地方应用型本科院校行政管理专业教学内涵探究

目前,我国正在进行高等院校的战略大转型,作为地方本科院校,应明确自身定位,加强教学内涵建设。本文结合行政管理专业的具体特点,对地方应用型本科院校行政管理专业教学内涵进行了探究,系统分析了专业性质、市场需求、培养方向定位、学科内容体系、师资队伍建设、学生素质、学生就业等要素以及这些要素之间的相互关系。     

创新背景下高职院校人力资源管理专业实验室群建设探析

专业实验室是高职院校实践教学和社会服务工作的重要基地和支撑条件,承担着培养学生实践能力、创新能力的重要任务.针对目前我国高职院校人力资源管理专业办学的现状,高职院校入力资源管理专业实验室群的建设成为了亟待解决的问题.在创新的背景下,以“二室二中心”立体交互式实验室群的构思指导专业实验室的建设,对人力资源管理专业的实践教...     

基于企业需求导向的应用型本科院校人力资源管理专业任职资格标准研究

应用型本科院校是为社会培养综合型人才的基础平台，人力资源管理专业作为汇聚人才的关键岗位，在企业中的重要作用不言而喻。人力资源管理专业在设定人才培养标准及任职资格标准时应充分了解社会发展形势，对企业实际需求进行全方位分析，不断强化学生的综合素质及实践能力，为社会提供更多的应用型人才。本文针对基于企业需求导向的应用型本科院校人力资源管理专业任职资格标准进行研究，旨为该专业人才的培养及企业人才需求的满足提供一定参考。     

论现代高职院校实训基地的改革方向

随着现代化工厂的崛起,自动化生产线、工业机器人、船舶无人值班机舱的规模化应用,一线生产岗位对高新技术专业人才的要求已经不可同日而语.企业专业技术人员难于应付高度自动化、集成化的生产故障、故障查找修复时间长,不得不依靠生生厂家的专业技术团队解决.这就对现代高职院校的专业人才培养模式、培养方向提出了更严格的要求.面对缺乏岗位技能和管理能力短板的人才,企业往往要投入大量的人力资源重新塑造入职员工的职业素养.因此,现代高职院校的改革方向是:满足高新技术企业对专业技术人才的职业能力要求.本文从山东海事职业学院机电与信息工程学院的实训基地改造建设经验来总结一下现代高职院校的实训基地改革方向.     

物流管理应用型人才培养模式的创新与实践——以惠州学院为例

应用型人才培养是地方本科院校发展定位的必然选择,文章对应用型人才的特质及其培养模式的内涵要求进行了思考,从优化人才培养方案、调整专业设置和课程结构、构建一体化实践教学体系、改革和创新课堂教学方法、开展国际合作教学、深化校企合作、培养学生的应用能力和创新能力等方面对惠州学院物流管理专业应用型人才培养模式的创新与实践进行了探讨,对同类院校有一定的启示。     

论如何做好新录用毕业生入路培训的职业牛涯规划

职业生涯规划是人力资源管理与开发工作的主要范畴，尤其对新入职人员进行职业生涯规划，有着极其重要的意义。入职教育培训是实现新入职人员思想、心态和身份转变成为企业人的重要一环。入职教育培训引导新入职人员做好职业生涯规划，既是教育培训的手段，也是教育培训的目的，文章以兰州铁路局新录用院校毕业入路教育培训为例，论述如何在培训中引导毕业生做好职业生涯规划。     

人力资源管理专业校企合作中思政教育融合研究

若想从根本上促进人力资源管理专业的突破和进步,必须重视人力资源管理专业的发展特色,但同时也不能忽视其内涵建设。在培养人力资源管理专业人才时,必须加强学生的思政教育,能够促使学生在日后工作中成为具有素质和职业道德的新时代工作人员。相关院校应该从校企合作入手来实现对思政教育的侧重,由此来不断地强化人力资源管理专业的内涵建设,进而实现该专业的可持续发展。     

高职教育人才培养模式创新研究——劳动争议处理课程培养模式研究

实践中,劳动关系与争议处理是企事业单位和谐劳动关系的重要内容之一。如何改进高等院校人力资源管理专业劳动争议处理课程的培养模式也随之成为当务之急。本文试就高职院校人力资源管理专业劳动争议处理课程的定位、开设需求、现实问题与处理办法等做一探讨和研究。     

地方本科院校行政管理专业培养模式探究

在改革开放向纵深推进和社会全面转型的时期,我国地方政府的公共行政已经发生了巨大的变化。对于新建地方本科院校行政管理专业来说,必须合理定位行政管理本科专业人才的培养目标,优化行政管理专业人才培养方案,改革行政管理专业教学内容与教学方法。只有这样,才能构建一个适应于地方政府公共行政需要的人才培养模式。本文主要探究了地方本科院校行政管理专业培养模式。     

长沙市近3年新入职幼儿园体育教师教学能力现状分析

教学能力是教师专业发展的重要能力之一。文章对长沙市近3年新入职体育教师教学能力进行研讨,旨在为幼儿园体育教师、高师院校培养专业的体育教育人才提供一些理论基础与专业实践参考。     

中小学生职业生涯规划教育的构建与实施

培养教育学生,为其引领人生和职业发展方向,是教育者义不容辞的责任。从这个意义上讲,中小学职业生涯规划教育尤显重要。本文试图在得出中小学学生职业规划教育概念的基础上,从实施者、阶段化实施两个层面提出实施的途径与方法,以促进中小学学生更好地成长与发展。     

加强组织文化建设对构建民办高水平大学重要性分析

我国民办教育事业发展已有三十年左右的时间,但各民办学校的发展层次依然良莠不齐。民办大学作为民办教育事业的主力军,解决了我国长期以来,使学生只有通过激烈的高考竞争才有大学上难题,也培养了一大批优秀的人团。如今,伴随我国生源数量的减少,使得各类学校之间对生源的竞争显的异常激烈,这里也包括公办高校,这就在客观上促使各民办高校必须进行转型,才能使自己立于不败之地。做到如此,只有使自己成为一所高水平民办大学,才能得以健康、良性、可持续的发展。组织文化作为一个单位的精神所在,是单位发展的支柱。因此,如何加强组织文化建设,推动民办高水平大学的建设,值得我们深入研究。     

Foreign involvement in the Hungarian economy: its impact on human resource management

This paper explores the role human resource management (HRM) has taken in Hungarian firms since the country moved towards a market economy. Three sources of data (a questionnaire of 165 international joint ventures, interviews with six senior foreign representatives and observations of forty client firms) provide an in-depth view of the transitional economy. Multinational corporations' (MNC) participation in Hungary is evolving through deeper managerial involvement and greater capital commitment. This evolution affects their headquarters' role in setting their local HRM policy. The greater the foreign participation of the MNC, the more the MNC influences the HRM policy of the local organization. The status of the five major HRM activities (planning, staffing, compensation, training and employee relations) is described against the backdrop of the transition from socialism to capitalism using the transition's three basic elements: price and market reform, restructuring and privatization and redefinition of the State's role.     

Caring human resources management and employee engagement

Research on employee engagement has demonstrated that human resource management (HRM) practices and systems are positively related to employee engagement. However, it is not clear what HRM practices or system of practices is most important for employee engagement or the theoretical mechanisms that intervene and explain the link between HRM and employee engagement. In this paper, I provide answers to these two important questions by developing a model of caring HRM and employee engagement based on the engagement, organizational climate, and strategic HRM literatures. The model indicates that a system of caring HRM practices (job design, training and development, flexible work arrangements, work-life balance, participation in decision making, health and safety, career development, and health and wellness programs) will result in an organizational climate of care and concern for employees that employees will respond to by caring for the organization which they will enact with higher levels of engagement. This model provides many avenues for future research and practice on HRM and employee engagement and introduces the notion of a caring HRM system and an organizational climate of care and concern for employees to the literature on employee engagement.     

Attitude and consciousness of Japanese men and women towards career commitment and continuity: the role of expected change in HRM policies

A survey was conducted on 302 working men and women in Japanese private firms and local government organization anrl 51 non-working Japanese women to examine the attitude and consciousness towards career commitment and continuity if organizations adopt some policy formulations in more relaxed ways to accommodate, particularly, Japanese women in the workplace. Many studies have well documented that women’s passive attitude towards career commitment and continuity, as compared to that of men, is the outcome of discriminatory HRM policies and practices in the internal labour market. The ANOVA results show that the attitude on the policy relating to work–home harmonization differs significantly between men and women. As compared to working women, non-working women would have a more positive attitude to career commitment and continuity if a work-home harmonization policy wcre adopted. The ANOVA results also reveal that men and women have shown an almost similar attitude to pay structure and, thus, the integrated corporate pay structure can help in developing women’s attitude and consciousness towards career commitment and continuity, but women cannot share equally with their male counterparts as regards the policy of career development; rather, they are demanding job security, distributive justice and career counselling in the workplace.     

专业课实训教学中学生职业能力的培养

中职学校培养的目的是输送生产第一线的技术工人,而中职生职业能力的高低决定其就业之路,因此,培养中职生的职业能力是职业教育可持续发展的必由之路。文章以机电一体化设备的组装与调试课程的实训教学实践为例,探讨在实训教学中培养、提升和强化学生职业能力的方法和具体措施。     

A study of the employment system of Japanese multinational retailers in Hong Kong

This study examines the employment system of Japanese multinational retailing corporations in Hong Kong through two case companies - Morioka and Okadaya. The human resource management (HRM) practices- recruitment and selection, remuneration, and training and development - of the companies are studied. The different HRM practices applied to different groups of employees within each case company are compared using an employment systems model. The employment system is structured and multi-layered. The development of the structured employment system is then analysed in relation to the cultural and sectoral factors. It is shown that only the cultural characteristics of the Japanese parent companies can explain the ethnocentric management approach used in which Japanese personnel are employed in the internal labour marker (ILM) and local employees are employed outside the ILM. Economic and labour market conditions in both parent and host countries and sectoral characteristics have also contributed to the stratification of the employment system among the local employees. The implications of this study are that the long-term development of Japanese multinational retailers will be weakened if the structured employment system persists.     

Human resource management: gendered terrain?

This paper addresses the question of whether human resource management can offer greater possibilities for training, development or career advancement for women. Data from two case-study organizations with contrasting approaches to HRM ('soft' and 'hard') are presented. It was found that events in the external environment had impacted on both organizations and led to a reconceptualization of careers which had affected men and women. In general, women at Lloyds Bank, which was characterized by a bias towards the 'hard' approach to HRM, fared less well than those at Hewlett Packard, where the rhetoric, at least, was of 'soft' HRM. However, women's presence at higher levels in both organizations was limited.     

The influence of internal and external social networks on HRM capabilities in MNC subsidiaries in China

In this study we examine the influence of involvement in internal and external social networks on HRM capabilities. We distinguish between technical and strategic HRM capabilities and focus on the capabilities of the HR department relating to four HRM practices – recruitment and selection, training and development, compensation, and performance appraisal. The study is based on data from dual respondents, general managers and HR managers, in 66 European MNC subsidiaries located in China. The results indicate that contact with other MNCs in China regarding HRM issues is positively associated with both technical and strategic HRM capabilities whereas contact with local Chinese companies does not have any significant influence on either strategic or technical HRM capabilities. Contact with MNC headquarters is positively associated with strategic HRM capabilities.     

A decision model for outsourcing training functions: distinguishing between generic and firm-job-specific training content

Employee training plays a crucial role in the success of most organizations. Due to its developmental aspect, training is closely linked to core competencies and strategic focus. However, it is also one of the most widely outsourced HR functions in most Western economies.

This article attempts to illustrate and propose a decision model for the factors that shape the expected benefits and subsequently the extent of outsourcing training functions. A distinction is made among generic training (for the development of competencies) and job- or company- specific training (for example, induction training, job specialization, etc.).

Two decision models are extracted with structural equation modelling. Asset specificity, market availability, in-house development of training and firm size are discussed. The factors shaping the decision to outsource, as well as the perceived benefits from outsourcing employee training, are different for each of the two types of training (generic and specific). The reasons underlying those differences are discussed. For both types of training service it is proposed that the expected quality benefits, not cost ones, induce companies to outsource training.

Thus, this study attempts to offer a useful insight into the factors shaping the extent and the expected benefits from outsourcing training services. The outcomes can further assist HRM professionals (managers and providers of HRM services), as well as academics to gain a better understanding of the nature of HRM outsourcing decisions in general, and a ‘basic’ HRM outsourcing practice – training – in particular.