论建筑企业员工培训质量提高的对策

21世纪是人才竞争的时代,建筑企业应积极应对。通过总结建筑企业培训的现状,分析目前培训中存在培训目标定位不准确,没有构建合理的培训体系,培训绩效评估手段单一等问题。结合建筑业特点,提出建立有效培训体系的原则、培训工作流程、确定培训对象、选择培训内容和培训教师等内容,以及如何进行培训绩效的考核,以促进培训质量的提高。     

提升现场管理执行力的动态人员配置模型研究

面临成为"世界工厂"的机遇和挑战.中国企业只有牢牢树立"现场即市场"的观念,构建强有力的现场管理执行力,才能抢占先机,在激烈的市场竞争中立于不败之地.鉴于此,文章介绍了一种动态的现场人员配置模型,旨在通过现场人员配置的不断优化,达到提升现场管理执行力的目的.     

Quality Output,Workplace Environment,and Employee Retention: The Positive Influence of Emotionally Intelligent Supply Chain Managers

Industry advancements are accelerating at phenomenal rates and changing the management of logistics and supply chain operations. Employers must develop supervision with advanced skills to manage and retain the most effective employees making up the new workforce of highly skilled and technologically advanced personnel. Emotional intelligence is a managerial competence leveraged by leaders to connect with subordinates on a psychologically emotional level. Our research evaluates and applies emotional intelligence within the context of managing logistics and supply chain employees. Recognizing that employees are critical to production and service delivery, logistics and supply chain managers must be able to cognitively analyze situations and connect with employees in a positive manner even during challenging times. We find that managers possessing higher levels of emotional intelligence are better equipped to help their employees manage emotions, build more positive working conditions for subordinates, increase retention of employees, and achieve more positive service outcomes for external customers.     

提高财会人员综合素养的有效举措

我国正处于经济市场体制改革的重要阶段,企业想要全面提高市场竞争力,就需要做好财会人员综合素养的提升。当前我国的企业财会团队正处于知识基础不扎实、职业道德水平不足、专业技能认识较低的发展阶段,想要全面提高财会人员的综合素质,需要加大对会计部门的监督力度。通过业务培训、道德教育和法律素养的提升,保证会计信息的准确性和安全性,企业会计人才培养能够更好地满足现代化经济社会的发展需求,助力国有企业经济体制改革,提高企业市场竞争力,优化企业管理制度。     

Internal marketing

Services depend on service employees to interact with consumers in order to deliver the end-product. It has been found that 81.2% of service firms believe that the personnel/customer communication that emerges in the provision of the service is an important aspect of the product. There are two possible approaches to managing this complex point-of-sale interface. One takes the view that such personal interaction should be minimised, either by industrialisation or decoupling, and hence made less complex, whereas another considers that ‘people will remain service's essential ingredient for the relevant future’ (Sasser W.E. and Arbeit S., 1976, Selling jobs in the service sector, Business Horizons, June, pp. 61–65). This viewpoint necessitates an approach to the consumer/personnel exchange that is proactive and positive. Conventionally, marketing focuses on achieving ‘desired exchange outcomes with target markets’ from the consumer's point of view. This paper argues that in service industries satisfactory exchange outcomes must exist for the service providers too, and that marketing can be applied to the workforce as well as to consumers.     

浅析王安石的人才思想

人才建设思想是王安石革新体系中甚为重要的组成部分,在思想上主张以经学统一思想,用经术造就人才;在建设观上主张“教之、养之、取之、任之”。     

浅议高职教育目标要素及过程要素的组成与人才结构

在当前严峻的就业环境下，如何使高职学生顺利地走上工作岗位成为贯穿我们教学过程的一个重要任务，为增强高职学生毕业后的就业竞争力，需要培养真正满足高新技术密集型产业与经济发达地区需要的高职人才，因此应从高职教育的本质特征及其科学内涵上对工科高等职业技术教育的教育目标与教育过程两大方面作进一步深入研究。     

科技机构中科技创新人员的激励机制研究

在现代社会经济生活中,对科技创新人员的培育、开发与管理,已愈来愈重要。如何激活科技创新人员的积极性,对社会、经济以及科技的发展都具有重要意义。     

坚持以人为本 加强学科建设 提升高校竞争力

随着世界政治、经济、科技的快速发展,高等教育在国际竞争和国家发展中的作用越来越重要。高等教育是把人才培养、科学研究和社会服务等职能集于一体的综合体系,其中的人才培养是提升高等院校办学规模和办学质量的重要因素。     

企业研发人员创新绩效评价维度及其作用机理

通过总结和分析企业研发人员创新绩效评价文献,发现企业研发人员创新绩效评价的6个维度——投入产出、创新过程、创新能动、市场导向、组织沟通和知识管理。基于上述6个维度,借助结构方程模型,进一步提炼出企业研发人员创新绩效评价的关键维度,并系统分析了其对企业研发人员创新绩效的作用机理。