我国海洋渔业资源利用中个体理性与集体理性的矛盾及其协调

本文论述了海洋渔业资源中个体理性与集体理性矛盾产生的根源，指出并分析了协调这些矛盾的措施：一是限制渔船的数量，二是采取各种措施恢复海洋渔业资源，三是实施配额捕捞制度。在前述分析的基础上作者提出了完善这些措施的对策和建议。     

高职专本衔接立交桥构建的研究

阐述了高职专本衔接立交桥建立的必要性,研究了高职专本衔接的三种模式,提出了分段培养模式的专升本教育的人才培养方案、教学计划制定的指导思想,构建了“宽基础、活专业、强设计”的专升本教育课程体系。     

高管海外背景与企业创新的关系及影响研究

随着经济全球化的发展,越来越多的人选择走出国门进行学业、工作深造,学习国外优秀的管理方法、工作经验和专业技术,而这些拥有海外背景的人才回国后会受到很多企业的青睐,他们一部分选择自己创业,一部分被企业聘用为企业高管。而创新是经济发展的第一动力,企业要发展离不开创新这一动力支撑,尤其是在现如今的互联网时代下的市场经济,只有创新才能让企业顺应市场的千变万化,它是一个企业发展和生存的动力,也是促进企业提高管理效率和生产效率的重要手段。作为企业的核心决策者和管理者,这些海外背景的高管与企业创新之间有着怎样的关系,他们具备的哪些优势能够对企业创新有正相关的影响,又该如何发挥高管的优势更好地为企业创新服务,将是本文探讨的重点。     

浅议人才资本投入产出统计指标体系的设计

目前,人才资本已成为人力资本的核心和主体,这使得人才资本统计显得更为重要。而我国虽然也出现了人才测评、人才评估等技术,但是对人才资本统计指标体系的构建缺乏系统的研究。鉴于此,文中首先对人才资本这一概念进行界定,并进一步分析了它与人力资本的不同;继而详细阐述了人才资本投入产出统计指标体系的内容,以及人才资本投资效益分析。     

市场培育视角下科技协同创新模式的构建与完善

科技创新是创新驱动发展战略的核心,创新驱动发展战略的实施需要先进的科技创新模式支撑。由于目前我国科技创新市场发育还不完善,科技创新成果转化率、原创性以及经济增长效应均较低,尤其是现有科技创新模式忽视创新成果的原创性及转化率,且与国家发展战略的契合度不高,有效科技创新不足成为制约创新驱动发展战略实施的主要因素之一。从科技市场培育角度来看,应基于创新驱动发展战略理念,构建以企业、高校和科研院所、政府为主体的科技协同创新模式,转变创新主体观念和行为,完善创新成果交易市场,强化创新人才培养和管理,为创新驱动发展战略的顺利实施提供充分有力的科技创新支撑。     

HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices

Abstract

HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321?HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers’ perceptions of their organization’s TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization’s definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.     

When profession trumps potential: The moderating role of professional identification in employees’ reactions to talent management

Abstract

This study aimed to investigate the role that a professionalized context plays in shaping employee reactions to talent management decisions. We examined the mediating role of felt obligation in the relationship between talent ratings and organizational citizenship behavior. Further, the study tested whether professional identification moderates the relationship between talent ratings and felt obligation towards the organization. Five hundred and ninety-eight teachers that had recently received ratings of their talent status responded to a survey questionnaire. Felt obligation mediated the relationship between talent ratings and organizational citizenship behavior. Furthermore, professional identification moderated the relationship between ratings of potential and felt obligation in such a way that the relationship was strongest for the teachers expressing the lowest professional identification. At high levels of professional identification, the relationship was not significant. These results indicate that conventional talent management might be less effective for increasing favorable attitudes and behaviors among employees in highly professionalized contexts, such as the education sector.     

高校市场营销专业人才能力结构与培养途径

市场竞争的加剧,使企业对市场营销人才的需求不断加大,如何培养社会需要的市场营销人才成为各个高校需要思考的问题。以构建科学的能力结构为基础,充分培养营销专业人才的实战创新能力,是一条营销人才培养的重要途径。     

多样化人才培养模式构建的影响因素及其思考

地方工科院校多样化人才培养模式的构建,受到社会、高校以及学生个人因素的影响.弄清并理顺它们之间的相互关系,可以为地方工科院校进行多样化人才培养模式构建提供理论依据,也为构建多样化人才培养模式的质量保障体系奠定基础.     

适应铁路集装箱加快发展形势 全面实施人才队伍建设工程

在阐述铁路集装箱加快发展对人才队伍需求大幅增长新形势的基础上,分析当前全路集装箱人才队伍现状及队伍建设方面存在的问题,对加强铁路集装箱人才队伍建设提出建议：着力推进专业人才队伍建设工程,重点建立经营管理人才队伍培训体系,强力推进领导干部队伍素质建设工程,建立和完善人才培养、使用、激励有效衔接的闭合管理系统。