Collective and individual voice: convergence in Europe?

This paper uses longitudinal survey data from Britain, Germany and Sweden to examine whether, as some researchers have suggested, there has been a convergence internationally towards individual forms of employee voice mechanism and, if so, to measure the extent and trajectory of change. The paper begins by examining the importance of the employee voice issue. It then reviews competing accounts of the utility of different forms of employee voice and their manifestations within different varieties of capitalism. It is hypothesized that there has been a general trend away from collective and towards individual voice mechanisms; this reflects the predominant trajectory of managerial practices towards convergence with the liberal market model. This hypothesis is largely rejected. The data showed only very limited evidence of directional convergence towards individual voice models in the three countries. Collective voice remains significant in larger organizations, and although it takes a wide range of forms that include but go beyond unions and works councils, this is a positive finding for proponents of those institutions.     

职工教育培训效果的评估

通过职工培训能持续提升企业员工的知识、技能与工作态度,从而为公司提供强有力的人力资源保障,为企业在竞争中获取更大的优势。在员工培训工作中,培训效果如何、培训的投入是否有价值等问题一直没有得到解决。为此,本文通过研究分析职工教育培训效果的评估方式,进而为评估职工教育培训效果提供参考依据。     

The role of human resource management in cross-border mergers and acquisitions

Cross-border mergers and acquisitions (M&As) have become the dominant mode of growth for firms seeking competitive advantage in an increasingly complex and global business economy. Although human resource management (HRM) can play a value-adding role in the merger process, existing research and evidence does not clearly demonstrate how it can do so. This paper addresses the neglected human side of M&As by providing a strategic fit framework to assess the link between M&A strategy and HRM strategy. Because cross-border M&As are of an order of magnitude more complex than domestic mergers, we examine contingencies in national contexts that influence outcomes in the merger process. We draw on recent empirical evidence to highlight HRM roles in terms of resources, processes and values that reflect the influence of both strategic fit and national context in the integration stage of cross-border M&A.     

‘My Brilliant Career’? New Organizational Forms and Changing Managerial Careers in Japan,the UK,and USA

The end of the traditional management career has been heralded with supporting, albeit largely anecdotal, data. The ‘old’ career was set within internal labour markets in large organizations and characterized by long‐term stability. The ‘new’ arrangements have apparently shifted responsibility from employer to employee, with careers being developed across organizations. Such change is premised on new organizational forms and is often associated with a growing sense of employee insecurity. We explore the reality of this ‘new’ scenario through interpretation of in‐depth semi‐structured interviews conducted with middle and senior human resources managers in large firms in Japan, the UK, and USA. The data indicate that most of our case study organizations had downsized and delayered, with hybrid structural forms emerging. Career prospects were diminished, with fewer vertical promotions and a greater emphasis on lateral ‘development’; middle managers were generally resentful of such factors and forces. Although not directly reflective of ‘Anglo‐American’ business practice, similar changes to career trajectories were witnessed in Japan as in the UK and USA.     

培训效果评估的理论和研究

文章回顾了国外近年来对培训效果评估的研究,重点讨论了培训效果评估的主要评估模式,分析了培训效果评估的发展趋势,最后指出了培训效果评估研究中应当注意的问题。     

Board structures,liberal countries,and developed market economies. Do they matter in environmental reporting? An international outlook

Previous empirical evidence has shown the effect of most corporate governance mechanisms on corporate social responsibility and environmental disclosure. However, there is scant empirical evidence that examines the influence of liberal countries, developed market economies, and board structures on environmental disclosure. Thus, this research aims to explore how liberal and developed countries and board structures affect environmental reporting. We hypothesise a linear and positive association between companies located in countries with liberal and developed market economies and environmental reporting. Moreover, we hypothesise that one‐tier board structures negatively affect environmental disclosure. Focusing on 13,100 companies domiciled in 39 different countries from 2005 to 2015, it is established that those companies located in liberal and developed economies are more likely to disclose environmental information, whereas one‐tier boards have a negative effect.     

高职会计专业人才培养模式新探究

针对现代企业对高职会计人才的需求状况,本文在分析了现有的高职会计专业实践教学的培养途径及弊端的基础上,积极探索改革传统的高职会计人才培养教学模式,摸索实践教学新途径,研究建立有高职特色的,符合现代企业需求的全新的会计人才培养模式。     

关于创新国有企业领导人员教育培训的思考

党中央做出“大规模培训干部,大幅度提高干部队伍素质”的总体部署,国有企业领导人员教育培训是我国三支队伍（党政干部、企业经营管理人员和专业技术人员）建设的重要内容之一。实施国有企业领导人员教育培训,必须结合企业实际,认真定位;必须体现岗位职务特色,创新培训方式;必须加强制度建设,建立长效培训机制。     

浅议法学教育的不足与完善

法学教育首先是素质教育,根据这一理念,我们的目标应当是培养出具有良好的思想道德、宽厚的科学知识和人文基础,系统扎实的法学专业知识,较强的法律实践能力的高素质人才。     

浅谈中国动画配音

目前国家在大力地扶持民族动画事业,中国动画艺术家也在为国产动画的发展花费大量心血,而国产动画却仍旧由于缺乏创新,思维固定等等众多原因不能举步。由此,中国动漫的配音也由20世纪前半期的辉煌到现在的疲软状态。中国动漫配音的出路在哪里,是值得我们迫切需要解决的问题。     

新时代背景下如何提高工会干部教育培训整体水平

工会作为我国联合企业,是保护广大职工的重要部门,在新时代发展环境下发挥着重要作用。当下,随着我国对工会工作提出的全新要求,为满足要求标准和政策落实,工会需在原有基础上加大对整体干部的素质、业务、理论等多方面水平的教育培训,以此构建一支符合时代发展,可以满足工会工作开展的全新队伍。论文分两个部分对新时代背景下如何提高工会干部教育培训整体水平进行分析研究,首先对新时代背景下加强工会干部教育培训工作的重要意义进行阐述,之后对新时代背景下提高工会干部教育培训整体水平提出相应建议,希望能对工会工作改革有所帮助。     

非医学类高等职业院校学生健康科普教育的思考

健康科普教育是提高大学生健康素养的重要方式,对于非医学类高等职业院校学生尤其如此。在分析了目前非医学类高等职业院校健康教育的现状之后认为,当前的健康科普教育在社会、学校、教师、教材和课程各层面存在诸多问题,基本上是无效教育。为此,文章在健康科普教育大环境、教学机构、教育主体和具体实践途径等五个方面,提出了改善的建议。     

机电一体化专业中高职衔接课程体系建设的研究与探索

本文针对中高职机电一体化专业课程体系衔接的现状和问题进行分析,探索中高职机电一体化专业课程体系衔接的方式和结构,从而实现中高职机电一体化专业课程体系有效衔接。     

基于市场导向,加强学生专业培训,提高就业率浅析

为适应市场经济发展和企业改革深化对职业教育的要求,我院结合自身条件,以市场为导向,加强学生专业培训,实现就业"零过渡",提高就业率,形成了"企业参与,注重能力,强化培训,实现零就业过渡"的专业培训模式,取得了良好的效果。     

农科类全日制专业学位研究生教育初探

农科类全日制专业学位教育是培养高层次农业技术专门人才的一种新学制和新途径。教育部自2009年起,扩大招收以应届本科毕业生为主的全日制硕士专业学位范围,以提高专业学位研究生在研究生教育中的比例。本文从农科类全日制专业学位研究生产生的背景、面临的挑战以及应对办法等方面探索农科类全日制专业学位研究生培养模式。