基于扎根理论的高校科研人才能力评价分析

利用扎根理论方法对中国世界一流大学建设高校的10位教师进行案例访谈,收集各高校科研人才考核评价标准,形成详细完整的资料,运用Nvivo12软件进行开放式编码、主轴编码和选择性编码,提取相关概念和范畴。在前期编码基础上,引入复杂系统管理思想,构建包括基本职业素养、教育教学能力、教研科研能力、技术研发能力和专业实践能力的高校科研人才能力分析框架。研究可以更好地激发科研人才创新活力,为促进高校科研人才能力提升提供理论支撑。     

Where we are heading and the research that can help us get there – Executive perspectives on the anniversary of the Journal of Purchasing and Supply Management

Procurement is a young field with much potential for further business impact in industry and insight generation through research. In this article four executives from different industries and continents offer their perspective on procurement, purchasing and supply management (PSM) capability development potential and research that can support this. These executives each addressed one of the following important themes and provided candid comment regarding the nexus between academia and practice. (1) Emerging industry 4.0 technologies that can enable new PSM capability development. These technologies should be evaluated in terms of what PSM challenges they can help resolve, not just in terms of how technically promising they may be. (2) PSM talent is key to the realization of new PSM capability and the development of this talent will require executive engagement in creating lifelong learning opportunities for PSM professionals to ensure new competencies and capabilities. (3) Sustainability efforts that are often housed in PSM organizations have much potential to expand these efforts more comprehensively throughout the supply chain and to expand the scope of the efforts. (4) Supplier enabled innovation (SEI) offers a pathway for PSM to meet current business needs with suppliers but also to collaborate with suppliers to create new revenue and customer value. The successful achievement of future PSM capability will require leadership in industry and research to help close the gap between known opportunity areas and actual real-world accomplishment. These executive perspective help us to realize that simplified roadmaps and maturity models underestimate interrelations between these four areas of opportunity and no “single path” currently exists.     

企业信息化人才梯队建设研究

信息时代的到来,对现代企业信息化人才的培养提出了许多新的挑战,迫使企业加强信息化人才梯队建设.本文阐述了人才梯队建设的涵义,探讨了企业信息化人才梯队的合理化组成结构及企业信息化人才梯队建设路径,通过案例分析,论证了企业信息化人才梯队建设路径的有效性.本文的研究结果表明:现代企业应树立信息化人才梯队建设理念,加大对信息化人才培养的投资力度;根据企业信息化人才梯队的结构组成和能力结构分布状况,综合采用各种方法,培养企业所需要的各类信息化人才;疏通信息化人才的职业发展通道,促进信息化人才的合理化流动;及时解决信息化人才梯队建设过程中出现的各种问题,推动企业信息化人才梯队建设持续、健康的发展.     

HY公司三维培训需求分析模型运用研究

以胜任力和人才测评为基础的三维培训需求分析方法是确定企业中高层管理者培训需求方法中较为科学的一种。文章首先对三维培训需求分析理论进行了介绍,然后对HY公司核心员工培训现状进行了分析,最后以技术研发人员为例,说明如何在HY公司运用三位培训需求方法,对于企业管理核心员工有针对性地进行培训具有一定的指导意义。     

贯彻落实科学发展人才观 着力推进人才评价和教育培训工作

文章通过对科学发展人才观的学习和理解,及对广西桂冠开投电力有限责任公司（以下称桂开公司）现实情况的调研,结合水电企业人力资源发展趋势和本企业的实际需求,提出了着力推进人才评价和教育培训工作的目标规划、长效机制、载体等建设性意见。     

关于高等学校人才成本的若干理论问题

人才成本的研究至今仍未形成共识,由于理论的滞后导致实践近乎空白,这种状况已经不适应当前高等教育发展的需要。本文从人才成本的界定、人才成本的内容和人才成本的核算等方面进行了探讨,试图为人才成本的研究提供一些新的思路。     

论高等职业会计专业人才需求与培养

本文通过对高职会计人才需求情况的分析,总结了人才培养和使用过程中的问题与矛盾,提出了培养基础宽厚、专通结合、和谐发展的高等职业层次会计专业人才的观点,并围绕知识传授、能力训练和素质培养探讨了高等职业层次会计专业教育目标、模式和过程,以其对高职会计专业建设和教学改革的健康发展提供参考。     

基于企业文化建设的石油企业人才考评管理

文章在以人本管理为核心的石油企业文化建设中,强调人才考评的重要意义,阐述了石油企业人才考评的基本原则与要求,并通过考评内容确立考评指标体系,初步介绍石油企业人才考评的实施方法流程。