Factors Affecting Motivation to Transfer Training

This study examines the relationship of motivation to transfer skills and knowledge learned in a computer-based training programme with five groups of variables: individual or general attitudes, situational specific attitudes, reactions, learning, and work environment factors. Hierarchical regression analysis produced a model which explained 60.5% of the variance in motivation to transfer. Individual attitudes and environmental variables explained most of the variance in motivation. A number of mediated relationships were suggested.     

企业培训力评价的模糊综合评判模型

企业培训力是描述企业培训管理体系完备性及其运行有效性的一个集合性概念,它是由多个相关要素构成的模糊集合,具有模糊数学的基本特征。运用模糊数学的基本原理,通过建立模糊综合评判模型以及专家评分法设置二级评价指标体系和相应的权重,对企业培训管理体系的完备性及有效性进行系统、全面的评判,以实现主观向客观、定性向定量的转变,为促进企业培训管理体系的持续改进提供一种科学的思路和方法。     

Applying Within-Subject Methodology to Transfer of Training Research

Research suggests that the knowledge, skills, and abilities acquired by trainees in organisational training programmes frequently fail to transfer to the job. Accordingly, continued research on transfer of training is needed. Recent critical reviews of the training literature have indicated the need for improved methodological rigour in transfer of training research. This article presents recommendations for improving the methodological rigour of research on transfer of training. Specifically, the article addresses problems with selecting and measuring dependent variables, operationalising independent variables, conducting repeated measurements, and using within-subject and within-group research designs.     

管理学视域下企业培训内在机理与培训评估研究

企业培训在改善员工行为绩效、提高组织生产率、降低员工流失率及保持可持续发展能力等方面发挥着不可或缺的作用.其主要影响因素既有企业培训自身(如培训内容、方法等)的,也有个体层面的,更有企业组织层面的;其作用机制主要有两种,印基于个体层面的作用机制和基于组织层面的作用机制.完善高效的培训机制可以提高企业绩效,但培训效果有赖于科学评估.     

Case Studies in Job Analysis and Training Evaluation

Job analysis identifies work behaviors and associated tasks that are required for successful job performance. Job analysis is widely recognised as a starting point in a needs analysis for training and development activities. The content validity justification for basing training on a job analysis can be used for training evaluation. Effective training should only have an impact on job tasks significantly related to successful job performance. This article presents two examples of the use of job analysis for training evaluation: evaluation of an information technology certification and evaluation of training for a professional association of librarians.     

辐射板强化喷管换热与红外抑制效果试验研究

试验研究了在发动机喷管中加装金属辐射板前后,喷管壁面温度、热喷流温度与喷管红外辐射特征的变化。结果表明,加装金属辐射板后,热喷流与喷管壁面之间的热量传递显著增强,热喷流中心温度降低,壁面温度明显升高,在90°方向上,热喷流3～5μm波段的红外辐射强度降低了38.5%。文中从热喷流、喷管壁面以及金属辐射板等相关部件的温度变化情况对红外辐射强度的变化原因进行了解释。      

我国企业人才培训绩效综合评价研究

人才资源是企业第一资源,企业人才培训成为培育核心竞争力、取得成功的关键要素之一。通过企业人才培训工作的投入、管理、效果三大过程的特点,给出企业人才培训绩效的评价指标体系,构建了企业人才培训绩效的专家评估系统和模糊数学综合评价模型,并对模型应用做了案例分析。该研究对于指导企业做好人才培训的评估工作、提高人才培养的效率具有重要的现实意义。     

The Education and Training Mismatch

Ken Mayhew argues that money spent on eduction is misallocated and that the biggest problem for training is lack of demand for a flexibly skilled workforce.     

如何构建我国企业核心竞争力

分析构建我国企业核心竞争力存在的问题,及构建核心竞争力的途径:围绕核心竞争力制定企业战略,不断进行技术创新,发掘人力资源的潜能,建立学习型组织,塑造企业文化,运用品牌战略,建立战略联盟,并购,实现优势互补。     

The Ethics of International Transfer Pricing

This paper addresses the conflicting environmental interests of a firm and the community, an important stakeholder. The short-term profit maximization objective of a firm may stand in contrast with what the community wants – a "safe and clean environment". This paper argues that the information regarding the environmental impact of a firm's products, processes, and waste may be asymmetrically distributed between the firm and the community. The resultant information asymmetry may influence the probability of a firm acting opportunistically, and ultimately, a firm's ethical behavior. The paper identifies information asymmetry between a firm and community, as well as that within the community. The perceived information asymmetry across various community segments may perhaps be a determinant of environmental discrimination. The paper further contends that information asymmetry may diminish in the long run. Finally it examines the implications of information asymmetry for firms and government policy.     

如何提升我国民族品牌核心价值

在日趋激烈的竞争中,品牌如何脱颖而出占据消费者心理,成为热点课题。有关品牌研究主要从品牌资产出发探讨,但对品牌核心价值的研究尚属起步阶段。什么是品牌核心价值、我国民族品牌的核心价值与国外品牌相比具有哪些独特性、以及我国民族品牌核心价值的作用成为目前主要研究对象。为此需要了解品牌核心价值的重要性,并且为我国民族品牌核心价值的建立和发展提出相关建议。     

Selection,Training, and Performance Evaluation of Sales Managers: An Empirical Investigation

ABSTRACT

Despite the important role sales managers play in an organization, little empirical work has explored various facets of their jobs. The state of knowledge regarding this issue is woefully inadequate. To partially address this gap in the sales management literature, this paper reports the results of a study that investigated recruitment/selection, training, and performance evaluation practices vis-à-vis sales managers. Findings suggest that sales managers (irrespective of their company's size or primary market offering) generally rely on subjective recruitment and selection tools and techniques when recruiting sales management candidates, do not feel that any particular job activity is uniquely important or difficult to perform, and consider few evaluation criteria when assaying sales manager performance. Conclusions concerning the study's results are provided.     

Evaluating training programs: development and correlates of the Questionnaire for Professional Training Evaluation

Psychometrically sound evaluation measures are vital for examining the contribution of professional training to organizational success in a reliable manner. As training evaluations tend to be both time‐consuming and labor‐intensive, there is an increasing demand for economic evaluation inventories. Simultaneously, evaluation measures have to meet psychometric standards. The present paper develops a time‐efficient training evaluation questionnaire that (1) has psychometrically sound properties; (2) measures more than the participants’ reactions; and (3) is widely applicable across different training contents, thus allowing for comparisons of training programs within and between organizations. The Questionnaire for Professional Training Evaluation is primarily developed for use in practice but is also applicable to field research and covers short‐term as well as long‐term training outcomes. Analyses based on a total of n = 1134 employees show the stability of the factor structure and hint at the questionnaire's differential and discriminant validity. Theoretical and practical implications are discussed.     

Benefit Formation and Enhancement

Quantitative Marketing and Economics - The identification of product attributes and features that are essential for a benefit to exist is critical to new product development and formulation. Some...     

农村剩余劳动力转移机制探析

农村剩余劳动力既是消费者,又是潜在的资源,实现有序转移、变消费者为可利用的资源是必然趋势,也是实现其资源价值的基本前提。由于存在经济推动力、政策牵引力、市场调节力、思想观念活力、文教科技拉力、创新持续力等动力机制各方面的力量相互联系、相互作用,所以只有采取相应的对策才能克服农村剩余劳动力转移过程中存在的问题。     

基于产业梯度转移理论的我国产业转移问题研究

在对产业梯度转移理论简要回顾的基础上,对照当前我国经济发展状况,提出从东部发达地区向中西部欠发达地区的产业转移是一种必然的趋势。当前我国并未产生大规模的产业转移的现象,这既与转出地区政府的产业政策、产业集群产生的效应有关,同时也受到了转入地区政府政策选择的矛盾、产业配套能力低、劳动力素质不高、物流成本高等的负面影响。指出转入区和转出区都做出产业政策和布局的调整,从而促进我国产业转移的实现。     

基于AHP的高等院校经管类本科人才培养质量评价指标体系的构建研究

基于层次分析法,从基本素质、专业知识和能力水平、毕业生满意度、用人单位评价四个方面选取了17个评价指标构建了高等院校经管类本科人才培养质量评价指标体系,并计算出具体权重。研究发现,毕业生适应岗位的能力、科学研究和创新能力以及学生运用所学理论知识解决实际问题的能力等是影响高等院校经管类本科人才培养质量的关键因素。为了在高等院校经管类本科教学改革中提高本科人才培养质量,应该注重提高学生适应岗位的能力,理论联系实际的能力以及科学研究和创新的能力。