You don't seem to be very clear, you can only give some policies as a reference!
1. As long as the training provided by the company is funded, you can sign a training agreement with the trainees;
2. If the term of the labor contract expires, but the term of the agreement is not, it shall be postponed to the date when the training agreement expires. However, if the company terminates the contract with the trainees on the expiration date of the labor contract, the company shall not claim training compensation from the trainees, but if the trainees are unwilling to extend the training agreement, they shall compensate the trainees for the corresponding training expenses;
3. The compensation for training expenses is not decided by the company, but the ratio of the unfinished length of service of the trainees to the length of service that should be completed, multiplied by the total training expenses (the verifiable actual expenses are stated in the agreement);
4. The service term of the training agreement can be defined by the company, but the company can consider the total training cost, which is consistent with the company's relevant training system, and the term of the labor contract should also be considered.