高职院校应用型人才培养的几点思考

高职院校应用型人才培养应从4个方面入手：首先应多方面筹措资金,建设先进的实训基地;其次应转变教学观念,注重培养学生的各种技能;再次是建立一支高水平的“双师型”师资队伍;最后应面向市场需求,构建新的培养人才模式。     

Talent responses to talent status awareness—Not a question of simple reciprocation

How to manage talent effectively is a key question in organisations. Yet we still know relatively little about talent's psychological reactions to their exclusive status. Based on psychological contract theory and research on status, this study analyses a sample of 321 employees identified as talent by their organisations, only some of whom were aware of their exclusive talent status. The results provide evidence that talent status awareness moderates the relationship between a range of employer inducements and talent obligations, such that it increases the importance of some inducements while diminishing that of others. The study contributes to the talent management literature by isolating specific effects of talent status awareness and calling into question extant evidence of its direct positive effects on talent attitudes. The findings also have implications for talent status communication, talent management, and future theorising of talent reactions to their exclusive status.     

基于人才要素的科创金融产品与服务创新——国际经验与山东省实践

为科创人才提供有效的金融服务既是金融体系的目标责任,也是科技创新能否成功的重要支撑。本文在深入分析人才融资主要特征和影响金融机构为人才授信主要因素的基础上,以美国硅谷、以色列特拉维夫和中国台湾新竹为案例,总结提炼了针对人才金融服务的创新模式和成功经验;最后对山东省人才金融服务的政策体系、实践探索及问题与不足进行了梳理和剖析,提出了进一步建立和优化人才金融服务体系的政策建议。     

The impact of personality traits on talents’ performance throughout development phases: empirical evidence from professional football

ABSTRACT

This paper addresses a critical gap in talent management research, i.e. the question of what determines high performance, by highlighting the importance of personality traits for the performance of talents who are trained within the strong situation of a pivotal talent pool – – the talent pool, of a German Bundesliga club. The findings illustrate the ubiquitous high level of certain personality traits among pivotal talents, their limited variance inter talent development phases as well as their significant impact on talent performance. As a complement to talents’ job-specific skill level, the personality facet of self-confidence is a consistent driver of overall performance, with resilience and job-specific creativity being essential in order to perform above peer-group level.     

课赛融合视域下高职院校课程改革研究——以物流类专业为例

职业技能竞赛是高职院校推进教师、教材、教法改革,提高技术技能人才培养质量,以更好地适应教学模式和评价模式改革的重要手段。在“赛—学·教·改”人才培养模式的基础上,文章探讨了课赛融合模式对教学质量的积极影响,包括改善教学反馈效率,实现差异化人才培养,以及自下而上地促进教师互动、课程互动。并以物流类专业为例,结合目前国内物流职业技能竞赛,分析了物流类专业课程设置及实训教学开展方式。     

A blueprint to build women chief executive officers globally

The purpose of this article is to offer a blueprint to build women chief executive officers (CEOs) globally. It outlines essential qualities for women CEOs. It explains CEO acumen and offers tools and techniques for women to excel as CEOs. It draws a blueprint for global organizations to build women CEOs. It differentiates between women and men leaders. It emphasizes women can make better leaders than men. It illustrates with inspiring examples of women leaders including Melinda Gates, Michelle Obama, Hillary Clinton, Angela Merkel, Indra Nooyi, Ursula Burns, Meg Whitman, and Sheryl Sandberg. It implores women to seize the opportunities to break the glass ceiling to excel as CEOs. It enlightens the society cannot grow when one sex is denied with opportunities. It calls upon men to empathize with women and extend their hands with a big heart to groom them as CEOs. It advocates gender equality globally. It concludes women leaders must express their ambition in the early stage of their careers and work hard consistently and relentlessly with a focus and vision to excel as CEOs globally.     

International talent inflow and R&D investment: Firm-level evidence from China

Using firm-level R&D data with regional international talent data, we find that international talent increases the R&D investment of Chinese manufacturing firms, a result that is further confirmed with patent data and under a number of robustness checks. These findings stem from two mechanisms: international talent boosts human capital accumulation and provides a diversified labor force. Further, the R&D promoting effect is stronger if firms are located in eastern China rather than in other regions, of small and medium-sized rather than large-sized, of domestic ownership rather than foreign ownership. The policy implication is, the introduction of international talent can be a new way to promoting R&D investment, especially for skilled-labor constrained countries.     

Mixed signals: employee reactions to talent status communication amidst strategic ambiguity

Abstract

Given the sensitive nature of communicating talent status in an ‘exclusive’ talent management system and the complexity involved in simultaneously sending signals of exclusivity and inclusivity, some organisations avoid open communication and instead opt for ‘strategic ambiguity’ – intentionally maintaining an element of secrecy and information asymmetry. However, we know relatively little about the effects of this communication approach as a feature of the organisational context on the reactions of employees. Drawing on signalling theory, we examine the reactions of both talents and ‘B’ players on finding out about their talent status in the context of a company that adopts strategic ambiguity in its communication about talent. The data consists of 24 in-depth, qualitative interviews with individuals with experience of TM in a Finnish subsidiary of a large, US-based multinational corporation. The findings reveal that the contextual effects of strategic ambiguity in talent communication affected the reactions of talents and ‘B’ players in distinctly different ways, but had few long-term positive effects on the attitudes and behaviours of either group. These findings present important theoretical and practical implications for the role of communication and organisational context in employee reactions to talent pool inclusion and for talent management more generally.     

关于培育锻炼青年人才的几点想法

党的十八大以来,不断强调人才作为经济社会发展第一资源的重要性,要求把人才工作抓好,让人才事业兴旺起来。坚持党管人才,依据企业实际制定人才发展规划,不断优化人才发展环境,以“引进来、学出来、赴基层锻炼、师带徒培育”等多种方式建立培养的路径与步骤,让人才队伍不断壮大,人才素质明显提升,人才环境有效改善,各类青年人才活跃在项目生产一线,为公司的经济发展提供不竭的源泉与动力。     

Housing price,talent movement,and innovation output: Evidence from Chinese cities

How housing costs would influence the job‐housing choice of talent and associated city‐level innovation performance is a question of interest for urban development policies. Recently, considerable attention has been paid to the influence of rising housing prices on the attraction of talent and the associated innovation output in major Chinese cities. In this paper, we use the housing price data of 51 cities from the China Real Estate Index System database and the corresponding macro data of China City Statistical Yearbooks from 2005 to 2014 to analyze this focal research question. The empirical analysis shows that the increase in city housing prices generally correlates positively with city innovation outcome and talent attraction, suggesting no crowding‐out effect on the innovative performance of the city. However, the positive association between housing prices and innovation outcome and talent attraction has started to disappear in first‐tier cities in recent years, suggesting potential crowding‐out effect if the increasing housing prices transform to bubbles. This research thus provides considerable policy implications concerning the impacts of housing prices on talent movement and innovation output.