基于元数据标准的外语教学资源库建设与应用

要实现外语教育资源的共建共享,需要根据外语学科特点制定统一的资源元数据标准,并基于此标准建立起一个便于资源管理和利用的通用平台,实现资源校内共享、校际共享,使数字化的资源更好地服务于外语课堂教学和自主学习。     

Student Perspectives on the Quality of Hotel Management Internships

ABSTRACT

Internships have been widely used as an educational component for hotel management students. Despite the importance of internships, there has been limited empirical research in the academic literature on the quality of internships for hotel management students. The three stakeholders, academic institutions (educators), students, and organizations (employers) are important elements in the success of internships. From the viewpoint of students, this study examined the ranking of the level of expectation before placement and satisfaction after placement of selected internship issues, the differences between satisfaction and expectations, and the relation between these differences and demographic characteristics. Upon completion of the internships, it was found that the ranking of student issues was relatively higher than of academic institutions or organization issues. In addition, it was found that the differences on all issues before and after placement were significant. Finally, there were also differences concerning a few issues among the demographic groups. This study concludes that programs need to be improved to make internships successful. Although the study is based on research in Korea, it is argued that suggestions and discussions of the selected internship issues may be potentially applicable to hotel management internships in other countries.     

知识工作者过度劳动的形成机理探析

近年来,过度劳动在我国呈快速上升趋势,而知识工作者正成为“过劳死”的高危群体.为了有效预防和干预知识工作者过度劳动导致的社会问题,有必要从理论上说明其影响因素和形成机制.本文根据经济学、管理学和心理学的相关理论,将影响因素划分为前因变量、决定变量和调节变量三类,构建过度劳动形成机制的概念模型,从知识工作者的群体特征和个体特质出发,分析各影响因素间的相互关系及其作用机理.总体而言,个人因素和管理因素对知识工作者的过度劳动动机、意愿和行为产生不同程度的直接影响,工作任务因素、社会文化、经济和制度层面等深层次原因构成的环境因素则激励或约束着知识工作者,使其在具备一定过度劳动动机和意愿的情况下,较其他劳动者更容易付出超强度的劳动强度和超长的劳动时间.     

The niponic management of human resources in the performance of the enterprises in the Iberian Peninsula

This article had an objective of studying the niponic management of human resources in the performance of the enterprises that work in the Iberian Peninsula. The search was to evaluate the competition in these enterprises when the niponic management of human resources was used. There were two used data base： one with an economic nature treating the performance of productivity in an enterprise economic view, of salary and technologic, and the other about the niponic management of human resources adopted by the enterprises using an list of questions. Through statistic evaluations it was verified that the competition between enterprises with niponic capital, it＇s not induced by the economic competition, and the same enterprises used competitive strategies based on the qualification of the human resources and technological process.     

为企之道 重在执行

文章围绕如何提高执行力，如何建立良好的执行力保障体系，如何把企业战略、规划转化成为成果、效益等问题，根据人力资源管理的相关理论和日常的工作实践，对执行力深意进行解析和探讨。     

Why we hate performance management—And why we should love it

Individual performance is a building block of organizational success. Not surprisingly, virtually all organizations have in place some type of performance management system. Yet, managers and employees are equally skeptical that performance management adds value; usually, it is seen as a waste of time and resources. We argue that the potential benefits of performance management are not realized because most systems focus exclusively on narrow and evaluative aspects such as performance appraisal. Herein, we offer a broader view of performance management, including discussion of how it differs from performance appraisal. We highlight specific and important benefits of performance management for employees, managers, and organizations. We also describe research-based conclusions regarding how performance management systems should be designed and implemented to realize these benefits. We hope our article will demonstrate that well-constructed performance management systems should not be hated, but rather embraced.     

企业人员招聘中存在的问题与对策研究

当今社会,人才已经成为企业最宝贵的财富,招聘是企业人力资源配置的前提和首要工作,人才招聘实施的成功与否,事关企业的生存与发展。     

国企技术管理人员岗位胜任特征模型及在人力资源管理中的应用

技术创新是企业生存和发展的根本保证,也是一个地区、一个国家经济增长的不竭动力,要增强国有企业技术创新能力,提高国有企业技术水平,就应当加强对技术管理人员的人力资源开发与管理,从一定程度上讲,技术管理人员的素质与企业的技术创新能力是息息相关的,是构成企业核心竞争力的重要因素。     

观光农业成为黑龙江旅游业的新支点

观光农业是一种以农业和农村为载体的新兴生态旅游业。发展观光农业体现“大旅游、大产业、大联合”的精神 ,符合“循环经济”理论。黑龙江省具有悠久的旅游传统 ,丰富的旅游资源为发展观光农业旅游提供了良好的基础。发展观光农业 ,转变传统的农业生产格局 ,加快耕作管理的科学化、技术化、发展绿色食品和特色作物的生产 ,能够满足人们对无公害食品的需求 ,提高农产品的市场竞争力 ,获得农业、旅游业的双重效益。     

开发农村人力资源是解决“三农”问题的根本

“三农”问题是近年来社会各界倍受关注的热点,引起了各级政府高度重视。但只是“头疼医头,脚疼医脚”,没能从根本上认清问题的关键所在。重视农村人力资源开发,理性思考是解决我国“三农”问题的根本途径。