浅谈“以工作过程为导向”中职农业机械使用与维护课程开发

"工作过程导向"课程是实现中职教育的教学过程与工作过程融合能有效提升学生的职业能力和职业素养,能有力促进中职教育改革的发展。在农机使用与维护专业课程建设中应用"工作过程导向"的课程模式,进行专业核心课程开发和实施。在课程建设中应注意课程的适用性、师资条件、实训条件等问题。     

基于工作过程导向的教学模式的探索与实践——以汽车电器构造与维修课程为例

高职《汽车电器构造与维修》课程采用传统教学模式已难以满足现代汽修专业人才的培养需求。文章对基于工作过程导向的课程模式在该课程教学中的应用进行了探讨。该课程模式突出对学生职业能力和综合素质的培养,使学生在学习过程中熟悉掌握职业岗位的工作过程,有助于培养学生现代汽车电器系统故障诊断与排除的能力。     

高职会计电算化专业核心课程设计初探

高职会计电算化专业中那些与技能培养和职业能力形成关系最密切的课程是专业的核心课程,这些课程本身也是各院校重点建设的课程。分析专业核心技能课程的基本理念、基本特征,提出专业核心技能应视为关键能力的观点,结合宁夏职业技术学院会计电算化专业核心技能课程设计,努力形成以就业为导向的高职课程模式。人才培养模式改革的重点是教学过程的实践性、开放性和职业性,实验、实训、实习是三个关键环节。人才培养模式的核心是课程体系,落脚点是课程。改革与建设课程,提高教学质量是目的,课程改革与建设是专业核心课程的设计基础。     

《无线电技术分析与应用》课程建设方案设计

以高职应用电子专业岗位核心能力学习领域课程《无线电技术分析与应用》开发为例，介绍了工作过程系统化课程的开发过程，探讨了在高职课程教学中突出学生职业能力培养以及将学习过程与工作过程结合起来的教育实施方法。     

高职院校会计电算化专业基于工作过程的数据库应用课程改革研究

数据库应用课程是一门理论性与实践性都比较强的专业核心平台课程。由于该课程自身难度大,课程理论体系复杂等特点,其教学效果一直不明显。本文就职业教育的基于工作过程的理念在数据库应用课程中的改革进行研究,强调学生的综合能力与职业素养的培养。     

高职《国际贸易实务》实践性教学研究

高职《国际贸易实务》是“天然”的实操性强的职业课程,教师在讲授该课程时要注重实践性教学,灵活运用探索学习、协同学习、案例教学和虚拟情境等多种模式,让学生积极参与学习过程,完成教学目标规定的教学任务,提高学生分析问题、解决问题和实际操作、完成工作任务的能力,使学生在校期间就具备基本职业能力。     

基于职业能力培养的高职院校会计课程课外网络辅导研究

对高职院校会计课堂教学中存在的问题进行分析:会计课堂模式对学生的职业能力培养比较弱;会计课堂教学缺乏对学生的会计岗位的职业品质的培养;会计课堂缺乏对学生创新能力与自主学习能力的培养。高职院校会计教学对学生的职业能力的培养:网络辅导教师帮助学生认识会计职业能力;根据会计职业能力来完善会计教学模式;重视对会计课程课外网络辅导方法的创新。会计课程网络辅导教学模式的实践应用:适应了时代的发展和学生学习的需求;应积极推广网络辅导的教学方式;以会计职业技能的培养为导向。因此,本文的研究有助于推动职业能力培养的高职院校会计课程课外网络辅导方式的良好发展。     

《成本会计》课程项目化教学改革与实践

为了培养学生成本会计岗位的职业能力,针对《成本会计》课程特点进行项目教学改革.在对工作任务与职业能力分析的基础上,将传统课程中的教学内容重新梳理,结合企业实际工作任务设计品种法应用、分批法应用、逐步结转分步法应用和平行结转分步法应用4个学习项目,以工作过程为依据序化每个项目的教学内容,让学生在实践中学习,在学习中实践,使学生不断提高成本核算、分析与管理能力.     

礼仪课程教学研究与实践

礼仪课程是文秘专业的一门素质教育课程，也是一门职业能力培养课程，对学生职业素养与职业核心能力的养成起着关键的作用。通过该课程的教与学，要求学生“学做人、学做事”，全面、系统地掌握日常生活及职场中的礼仪规范及其运用，养成尊敬他人和礼貌待人的习惯，学会更好地与人沟通和相处．以便在生活和工作中展现良好的精神风貌和礼仪行为。     

高职计算机基础课程教学方法探讨

随着计算机技术的不断更新和发展,针对高职教育具有其职业性、实用性和技能性的要求,高职计算机基础课程的教学中在注重基础理论知识的教授的同时,强调对学生动手能力的培养,提高学生的学习兴趣,培养学生主动自主的学习是我们的教学目标。把理论教学和实践教学紧密结合,把课堂教学和实际应用紧密结合到一起,以利于提高高职计算机基础课程的教学效果和教育质量。     

大学生职业核心能力培养研究——以独立学院为例

本文立足于社会增加对高素质、高技能人才的需求现实状况,分析现阶段独立学院教育中忽视培养职业核心能力这一问题,指出独立学院培养学生的职业核心能力的路径。     

Understanding Organizational Learning Capability

This paper presents data on how learning takes place in four organizations, what gets learned, and the factors and processes that facilitate or impede learning. Seven orientations for describing organizational learning capability and understanding learning styles are identified. Each of these orientations is conceived as a bi-polar continuum that reflect learning processes. Knowledge source is defined as the extent to which an organization prefers to develop new knowledge internally versus the extent to which it is more likely to seek inspiration in ideas developed externally. Product-process focus refers to a preference for the accumulation of knowledge related to product and service outcomes versus a preference to invest in knowledge about basic processes that support products. Documentation mode refers to attitudes as to what constitutes knowledge and to the repositories of knowledge that are supported. Dissemination mode pertains to the difference between establishing an atmosphere in which learning evolves and one in which a more structured, controlled approach is taken to induce learning. Learning focus has to do with whether learning is concentrated on methods and tools to improve what is already being done versus testing the assumptions underlying what is being done. Value-chain focus indicates which functional, core competencies are valued and supported. Skill development focus involves the orientation toward individual versus collective learning. Organizational learning may be increased by building on existing capabilities or developing new ones. the latter involves a change in culture, the former involves improving current capabilities. Organizations can enhance their learning capability through either approach.     

培养职业能力 树辅导员新风

高等学校辅导员具有教育者和管理者的双重身份,是开展大学生思想政治教育的骨干力量,是高校学生日常事务管理工作的组织者、实施者和指导者。为了促进大学生全面发展,辅导员应具备开展思想政治教育的核心能力、学生日常事务管理的关键能力以及学习、研究、创新等基础能力。     

提高职业社会能力方法探究

随着社会竞争的日益激烈,传统的仅仅培养掌握单一专业技能的教育目标,已经远远不能适应社会的发展和时代的要求,而立足职业人才的全面发展,加强职业核心能力的培养,已经成为知识经济(现代)社会的现实要求和发展趋势。当今社会,职业核心能力的培养关乎学生的就业和职业生涯发展,依据职业核心能力培养的职业活动导向特性,尝试通过游戏、拓展训练等实践和活动方式,提高学生与人交流、与人合作以及解决问题等职业社会能力的培养,更具现实意义,而游戏和拓展训练也是测评职业核心能力的方法之一。     

Learning from Honda

The case of the Honda Motor Company has been cited frequently in the strategic management literature. A review reveals that Honda's strategy has been used to illustrate and support apparently contradictory positions on a series of conceptual dichotomies, namely analytical planning versus learning, market positioning versus resource-based and, within the last of these, core competencies versus core capabilities. A critical analysis of this literature reveals empirical inaccuracies and a focus on Honda's strategic successes to the neglect of its failures. More significantly, explanations and general strategy implications are couched in terms of reductionist one-sided theories, a tendency which is only deepened when strategy thinkers debate 'the meaning of Honda'. This theoretical approach is particularly ill suited to Honda, an important strategic capability of which appears to be precisely the reconciliation of dichotomous management concepts. Western strategy thinkers have therefore missed the opportunity to develop a more appropriate and productive paradigm for learning from Honda.     

学业指导制度建设探析

学业指导工作的核心是从多角度、多层面挖掘各专业与社会需求的接洽点,从而制定相应的实施计划,提高教学质量。针对一、二年级的同学开展基础学业指导,重点进行学习规划,强化学习意识、提高学习主动性。对分院全体学生进行专业知识学习与应用指导,为后续深造和就业打下坚实的基础。让学生入学后就能了解所在专业的人才培养目标、培养计划,在校学习中知晓专业课程设置、专业方向、专业发展,毕业实习和就业实习期间掌握就业岗位、社会需求等信息。     

高职校园文化与企业文化对接融合的思考

高职院校人才培养模式决定了校园文化必须与企业文化相对接、相融合,引进优秀企业文化可以帮助学生树立良好的职业道德观,培养优良的职业素养,同时也是高职院校凸显办学特色的重要特征。校企合作、工学结合搭建了校园文化与企业文化建设平台,为学生适应企业环境、形成合作精神、发挥创新能力,为学院赢得企业和社会的支持、自我发展提供了机会和条件。     

Where we are heading and the research that can help us get there – Executive perspectives on the anniversary of the Journal of Purchasing and Supply Management

Procurement is a young field with much potential for further business impact in industry and insight generation through research. In this article four executives from different industries and continents offer their perspective on procurement, purchasing and supply management (PSM) capability development potential and research that can support this. These executives each addressed one of the following important themes and provided candid comment regarding the nexus between academia and practice. (1) Emerging industry 4.0 technologies that can enable new PSM capability development. These technologies should be evaluated in terms of what PSM challenges they can help resolve, not just in terms of how technically promising they may be. (2) PSM talent is key to the realization of new PSM capability and the development of this talent will require executive engagement in creating lifelong learning opportunities for PSM professionals to ensure new competencies and capabilities. (3) Sustainability efforts that are often housed in PSM organizations have much potential to expand these efforts more comprehensively throughout the supply chain and to expand the scope of the efforts. (4) Supplier enabled innovation (SEI) offers a pathway for PSM to meet current business needs with suppliers but also to collaborate with suppliers to create new revenue and customer value. The successful achievement of future PSM capability will require leadership in industry and research to help close the gap between known opportunity areas and actual real-world accomplishment. These executive perspective help us to realize that simplified roadmaps and maturity models underestimate interrelations between these four areas of opportunity and no “single path” currently exists.     

会计职业能力调查分析报告

文章围绕企业初级会计人员的职业能力展开调查,重点考察初级会计人员的职业素养、协作意识、学习能力、工作技能和会计理论知识的掌握等方面内容。通过对调查结果进行分析,并提出了改进方案。     

Externalizing the core: Firms' use of employment intermediaries in the information and communication technology industries

Recent research suggests that nonstandard employment relations may be a source of innovation for the firm. In this article, we analyze firms' strategic correlates and perceived benefits from using two types of employment in‐termediaries—consulting firms and temporary help agencies—in their core activities. Organizations with an innovation strategy are more likely to use consulting firms in their core activities, while organizations that compete on the basis of low cost are more apt to use temporary help agencies. Moreover, managers say that consulting firms are more likely than temporary help agencies to provide them with special competencies in their core activities. © 2007 Wiley Periodicals, Inc.