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.     

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.     

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。     

关于职业培训教学质量评价指标体系的几个问题

为科学评估与检验职业教学质量,以促进或保证人力资源开发的质量,迫切需要建立职业培训教学质量评价指标体系。本文就这一体系中关于评价的原则,评价的内容,评价的标准等问题进行了探讨。     

饭店企业一般培训、特殊培训与离职倾向关系研究——以厦门市高星级酒店为例

当前我国酒店业发展迅速,但普遍存在员工离职率高的问题。酒店培训包括一般培训和特殊培训,是影响员工离职倾向的重要因素。通过文献研究法、问卷调查法和统计分析法,对厦门高星级酒店的员工进行问卷调查,并利用SPSS19.0进行分析。研究发现：高星级酒店员工培训对离职倾向具有显著影响,一般培训、特殊培训均与离职倾向呈负相关关系,并且不同属性的员工在培训及离职倾向间也具有差异性。基于此提出相关建议。     

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.     

加强高校研究生管理工作探微

近几年来,随着我国研究生招生规模的急剧扩大,研究生的增加与资源的相对短缺,已成为制约高校研究生教育进一步发展的瓶颈之一。本文分析了当前高校研究生自身特点,找出了高校研究生管理中存在的一些问题并进行了详细的分析,提出了加强高校研究生管理的一些建设性意见。     

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。     

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.