基于可雇佣性的员工胜任力培训思考

在知识经济时代,很多企业将胜任力模型引入到人力资源管理实践中.可雇佣性概念是对胜任力模型的继承和发展,企业通过胜任力培训提升员工最初就业、维持就业或再次就业的能力,掌握就业技巧以适应宏观环境和用人单位的要求,从而提升员工的可雇佣性.员工可以通过专业技能和通用技能的提升、可雇佣渠道拓展、职业生涯规划的制定来提高可雇佣性.     

Job insecurity,employability and health: an analysis for Germany across generations

In this article, we use 12 waves of the German Socio-Economic Panel (GSOEP) to examine the relationship between job insecurity, employability and health-related well-being. Our results indicate that being unemployed has a strong negative effect on life satisfaction and health. They also, however, highlight the fact that this effect is most prominent among individuals over the age of 40. A second observation is that job insecurity is also associated with lower levels of life satisfaction and health, and this association is quite strong. This negative effect of job insecurity is, in many cases, exacerbated by poor employability.     

Entrepreneurship,entrepreneurial training,and x-efficiency theory

A basic motivational component of entrepreneurship is an individual's commitment to overcome gaps and obstacles in imperfect markets. Research associated with n Achievement theory indicates the possibility of the selection and training of potential entrepreneurs, and therefore a means to increase the supply of entrepreneurs. A tendency to glorify entrepreneurship, and the use of a ‘tight’ equilibrium concept, make it difficult to integrate entrepreneurship into standard economic theory, despite the desirability of doing so. X-efficiency theory accommodates a non-heroic view of entrepreneurs, which in turn allows for the inclusion or entrepreneurial training in the model.     

International trade,job training,and labor reallocation

A large literature studies the impact of increased import competition on workers' outcomes, however, relatively few studies examine which policies can aid workers displaced by trade. In this article, we evaluate the impact of an industrial job training program in Brazil on workers displaced from manufacturing sectors. We find that industrial training increases the probability of re-entry into the formal labor market 1 year after displacement by about 17 percentage points and is even more effective for workers displaced from sectors exposed to high import competition. This effect is mainly associated with workers switching sectors and occupations after training.     

基于教学过程的大学生可雇佣性能力培养途径研究

提高可雇佣性技能是解决大学生就业难问题的重要途径之一。地方性高校人才培养中必须重视课堂教学中可雇佣性技能开发,建设＂双师型＂师资队伍,创新可雇用性的教学方法和教学内容,并积极探索校企合作课堂教学,强调校内的课程实验、案例课堂教学、课程作业、毕业论文与设计、社团活动、职业资格证书考核等内容,管理好校外的专业见习、专业实习、毕业实习等环节,将可雇佣性技能有效融入实践教学和课堂教学之中,以求提高大学生可雇佣性能力。     

The employability of new graduates: a study of differences between UK universities

The non-stationarity tests of Phillips-Perron (1988) (PP tests) suggest that Australian macroeconomic output possesses a stochastic rather than a deterministic log-linear trend. Kwiatkowski et al. (1991) argue that such tests have low power and propose the KPSS test, in which the null is stationary. However, the KPSS test results reinforce the PP findings for Australia. Cochrane (1988) variance ratio (VR) tests further suggest that there may be a very strong random-walk component in the Australian business cycle. Rappoport and Reichlin (1989), however, argue that all such tests are biased in favour of the stochastic trend alternative if there are trend breaks in the data. Following up on this point, the paper finds that, in Australia's case, the stochastic trend alternative is statistically dominated when the data are allowed to be characterized by a probabilistic, regime-switching, segmented trend specification. Therefore, to the extent that real business-cycle theories of the business cycle gain support from stochastic trends in real output, this latter piece of Australian evidence does not strengthen their case.     

扩招"大跃进"、教育机会与大学毕业生就业

本文利用2000年和2005年的大样本数据,考察了始于1999年的大学扩招对不同人群的高等教育机会和大学毕业生就业的影响。通过比较扩招之前和之后参加高考的两个年龄组的特征发现,扩招使东部地区、城镇家庭受益更多,而少数民族的女性、农村地区、西部地区受益较少。本文进一步利用双重差分模型研究发现,扩招使大学毕业生的失业率显著提高9个百分点左右,其中有50%左右是大学毕业生的平均能力下降所致。     

The wage effects of training in Portugal: differences across skill groups,genders, sectors and training types

This article investigates the determinants and wage effects of training in Portugal. In a first stage, we show that there are considerable differences in training participation across groups of workers, with elder and low educated individuals participating substantially less. In a second stage, we show that training has a positive and significant impact on wages. The estimated wage return is about 30% for men and 38% for women. Discriminating between levels of education and working experience and the public and private sector reveals important differences across categories of workers. We find that women, low educated workers and workers with long working experience earn larger returns from training. The average effect of training is similar in the private sector and the public sector. However, differences across experience groups are larger in the private sector, while differences across education groups are larger in the public sector. We use three alternative classifications of training activities and find that training in the firm, training aimed to improve skills needed at the current job and training with duration less than a year are associated to larger wage gains.     

Education, inequality and transition

I consider evidence on differences in access to education and in learning achievement within the countries of Central and Eastern Europe and the former Soviet Union. The situation inherited from the communist period is first summarized: there were some significant disparities with, for example, family background having a strong association with tertiary enrolments, as in Western countries. Analysis of the transition period focuses on differences in access and achievement associated with household income and geographic location. Disparities are not the same across the region; in some countries, such as Russia, there are clear grounds for serious concern, but it is unlikely that any country has cause for complacency.     

Education,unemployment and migration

This paper studies a two-region model in which unemployment, education decisions and interregional migration are endogenous. The poorer region exhibits both lower wages and higher unemployment rates, and migrants to the richer region are disproportionally skilled. The brain drain from the poor to the rich region is accompanied by stronger incentives to acquire skills even for immobile workers. Regional shocks tend to affect both regions in a symmetric fashion, and skill-biased technological change reduces wages of the unskilled. Both education and migration decisions are distorted by a uniform unemployment compensation, which justifies a corrective subsidization.     

Education, credentials, and immigrant earnings

Abstract.  Using 1981 to 2001 Census data, we study how the human capital of immigrants is rewarded in Canada. We distinguish between years of schooling and degrees obtained in order to estimate 'sheepskin' effects – the gain in earnings associated with receipt of a degree, controlling for years of schooling. We find that immigrant years of schooling and immigrant work experience accumulated before arrival is valued much less than Canadian experience of comparable natives. However, for immigrants the increase in earnings associated with completing educational programs is generally higher than that of comparable natives. We provide both signalling and human capital interpretations of this finding.     

Education,sectoral composition,and growth

Growth accounting exercises using standard human capital measures are limited in their ability to attribute causal effects and to explain growth. This paper develops a model of growth and schooling consistent with these decompositions but with less unexplained growth. The theory distinguishes between three different sources of education gains: (1) supply shifts, (2) skill-biased technical change increasing demand within industries/occupations, and (3) skill-biased technical change caused by the introduction of new skill-intensive industries/occupations. The third source leads to the large sectoral shifts and the largest growth effects. Quantitatively, schooling contributions account for 24 percent of wage growth, with both the direct (i.e., supply driven) causal contribution of schooling and the indirect causal (i.e., technology induced) contribution playing substantial roles.     

General training by firms, apprentice contracts, and public policy

Workers will not pay for general on-the-job training if contracts are not enforceable. Firms may if there are mobility frictions. Private information about worker productivities, however, prevents workers who quit receiving their marginal products elsewhere. Their new employers then receive external benefits from their training. In this paper, training firms increase profits by offering apprenticeships which commit firms to high wages for those trainees retained on completion. At these high wages, only good workers are retained. This signals their productivity and reduces the external benefits if they subsequently quit. Regulation of apprenticeship length (a historically important feature) enhances efficiency. Appropriate subsidies enhance it further.     

Tax effects on job search,training, and work effort

The conventional economic model of labour supply is extended to include job-search activity or off-the-job training. For most tax and transfer policies, the slope of the labour-supply schedule affects the direction of search incentives relative to laissez faire. Only the income subsidy exerts unambiguously negative effects on search activity. A proportional income tax offers greater search incentives than an equal-revenue progressive income tax. The positive marginal subsidy range of an earnings subsidy evokes more search than an equal-transfer wage or income subsidy, but ranking of the latter two programs is ambiguous. Work and search effects are combined in an analysis of the impact of each policy on workers' gross market earnings.     

Earnings, Education, and Fixed-Term Contracts

We explore the relationship between earnings, education, and fixed‐term contracts using data from the 1997 British Social Attitudes Survey. We find that the log hourly wage of workers employed under such contracts is approximately 13% lower than that of their ‘permanent’ counterparts, even after controlling for a plethora of personal and job characteristics. Standard decompositions indicate that the vast majority of this differential (more than 70%) is attributable to price effects, which may reflect discrimination on the part of the employer. Such findings may, therefore, suggest that employment protection is appropriate for individuals employed under fixed‐term contracts.     

Ability, Education, and Income Inequality

A model of education where the distribution of abilities is the source of heterogeneity is investigated. Ability is a key determinant of human capital accumulated when young, which in turn determines income and its distribution. The assumption of heterogeneous abilities leads to steady‐state income distributions that exhibit income inequality. Of particular interest is the result that symmetric distributions of ability generate positively skewed income distributions. Models of private and public education are analyzed and compared. It is found that private education results in higher incomes and less income inequality than observed in the public education model.     

Employer-provided training,innovation and skills in post-Soviet countries

This paper analyzes the extent of employer-provided training in Armenia, Azerbaijan, Georgia and Ukraine and investigates its relationship with innovation, having international business contacts, use of computers at work, reported skills shortages and other firm characteristics. It contributes to the literature by examining different types of training – initial on-the-job learning, more formal in-house training and external training, which is provided by firms to two categories of workers – white- and blue-collar workers. After controlling for a range of firm characteristics, we find a positive link between technological innovation and intensity of training of all types provided to white-collar workers that points to the technology-skills complementarity. Furthermore, the level of computer use at work is a significant determinant of the incidence and intensity of external training provided to white-collar and blue-collar workers.     

Health, Wealth, Fertility, Education, and Inequality

The authors use a new cross-country dataset to estimate the strength of the links between different dimensions of social and economic development, including indicators of health, fertility, and education, as well as material wellbeing. This differs from previous studies in employing data for different income groups in each country in order to provide direct evidence on factors driving inequality, and in using a unique measure of material wellbeing that does not rely on PPP comparisons.     

Organizational structure, training, and selection of outer space crew members

For varying purposes of outer space communities, appropriate mindscape types must be selected for their specific organizational structure and function. Business firms which have multicultural personnel have experienced successful and unsuccessful ways to combine many mindscape types. Much can be learned from their practice. Mindscape types are partly innate and partly learned. Selection and training of the crew members must take this fact into consideration.