我国会计人员继续教育的历史沿革与现实反思

我国会计人员继续教育走过了一条从无到有、从无序到规范的发展轨迹,为我国会计人才培养、企业发展乃至国家经济持续发展做出了重大贡献。但在实践过程中仍存在职能部门管理缺位与越位、培训机构社会责任缺失和持证人员及其所在单位积极性不高等问题。需要不断提高主管部门的监管能力,加大对培训机构的考评力度,大力推行多元化的继续教育模式,并落实好对持证人员及其所在单位的激励与约束机制。     

Women accountants: Is the grass greener outside the profession?

Studies of professional accountancy firms have indicated a complex process of internal socialisation which shapes the professional and organisational identities of the chartered accountants working within them. These processes have acted as a mechanism for excluding women, hindering their progress and facilitating their exit. Previous evidence suggests that women leave professional accountancy firms in order to accommodate more flexibility, experience less pressure, achieve consistency of hours and hence attain a better work/life balance.In this paper we seek to examine whether the gendered work practices of professional accountancy firms influence female choice to seek alternative employment outside the professional accountancy firm environment. Specifically the paper seeks to answer two research questions (1) why and when do women leave professional accountancy firms? (2) is the working environment outside professional accountancy firms less gendered?Data was collected by means of a postal questionnaire distributed in 2005 to women who had qualified in the years 1990–1995 (n = 1022). Responses were received from 370 women, of whom 100 were employed with professional accountancy firms and 270 employed within industry. In depth interviews were also conducted with 7 partners in professional accountancy firms and 6 women who had left the professional accountancy environment to pursue employment elsewhere.Whilst there was evidence that professional accountancy firms continue to reflect gendered working norms practices, rather than compound the dominant view, this study suggests that the primary reason women leave professional accountancy firms is to seek more interesting work as opposed to obtaining more flexibility in their working lives. In addition, the experiences of the women, the working patterns, and rates of progression were similar irrespective of employment type.     

北京某公办养老机构人员绩效管理现状分析及对策研究

我国公办养老机构担负着政府养老工作的示范、辐射职能,是政府机构服务的延伸。本文通过对北京某公办养老机构人员绩效管理现状分析,提出公办养老机构应完善人员绩效管理运行系统。引入平衡计分卡,全面科学分解养老机构的组织目标。引入360度反馈评价,增强服务对象对公办养老机构的评价功能。实现绩效评估结果应用多样化。科学构架组织结构,合理进行岗位设置,明确职责,完善岗位说明书。完善人才管理体制,创造良好用人环境。     

地勘单位职工隐性就业的困扰及显性处理办法

文章认为,正确处理好下岗、离岗职工与地勘单位的劳动关系对地勘单位转企改革意义重大.文章分析了当前江西地勘局赣西北队劳动关系的现状,提出了理顺其劳动关系的办法.     

山西省高职院校就业指导课程师资队伍建设研究

本文通过对山西省"高等职业院校人才培养工作状态数据采集平台"有关数据的研究分析,对目前山西省高职院校就业指导课程师资队伍建设中存在的重视程度不足、缺乏管理制度保障、师资力量缺乏、教师的专业化程度较低、职业发展能力有待加强等问题进行了思考并尝试提出对策与建议。     

国有建筑施工企业员工培训现状分析及对策研究

随着知识经济时代的到来,人力资源已经成为企业的核心竞争力。而培训作为人力资源开发的一种具体形式,正在企业中发挥越来越重要的作用。本文选取中铁某建筑施工企业为研究案例,分析了该企业培训工作的现状及存在的问题,并探讨改进该企业员工培训工作的具体措施,建立与本企业相适应的、实效性强的培训体系,从而为提高该企业员工队伍的整体素质,提升企业的核心竞争力提供实证参考。     

我国央行培训绩效评估研究

培训绩效评估是现代培训制度的重要组成部分，培训效果四级评估理论在国内外得到广泛应用。借鉴国际相关培训绩效评估理论，结合我国央行培训工作实际，从基本原则、方案设计、方法选择、指标体系设计等方面探索构建央行培训绩效评估体系，有利于改进和完善央行培训绩效评估。     

职工培训中网络教育的应用探析

随着信息更新速度的加快,在职工培训中利用网络教育的优势逐步凸显,具有保存与传输相关信息、丰富的教学资源、有利于职工在线学习等功能。结合网络教育的特征,从完善网络基础设施建设、抓好教学组织过程、提升培训教师素养、加强考核四方面提出了职工培训的建议,以便于保证培训质量。     

浅谈综合性医科大学附属医院科研管理人员应具备的素质

科研水平是综合性医科大学附属医院的核心竞争力，附属医院科研管理人员的素质关系到医院科研工作的发展。为更好地从事工作，科研管理人员在具备较强业务素质同时，应牢固树立全心全意为科研人员服务意识，高度的责任意识，创新意识和廉洁自律的意识。     

浅析医院政工队伍建设中存在的问题及解决办法

当前医院政工队伍建设中存在很多问题,要建设一支高素质的医院政工队伍,需要不断培训,加强修养,全面提高政工队伍政治和业务素质,从根本上解决同题。