The industrial relations of skills formation

Central to human resource management is the question of employee skills and their effective utilization, through such arrangements as competency-based training, performance appraisal and assessment. In this context, collective issues come to the fore: the formulation of skills-based work and pay systems, the mechanisms and procedures governing workers' allocation to and progression through skills-based job classification systems, the tracing out of career paths and the conduct of skills audits and training programmes. These issues of necessity are largely being resolved at the enterprise level They are complemented by broader questions to do with skills standardization, accreditation and portability of qualifications, which can only be resolved at the trans-enterprise level. Because all these issues have a collective character, they provide an opportunity to extend the traditional agenda of industrial relations, at both enterprise and national and sectoral level. In this paper, the expanded industrial relations agenda is linked with the emergence of new production systems based on high quality, high value-added production where skills formation and effective utilization of skills become a competitive necessity.     

The Economics of Private Sector Training: A Survey of the Literature

Abstract.  This survey organizes and summarizes existing theoretical work on private sector training. The theoretical models focus on investment efficiency, finance and turnover. Recent developments in the on-the-job training literature are characterized by strategic interaction between employers and employees and emphasize market imperfections.     

契约理论视角下专用性投资激励研究述评

契约理论的发展,提出了物质资产专用性和投资激励的问题.专用性人力资本投资同专用性物质资产投资一样,也受到了机会主义的困扰,对该问题的研究形成了专用性人力资本投资的激励理论.契约理论主要包括完全契约理论、交易成本理论和新产权学派三大主要分支.文章分别论述了这三大分支各自的理论观点以及基于这三大分支理论基础上的专用性人力资本投资激励研究的现状并作出了简要述评.     

心理学倾听技术对券商托管部人力资源管理的影响

随着社会的不断发展,传统的、老套单一的人力资源管理工作模式在吸引、凝聚员工方面的作用越来越弱。对于人才层次高、工作压力大、流动速度快的金融业券商行业来说,这一矛盾显得尤为突出,寻找新的方向和突破口迫在眉睫。新形势下,对于券商的资产托管部门,由于其特殊性,更适合运用心理学倾听技术开展人力资源管理工作,用好倾听技术会大大增强人力资源管理中和员工的沟通融洽度。     

企业组织中特定人力资本的道德研究

道德逐渐成为现代企业组织竞争的基本条件和核心,是企业长期利润的来源之一。本文通过研究道德的载体—人力资本与道德的关系,提出动机—行为模式;通过研究对道德起更重要作用的特定人力资本道德,提出如何提高整个企业组织的道德水平并最终形成善的道德循环。     

基于职业技能培养的情境体验培训模式设计理念和原则

基于职业技能培养的情境体验培训模式,其最重要的任务是通过与外部客观世界的＂对话＂,实现职业技能的提炼与转化,将职业技能相关要素内化到培训情境中。本文围绕基于职业技能培养的情境体验培训模式,提出了基于实践需求、基于职业技能、基于学员背景、基于情境氛围的课程设计基本理念;针对知识、技能、思维、心态和素能五个方面的培训内容,提出了培训目标序列化、核心技能整合化、学员参与主体化、内容设计情境化、无形技能有形化的课程设计原则。     

人力资本配置效率关键影响因素辨识

本文在对人力资本配置效率影响因素进行分类辨识的基础上,基于DEMATEL(决策试验与评价实验室)构建了能够从具有复杂关联关系的因素中识别出关键因素的决策方法。最后,通过该方法对影响因素的重要性程度进行了排序和选择,得出经济发展水平和人力资本投资是影响人力资本配置效率的关键因素。     

评估环境下高校图书馆人力资源建设初探

文章分析当前评估环境下高校图书馆人才需求状况,提出高校图书馆应当结合自身发展中长期发展任务与服务目标,确立以评估促发展的人力资源建设思路。     

The effects of internal locus of control on entrepreneurship: the mediating mechanisms of social capital and human capital

This paper proposes the research framework that locus of control enhances entrepreneurship through the mediating mechanisms of increased social capital in interpersonal networks and improved human capital in personal development. We adopted structural equation modeling to examine the research hypothesis. The research participants comprised managers from 14 enterprises in China; a total of 1002 valid questionnaires were collected. The results revealed that social and human capital mediate the effect that internal locus of control exerts on entrepreneurship. This study provides the following research contributions: first, the findings address the gaps in previous studies regarding the effect that a single dimension (i.e. personality traits) produces on entrepreneurship. Second, by employing the social exchange and human capital theories, we integrated interpersonal and individual perspectives into the research framework to explore factors affecting entrepreneurship, identifying that social and human capital are key-mediating mechanisms through which locus of control influences entrepreneurship.     

基于产权的企业家人力资本定价探讨

文章介绍了企业家人力资本的产权特征,结合体制改革、效用变化分析了企业家人力资本定价的制度变迁,最后试图建立与产权相符的企业家人力资本定价制度。     

新资本监管标准下我国中小银行的资本约束与资本管理

2013年1月1日起开始实施的《商业银行资本管理办法(试行)》在Basel III的基础上提高了商业银行的资本监管标准。尽管我国大部分中小银行的资本充足率达标,但在外部融资渠道狭窄、内部资产规模扩张冲动,以及治理结构和管理水平相对落后的情况下,仍然面临潜在的资本约束。除了不断开拓资本来源以外,通过深挖内部潜力、提高资本管理效率,成为中小银行应对新资本监管标准的有效途径。     

技能大赛对职教改革与发展的促进作用

当前职业院校技能大赛轰轰烈烈地开展,吸引了社会各界的广泛关注,逐渐发挥出了积极的作用,如何构建合理的运行环境,形成良好的运行机制,切实推动职业院校在人才培养模式、师资队伍、校企合作等方面改革与建设,发挥职教改革与发展"助推器"作用,值得我们职教人深刻的思考与研究。     

基于当前形势下有竞争优势的船舶报价研究

首先明确具有竞争优势的船舶报价的特点,然后从该特点出发以逻辑流程的形式详细指出在接到船东询价后,前期如何充分准备、中期怎样灵活反应以及后期如何精心总结,以帮助船厂提高自身报价水平,在众多竞争者中争得订单,扩大市场份额,改变被淘汰的命运。     

人力资本投资风险与企业激励制度创新

在知识经济时代,人力资本投资能够显著增强企业的竞争力;但当投资完成,由于违约造成的劳动力流失会严重影响企业的投资收益和市场力量。文章认为,违约风险的产生与企业激励机制不完善有关。通过对企业原有激励制度进行创新和改革,加强对精神激励的重视,能够降低违约风险。     

谈政工干部沟通技巧与能力提升

文章从管理就是沟通的理念入题,阐述了沟通的重要意义和沟通内容、手段的辩证关系,结合政工干部这一特殊群体和政工工作的实际,提出了政工干部掌握沟通技巧与提升沟通能力的看法。     

人力资本对经济发展贡献率的计量研究——以江苏省1996-2007年面板数据

50年代末的舒尔茨就提出在人的素质上增加的投资,会引起收益递增,从而带来经济增长,即有别于物质资本的人力资本的边际收益递增规律。本文通过构建模型,区分江苏省物质资本与人力资本以及人力资本的不同层次对经济增长贡献率的差异,得出江苏省从业人口中,人力资本对经济增长的贡献还不是很明显,指出其未来发展要注重加大人力资本的投入以期实现经济增长的可持续性战略。     

人力资本投资风险与企业激励制度创新

在知识经济时代,人力资本投资能够显著增强企业的竞争力;但当投资完成,由于违约造成的劳动力流失会严重影响企业的投资收益和市场力量。文章认为,违约风险的产生与企业激励机制不完善有关。通过对企业原有激励制度进行创新和改革,加强对精神激励的重视,能够降低违约风险。     

稳增长和调结构双重目标下的我国产业投资战略导向研究

本文基于投入产出理论,从稳增长和调结构的视角,将产业投资决策表现为产业投资依赖度、产业投资效率两个状态指标,从而使产业投资决策成为一个具备完全时间内容和空间意义的系统决策。通过变结构控制动态投入产出模型识别各产业对投资的依赖度,通过DEA(数据包络分析)模型识别各产业当前的投资效率,并通过BCG(波士顿矩阵)模型综合分析产业的外部投资环境依赖度和内部投资效率,进一步判断在投资环境发生变化时如何采取合适的产业投资战略。     

The Composition of the Human Capital Stock and the Factor Content of Trade: Evidence from West(ern) Germany

This study reports the results of a factor content analysis of the sources of West Germany's comparative advantage in 1976, 1980 and 1984, using highly disaggregated skill variables. The county is found to be most abundant in certain skilled manual occupations and a very limited number of professional and technical occupations. The results differ markedly from those reported in similar studies for the UK and the US. The importance of intercounty productivity diferences and the implications of using only a subset of the economy, i.e. manufacturing, in the calculations are assessed. While using only a subset of the economy might have been appropriate in the past when services trade was relatively unimportant, this is no longer the case, especially for Germany with its diferent performance in goods and services trade. It is argued that the explanatory power of comparative advantage as a basis for trade among similarly developed countries is much higher than is commonly perceived when human capital is disaggregated into detailed skill categories that allow the recognition of different skill mixes between countries. The use of a disaggregated ‘labour-based’ neoclassical trade theory is advocated.     

微时代背景下高校共青团工作的思考

微时代深刻改变了人们生存、生活和交往的方式。作为高校共青团组织,必须应对微时代对团的工作带来的思想教育去中心化,权威被解构、思想引领的环境更加复杂、团的工作方式和工作渠道改变等方面的挑战,抓住微时代背景下带来的思想引领的新载体、思想资源的新渠道、组织动员的新形式的全新机遇,采取提高媒介素养、培养意见领袖、构建多个平台、调整组织结构的应对措施。