西方庸俗经济学理论对中国的误导

通过对西方经济学理论庸俗性表现的反思，可得出如下结论：（1）不能割裂个人与社会，个人与国家，个人与集体的联系，而过分宣扬“经济人”或“理性人”的假设；（2）不能割裂经济与政治、意识形态的关系而孤立地研究经济。对于西方经济学理论，不能仅仅研究其理论本身，还应研究其产生的思想和文化背景；不能照搬西方的理论和模式，不能过分倚重或迷信经济数量分析。对于中国的经济问题，必须放在中国的历史、思想、文化、民族心理等这样的大背景下来开展研究和寻求解决途径。     

Ideology, markets and money

Contemporary economic theory is considered in terms of the science/ideologydistinction. Marx's critique of Hegel is then used to derivea demarcation criterion that sharply separates scientific knowledgefrom ideology. This critique interprets Hegelian methodologyas fundamentally ideological because it understands realityin terms of abstract thought and then hypostatises that thoughtas reality. This process is more generally treated in termsof Marx's theory of value and money, in which money really doesdo what Hegelian logic purports to do. The consequences of consideringMarxian theory in this way provide some purchase on the logicand limitations of contemporary economic theory.     

A multidisciplinary review into the definition,operationalization, and measurement of talent

Organizations report great difficulty in measuring talent accurately, reflecting the lack of theoretical foundations for talent-identification in the HRM literature. This multidisciplinary review aims to contribute to the establishment of a stronger theoretical basis for talent-management by presenting a conceptual framework of talent in which the definition, operationalization and measurement of talent and its relation to excellent performance is clarified. We systematically introduce 11 propositions into the framework, building on fragmented insights from the literature—from the fields of HRM, gifted education, positive psychology, and vocational psychology respectively—that will guide readers in understanding and applying the proposed framework.     

The role of talent-perception incongruence in effective talent management

This study examines the effect of talent management (TM) practices, differentiation strategies, and incongruent talent perceptions in terms of psychological-contract fulfillment. The outcomes of the quantitative analysis of 2660 respondents within 21 organizations show the importance of actively attending to talent-perception incongruence. Incongruence occurs in situations where the organization's executives perceive an individual as ‘talent’, but the individual is unaware of this, and also the other way around: the situation in which the organization's executives do not consider an individual as ‘talent’ while the individual believes that they do. Although the increased use of TM practices is related to higher psychological-contract fulfillment, this relationship is negatively affected by incongruent talent perceptions. Our results show the importance of clearly defining talent and communicating this clearly to all employees. This is particularly important when the talent strategy is perceived as exclusive rather than inclusive.     

From talent management to talent optimization

The term ‘talent management’ has been around for quite some time, but definitions abound around the globe, applications are varied and a plethora of measures—mostly tactical—are currently being used. This article addresses how the concept of talent management is of both theoretical and practical value in any industry or geography. How can we know when talent investments have been optimized? What is the talent lifecycle and why is it important? Additionally, the article presents and illustrates the People Equity framework that serves as a global bridge between important individual and business outcomes such as turnover, financial performance, quality, productivity, customer retention, and organizational processes and policies that drive high or low talent optimization.     

地方政府人才引进政策促进了区域创新吗？——来自准自然实验的证据

高技能人力资本对于我国经济转型的重要性不言而喻。本文以2009—2012年间39个城市集中出台的地方人才引进政策为准自然实验,采用多期政策的双重差分法,结合机制分析和异质性分析,探究了人才政策出台前后区域创新能力的变化及其背后的机制和深层次原因,并分析政策效应在不同的地区营商环境、科教事业投入力度、知识产权保护程度下的差异。本文主要结论包括,地方人才引进政策总体上提高了当地的专利授权总量和专利价值总量;显著增加了研发投入的规模,但创新效率没有得到明显提升;在营商环境较差的地区,政策的效应侧重于提高专利数量,营商环境较好的地区则侧重于提升专利价值;在科教投入力度本身就很大的地区,政策效果较小,在科教投入弱的地区效果会更明显;在知识产权保护程度弱的地区,政策效果更多地表现为提高专利数量,保护程度强的地区,则侧重于提升专利价值。上述结论对地方政府优化人才激励政策、实施创新驱动发展战略具有一定的政策启示。     

意识形态对企业家人力资本的影响路径——以广东温氏食品集团为例

意识形态是社会存在反映,也是一种重要的非正式制度。在回顾意识形态与企业家关系的相关理论的基础上,分析意识形态对企业家人力资本的影响路径。研究认为,意识形态对企业家人力资本的影响也由此可依次分为三个阶段：企业家对意识形态感知的认识阶段;企业家理性判断是否将共有意识形态纳入已有认知结构的评价阶段;共有的意识形态转化为个性化意识形态的实现阶段。论文结合广东温氏集团案例,揭示意识形态影响企业家人力资本的阶段性路径特征,提出针对意识形态对企业家人力资本影响的阶段性特点的阶段性战略,认识阶段增强企业家角色偏好,评价阶段降低企业家对意识形态判断的交易成本,实现阶段打造企业家声誉等,以期从而促进企业家人力资本提升。     

中小民营企业人才流失现状及对策研究

中小民营企业占我国企业的绝大多数,在我国经济社会发展过程中扮演着重要角色,是我国经济发展的重要组成部分。近年来,随着人才竞争的加剧,这类企业人才流失现象严重,已成为影响和制约其进一步发展的重要障碍。在借鉴国内外学术界关于人才流动影响因素研究成果的基础上,探讨分析了我国中小民营企业人才流失的现状和成因,提出通过树立以人为本的管理理念,建立公正的用人机制、全方位的激励机制和科学的考评体系,提供充足的发展空间以及加强企业文化建设等措施。增强人才对企业的认同感和归属感,达到减少人才流失和促进企业发展的目的。     

新时期地球科学发展与地学创新人才培养的思考

面对人类社会发展的新格局和经济社会发展的新需求,地球科学研究视域、学科任务、知识体系和方法手段等正酝酿着新的变革。面对经济社会大转型和新时期地球科学的发展,创新体制机制、培养地学创新人才是地质教育义不容辞的责任和重要课题。创新人才有类别和层次之分,可以区分为学术创新人才、技术创新人才和创业人才,应遵循＂尊重意愿、鉴识潜力、分类培养、通专结合、以专为重＂的方针进行培养。最后给出了一个成都理工大学实施创新人才培养的典型案例。