从企业需求与学生就业角度谈卓越工程师计划培养模式的制定

根据国家培养卓越工程师的要求,分析了企业的需求和学生就业的相关问题,西南林业大学计算机与信息学院制定了"立足本土,面向企业,突出林业"的卓越工程师培养模式。该模式分析了云南本土企业对毕业生能力的需求,同时结合学校的特色,培养网络工程师、Java或.Net三类专业人才。在保证基础理论课程学习的同时,采用"3+1"校企合作的模式,培养学生的实践能力和工程素养,从而满足了企业需求,提升了就业率。     

高职文科专业职业指导的新思路——以文秘专业为例

在当前严峻的就业形势下,越来越多的学校和专业都认识到职业指导对学生未来求职和职业生涯的意义,本文从高职文秘专业就业指导的现状分析入手,探讨文秘专业职业指导中存在的问题,并根据现代职场的特色和需求,提出了文秘专业就业指导的四点新思路,力图突破现有的职业指导模式,希望给各高校文科专业的职业指导改革提供借鉴。     

Interlocking Lives: Employment Mobility and Family Fixity in Three Gentrifying Neighbourhoods of Montreal

This article explores the relationship between employment mobility, family fixity, and gentrification in the lives of 36 residents in and extended commuters to Montreal's southwest borough. Once described as the birthplace of industry in Canada, the neighbourhoods of Saint-Henri, Little Burgundy and Point Saint-Charles have undergone sweeping changes in recent decades. Inner-city areas are not necessarily where one expects to find mobile workers, but this is changing due to shifting gender roles, the rise of dual-income households and gentrification. Michael Savage's concept of ‘elective belonging’ proved particularly useful in understanding this connection. With its proximity to childcare, schools, stores and workplaces, the central city permits a more equitable division of labour within the household. Our place-based approach to mobile work enables us to capture a wide spectrum of experience, ranging from people with extended daily commutes to those whose work takes them away from home for days, weeks or months at a time. Our interviews reveal a connection between employment mobility and family gentrification, as upwardly mobile families find ways to localize other aspects of their lives. The simultaneity of mobility and immobility are often essential, especially in dual-income households. One parent's mobility often leads to the relative immobility of other family members.     

The performance of performance appraisal systems: understanding the linkage between appraisal structure and appraisal discrimination complaints

Abstract

Employee perceptions of the fairness of performance evaluations are critical to the success of any appraisal system. Research on performance management includes extensive studies on how bias emerges in the appraisal process. Despite this, there is no empirical evidence linking formal discrimination complaint filings – a key measure of bias - and performance appraisals. To close this gap, we conduct an empirical analysis using information on appraisal systems and discrimination complaints from the US federal government. Our findings suggest that agencies with better-designed appraisal systems will experience higher appraisal-related discrimination complaints, contrary to expectations. In particular, an expansion of training and voice opportunities are associated with an increase in appraisal discrimination complaints, while increased differentiation between performers is not consistently associated with complaints. For managers struggling with performance management, it may be better to spend time on improving performance-focused interpersonal communication rather than redesigning appraisal systems.     

The trade-offs between economic efficiency and job creation in olive grove smallholdings

Cooperation among farmers is an effective alternative to reduce production costs in smallholdings of traditional olive groves and increase their low profitability. However, an increase in efficiency reduces working hours and the labour required for the management of farms. This fact can lead to negative effects in rural areas, especially considering the importance of the social aspect of the crop. Therefore, to contribute to the global discussion on the transition towards more sustainable farming, it is important to know, ex ante, what level of employment is generated by olive groves and what could be lost under more competitive and efficient scenarios. The purpose of the work is to quantify the expected impact on employment by the implementation of cooperative management methods in order to generate true and accurate information that can be used in the design of future policies that aim to increase the economic profitability of small olive farms. The results make clear that this way of managing farms, by increasing the efficiency of agricultural work, has a significant negative impact on employment. However, this management formula does encourage the professionalisation of the sector by generating quality employment, in addition to contributing to the preservation of small farms and the socio-cultural and territorial benefits they generate.     

On the heterogeneous short‐term effects of minimum wages on labor demand

A strand of the literature documents no effects or even positive effects of a higher minimum wage on employment. This evidence is frequently linked to the existence of monopsonistic labor markets or search frictions. However, empirical studies show that these findings could be related to a low short‐term minimum wage–employment elasticity in a competitive labor market. We show that mixed theoretical employment effects of a minimum wage policy can be predicted in the short term in assignment economies with price‐taker agents and no search frictions.     

劳动异质情况下的产业结构偏离及其影响因素分析——基于2006～2013年全国产业行业数据

本文充分考虑劳动异质性，利用产业人力资本结构，重新核算三次产业结构偏离度，发现第一产业和第三产业结构偏离程度均被高估，第二产业结构偏离被低估，进而指出“民工荒”、大学生就业难等现象产生的原因是第一产业可转出人力资本减少，第二产业需求旺盛，而第三产业由于发展不足陷入低水平均衡状态。最后通过系统的影响因素分析发现，解决我国结构偏离和就业问题的重点在于优化需求结构、合理规划产业发展路径以及全面推进城镇化和市场化进程，关键更在于释放农村消费市场巨大潜力和全面加快第三产业发展。     

Is There a Causal Effect of Working Part‐Time on Current and Future Wages?

In this paper, I study the causal effects of part‐time work on current and future wages. To estimate these effects, I use a random effects model with a wage equation capturing the employment history and a dynamic multinomial probit component for the choice of employment status. Exclusion restrictions from the institutional context are exploited to support identification. The results suggest that working part‐time with few hours has a large causal effect on current wages, but more extensive part‐time work does not reduce current wages. However, both types of part‐time work lead to negative long‐term wage effects.     

基于社会需求视角下高职院校毕业生的就业分析

随着我国社会经济的成功转型,社会对专业技术人才的实际需求数量存在重大缺口,专业技术人才出现严重短缺。但是,学校的人才培养与社会需求没有达到有效的对接。     

高职高专院校大学生职前培训面临的问题及对策

大学生就业难已经不是一个新话题,高职高专院校的大学生在庞大的就业大军面前,竞争优势并不明显。要想提高就业能力只有加强高职高专学生的"职业"技能,与企业进行无缝对接,才能提高其与本科院校的竞争力,这就需要高职高专院校加强职前培训。本文分析当前高职高专院校职前培训存在的问题,并提出了相关解决路径,希望文中所提出的建议能对高职高专院校的职前培训环节起到一定的参考作用。