“242”模式下连锁经营管理专业顶岗实习的质量保障研究——以南通职业大学为例

顶岗实习是学校培养人才、企业择录员工、学生就业历练的平台。对于南通职业大学连锁经营管理专业来说，在顶岗实习管理方面，还存在着管理难度加大、与实习企业“合作纽带”不稳固、学生素养不高、实习质量不理想等问题。因此，要确保顶岗实习质量，必须构建顶岗实习工作组织体系、加强对顶岗实习指导教师的培训、创新顶岗实习信息反馈方式、完善顶岗实习考核评价体系、完善顶岗实习管理机制。     

上海小微企业现状及其扶持政策创新研究

上海小微企业行业多、分布广,在丰富行业门类、链接产业运转、呼应市场供给需求、形成市场合理价格、持续市场竞争活力和推动创业带动就业中功不可没。但受国内外复杂且不确定的经济运行环境的影响,不少小微型企业处于人才缺、融资难、利润薄、发展难的困境之中。优化上海小微企业生存环境,应进一步转变管理理念,完善政策及服务,创新发展模式,引导产业发展,拓展小微企业发展空间,形成支持扶持的合理体制与互动机制,真正发挥小微企业在＂创新驱动、转型发展＂中应有的作用。     

高职机电专业教学资源建设研究

通过对吉林地区人才需求分析,为促进学生职业能力的可持续发展,研究以就业为导向,构建突出职业能力的课程体系;"竞、技、协"相结合,构建个性化能力培养平台;校企共建虚实结合的教学资源,以提高人才培养质量。     

上海社会组织发展机制和体制改革研究

上海社会组织的发展不仅需要创新模式,更需要突破传统体制机制的制约。上海需探索成立市级社会组织管理服务中心,建立社会组织管理服务的第三方评价制度;出台政府购买服务的指导目录,制定政府购买服务的办法,建立政府购买服务资金的增长机制;加大社会组织人才扶持力度,出台公益人才扶持政策,打造公益人才培训基地;制订免税扩围政策,如细化免税对象、扩大免税内容、简化免税审批流程;建立扶持社会组织发展的资金体系,如建立支持草根社会组织的扶持资金、支持企业设立公益基金、设立社会组织发展的公共资金专户;开展社会组织改革创新试点,建立国际社会组织集聚园区,开展服务于外来人口的社会组织综合创新试点,建立与国际对接的志愿者服务体系。     

上海市食品生产经营企业诚信体系建设研究

上海食品生产经营企业诚信体系建设,要在政府推进、企业实施、市场运作的基本架构下,进一步完善相关标准与法律,使食品生产经营企业的诚信体系建设有标准、有依据、有约束;要采取食品生产经营企业内部管理提升与外部征信体系建设同步推进的模式,一手抓整改建设,一手抓征信评估,以促进食品生产经营企业的诚信体系建设,提升企业的诚信水平;要进一步打通职能部门间的信息障碍,建设统一的信息共享平台,将食品生产经营企业诚信基本信息作为公共物品的形式,免费向社会公众开放;要充分发挥行业协会的行业约束、智力支持与评估认证的功能,使食品生产经营企业在诚信体系建设过程中,有依靠、有监督与反馈。     

高职院校创新办学体制机制探究

建立"政府主导、行业指导、企业参与、院校主体,人才共育、过程共管、成果共享、责任共担,合作办学、合作育人、合作就业、合作发展"的新办学体制机制,是新时期高职院校提高人才培养质量的关键抓手,是实现让政府、用人单位、学生家长和学生满意服务宗旨的必由之路。文中对高职院校创新办学体制机制进行了系统分析,对各高职院校在新时期创新办学体制机制有一定的启发借鉴意义。     

武警院校“合训分流”模式下实验室管理建设探析

新形势下武警院校"合训"学员的人才培养需求发生了深刻变化,对院校实验室教学提出了新的要求。院校实验室管理建设上的一些问题突显,深入分析院校实验室现状,并有针对性地提出管理建设方法有利于院校人才培养。     

高职院校人才培养的社会适应性研究

高职院校人才培养存在学校输出与社会需求不对称等问题。文章从学生素质、教学管理和企业需求等方面分析其原因,并提出相应的培养高职人才社会适应性的对策。     

The application of financial management in enterprise management

Nowadays,financial management plays a vital role in the process of enterprise operation.To improve the level and ability of financial management of enterprises is of great significance to the realization of the modernization of enterprises and the sustainable development of science.In this paper,the financial management status would be first proposed,and suggestions would be made to improve the financial management in enterprises.     

Generationswechsel im Management ost- und westdeutscher Unternehmen

Currently, in the top-management of German enterprises a generational shift is taking place. The paper looks at the consequences of this change concerning the future of the ‘German model of capitalism’. Are the managers of the new generation still holding on to the traditional German management culture or are they orienting themselves more strongly towards the US-American shareholder-value model? In order to clarify this question, the existing empirical results of management research are systematically evaluated. According to the results of this analysis we are not going to face a far-reaching Americanization of the management culture. However, under the pressure of globalization a significant differentiation between management culture in large enterprises on the one hand and management culture in small and medium-sized enterprises on the other hand occurs. While managers of large enterprises adopt elements of the American management model to a great degree, German management seems to become even more accentuated in the culture of small and medium-sized enterprises. In the context of this recent development existing differences between the management in Eastern and Western German enterprises dissolve along with the alternation of generations.     

“双层次多方向”人才培养方案的设计与实施

通过企业调研与职业岗位分析,提出了电子信息工程技术专业“双层次多方向”人才培养方案的设计思路,建立起技术型和技能型两个层次,产品设计方向、产品生产工艺与管理方向等多方向的人才培养方案,主要介绍人才培养方案的设计方法和实施成效.     

Hollywood power brokers: Gender and racial inequality in talent agencies

As the US labour market shifts towards project‐based, contractual and contingent work, the importance of intermediary brokerage organizations will continue to grow. In this article, I use Joan Acker's theory of gendered organizations to examine Hollywood talent agencies as one case of these powerful intermediary organizations. The power structures, promotion process, mentoring networks and discourses described by the talent agents I interviewed privilege white men. The agents interviewed for this study described their top management as being overwhelmingly composed of men, they discussed the patrimonial systems of mentorship and exclusive male networks that advantage white men, and talked about colleagues and clients in ways that valorized elite masculinity and disparaged femininity. Thus, the organizational structures and culture of these talent agencies collectively create an environment that reproduces itself, encouraging white men to join and persist, and presenting barriers to women and racial minority men. Although the focus of this article is on Hollywood talent agencies, the findings from this research help explain how inequality is reproduced in the non‐traditional work arrangements that characterize the new economy.     

战略性新兴产业自主创新问题研究

战略性新兴产业是中国未来产业发展方向,而自主创新是发展战略性新兴产业的关键。大力推进战略性新兴产业自主创新主要可以从以下几个方面着手：一是突破制度性障碍,切实加快体制、机制的创新;二是突出企业在自主创新中的主体地位,打造高端产学研合作创新平台;三是着眼于新兴产业发展和技术应用的方向,围绕全产业链条支持产业自主创新;四是促进科技和金融更紧密结合,充分发挥金融在战略性新兴产业自主创新中的促进作用;五是着力培养和引进富有创新能力的各类人才,为战略性新兴产业自主创新储备人才等。     

试析我国企业人力资源科学管理的制度化建设

中国企业人力资源正由随意性大的经验管理走向科学管理。文章就中国企业人力资源如何实现科学管理从招聘制度、录用制度、薪酬福利制度、绩效考核制度、激励制度及培训与晋升制度等方面进行分析。     

民营企业全面预算管理问题研究

民营企业为国民经济做出了巨大的贡献,是我国经济体系中不可或缺的一部分,但是民营企业发展中存在一些问题,例如管理不科学、缺乏预算管理体系等。文章就民营企业如何构建全面预算管理体系才能合理配置资源、提高经济效益做了一些探讨。     

Reputation Work in Selling Film and Television: Life in the Hollywood Talent Industry

Reputation is an important feature in the interactional contexts of work in “culture industries” such as film and television production. But few accounts have examined how reputations are produced in the everyday worlds in which cultural producers live and work. This paper introduces the concept of “reputation work” to describe the front stage and back stage interactional processes through which cultural producers continuously strive to produce their reputations. Drawing on participant observation data gathered at a Hollywood talent management company and a business school course on the talent industry, this paper shows how Hollywood agents and managers perform four types of reputation work. These include how Hollywood talent representatives work to adhere to institutionalized conventions for reputable physical settings, group contexts, giftgiving practices, and selfhoods. Such reputation work performances are done for the sake of “impression management,” but show how this strategic interaction is governed by industry-wide institutions that govern legitimacy.

DYNASTIC MANAGEMENT

The most striking difference in corporate‐governance arrangements between rich and poor countries is that the latter rely much more heavily on the dynastic family firm, where ownership and control are passed on from one generation to the other. We argue that if the heir to the family firm has no talent for managerial decision making, dynastic management is a failure of meritocracy that reduces a firm's total factor productivity (TFP). We present a simple model that studies the macroeconomic causes and consequences of dynastic management. In our model, the incidence of dynastic management depends, among other factors, on the imperfections of contractual enforcement. A plausible calibration suggests that, via dynastic management, poor contract enforcement may be a substantial contributor to observed cross‐country differences in aggregate TFP. (JEL O43, O47, G32)     

青年科技海归的团队融入状况研究

团队融入是青年科技海归面临的主要困难之一。团队融入程度对其创新创业活动有较大影响,并牵涉到海外引智工作中的团队式引进质量问题。青年科技海归对团队建设具有较高需求,但在团队内部关系和团队建设方面存在一些障碍,团队融入程度亟待提升。建议加强青年科技海归引进的制度建设、软环境建设与人才团队的冲突管理,并探索多渠道的引智模式。     

Tolerance and Economic Performance in American Metropolitan Areas: An Empirical Investigation1

This article exploits differences in the Gay Index representing diversity and tolerance to estimate the effect of talent on economic performance in U.S. metropolitan areas, and proposes a theory of mechanism of talent distribution and its economic consequences. The index shows there were different degrees of tolerance in early years in different metropolitan areas, with different associated talent. Areas that had high tolerance in early years are more likely tolerant and diverse currently, and can attract more talent. Exploiting differences in the Gay Index as an instrument for current talent, this study estimates a large effect of talent on income per capita. Findings also suggest that other factors, such as high technology and amenities, do not affect regional development directly but do so indirectly by attracting talent.     

TALENT AND/OR POPULARITY: WHAT DOES IT TAKE TO BE A SUPERSTAR?

We show that both talent and popularity significantly contribute to stars' market values in German soccer. The talent‐versus‐popularity controversy on the sources of stardom goes back to Rosen (1981) and Adler (1985) . All attempts to resolve the controversy empirically face the difficulty of accurately identifying talent. In professional sports, rank‐order tournaments help in ascertaining talent. Analyzing a team setting, we use 20 different performance indicators to estimate a player's talent according to his ability to increase the team's winning probability. (JEL J31, J44, L83)