培养应用型物流人才的探讨

从近几年就业情况出发,结合教学型大学的培养目标,提出物流应用型人才的特征,进而研究应用型物流人才培养平台的构建.     

印度与中国包容性增长比较研究

印度与中国的经济增长模式不同,印度"藏富于民"而中国"藏富于国",印度经济增长潜力远远大于中国,印度经济增长动力既源于印度的包容性增长措施,又促进了印度的包容性增长。印度包容性增长经验给我们的启示包括改善收入分配比例,调整投资结构,降低通货膨胀,改善产品出口结构等。     

多元化用工下的人才派遣模式探析

当今社会的用工模式为多元化的用工模式。其中,人才派遣用工模式因其具有独特的优势而受到许多企业和组织的青睐。文章阐述并分析了人才派遣用工模式的功能、实施效果、优劣势、激励措施。     

Court Standards for Terminating Employees Under the ADA: Some Questions and Answers for Managers

Since the passage of the Americans with Disabilities Act in 1990, managers have had to wrestle with the question of what to do when employees become disabled and can no longer perform their jobs as they had before. By law, managers are required to retain such employees if, with reasonable accommodations, they are able to perform their jobs' essential functions. But the written law leaves a number of issues in doubt, such as how managers should (1) determine whether an employee's impairment qualifies as a disability, (2) identify the job functions that are essential, and (3) decide how far to go when granting an accommodation. The Equal Employment Opportunity Commission (EEOC) has issued volumes of regulatory guidelines that deal with these questions. Only now, however, is a body of case law beginning to emerge. Because case law takes legal precedence over EEOC interpretations, managers must keep abreast of court decisions, especially when the courts' edicts conflict with those published by the EEOC. This article describes ADA case law in the form of answers to questions frequently posed by managers. It is based on a review of 44 ADA court cases dealing with wrongful termination claims, 4 of which were decided by the Supreme Court.     

从市场人才需求与高校人才供给的不对称探索大学生就业问题

近年来,大学生就业成为社会的热点话题,我国的许多大学生都无法找到合适的工作。基于该问题,文章从新的角度解析了大学生就业难的原因——产业结构的定位问题。     

校企合作订单班的管理体系探索

订单班是校企合作联合培养适应社会需要和企业需求的具有扎实专业知识技能和较高职业素养的应用技术型人才的培养模式,是校企合作共赢的纽带和结晶,是应用技术型人才培养的关键环节。建立行之有效的订单班管理体系,对于培养应用技术型人才,满足企业发展需要、满足学生成才预期,顺应地方高校转型发展是至关重要的。     

高职院校旅游类人才培养和就业问题的相关调查研究

我国高职教育起步较晚,旅游学科本身发展历史较短,又属于边缘学科,旅游类专业课程设置还处于探索阶段,很多问题仍制约着高职类旅游教育的发展。该论文以西安SVT学院为样本学校,通过对其近三年来旅游专业毕业生就业状况的追踪调查为切入点,对高职类旅游专业的专业设置、课程设置等方面存在的问题进行分析探讨,并提出了相应对策。     

广州地区会展“行业-专业-就业人才需求”调查及分析——以广州科技贸易职业学院会展策划与管理专业为例

本文通过对广州地区会展行业企业发展、会展人才需求状况、广州科技贸易职业学院会展专业毕业生就业情况的调研与分析,得知目前广州地区会展人才在培养方面存在主要问题在于学生实操能力欠缺,院校传授知识与企业实际需求脱节现象严重,会展对口就业情况有待进一步改善。     

Working and Caring for a Child with Chronic Illness: Challenges in Maintaining Employment

This paper shares some pertinent findings from an initial, qualitative stage of a larger, national study currently being undertaken in Australia, exploring the support needs of parents who are working full time and caring for a child with chronic illness. The findings presented here depict the negative impact of these parents caring responsibilities on their work life and the increased stress they experience trying to maintain full time employment. In-depth interviews revealed how these parents had to rearrange their working hours, use up their leave entitlements, work unsatisfactory hours, sacrifice their careers and even change their jobs in order to balance their dual roles. In addition, the findings also highlight the negative and unsupportive attitude that employers had towards these parents. These employment conditions were extremely stressful and frustrating for parents affecting their physical and emotional well being.     

拓宽就业渠道,全面促进学生素质的提高

文章以报告的形式探讨了大学生就业问题。以西安文理学院为实例,从就业环境、企业需要的人才及毕业生应具备的素质等三方面对就业问题进行了分析,并提出可行性建议。     

HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices

Abstract

HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321?HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers’ perceptions of their organization’s TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization’s definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.     

高校贫困生资助工作的探讨——以某应用型本科院校二级学院为例

本文结合某学院贫困大学生资助管理工作的现状,对现有工作进行了简单介绍和总结。在对以往工作进行整理总结的同时就实际工作中遇到对贫困大学的心理辅导问题进行了一定的思考和应对方法的探讨。     

Labour standards application among Chinese and Indian firms in Ghana: typical or atypical?

Despite the current interest in the growing amount of Chinese and Indian investments in African countries, little is known on the impact of such investments on the employment conditions of African workers. This study investigates the employment practices of a Chinese-owned and an Indian-owned manufacturing company in Ghana in relation to the national labour laws and international labour standards. This article argues that given the weaknesses in the institutional and financial capabilities of the state and the resultant large scope of autonomy assumed by multinational corporations (MNCs), it is highly unlikely that MNCs will voluntarily adopt a high level of labour standards without tangible benefits to the business. This is particularly the case for smaller MNCs from emerging economies such as China and India, as they often slip through the net of international pressure groups and are most unlikely to receive pressure in their home country to observe labour standards in their overseas operations. This study has policy implications for Ghana and other less developed countries that are seeking foreign direct investment to help national development.     

高职院校金融保险专业建设的研究

本文通过分析高职院校金融保险专业的就业现状,从企业需求角度分析高职院校金融保险专业建设存在的一些问题,为该专业人才培养与社会需求的良性对接提供突破口。