It's All About CareerSKILLS: Effectiveness of a Career Development Intervention for Young Employees

The aim of our study was to investigate the effectiveness of the CareerSKILLS program, a career development intervention based on career competencies and the JOBS methodology, which aims to stimulate career self‐management and well‐being of young employees. In a quasi‐randomized control trial, the effects of the program were tested in a homogeneous sample of young employees with intermediate vocational education (N_intervention = 112, N_{non‐intervention} = 61) and in a heterogeneous sample of employees from a special reintegration program (N_intervention = 71, N_{non‐intervention} = 41). Our results support the effectiveness of the intervention: participants of the CareerSKILLS program, versus a control group, showed increases in six career competencies (reflection of motivation, reflection on qualities, networking, self‐profiling, work exploration, and career control), self‐efficacy, resilience against setbacks, career‐related behaviors, perceived employability, and work engagement. These results provide empirical support for the effectiveness of the CareerSKILLS program. Theoretical and practical implications are discussed. © 2014 Wiley Periodicals, Inc.     

供应链合作伙伴关系问题的探析

竞争日益全球化的今天,企业间的竞争逐步变为供应链之间的竞争,企业在竞争中获胜很大程度上取决于整个供应链的水平。供应链合作伙伴关系的建立作为一种基于企业核心竞争力对企业内外资源进行优化整合的有效手段,正随着经济全球化趋势的不断发展,成为众多企业的现实选择。文中针对供应链企业合作伙伴关系中出现的问题进行阐述,并且对进一步完善供应链合作伙伴关系提出了建议。     

PMP® certification as a core competency: Necessary but not sufficient

This research seeks to investigate the relationship between project management certification and established project management core competencies in the IT industry. This study was conducted in two phases, the objective being to first identify those characteristics most common to the successful hire of project managers, from the perspective of IT recruiters. Once identified, the study sought to determine preference for these characteristics from the point of view of corporate IT executives. Two hypotheses were tested in an effort to determine the valuation of Project Management Professional (PMP®) certification as a core competency and as an indicator of project success. Both hypotheses were rejected, as results indicated that PMP® certification was the least valued of 15 core competencies and that there was no difference in project success rates between PMP®‐certified project managers and uncertified project managers. In addition, recruiters' and IT executives' suggestions for improvement in the delivery of the project management body of knowledge are discussed.     

Job offers of multi-national accounting firms: the effects of emotional intelligence,extra-curricular activities,and academic performance

This study investigates the effects of academic performance, extracurricular activities (ECA) and emotional intelligence (EI) of potential accounting-major graduates on the outcomes of their respective interviewing activities and the number of final job offers given by the multinational Big 5 public accounting firms. The following outcomes are identified: (a) the number of initial job interviews is affected by both a graduate's academic performance and level of participation in ECA; (b) the number of subsequent job interviews is affected by both the number of initial job interviews as well as the level of a graduate's EI; (c) the number of final job offers is affected by the graduate's level of EI and both the number of initial and subsequent job interviews. The results indicate the relevance of EI in the job search process and will also be useful for accounting educators to plan their curricula more effectively to enhance the job placement of their graduates with the Big 5 firms.     

我国地方高校核心竞争力培育所存在的问题及实现路径

地方高校由于办学历史、资金投入、学校规模等多方面因素的限制,使得其竞争力与重点院校相比显得不足,尤其是核心竞争力的差距更大,具体表现在：定位不准、学科建设不科学、校园文化不突出等。一般地方高校要在激烈的竞争中可持续发展,就必须着力于培育与提升高校的核心竞争力,从而赢得稳定的生存空间。地方高校核心竞争力培育的实现路径主要有：形成大学自主办学的机制;加强学科建设;建设具有独特内涵的校园文化。     

In search of demanded competencies: designing superior compensation systems

Employees' competencies are decisive components in a firm's competitiveness. Accordingly, the purpose of this paper is to assess whether differences in strategy influence employees' competencies and how the design of compensation systems may best take into account the competencies required by a firm. An analysis was conducted on a sample of manufacturing firms using structural equation models. The findings support the existence of generic competencies, such as results and customer orientation, which are found in both prospector and defender strategic contexts, while other competencies – such as innovation, technical expertise and adaptability – are specific to the prospector strategy. In relation to compensation, the results show that skill-based pay is more strongly associated with competencies such as innovation, technical expertise and adaptability, whereas performance-based compensation systems encourage result-based competency. Therefore, the design of a compensation system should be guided by the competencies required as part of a firm's strategy.     

人员配置模型在商业银行人力资源管理中的应用

人力资源配置是商业银行人力资源管理与开发的焦点问题,人力资源对商业银行经营效益的贡献度,主要取决于商业银行人员配置的效率。目前,关于商业银行人员配置模式的理论研究均不太深入。按照现代人力资源管理的思想,结合中国商业银行人员配置的现状和特点,建立了人员配置模型,从而为商业银行如何实现科学的人员配置开辟了一个全新的视角。     

Developing cross-cultural competencies through international corporate volunteerism

We propose three features of cross-cultural experiences, contextual novelty, project meaningfulness and social support, facilitate the development of cross-cultural competencies. Using a longitudinal design, the employees in Study 1 participated in an international corporate volunteerism program designed with all three features. These results found a positive change over time in cross-cultural competencies. Results of Study 2, also longitudinal, suggest that the participants’ post-assignment cross-cultural competencies are the highest: (1) when employees with higher baseline cross-cultural competencies work in high contextual novelty (i.e., international location) and (2) when employees with lower baseline cross-cultural competencies work in low contextual novelty (i.e., domestic location).     

谈职业核心能力的指称与职业教育的重点

职业核心能力一词在职业教育界和企业界已广泛使用并有着不同的指称。职业教育界将职业核心能力指称员工的通用能力,而企业界将职业核心能力指称员工的岗位能力。这给校企合作、工学结合以及职业院校的教学带来诸多麻烦,需要相应统一职业核心能力所指称的含义。职教界放弃职业核心能力所指称的含义存在着应然因素。职业院校是学生实现由学生走向职业人的过渡,所使用的名词指称需要与企业相接轨。不同层次的学校有着不同的教育分工,通用能力的培养应当由普通基础教育来承担。     

全球价值网络下中国企业低端锁定的博弈分析

长期以来,由于没有核心能力,中国企业处于全球价值网络的低端状态。这样会强化中国经济的粗放式发展,并可能造成环境破坏。在全球价值网络体系中,跨国公司与中国企业的地位是不对称的,跨国公司会通过各种方式来挤压中国企业的利润空间,迫使其长期锁定在价值创造的低端状态。本文从企业间能力差距的微观角度构造了跨国公司与中国企业之间低端锁定博弈模型。在低端锁定状态下,中国企业面临是否需要突破低端锁定的博弈选择。而跨国公司则存在是否需要封锁中国企业的突破行为的博弈选择。模型分析得出:跨国公司会无条件地对中国企业的价值升级路径实行封锁,但中国企业仅仅依靠自身能力却很难突破低端锁定状态。中国企业突破低端锁定存在的主要障碍表现在国内消费市场结构与规模、企业资金缺乏、企业心智模式与创新能力等方面的限制,因此中国企业突破低端锁定需要解决好这些问题。