提高山区养路工人技能素质的探索和思考

企业各项工作能否顺利推进,目标任务能否圆满完成,关健在于职工思想技能素质的高低和工作责任心的大小;技术创新能力能否提升,科技能否转化为现实生产力,关健在于职工的主观能动性和创造性的发挥。文章通过分析融水苗族自治县公路管理局职工技能素质现状,探索提高职工技能的方法,并总结了提高公路职工技能素质的体会。     

有效推进企业职工素质提升工程三策

企业工会要着眼加强对广大职工的教育培训和服务工作,通过创新平台搭建和价值理念培育,促进业务技能素质、创新能力素质和职业道德素质的提高,有效激发职工立足岗位为企业建功立业的思想基础,为企业提高职工素质工程实现跨越式发展提供人才支撑和智力保障。     

提高职工技能素质是最大的凝聚力

随着国企改革和市场经济的深入,职工的素质尤其是技能素质逐渐成为企业改革、发展的综合聚焦点.如何切实有效地提高职工的技能素质,已成为当前提高企业核心竞争力和凝聚力的一个重要课题.要关心、凝聚职工,提高他们的技能素质和竞争力才是根本所在,滞后于企业发展的职工必将被企业所淘汰.……     

浅谈提高煤矿职工素质的重要性

根据对孟津煤矿职工素质现状的分析,得出当今企业能否按照市场规律和价值规律运作,并掌握竞争的主动权和制胜权,以求企业的生存和发展,其内在因素是多方面的,但最为关键的还是取决于企业职工的整体素质。在煤矿企业,职工的“安全技术素质”、“岗位技能素质”和“科学管理素质”尤为重要。     

浅谈提高煤矿职工素质的重要性

根据对孟津煤矿职工素质现状的分析,得出当今企业能否按照市场规律和价值规律运作,并掌握竞争的主动权和制胜权,以求企业的生存和发展,其内在因素是多方面的,但最为关键的还是取决于企业职工的整体素质。在煤矿企业,职工的"安全技术素质"、"岗位技能素质"和"科学管理素质"尤为重要。     

浅谈新形势下电力企业职工培训的激励机制

随着电力企业面临的市场竞争越来越激烈,职工的知识、技能的更新能否满足现代企业发展的需求,是电力企业提高综合竞争力的方式之一。新形势下的电力企业职工培训工作应该紧跟时代的步伐,不断的提高企业员工的岗位技能和职业素养,在促进企业发展进步中充分发挥人才的作用。本文对于电力企业职工培训中存在的问题以及如何建设新形势下职工培训的激励机制进行简要分析。     

思想政治工作的三个转变

一、思想政治工作要从单一的思想政治教育向好高职工综合素质和校正企业经营理念转变提高职工的综合素质和企业整体素质，既是经济发展的需要，也是企业思想政治工作的目的，两者在目标上体现了内在统一性。l、帮助企业职工提高思想素质和技能素质帮助职工提高思想素质，最重要的是帮助职工学习邓小平理论。用深入浅出、浅显易度的道理，帮助职工提高对邓小平理论的认识，提高用理论解决实际问题的能力，提高其改造世界观的自觉意识。帮助职工转变观念必须紧密联系企业改革发展和职工的思想实际。思想政治工作要帮助职工认识风险，以兢兢业…     

实施企业职业技能提升行动的几点思考

<正>当前我国经济正处于经济转型、结构调整攻坚克难的关键时期,国务院《职业技能提升三年行动方案》的出台、发布与实施,为企业开展职工技能培训工作指明方向。在市场经济竞争日趋严峻的今天,企业要成为市场经济中的强者,必须要提高企业自身的竞争力,提高劳动者素质,劳动者素质提高关键在培训。企业要大力开展行之有效的职工技能培训工作,建设知识型、技能型、创新型劳动者     

浅谈财政干部队伍建设

财政是政府的综合职能部门，能否发挥好应有作用，关键取决于财政干部队伍素质的高低，因此要提高干部队伍素质，就要不断提高学习的自觉性，勤求新知，博采众长。财政工作能否实践“三个代表”的要求，财政部门能否认真贯彻党的路线、方针、政策，关键在于财政干部队伍能否适应新形势和新任务的要求。因此，我们必须以“三个代表”的重要思想为指针，培养高素质的财政干部队伍。     

关于职工队伍技术素质的调查报告

最近,我们对职工队伍的技术素质情况作了一次调查,报告如下: 职工技术技能素质的发展趋势正常调查显示,近年来,企业培训的主流是好的,职工的技术技能素质呈现出良好发展态势。主要表现在: 1.职工文化技能进一步提高。职工文化技能素质与1997年全市平均值相比,有了一定的提高。去年初中以下文化程度的职工数比1997年下降了14个百分点,而中专以上的职工数同比分别增加了3和11个百分点。在企业发展     

《采购管理实务》课程改革探索

采购管理实务是物流专业一门重要的专业课程,为满足社会对专业技术人才的需求,开展该课程的改革非常重要.在分析该课程原有学科体系的基础上,根据教学计划和任务进行改革,调整教学内容,采用多种教学方法和手段,激发学生的求知欲和兴奋点,提高课程的教学效果.实践证明,通过有效的课程改革,可以更好地提高学生学习的主动性和积极性,增强学生的采购必备技能,提升学生的综合素质,提高职业修养,构建职业能力.     

积分媒介影响员工主要工作结果的纵向比较研究

组织内以激励为目的的积分其性质是具有少量交换价值的激励性媒介。员工根据自己的积分数量并基于组织积分奖励计划和兑换规则获得少量的物质和非物质回报。采用积分的目的是促使员工广泛参与组织的生产、技术和管理过程，提高组织运营效率。本文首先提出积分媒介对员工角色内绩效和角色外绩效影响的基本假设，并以上海三家工厂122名的员工为样本为研究对象，通过主管对这些员工实施积分一段时间前后的角色内和角色外绩效的对比评价检验了上述假设。结果表明，施以积分媒介能有效提升员工的任务绩效以及利他、责任担当和建言水平。     

Herr Ingenieur or the Grease-Monkey? How the Managerial Prospects of Engineers are Perceived

The work roles considered appropriate to an occupational group are determined by its status in the organisation. Status depends on how group members are perceived. the article shows that perceptions of engineers as managers derive from the way the company defines the profession by qualifications required and the boundary established between it and other technical employees. the test of engineers’ power is ability to survive a decline in the strategic importance of engineering in the company. Survival is assured by the engineer's development of generalist abilities rather than specialist ones.     

If You Are So Smart,Why Aren't You an Entrepreneur? Returns to Cognitive and Social Ability: Entrepreneurs Versus Employees

How valuable are cognitive and social abilities for entrepreneurs’ relative to employees’ earnings? We answer three questions: (1) To what extent does a composite measure of ability affect an entrepreneur's earnings relative to wages earned by employees? (2) Do different cognitive abilities (e.g., math ability, language, or verbal ability) and social ability affect earnings of entrepreneurs and employees differently?, and (3) Does the balance in these measured ability levels affect an individual's earnings? Our (difference‐of‐difference) estimates of the returns to ability for spells in entrepreneurship versus wage employment account for selectivity into entrepreneurial positions insofar as they are determined by fixed individual characteristics. Our robust results provide the following answers to the three questions: General ability has a stronger impact on entrepreneurial incomes than on wages. Moreover, entrepreneurs and employees benefit from different sets of specific abilities: verbal and clerical abilities have a stronger impact on wages, whereas mathematical, social, and technical ability are more valuable for entrepreneurs. The balance in the various kinds of ability also generates a higher income, but only for entrepreneurs: This finding supports Lazear's Jack‐of‐all‐Trades theory.     

Managing knowledge through human resource practices: empirical examination on the Spanish automotive industry

This paper considers the relationship between human resource management (HRM) and knowledge management (KM). Specifically, it examines how the human resource (HR) practices that are expected to impact on employees’ abilities, motivation, and opportunity to engage in KM, do so by enabling knowledge sharing, knowledge maintaining, and knowledge creation within organizations. HRM expected to impact employees’ abilities include training and development practices. HRM expected to impact on employees’ motivation include rewards and appraisal practices. HRM expected to impact on employees’ opportunities including providing the support of trusting collaborative relationships. Therefore, HR practices impacting employees’ abilities, motivation, and opportunities are expected to be positively related to knowledge sharing and maintaining within organizations. HR practices impacting employees’ abilities, motivation, and opportunity are expected to be positively related to knowledge creation through their effect on knowledge sharing within organizations. Our research methodology uses a questionnaire survey approach to collect data from firms belonging to the Spanish automotive industry. Results from a final sample of 64 Spanish automotive firms show that HR practices aimed at motivating and giving employees the opportunity to behave as expected significantly affect knowledge sharing and maintaining. Further, knowledge sharing and maintaining is shown to mediate the relationship between HR practices and knowledge creation. The paper ends with a conclusion, limitations and implications for future research.     

现代企业员工忠诚度形成过程及培养策略分析

现代企业员工有其自身的特点，其忠诚度的形成过程可分为接受期、依赖期和忠诚期3个阶段。企业可以从员工薪酬福利体系设计、员工素质和技术培训、营造支持性的人力资源工作环境、建立员工的归属感和做好员工离职挽留与离职面谈工作等5个方面来培养员工的忠诚度。     

Effective Japanese leadership in China: co-operative goals and applying abilities for mutual benefit

In the global marketplace, managers and employees must work together even though they may have suspicions based on their different countries' historical rivalry. Social psychological research suggests that co-operative goals and applying abilities for mutual benefit can strengthen the leader relationship between Japanese managers and their Chinese employees. Working in Japanese enterprises in Shanghai, China, 100 employees in private Japanese companies in China indicated their goal interdependence with their Japanese and Chinese managers, their applying abilities for mutual benefit and their conclusions that their manager had valuable abilities and was an effective leader. Structural equation analysis suggested that applying abilities for mutual benefit mediates the relationship between goal interdependence and leader resourcefulness and effectiveness, especially when the manager is Chinese and less so when their manager is Japanese. These results, coupled with previous research, were interpreted as suggesting that co-operative goals and applying abilities for mutual benefit contribute to effective leadership even when managers and employees have different nationalities.     

管理学稳定论

我国经济在快速发展的同时存在着各种各样不成熟现象，在这样特殊的历史备件下我国企业需要找到一个正确的管理方向。“稳定论”把美国提倡的“流动”，日本提倡的“长久用人”原则的优点结合起来形成中国式管理理念。该理论的核心思想是企业的管理实现由重视企业员工生活、非正式组织、企业文化、企业员工之间关系等稳定条件转变为即使企业条件有限企业员工也能自己争取长期稳定的工作，最终使企业员工自觉和企业一起解决问题，达到“要求流动人不动”目的．促进社会和谐与发展．     

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。