纺织品艺术设计专业高技能人才培养方案的研究

高等职业教育的目标和任务是培养集生产、服务、管理于一体的一线高技能人才。目前,高职纺织品艺术设计专业的课程设置和职业能力与市场和职业需求出现脱节现象。纺织品艺术设计专业是交叉学科,如何正确处理艺术与技术的关系,并把这种关系融于课程设置中是本专业的关键。山东是纺织大省,纺织品艺术设计人才的培养对于纺织行业的发展起着至关重要的作用。     

脉冲多普勒小型数字化中频接收机的设计与实现

针对脉冲多普勒(PD)雷达导引头精密跟踪测量的要求,研究并采用双线插值快速傅里叶变换(FFT)与相位差分鉴频相结合的速度跟踪测量方法和单脉冲角跟踪测量方法。根据数字化中频接收机小型化设计的要求,分别构建以FPGA或DSP为基础的核心子系统,通过对各子系统的有效整合,设计并实现了基于系统功能划分的脉冲多普勒小型数字化中频接收机。测试结果表明,该接收机系统在结构与性能方面均符合设计要求。     

Green, Reform, Win-Win

Boao Forum for Asia this year enjoys three highlights,namely＂Green,Reform and Win-Win＂. The old but hot topics attracted accumulated attention from the whole world,and more fresh ideas were ushered in.     

China-Pakistan Strengthen Bilateral Custom Cooperation

Mr. Abdullah Yusuf, Secretary General/Chairman, Central Board of Revenue of Pakistart, arrived Shenzhen on April 22 to meet with Mr. Sheng Guangzu, the Chinese Minister for Customs Administration for discussing the bilateral customs issues. During his two-day visit, China＇s Foreign Trade Magazine interviewed to Mr. Abdullah Yusuf in Beijing, he gave the high evaluation on this visit and China＇s great development in the recent years.     

The ＂Stone＂ Strategy of Zhou Youfu——Interview of Zhou Youfu,the Board Chairman of Tangshou Haoning Group

Among the gold digging army, there is a special group who started their business out of nothing. by focusing on the import ＆ export of iron ore. They expanded their business at a high speed and .their companies are becoming stronger.     

基于工程化人才培养的管理策略研究

工程化人才是我国科技队伍的重要组成部分。工程化人才队伍的质量如何,是否能够胜任科技全球化的挑战,直接对落实科技转化为生产力和科教兴国战略产生重要影响。而作为培养工程化人才的主体之一,企业所采取的管理策略对工程化人才的培养和发展同样至关重要。文章从分析我国企业对工程化人才培养所采用的管理策略入手,剖析工程化人才培养和发展中存在的问题,并据此提出对策建议。     

High‐involvement HRM,job satisfaction and productivity: A two wave longitudinal study of a Spanish retail company

The strategic human resource management literature lacks longitudinal studies, and the causal associations between human resource management (HRM) and organisational performance (OP) remain underexplored. We tested cross‐lagged relationships between high‐involvement work systems (HIWS), job satisfaction, and store productivity based on a large longitudinal dataset from the retail sector comprising two waves of data. The first wave (2011) included 6,016 employee responses from 104 stores, and the second wave (2015) included 5,842 employee responses from 94 stores. The quantitative study suggested counterintuitive negative associations. A subsequent qualitative study indicated that the association may have been conditioned by the recessionary action taken by the company in response to financial difficulties. The longitudinal research design, the compilation of data during difficult economic situations, and in a relatively unexplored sector such as the retail industry help to shed some light on the universalism of the HRM‐OP relationship and its boundary conditions.     

浅析施工企业技能人才队伍建设的问题与对策

建筑施工企业发展建设过程中,技能人才队伍建设仍存在较多问题,如何解决其中存在的问题是企业发展建设的当务之急。本文对建筑施工企业技能人才队伍建设的问题与对策做了总结介绍。     

珠三角物流产业转型升级下高职报关与国际货运专业人才需求调查分析

首先分析了珠三角物流产业转型升级对高职报关与国际货运专业人才培养的新需求。然后通过企业实证调查,分析了珠三角物流产业转型升级下人才需求的总体状况、核心业务领域和主要工作岗位,以及职业核心能力、专业课程设置和专业技能证书等方面的要求,最后得出调查结果对高职报关与国际货运专业改革的启示与建议。     

A multilevel examination of high‐performance work systems and unit‐level organisational ambidexterity

This paper examines the process linking high‐performance work systems (HPWS) and organisational ambidexterity both at the unit and firm level of analyses by integrating strategic HRM, human capital and social capital perspectives. Multisource and multilevel data from 2,887 employees and 536 managers of 58 banks was collected. Results revealed that firm‐level HPWS were positively related to unit‐level employee human capital. Unit‐level employee human capital partially mediated the relationship between firm‐level HPWS and unit organisational ambidexterity. Furthermore, firm‐level social climate moderated the effect of firm‐level HPWS on unit organisational ambidexterity through unit‐level employee human capital. This paper contributes to HPWS and ambidexterity research by revealing the impacts of firm‐level HPWS and mediating mechanisms, as well as identifying boundary conditions for pursuing unit‐level organisational ambidexterity.