对新经济时代人才资本的思考与实践

在新经济时代 ,企业要在激烈的竞争中取得优势 ,就必须依靠高新技术与科技创新 ,而人才资本是科技创新的主体。文章结合平果铝业公司的成功经验 ,论述了如何充分利用人力资本问题。     

The breakdown of the workplace ‘family’ and the rise of personnel management within an Australian financial institution 1950–1980

The management of its people defines the way in which an organisation develops the capabilities to successfully compete in the market environment. Since the 1950s, approaches to staff management have evolved from traditional bureaucratic foundations to strategic planning exercises. This article uses a case study approach to investigate the way in which the process of organisational learning evolved in the development of personnel management practices. It suggests that although old and new practices were often overlaid on each other, ‘bridges’ developed which allowed the progressive development of new managerial processes.     

Pesticide‐handling practices: the case of coffee growers in Papua New Guinea

Pesticide mismanagement potentially has high risks for farmers, households living in the community and the environment. In Papua New Guinea where farming is the primary occupation, there is evidence of dangerous herbicide application methods being used by coffee growers. Using original survey data for coffee smallholders from four provinces, we assess the factors driving farmers' use of personal protective equipment when preparing and applying herbicides, and farmers' disposal of agro‐chemical containers. We control for households' demographic variables and measure the impact of farmers' training in pest and disease management. We use the special regressor method to estimate binary choice models featuring an endogenous binary regressor (training). Our results show that human capital (education) and training are important drivers of farmers' pesticide‐handling practices, with marginal effects estimated at 10 and 22 per cent, respectively.     

How training and innovation link to farm performance: a structural equation analysis

The complexity of modern farm management places great demands on the skill, knowledge and capability of farm managers and their families. Keeping abreast of emerging technologies and innovations that can affect each key farm enterprise, and knowing how best to marshal the resources required for profitable farm production, are key tasks of farm management. This study draws on a longitudinal data set of 240 broadacre farmers to compare and analyse their farm performance over a decade. Using structural equation modelling, we examine relationships between the farm family's involvement in training, their human capital, their use of various innovations and ultimately the linkages of these factors to farm financial and productivity performance. Several statistically significant inter‐relationships are found, and some factors are shown to have significant positive links to farm performance. We find that training undertaken by the farm family, the farm family's human capital and their use of innovations, particularly key cropping innovations, have significant beneficial impacts on farm performance. The farmer's skills in time and organisational management, their engagement in business planning and the unique environmental characteristics of the farm also significantly and positively influence farm performance.     

高职院校军训实施素质教育的思考

军训教学是学校素质教育的重要组成部分,对培养德、智、体、美全面发展的合格人才,实现国家人才培养的长远战略和国防后备力量建设有无法替代的作用。提高高职院校的军训质量,积极实施素质教育,必须针对高职新生的特点和人才培养要求,深化高职院校军训教学改革,创新教学方式和教学模式,充实和完善教学内容,不断实现教学工作的整体优化。     

企业培训策略选择的博弈分析

企业对员工进行培训,可以提高员工的生产率,从而为企业带来更丰厚的利润,然而却又面临着员工跳槽的风险.企业为了挽留经过培训的员工,给予其较高的薪资待遇,结果给企业带来巨大的成本,甚至仍然留不住关键人才.笔者运用信号博弈的方法分析企业在员工培训方面的决策问题,得出多种均衡结果.     

新农村建设与新型农民的培育

中国“三农”问题的核心是农民问题。社会主义新农村建设、推进农村改革发展、和谐社会的构建以及中国现代化的实现，都离不开农民这一主体。农民的文化素质及思想道德状况、生产技术水平、经营能力等，关系到新农村建设的成败，事关农村改革发展的大局。因此，在落实科学发展观的今天，培育和造就现代化建设的新型农民，具有十分重要的战略意义。     

订单式培养与现代学徒制对比研究

2014年2月26日国务院常务会议,明确提出了开展校企联合招生、联合培养的现代学徒制试点的意见。目前,现代学徒制试点工作正在积极推进,但许多职业院校简单地将订单培养理解为现代学徒制。文章论述了现代学徒制定的内涵,对订单培养和现代学徒制进行了比较,探讨了推行现代学徒制的基本思路,为职业院校开展现代学徒制试点提供理论参考。     

Labour-Market Developments at a Time of Heightened Uncertainty

These are testing times for labour-market policies in Indonesia. The country faces two major challenges in an unpredictable international and domestic environment: providing people with better, more secure jobs and raising productivity to help raise living standards and reduce poverty. Over the past several months, new global and domestic threats to economic growth have emerged and may hinder progress in jobs and productivity. In the longer term, the government is searching for new strategies to increase productivity, with a focus on supply-side investments in skills and training. In relation to events abroad, uncertainty has increased over the early initiatives taken by the new US president and his nationalist administration, such as the scuttling of the Trans-Pacific Partnership trade deal. At home, likely to be of some significance for economic policy are mass actions that were levelled against Jakarta’s governor but de facto also directed against the government. In the medium term, our assessment of the record of the Joko Widodo (Jokowi) government on the labour market is mixed. Over the past two years, growth has been slower than under the previous administration and hence job creation has also been muted. The experience of a handful of countries in Asia suggests that the government might have done more to stimulate economic growth and create jobs. The disappointing performance of manufacturing stands out. Yet inflation has fallen and the slide in the value of international trade—both exports and imports—has reversed in recent months. Improved fiscal management and a generally successful tax amnesty are other pluses. There was also an unexpected but considerable fall in unemployment in 2015–16, according to labour-force statistics. Some policies, such as the new approach to minimum wages, seem to have had beneficial effects for both business and the economy, and Indonesia has done well in some international rankings, such as the World Bank’s Ease of Doing Business index. However, the picture for the medium to longer term seems less bright for the labour market. There has been much talk about raising productivity by improving skills through government support for investment in training and apprenticeships, as well as by expanding vocational training along the lines of the German model. Expanding tourism is seen as one solution to the lack of employment for young secondary- and tertiary-educated jobseekers. But we have an impression of policy-making on the run; often, the argument for government intervention has not been made clearly enough. We argue that Indonesia still lacks a coherent, well-thought-out plan to increase jobs and productivity.     

电子制造类高技能人才定向培养模式的研究与实践——以南京电子学会电子装联定向班为例

随着我国电子制造产业的迅速发展和电子保有量的迅速增长，电子制造业高技能人才需求激增与电子行业高素质从业人员严重不足的矛盾日益凸显。电子从业人员数量不足、整体素质不高已成为制约我国电子制造产业发展的一大瓶颈。企业化定向培养方案、企业化职业指导和“岗位型”实习形式或可较好地构建起全新的育人模式，有利于探索具有区域特色、符合江苏电子制造产业发展需要的高技能人才专门化培养的全新模式。