Factors Affecting Training Success in China

ABSTRACT

Drawing on existing literature, this paper models and investigates the effects of various organizational and individual level factors on training effectiveness in the context of the Chinese hospitality industry. Factor analytic and multiple regression analyses were employed to analyze the relationships between various factors, their sub-dimensions, and training effectiveness. Two main factors, termed internal factors and external factors, were identified. Internal factors refer to issues pertaining to the design and implementation of the training program and external factors refer to issues pertaining to the training climate of the organization. The results indicate that external factors have a greater impact on training effectiveness. The managerial and theoretical implications of the research are discussed.     

Service Skills and Service Quality

ABSTRACT

Though various types of service skills and knowledge have been suggested for inclusion in service training programs that are designed to improve the competence of frontline service providers, there has been no empirical work to investigate the structural relationships among various types of service skill. In this study, a total of twelve types of service skill are identified. A measurement model for service skills is developed accordingly and tested with the use of hotel service. The results of confirmatory factor analysis reveal acceptable model fit, suggesting that these twelve types of service skill can be classified into two categories: technical versus functional. Performance on technical skills is found to have greater impact on service quality.     

The Impact of Employee Training on Job Satisfaction and Intention to Stay in the Hotel Industry

ABSTRACT

Training has been found to link with improving job satisfaction and employee intention to stay. The purposes of this research were to investigate the expectations and perceptions of training quality between hotel managers and employees, and to suggest implications for improving training quality and increasing training satisfaction, job satisfaction, and intention to stay among employees in the hotel industry. The conceptual model of this study was developed based on SERVQUAL and the ServiceProfit Chain model. T-test showed that employees perceived low training quality, which suggested employees were not satisfied with training quality and that training quality needed improvement. Results of regression analysis showed that training was positively related to training satisfaction and job satisfaction. Job satisfaction led positively to intention to stay. The indirect effect of training quality on intention to stay was mediated by job satisfaction. This study suggests more understanding of the importance of training quality and its consequences, and to pay more attention to employee training.     

The Effectiveness of a Training Program for the Self-Evaluated Job Performance of Cultural Tourism Interpreters

The purpose of this study is to examine the effectiveness of participation in a training program for cultural tourism interpreters. Results from this study revealed that there are significant differences of three of the interpreters’ job-related variables between before and after participation in the cultural tourism interpreters’ training program. However, there is not a significant difference of job involvement between before and after the program. Some program content significantly impacted on three of the interpreters’ job-related variables. Future studies are necessary to explain the relationships between the interpreters’ training program content and interpreters’ job-related variables from longitudinal perspectives. Additionally, the relationships should be examined by other samples to show the diverse experiences of the participants to the planners of cultural tourism interpreters’ training programs.     

劳动与社会保障专业人才培养困境与发展思路

劳动与社会保障专业是一门对社会发展有极为重要的学科,人才培养模式应着重围绕适应社会主义现代化建设需要设置。本文主要针对当前人才培养模式中的困境,有针对性的提出专业发展思路,以期进一步提高人才培养素质,增强人才市场竞争能力,建立并完善符合我国劳动与社会保障事业发展需要的复合应用型人才的培养模式。     

我国物流人才的就业现状与培养机制研究

随着经济全球化和我国经济高速发展,物流人才成为当前市场新宠儿,但由于高校人才培养机制和培养模式滞后,实现现代物流这一过程的突出问题是人才匮乏问题,实用型人才的稀缺已经成为制约物流业发展的瓶颈,也是教育界和物流业亟待解决的问题;因此,亟待改革人才培养模式。     

我国发达地区农民工短缺问题归因论

本文认为,目前我国发达地区出现农民工短缺问题,主要有三大因素:一是多年来农民工的工作环境没有得到改善;二是企业对劳动力的需求扩张;三是劳动力素质结构不能满足产业结构升级的需要。要解决这一问题,当务之急是要加大农民工的培训与保障力度,提升其专业技能与素质。文章提出,企业要与农民工签订长期合同,减少农民工季节性打工和劳动力回流费用,加强职业技能培训;政府要大力发展面向农民工的非学历中等职业教育,改善农民工的工作环境和条件,将农民工纳入社会保障体系,解决好农民工的子女教育问题。     

承接产业转移视角下的职业技术人才培养模式研究

2008年金融危机对我国区域经济最直接的影响就是促进了产业从发达区域向欠发达区域的转移,这种转移了导致当地职业技术人才需求急剧增加。构建承接地职业技术人才培养的机制和系统模式,提升职业技术人才的专业能力和技术素养,将有利于政府解决职业技术“人才荒”问题。组建区域性教育产业集团或校企合作联盟机构,形成多元投入和参与的职业技术人才培养主体,构建多层次多形式的职业培训机构相配套的社会化培训网络体系,实现职业技术人才区域一体化方式,建立职业技术人才教育改革试验区,根据当地已有的职业教育资源和优势,在原有布局基础上打造不同的职业教育板块,从而推动区域经济的发展,促进当地社会的和谐与稳定。     

我国金融工程专业人才培养方式的研究

随着我国金融业的迅速发展,市场迫切需要一批既有扎实的金融理论知识,又能够熟练地运用金融分析技术处理各种金融业务能力的金融工程专业人才。如何培养出高水平的金融工程人才,就成为各大院校的迫切任务。本文就目前我国培养金融工程人才的现状及存在的问题进行了深入分析,提出了今后应该在培养目标、课程体系设置及教材建设等方面加快对金融工程人才培养的步伐。     

Transitional Change in Poland

No abstract available for this article.