校企共建秘书学课程实践教学的研究与实践

高等职业教育的教学过程一个重要部分是专业课程的实习活动。本文总结了几年来校企共建秘书学课程实践教学的经验。在企业的参与下建立了秘书专业课程三段实习体系。建立了新的课程培养目标,制定了具有较强的操作性训练方案,共同建设秘书模拟实验室和技能综合实验室。     

关于职业培训教学质量评价指标体系的几个问题

为科学评估与检验职业教学质量,以促进或保证人力资源开发的质量,迫切需要建立职业培训教学质量评价指标体系。本文就这一体系中关于评价的原则,评价的内容,评价的标准等问题进行了探讨。     

在会计专业学历教育中应重视职业道德教育

会计职业道德建设关键在教育,而教育的基础在学校。大中专院校会计学历教育,不仅要对学生进行专业知识教育,而且要对学生进行职业道德教育。会计专业的教育者应该认识到,在我们开始给学生传授会计专业知识时就应该引入会计职业道德教育。     

开放市场下中国本土专业服务企业的定位与成长

在开放市场条件下,我国本土专业服务企业如何实现持续发展是一个非常值得思考的问题。本文分析了我国专业服务企业的发展现状以及所面临的发展障碍,对我国本土专业服务企业的定位和成长路径进行了探讨。     

Towards an understanding of social networks among organizational self-initiated expatriates: a qualitative case study of a professional services firm

Drawing on a qualitative case study of 51 organizational self-initiated expatriates (OSIEs) in a professional services firm, this article investigates the role of networks during expatriation and, specifically, in the development of learning that is beneficial to both the individual expatriate and the global operations of the firm. First, we investigate the extent to which individual motivations to engage in OSIE impact on the development of networks. Second, we investigate individual's experiences of network development. Third, we investigate individual perceptions of the benefits of networks for both organizations and individual actors. The paper will report that professionals initiating their own expatriation develop continually expanding and composite networks such that mobility and networks evolve in a seemingly symbiotic relationship. In doing so, it contributes to our understanding of the role of agency in network development and extends our understanding of organizational self-initiated expatriation as a relatively under-researched phenomenon.     

HR managers in five countries: what do they do and why does it matter?

The 1980s saw the need for change in the organizational role of human resource (HR) professionals, from the traditional employee champion and administrative expert to strategic business partner and change agent. The argument posited was that a more challenging environment compels organizations to turn to managing their HRs as a source of competitive advantage and that means an increasing business partnership for HR professionals. However, very few studies examine the execution of these multiple, sometimes contradictory roles, despite the risk that neglecting traditional roles endanger organizational performance in the long term. This five-country comparative study finds that multiple roles are at least moderately executed, and that these HR roles have different impact depending on the aspect of organizational performance. As well, a more challenging environment, defined here as legal constraints and industry challenges, generally does not have a significant moderating effect on the impact of the different HR roles on organizational performance.     

大学生职业幸福感教育探索

职业幸福感教育是高校思想政治教育重要的一部分,它是培养大学生形成良好品德修养社会能力的重要基础,也是培养大学生生活充满信心和对职业价值追求的内在精神链条。本文从大学生思想政治教育注入职业幸福感教育的意义出发,指出了提升大学生职业幸福感需要从加强团队精神教育、加强职业价值感教育和加强感恩教育等途径来实现。     

从人才国际化视角评析中国高校商务英语专业建设架构

面对21世纪日益突出的人才国际化的培养需求，中国高等院校肩负着不可推卸的历史使命。商务英语作为一个为国家对外往来提供智力资源的重要领域，其建设与发展直接关系到未来该专业输出人才的质量。在专业的体系设置上，需要照顾到知识与技能双方面的提升；在教材的选编方面，应该重视语料的真实性及结构的系统性；加强师资培训的力度在很大程度上也能为培养国际化人才提供坚实的保障。     

学校社会工作视角下高校转专业学生适应性研究——基于对N大学全体转专业学生的普查

通过对学生转专业前后的适应情况和需求进行研究,探讨学生转专业的原因,评价转专业政策,并运用学校社会工作的相关理论和方法提出对策和建议。     

Are multinational teams more successful?

Teams have become increasingly multinational in many sectors. The impact of national diversity on team performance is, however, controversial. On the one hand, multinational teams may have access to a greater variety of task-relevant expertise, which should increase the team performance. On the other hand, national diversity may complicate team collaboration and increase team conflict. Applying panel econometrics to 4284 team observations in a globalized sector, we find evidence that multinational teams perform worse than teams with less national diversity.