我国物流技能型人才培养模式探讨

我国物流产业已迅速发展成为第三产业中的一个支柱性行业和国民经济新的增长点，对物流从业人员的数量和质量需求也将不断提高。在物流人才需求结构中，对从事操作岗位工作的物流技能型人才需求占了70％以上。如何满足我国物流行业技能型人才需求，探讨物流技能型人才培养模式变革．提高物流技能型人才数量和质量是关键。     

Highly Valued Equity and Discretionary Accruals

Abstract:  Overvalued equity provides a strong incentive for managers to report earnings that do not disappoint the market (  Jensen, 2005 ). We find that this can be extended to highly valued equity more generally. In the year following the classification as highly valued and compared to firms with less extreme valuations, highly valued firms have significantly higher discretionary accruals and exhibit a more pronounced positive association between discretionary accruals and proxies for the likelihood of failing to meet earnings targets. These findings are consistent with the use of discretionary accruals to manage earnings in support of extreme valuation. Because highly valued equity will likely result in CEOs with valuable stock and stock option portfolios, we test whether and show that the overvalued equity incentive is incremental to a CEO's equity portfolio incentive. One implication is that directors and audit committees should be especially on guard for possible earnings management when a firm has extremely high valuation multiples and when the CEO has a lot of equity at risk.     

The vital point of the Parameters of Morpho-functional State of Gymnasts for the Assessment of Physical Development at the Stage of Sports Perfection

The article presents the data of the assessment of the physical development and functional state of highly qualifiedgymnasts engaged in rhythmic gymnastics. It ...     

高职高专商务英语专业课程体系构建之探讨

商务英语专业是目前各高职高专学校争相开办的热门专业,但是如何办好这个专业,怎样提高教育质量,培养合格的高素质、技能型人才,是各个院校亟待解决的一个难题。人才培养的关键在于构建满足新时期社会发展需求的、具有区域特色的、面向职业生涯的科学的课程体系,建立合格的"双师型"教师队伍,完善实训实习条件,改革传统的教学方法。     

Endogenous information quality: A job-assignment application

This paper investigates the optimal acquisition of information in a model of job assignment within a firm. We consider a firm with two types of jobs, skilled and unskilled. The firm draws workers randomly from the general population, and a worker is either talented or untalented. Initially, a worker's productivity in the firm is unknown to the worker and the firm. Workers are equally productive in the unskilled job, but talented workers are more productive in the skilled job than in the unskilled job, and untalented workers are more productive in the unskilled job than in the skilled job. Before assigning a worker to a job, the firm can test whether the employee is talented, and the firm is able to choose the accuracy of this test. We assume that the cost of a test is increasing and convex in test accuracy. We show that (1) the accuracy of the firm's test increases with the cost of a mismatched worker; (2) increased optimism about the worker's ability need not lead to less rigorous testing; (3) the probability that a worker is assigned to the skilled job need not increase as the gain from assigning a talented worker to a skilled job increases, or the loss from assigning an untalented worker to a skilled job decreases, or the fraction of the population that is skilled increases; and (4) a longer testing period, allowing as many as two tests of workers, leads the firm to use a less expensive, and less accurate, test initially than when there is only one opportunity to gather information.     

Queues, not just mediocrity: Inefficiency in decentralized markets with vertical differentiation

We analyze a dynamic, decentralized market with endogenous entry, where in each period the active sellers supply one unit of an indivisible service at varying degrees of quality. The customers that have entered the market are randomly matched with the active sellers and prices are set by (complete information) pair-wise bargaining. In its unique steady state, the market leads to an excess diversity of quality and customers may have to suffer costly delays. Notably, efficiency is not regained as per period delay costs disappear. We also show that setting minimal quality standards, such as licensing rules by a professional college, will improve welfare (and even Consumer Surplus), relative to the free market, whenever the inefficiency is caused by a large enough excess supply.     

构建"理论+仿真+实训"的化工企业技能人员培训新模式

化工企业生产具有一定的特殊性。论文对化工企业培训存在的问题进行分析,提出构建“理论+仿真+实训”的化工企业技能人员培训新模式,以期提高技能人员的操作水平及技能人员队伍的整体素质,消除生产过程中的安全隐患,确保企业安全生产。     

Local human capital formation and optimal FDI

This paper lends both theoretical and empirical support to the notion of optimal foreign direct investment (FDI) levels. It does so by uncovering an inverted-U-shaped relationship between FDI and human capital formation. The optimality of a particular FDI inflow depends on the educational incentives induced by FDI on the local, heterogeneous population. Our estimates confirm the significance of a positive (linear) and a negative (non-linear) impact of FDI stocks on tertiary schooling, which are exclusively relevant in developing countries.     

南京市高新技术企业专业技术人员激励机制分析

本文通过抽样问卷调查的方式,分别从政府外部激励和企业内部激励两个方面,摸清了南京市高新技术企业专业技术人员的激励情况,分析了存在的主要问题和原因。在此基础上,提出了进一步完善南京市高新技术企业专业技术人员激励体系的对策和建议。     

制造业企业技能型人力资本形成与积累的战略分析

随着科技的迅速发展,制造业企业产品种类及工艺过程的复杂性增强,要实现中国从制造大国转变成为制造强国,这些都离不开技能型人力资本数量与质量的大幅度提升。笔者以福建A企业为典型个案,通过对技能型员工的离职调查,得出基于样本特征的调查结论,从而试图从制造业企业这一微观主体的积极作为入手,从战略角度来分析企业技能型人力资本形成与积累的策略。