Legal analysis: the training agreement signed during the probation period is invalid. The probation period is also an integral part of the labor contract. As long as the labor contract was signed with the unit at that time, it was also agreed that this agreement was legal and effective. It's just that the training should have specific terms such as training content, duration, cost and the duration of your work in the company after the training. Because the "Labor Law" stipulates that employees who accept company training and resign during the labor contract period shall make economic compensation to the company according to the training agreement at that time. However, the training agreement signed does not have these terms, and the company has not actually received training. Therefore, the company has no right to ask for any compensation during or after the resignation. Therefore, if the employee terminates the labor contract during the probation period, there is no need to compensate the training expenses paid by the employer. Even if there is an agreement in the labor contract, the agreement is invalid.

Legal basis: People's Republic of China (PRC) Labor Contract Law.

Article 38 A laborer may terminate the labor contract under any of the following circumstances:

(1) Failing to provide labor protection or working conditions as agreed in the labor contract;

(2) Failing to pay labor remuneration in full and on time;

(3) Failing to pay social insurance premiums for laborers according to law;

(4) The rules and regulations of the employing unit violate the provisions of laws and regulations and damage the rights and interests of workers;

(5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

(6) Other circumstances under which the laborer can terminate the labor contract as stipulated by laws and administrative regulations.

If the employer forces the laborer to work by means of violence, threat or illegal restriction of personal freedom, or if the employer illegally directs or forces the risky operation to endanger the personal safety of the laborer, the laborer may immediately terminate the labor contract without notifying the employer in advance.

Article 39 The employing unit may terminate the labor contract under any of the following circumstances:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the employer;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it;

(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;

(6) Being investigated for criminal responsibility according to law.