高职生假期社会实践与就业能力培养相结合浅议

通过学习和实践,对高职学生进行假期社会实践与就业能力培养相结合的重要意义有了深刻的认识,这是高职院校进行就业能力培养的一种有效途径.同时,文章还对这个实践开展的具体内容、方法进行了介绍.     

以就业为导向的高职教育模式

近些年,随着我国高职教育的迅猛发展,高职院校以就业为导向的高职教育发展趋势日益突出,并逐渐得到人们的认可。如何把这一教育观念落实到具体的教学中去,以提高就业率,也随之成为了高职教育模式的重点内容。本文则认为以就业为导向,就要在各个环节中着重培养学生的就业能力,其中职业能力则是就业的最基本要求。而良好的职业能力则是学生就业的基础,因此培养学生就业能力成为高职院校重要的课程。本文从高职教学管理的实践出发,阐述了高职院校学生需要具备的职业能力,并从全方面进行分析。     

基于protues的高职单片机课程教学改革

高职教育在为社会培养高技能应用型人才上占据重要的地位,确立的以就业为导向的培养方向也对教育教学改革提出了新的要求.单片机作为自动化相关专业的专业核心课程,其教学质量的高低直接.影响着学生就业.高职教育侧重于培养学生的实践能力.借助于Proteus对单片机课程教学进行改革,对培养高职学生会"操作",能"上手",能够完成相应的项目实践的能力具有重大的意义.本文结合高职教育的新要求、单片机课程特点和仿真软件的功能特点,提出基于仿真软件进行单片机课程的项目式教学,以解决传统教学存在的不足.     

高职教育中模块化教学模式探讨--以计算机网络技术专业为例

在高职教育中依据就业岗位群进行模块化教学,有利于增强教学的针对性,强化对学生岗位职业能力的培养,培养学生综合运用知识解决问题的能力。本文以计算机网络技术专业为例,结合笔者的教学实践,对高职教育中模块化教学的设计与组织实施做了比较深入的探讨。     

高职英语自主学习能力培养策略的研究与实践

目前,按照"以就业为导向,以服务为宗旨"的职业教育目标,培养学生"具有自我学习,可持续发展的能力",成为当前高职教育的重要研究课题。在实际英语教学中,采用多种教学手段和方法,培养并提高学生的自主学习能力,强化其自主学习意识,是实现高职英语教学目标的有效途径。本文结合实际教学实践,对高职英语自主学习能力培养的策略进行了一定的研究和探讨。     

高职院校学生就业能力培养模式构建问题研究

高职院校学生就业能力存在教学与实践脱节、教学与第二课堂活动脱节、职业指导课程地位薄弱等问题,为此构建专业技能课程与专业实践相结合、公共基础课程与第二课堂相结合、专业拓展课程与职业指导相结合的"三结合"培养模式有利于高职院校学生就业能力的培养。     

高职院校计算机基础教学模式探索

现今对高职院校的培养要以"精理论、多实践、重能力、求创新"为指导思想,加强学生动手能力培养和创新能力的培养为主线,要重新对高职计算机基础课程模式进行改革,通过改革能充分调动学生的学习积极性和创造性,从而提高高职教育教学质量,增强高职学生的就业竞争力。     

高职院校商务英语专业教学改革与建设探索

商务英语专业作为高职院校开设最多的专业发展已近20年，本文就商务英语教学现状中教学方法，教材选取，师资培训，商务实践进行探讨，旨在人才培养方案中充分培养高职学生实践能力，提高其就业能力。     

高职院校学生就业能力开发的创新实践

高职教育优于普通高等教育主要体现在高职教育是以学生就业为导向的,高职学生就业能力培养是以社会企业岗位要求为依据的,本文就影响高职学生就业能力的因素进行系统的研究与分析,并且提出以了促进学生就业能力开发的创新性措施。     

秘书实训环节思考

根据高职教育"四个能力"(实践能力、创新能力、就业能力和创业能力)的培养要求,高职教育应该以培养高等技术应用型专门人才为根本任务,学校与社会用人部门相结合,师生与实际劳动相结合,理论与实践相结合,才是人才培养的基本途径.所以高职文秘专业的培养目标,以适应社会发展对人才的需求,须改革传统的教育教学模式,加强实践教学,提高学生的实际操作能力.     

Employees' perceptions of HR investment and their efforts to remain internally employable: testing the exchange-based mechanisms of the ‘new psychological contract’

This study investigates the relationship between perceived investment in employee development (PIED) and the internal employability efforts that such perceptions are assumed to influence under the terms of the ‘new psychological contract’. A cross-sectional survey among 238 employees in a Norwegian IT and management consulting firm provides support that PIED relates positively to employees' openness to develop themselves and adapt to changing work requirements (‘internal employability orientation’) and their active pursuit of new competencies and career trajectories within the organization (‘internal employability activities’). However, our findings challenge widely held claims that investment in employee development elicits these responses by way of the reciprocal mechanisms of a social exchange relationship. While PIED is found to relate positively to employees' perceptions of a social exchange relationship with their organization, these positive exchange experiences are not supported to influence internal employability outcomes. Our findings do support, however, that PIED relates negatively to perceived economic exchange relationships that in turn undermine internal employability orientations. Suggestions for future research and implications for practice are discussed.     

HR practices for enhancing sustainable employability: implementation,use, and outcomes

Abstract

With the aging of the workforce, organizations need to maintain or improve the sustainable employability of their workforce throughout their working life. This raises the question which HR practices increase workers’ sustainable employability at work. The aim of this study is to investigate the extent to which organizations implement HR practices for enhancing sustainable employability in terms of workers’ health, motivation, and skills and knowledge from the employer’s perspective. In total, 312 owners/directors or HR managers (response rate 13%) filled out the questionnaire. The findings showed that most organizations implemented a range of HR practices to improve the health, motivation, and skills and knowledge of their employees. Perceived effectiveness of these practices were dependent on the number of HR practices that were implemented, employees’ use of and participation in designing these practices. Implementation of HR practices was also related to higher satisfaction with the current employability of employees, and to increased productivity of the organization. Implications for practice and examples of HR practices to enhance sustainable employability are given.     

基于提高经管类大学生实践能力的教学体系研究

实践能力在经济管理类大学生就业能力中占有十分重要的地位。为了提高经管类大学生的实践能力,本文遵循高校的教学规律,从课堂教学、实践教学和社会实践三个方面入手,建立了一套行之有效的提高经管类大学生实践能力的教学体系,为促进高校经管类大学生实践能力的培育提供了有益的参考。     

广告学专业实践教学体系建设研究

本文在借鉴诸多实践教学研究理论的基础上,提出了以实践育人观念为指导,以培养学生就业能力为核心,以学生基本技能掌握、专业能力养成和综合素质提高为目标的实践教学体系构建新观念。     

谈高职院校学生就业能力的培养

从就业角度,就业能力是劳动者在一个既定的劳动力市场上成功从事某种工作的潜力。在教育层面上对就业能力的理解要把握好专业能力与就业能力、知识传授与技能训练、综合素质与一技之长三种关系。以培养学生就业能力为重心,深化教学模式改革,从传统的办学观念向现代教育理念转变,从以学科理论知识为中心向以培养学生就业能力为中心转变,从规模发展向内涵建设转变,这是提升高职院校学生就业能力培养水平的根本途径。     

Employee development and voluntary turnover: testing the employability paradox

The employability paradox is a concern among employers. It states that development activities enhancing employees' employability also increase the risk for employee turnover. This study examined this paradox and probed the relationship between six development activities and voluntary turnover mediated by perceived employability. We tested both a turnover‐stimulating path via perceived external employability (i.e. perceived job alternatives with other employers) and a retention path via perceived internal employability (i.e. perceived job alternatives with the current employer) by using two‐wave longitudinal data from 588 employees. The results put the turnover risk into perspective: only upward job transition positively influenced turnover via perceived external employability. Also, the retention path via perceived internal employability was not supported: several development activities were positively related with perceived internal employability, but perceived internal employability did not influence turnover. We did, however, find a direct retention effect of skill utilisation. Overall, the results downplay the employability paradox.     

Employability and mental health in dismissed workers: the contribution of lay-off justice and participation in outplacement services

The current study’s explored if and how psychosocial resources of employability contribute to mental health of dismissed workers. Degree of outplacement services use, perceived employability and perceived organizational lay-off justice were examined as mediators of the relation between personal employability and mental health. The research involved dismissed workers in the pharmaceutical industry, who joined programs of re-employment sponsored by companies. Structural equation results showed that the lay off workers with higher personal employability were less likely to have mental health deterioration. Furthermore psychosocial resources of personal employability directly increased perceptions of having job available alternatives and was indirectly associated with a higher degree of use of outplacement programs, but these variables didn’t mediate the relation with mental health. Lay-off justice had a direct positive impact on mental health, but it was not relate with employability. Our study contributes to understand some psychological processes that can affect the decision to utilise outplacement programs and offers suggestions for employability profiling.     

The role of temporal focus,dispositional employability,and training on the perceived internal career prospects of talents

Abstract

In this paper, we study employability in the group of talented employees. We explore how employees’ temporal focus affects their dispositional employability and how dispositional employability influences their perceived internal career prospects. We also examine the moderating role of training perceived as developmental on the relationship between dispositional employability and perceived internal career prospects. Upon examination of these relationships within an organization that has a closed talent management approach, we find support for the hypothesized mediating and moderating relationships. Present and future focus were positively related to talents’ dispositional employability, which in turn increased their perception of career prospects in the current company. The latter relationship was stronger among talents who perceived that they had received training for more important positions than those who did not. The results advanced current knowledge of antecedents and outcomes of employability in the specific group of talents and shed light on the organizational practices that may help with talent retention.     

基于计算机项目化教学模式的探究

本文阐述了项目化教学模式对计算机专业教学的必要性,对课程体系、课程目标、教学方法、教学实践和教师队伍等几个方面进行了介绍。以项目化的教学模式开展教学,可以将知识、理论、实践进行紧密结合,实现真实工作情景的项目训练,真正实现学生就业能力的培养。