is also influenced by the macro level of the national economic system and the standardized and orderly internal labor market within the industry. In the future, China’s employment policies, education policies, and social security policies should focus on promoting stable employment for social groups. It helps to build healthy, stable and predictable labor capital cooperation relationships by actively creating a stable employment system environment, enhancing the human resource development and skill formation capabilities of small and medium-sized enterprises, and enhancing the structural and compliance of talent cultivation for vocational school-enterprise cooperation