企业视角的人力资源管理专业人才培养研究

本文通过对多家企业访谈获得的一手资料,总结了目前企业人力资源管理的现状和人力资源管理专业学生必备的素质,并在此基础上提出了高校人力资源管理专业人才培养的一些建议,包括科学设置专业课程、合理安排实践课程、有针对性地培养学生职业个性。     

学习地图——企业办学单位人力资源价值提升的战略路径选择——以保险职业学院为例的理论探索

企业或者组织常常面临着一种困境——人才济济却无人可用。究其原因,是因为人才培养力度不够,没有使员工掌握足够的管理或业务技能,所以不能从容面对即将到来的组织变革及个人职业发展转型。本文基于学习地图(Learning Maps)的理论,创新性地提出了企业办学单位学习地图战略框架的建构及其应用建议,为企业办学单位人力资源价值提升提供了可资参考的战略路径。     

Can emotional intelligence be trained? A meta-analytical investigation

Human resource practitioners place value on selecting and training a more emotionally intelligent workforce. Despite this, research has yet to systematically investigate whether emotional intelligence can in fact be trained. This study addresses this question by conducting a meta-analysis to assess the effect of training on emotional intelligence, and whether effects are moderated by substantive and methodological moderators. We identified a total of 58 published and unpublished studies that included an emotional intelligence training program using either a pre-post or treatment-control design. We calculated Cohen's d to estimate the effect of formal training on emotional intelligence scores. The results showed a moderate positive effect for training, regardless of design. Effect sizes were larger for published studies than dissertations. Effect sizes were relatively robust over gender of participants, and type of EI measure (ability v. mixedmodel). Further, our effect sizes are in line with other meta-analytic studies of competency-based training programs. Implications for practice and future research on EI training are discussed.     

国际贸易专业学生社会适应能力培养研究

文章主要从探讨社会适应能力的概念及内容入手，分析了国际贸易专业学生社会适应能力研究的意义，然后在分析国际贸易专业学生社会适应能力现状的基础上，结合目前人才市场对国际贸易专业学生的需求特点，提出了培养在校国际贸易专业学生社会适应能力的具体措施和方法。     

“I like to conserve the forest,but I also like the cash”. Socioeconomic factors influencing the motivation to be engaged in the Mexican Payment for Environmental Services Programme

Two of the main motives for people to be engaged in the Mexican Payment for Environmental Services (PES) programme are forest conservation and the income received from the programme. We explore the socioeconomic conditions that support choosing these motives. We used data from a 2012 nationwide survey, processed through logit models. Significant factors influencing the desire to conserve as a motive were family welfare improvement, land use change intention, and training. Those affecting income as a motive were formal education, indigenous people participation and training. Finally, factors related to both conservation and income, as a motive, were formal education, training, PES influence in water management, and land boundary conflicts. Income and conservation are not mutually exclusive motives for engagement in the programme, given that in developing countries income from PES may reduce the socioeconomic pressures triggering land use change, and has a role in conservation efforts, already present in many rural communities.     

经贸类经营性实训基地“五位一体”模式探析

经营性实训基地是高职院校深化产教融合，落实工学结合和培养高素质技能型人才的有效途径和重要平台。在建设与营运管理实践探索基础上，提出经贸类经营性实训基地“五位一体”模式，围绕“高素质技能型经贸类经营管理服务人才”这一中心，从实训育人、管理育人、服务育人、文化育人、创新创业育人五个方面提出和实施了具体的实践举措。     

浅析高校知识型员工的培训与开发

本文根据高校知识员工的特性,分析了高校员工培训过程中存在的问题,提出了基于能力的、以"学习型组织"为目标,以能力建设为核心的高校员工深度素质培训与开发的体系建设,并提出了相关的建设措施。     

THE EMPOWERMENT OF FRONTLINE SERVICE STAFF IN 3PL COMPANIES

Research on third‐party logistics (3PL) service providers has focused more on managing customer relationships than on managing the frontline personnel who interact with customers on a daily basis. Thus, even though the overall need for 3PL's to be market‐oriented is well‐recognized, relatively little is known about how 3PL companies support and develop frontline service staff to provide better service. This study draws on 3PL company site managers' responses to a postal survey that examines the influences of internal communication, customer service training and managerial coaching for customer contact employees on the relationship between market orientation and frontline service recovery empowerment.     

A Direct Comparison of the Learning Outcomes from Training Programs and Job Experiences in Malaysian Organizations

ABSTRACT

In organizational settings, employees learn mainly through performing their jobs and by attending training programs. Empirical evidences that compare on the types and extent of learning occur from these two methods, however, are lacking and thus worthwhile examining. Hence, a questionnaire-based survey was conducted among one hundred seventy-five employees from various firms in Malaysia. This paper reports findings from the survey which addresses two main research questions: (1) What are the differences and similarities in learning outcomes of job experiences and formal training programs? and (2) Which method is superior? The respondents were asked to rate, using a five-point scale, five learning outcomes attributable to formal training programs and job experiences: recognition, job knowledge, communication and interpersonal skills, job quantity and quality, and independence and flexibility. The mean rating shows communication and interpersonal skills as the first-ranked learning outcome from both methods. On the other hand, recognition was ranked the lowest. T-test results indicate a significant overall superiority of job experiences over formal training programs. These and other findings imply important considerations in designing job and training in organizations. This paper calls upon organizations as well as individual employees to re-examine their approaches to workplace learning in order to obtain a synergetic learning impact from both job experiences and formal training.     

员工培训与企业核心竞争力的形成

形成企业核心竞争力的方法 :(1)加强职工培训 ;(2)提高质量意识 ,推行名牌战略 ;(3)重视环境保护 ;(4)树立安全生产观念