6σ管理培训方式与人力资源培训

培训是企业人力资源开发的重要手段,但许多企业都觉得效果不大,而6σ管理在培训方面却效果显著。     

Unions and Efficient Training

The paper examines the optimal level of training investment when trained workers are mobile, wage contracts are time-consistent, and training comprises both specific and general skills. The firm has ex post monopsonistic power that drives trained workers' wages below the social optimum. The emergence of a trade union bargaining at the firm-level can increase social welfare, by counterbalancing the firm's ex post monopsonistic power in wage determination. Local union-firm wage bargaining ensures that the post-training wage is set sufficiently high to deter at least some quits, so that the number of workers the firm trains is nearer the social optimum     

工人工资结构与企业的一般性培训投资

企业一般性培训理论的研究表明,在不完全市场条件下,工资挤压提供了进行一般性培训投资的利益动机.本文在工资挤压模型的基础上,在以下三个方面做出接近劳动力市场现实假定:一是资本市场不完全,工人无论是在个人消费还是在教育培训上都面临着严重的信用约束,二是工人普遍存在着不同程度的风险厌恶,三是一般性培训的量会影响工人流失率,从而讨论工人培训期间工资、培训后工资、企业一般性培训量以及工人风险厌恶程度这四者之间的关系.     

Training, search and wage dispersion

This paper combines on-the-job search and human capital theory to study the coexistence of firm-funded general training and frequent job turnovers. Although ex ante identical, firms differ in their training decisions. The model generates correlations between various firm characteristics that are consistent with the data. Wage dispersion exists among ex ante identical workers because workers of the same productivity are paid differently across firms, and because workers differ in their productivity ex post. Endogenous training breaks the perfect correlation between work experience and human capital, which yields new insights on wage dispersion and wage dynamics.     

培训的风险分析与规避

由于人力资源的产权性、能动性、流动性和不均衡性以及对培训过程的不善管理,培训作为一种投资,不可避免的存 在种种风险,在众多的风险表现中,可以划分为理念风险、制度风险和操作技术风险三个层次,培训风险的规避也必须从这三 个层次加以考虑,做到:理念正确、制度规范协调、技术适用可行。     

家族企业代际传承:海外培养还是国内培养?

本文以完成代际传承的中国家族企业为样本,研究接班人的培养模式对传承业绩的影响。我们发现,中国家族企业传承后会计业绩和市场业绩普遍显著变差;与国内培养二代相比,海外培养二代的接班,更不利于创始人特殊资产及家族企业核心价值理念的传承,接班后会计业绩和市场业绩更差。截面分析表明,二代接班前内部历练时间和接班后掌管企业的时间越长,海外经历的时间越短,海外培养二代与国内培养二代的业绩差异越小;与创一代学科背景越相似、公司所在地区和行业对特殊资产依赖程度越低,海外培养二代与国内培养二代的业绩差异越小。路径分析表明,海外培养二代更难继承创始人特殊资产,对企业的情感承诺和组织认同度也更低。     

浅谈企业员工培训

对企业而言 ,培训员工有许多具体效益 ,是企业长盛不衰的动力。文章对完善培训内容与方法提出了自己的意见。     

论企业战略性培训的内涵与实施

企业需要高技能的员工队伍,事实上,组织内人员的潜力是主要的竞争因素。在竞争全球化时代,产品生命周期缩短和信息传递加快成为成功的关键,人力资源为企业提供了中长期竞争优势。企业已经把培训上升到战略性的高度来审视。培训在今天的环境下帮助组织实施变革起到重要作用。因此,企业培训成为重要的管理任务。本文提出战略性培训的重要性和内涵,战略性培训与经营战略之间的联系,并根据波特竞争战略理论把战略分为成本领先战略、差异化战略和集中战略,在此基础上提出相应的培训方法。一个组织战略与它对员工培训开发的重视程度之间的关系是非常紧密的。最后提出企业如何实施培训战略：管理者要理解战略/发展之间关系的动态性;设计出有针对性的培训解决方案如人力资源战略的部署方法。     

Schooling, Training, Growth and Minimum Wages

We examine how the long-run growth performance of an economy is affected by a labor market distortion. In our model, growth occurs through skill formation, and skills are generated through schooling and training of unskilled workers. We analyze how a minimum wage legislation affects long-run growth. In general, the effects are ambiguous. The reason is that while a minimum wage discourages training, it also encourages schooling. The net effect then depends on whether training or schooling dominates the long-run increases in labor productivity.
JEL classification : I 20, J 31, O 40     

二胡演奏艺术中的个性创造与培养研究

艺术个性创造是二胡表演获得成功的重要因素之一,是衡量二度创作成功与否的重要指标。二胡演奏个性的创造要以尊重原作为前提,加强共性的基础性作用,发挥演奏者的个体优势,体现地域及时代特点。二胡演奏个性的培养需要加强音乐美学修养以及持续的学习和实践。     

高校艺术类学生干部培养管理浅析

高校艺术类学生干部的管理存在选拔制度不完善,不注重学生干部培养等问题。而且艺术类大学生与其他专业大学生相比,具有一定的共性,但是艺术类大学生又具有鲜明的个性特点。他们张扬个性,缺乏团队合作精神;多才多艺,文化基础薄弱;感性高于理性,易受社会上不良风气的影响等。高校学生干部队伍的建设是学生工作得以顺利开展的基础。只有针对艺术类学生干部的特点,有针对性地进行管理和培养,才能更加有利于非艺术类院校艺术类学生工作者开展工作,将学校教育管理工作做的更好。     

Training,migration, and regional income disparities

"It is assumed that there are two regions, that production requires both skilled and unskilled labour, and that one region is innately more productive than the other. Workers, who differ in their migration or training costs, make individually rational decisions. In equilibrium the ratio of skilled workers to unskilled workers is always higher in the more productive region. Average incomes differ between regions because regional differences in wage rates are reinforced by regional differences in the structure of employment. The model is also used to analyse the effects of policies intended to equalize the distribution of income."     

Training and worker effort: a signalling perspective

Abstract This paper analyzes the interaction between firms’ investment in general skills training and workers’ incentives. It shows that when a firm has an informational advantage over its workers, its provision of free general skills training can serve as a signal that there will be a long‐term relationship between the firm and its workers. This signal induces the workers to exert more effort in learning firm‐specific skills, which enhances the firm's profits. In contrast with most of the existing literature, the model implies that firms may provide free general skills training even if there is no labour market friction.     

技术创新与人才培养模式互动的影响要素研究

随着社会主义市场竞争日趋激烈,科技人才的培养过程成为企业发展的当务之急,尤其是技术创新型科技人才的成长.我国的企业随着世界经济的发展逐渐暴露出弱点,尤其在当今知识经济崛起和世界经济一体化的历史进程中,这种落后就显得更加突出.这种落后是体制和机制的落后,而归根到底是技术创新人才的缺乏.企业技术创新与人才培养模式互动机制的建立,能有效解决企业在科技人才管理中面临的困境,对于提升我国企业竞争力、推动科学发展具有积极的作用.