论评估企业核心人才的指标体系

企业的核心人才主要包括企业家和核心员工,评估企业核心人才的指标体系主要包括企业家才能指标和核心员工指标。企业家才能指标可从企业家素质和能力方面进行综合评估,核心员工指标可通过核心员工素质和能力以及核心员工满意度综合评估。     

浅谈国际工程项目索赔人才的培养

企业的竞争,本质上是一种人才的竞争。因此,在国际工程承包市场"中标靠低价,盈利靠索赔"的激烈竞争形式下,中国国际工程承包商如何做好国际工程项目索赔人才培养是其经济效益的一种保障,是其内部管理水平的一种体现。在文章中,提出了索赔人才应具备的知识和能力,如专业知识、核算知识、合同知识、法规知识、举证知识等五大知识,以及决断能力、外语能力、撰写能力、应变能力、公关能力等五大能力;并通过两个成功索赔案例分析论述了这十大基本素质的重要性。     

Global talent management during the COVID-19 pandemic? The Gods must be crazy!

The ongoing COVID-19 pandemic has brought terrifying effects for labor markets all around the world. Just as we witness rapid changes in terms of the ways of working (working from home), we are also observing an increase in unemployment. The ways in which major corporations with international operations process their global talent management (GTM) already represents a challenge in relatively stable times and clearly, in a period of such great and sustained turbulence as current experienced, this task becomes still more difficult. Hence, our research aims to study the impact of GTM on the international performance of major companies during the COVID-19 pandemic period. To this end, we surveyed a sample of 59 large companies that act in external markets. Through recourse to multiple linear regressions, we conclude that GTM practices return positive impacts on levels of international performance. Our research returns theoretical implications in terms of the application of integrated GTM models and with the results of significant relevance to corporations operating internationally, and thus enabling them to better understand which strategic human resource management policies will return the best GTM results.     

Globally distributed talent communities: A typology of innovation problems and talent characteristics

As the world moves toward the “New Normal” with borderless innovation and remote work, Multinational Enterprises (MNEs) are increasingly involved in tapping talent that is external to organizational boundaries. This study distills learnings from the use of globally distributed external talent that has been facilitated by innovation intermediaries, a development that holds significant managerial implications for the post-COVID industrial era. Moving beyond the conventional and recognized need for global talent management practices, we provide a perspective on talent management outside organizational boundaries, a topic that that has received limited attention so far. Through the lenses of open innovation and talent management, we define a typology of innovation problems on the basis of latent talent needs. We take a step further, and for each problem type, we identify the competencies that are relevant, the reward mechanisms of the intermediaries, and the extent of collaboration required with internal talent. This typology provides a basis for researchers in the talent management community to study talent acquisition and management strategies of MNEs across various contexts and various innovation needs.     

新时代民营经济企业家队伍建设：经验成效、当前问题及可能的突破方向

在复杂的国际局势下,虽然民营企业近期发展受挫,但民营企业家队伍仍是推动国家经济持续前行的关键支柱。首先,基于钻石模型剖析十八大以来我国民营企业家队伍在蓬勃发展等四个方面取得的显著成果。其次,利用三角模型对民营企业家队伍建设中的三大问题进行了系统的分析与诊断。最后,从强化民营企业家队伍政治性等六个维度出发,为民营企业家队伍建设提出了具体建议。     

新疆棉纺织业人力资源瓶颈制约及对策建议

资金、技术、运输、人才是制约新疆棉纺织业竞争力提升的四大瓶颈因素,其中,专业技术人才和熟练操作工的严重缺乏是最为突出的问题之一。本文针对新疆棉纺织业劳动生产率低、专业技术人员缺乏、研发能力弱等人力资源总量与配置方面存在的现实问题,从棉花深加工与高附加值战略需要人力资源支撑的基本观点出发,提出应高度重视并全面启动新疆本土棉纺织业专业人才培养计划和建立新疆棉花产业人才培养专项基金的政策建议。     

以本土化人才培养促进民族地区高等旅游教育的改革与发展

关注一线高端人才培养是高等旅游教育多类型、多层次办学的迫切要求。只有立足当地经济社会发展实际，扎根行业沃土，时刻关注经济社会发展尤其是行业发展现实需求，善于把办学的触角伸入到一切可以积聚教育资源、且有利于发挥现有学科专业优势和社会服务功能的行业部门或业务领域，才能从根本上推进以本土化为价值取向、以文化传承人为主要目标、以文化创意等知识技能类职业型或实务型的一线高端人才为基本规格、以“校政企合作、产学研结合”为主要方式、以（与旅游文化体验相关的）休闲文化建设为基本路径、以旅游类各专业教学改革为平台的旅游教育人才培养模式的改革与创新，从而谋求民族地区高等旅游教育的特色化发展。     

智力迁移与人才流动问题

第五次人口普查数据显示,在发展市场经济的大背景下,近年中国高素质人才由中西部地区大量向东部地区迁移,沿海大城市是高素质人才最主要的吸纳地。与高素质人才流动有关的区域不平衡问题,已经对全国不同地区社会经济的协调发展产生显著影响。应该重视高素质人才的合理配置问题,积极引导他们按照国家的发展战略,向重点建设地区流动,为西部大开发和东北老工业基地的振兴做出贡献。