苏北公立医院人才引进工作中存在的问题及对策

引进人岗匹配、适应医院发展环境的不同层次人才是当今医院可持续发展的重要保障。本文通过对苏北某公立医院引进不同层次人才方式、流程及现状效果的分析,找出目前医院人才引进工作中存在的问题,并从拓宽引才渠道、获取政策支持、优化引才流程及加强引才后续管理四个方面提出建议。     

破解人才引进的探索

人才资源是第一资源,一座城市要赢得主动权,加快发展、科学发展,根本靠科技,基础在教育,关键是人才。为贯彻落实人才政策,加大引才力度,拓宽引才思路,创新引才机制,更好服务南安市建设海峡西岸现代化创业创新型经济强市战略,本文通过描述南安人才现状、存在问题、经验做法等,阐述了南安人才工作情况,论证了破解引才的途径,得出了引才要"两手抓",一手抓平台建设,一手抓机制创新。只有打好这套"组合拳",才能实现人才"引得进"又"留得住"。     

新形势下加强人才柔性引进工作的问题及对策——基于福建的实践

多年来,候鸟人才、星期日工程师、院士工作站等柔性引才成果如雨后春笋般涌现,为经济社会发展作出不可替代的贡献。随着时间的推移,在刚性较强的人才管理体制下,柔性引才工作遇到一系列新问题。该文针对福建省柔性引才现状,着眼柔性引才工作的规律,分析当前存在的主要问题,提出突出需求导向、创新引才思路、拓宽引才渠道、创新评价机制、加大投入力度等对策建议。     

县域高层次人才创业环境优化与思考

县域范围内高层次人才引进是我国整个人才计划实施的最基本单元。加强县域高层次人才创业环境构建,探索县域差异化人才创业环境优化方式意义重大。针对目前县域创业人才引进环境中在政策体系、产业引才思路,市场资源调动,创业服务等方面存在的问题进行分析,从构建创新、健全的人才政策环境,营造良好的产业引才环境,引导市场资源保障环境,构建立体化、全方位人才创业服务环境四个方面对优化县域高层次人才创业环境进行思考,提出优化措施,探索构建良好的县域人才创业环境。     

内卷化倾向与设立国家级开发区政策效应的再评估——基于271个地级市的准自然实验分析

国家级开发区是促进经济增长、优化产业结构、吸引外商投资的中坚力量,也是推进我国经济高质量发展的主战场。因此中央政府与地方政府有着一致的动机,即希望通过设立(申请)国家级开发区以推进地方经济的发展。然而,由于开发区自身发展模式存在内卷化的倾向,设立国家级开发区的政策效应是一如既往或是正在弱化呢?本文使用271个地级市的数据,以国家高新区为例,采用合成控制法比较2010年与2012年设立国家高新区的政策效应,发现设立国家高新区仍是推动当地经济发展的有效政策,但是：(1)在带动经济增长的作用上,相较于2010年,2012年设立的国家高新区在带动当地GDP增长的作用上出现弱化,仅在2017年就平均减少了1.54亿元;(2)在带动增长模式转变上,2012年设立的国家高新区的作用平均减弱了0.33。可见,设立国家级开发区的政策效应已经弱化,也间接证明国家级开发区存在着内卷化的倾向。因此在新发展阶段,各级政府应放低对设立国家级开发区的政策效应的期望,将政策重心放在建立开发区内卷化的规避机制上,以推进开发区转型升级、实现有发展的增长。     

四川省退休科技人才资源开发利用的问题与对策研究

本文研究了四川省退休科技人才政策的现状和做法，分析了退休科技人才资源开发面临的问题，结合国内外退休人才政策发展的经验，提出了激励退休科技人才资源开发的政策建议：建立健全政策设计；营造良好的社会环境；支持省内艰苦地区人才队伍建设；积极完善配套措施面向国内外开展引才；建立健全退休科技人才的保障机制。     

关于昆明高新区生物医药产业提升发展的若干思考

本文昆明高新区为例,以提升生物医药产业创新发展为主题,通过对昆明高新区生物医药产业的现状、存在的问题进行分析,提出相应的提升发展对策。     

高新区经济高质量发展评价指标体系构建研究——以郑州市为例

高新区经过将近30年的发展,无论是在经济体量以及科技创新能力方面都取得了举世瞩目的成就。回顾之前近30年的发展历程,高新区的发展之所以能取得如此大的成效,一方面是由于国家政策的扶持,在1993年国务院出台相关政策,在全国范围内设立高新区,其目的是为带动区域经济发展以及促进科技发展的速度。另一方面高新区的发展成果,是科研人员和企业家不断拼搏、勇于创新所取得的结果。但是,随着时代的不断发展,社会已经对高新区的高质量发展提出更高的要求。建立高新区经济高质量评价指标体系,有利于促进高新区的经济高质量发展。因此,本文以郑州市为例,针对构建高新区经济高质量发展评价体系进行分析和简述,以供参考。     

国有企业引才引智工作创新管理优化措施

随着社会的不断进步以及经济的飞速发展,我国国有企业目前正面临着许多时代发展所带来的难题,为了提高国有企业的市场竞争力,加强国有企业技术以及引才引智工作创新管理是关键。其需要按照深化改革、完善手段以及提高素质的总体思路和目标,抓住开发手段以及政策机制等多方面的改革创新,进而才能在引才引智工作中寻求新的突破。     

矛盾·问题·路径:国家高新区社会管理探讨

加强社会管理,既是国家高新区经济社会长远发展的应然举措,也是应对眼前问题的实然选择。本文首先总结了目前国家高新区存在的三组基本矛盾,其次分析了由此诱发的四类社会问题,最后提出了有助于提升国家高新区社会管理能力的四维路径。     

Educational Landscapes and Urban Development. Contextual and Spatial Interfaces and Linkages

In the broad sociopolitical discussion on education quality within the last decade, it has become apparent that education is gaining importance for urban development, as well as space and the urban context are important dimensions of education. This becomes particularly evident in concepts for local educational landscapes (Ger. Bildungslandschaften). The young field of research on educational landscapes is currently lacking empirical research from spatial and planning sciences. In the paper, the current state of scientific research on educational landscapes in Germany and Europe and first insights to contextual and spatial interfaces and linkages between education and urban development in general are presented.     

Inventory Models with Continuous and Poisson Demands and Discounted and Average Costs

We develop a new, unified approach to treating continuous‐time stochastic inventory problems with both the average and discounted cost criteria. The approach involves the development of an adjusted discounted cycle cost formula, which has an appealing intuitive interpretation. We show for the first time that an (s, S) policy is optimal in the case of demand having a compound Poisson component as well as a constant rate component. Our demand structure simultaneously generalizes the classical EOQ model and the inventory models with Poisson demand, and we indicate the reasons why this task has been a difficult one. We do not require the surplus cost function to be convex or quasi‐convex as has been assumed in the literature. Finally, we show that the optimal s is unique, but we do not know if optimal S is unique.     

E-governance and Corruption-developments and Issues in Ethiopia

This paper reports the results of a survey of 400 respondents in Ethiopia about factors generating corruption and the potential of e-Governance to mitigate corruption. It is suggested that e-Governance can help not only in weeding out corruption but also in the establishment of sounder government citizen relationships in Ethiopia. While e-Governance cannot cure all the structural factors that breed corruption in the society, strategic implementation of e-Governance can help improve the critical variable in combating corruption-government citizen relationships. It is argued that while e-Governance initiatives can make important contributions to improving public services they can best do so by helping improve overall relationships between governments and citizens.

CEO and Chairperson characteristics and firm performance

This paper focuses on the relationship between Chief Executive Officer (CEO) and Chairperson characteristics and firm performance. Specifically, the study examines the association between the characteristics of the CEO and the Chairperson of the board and firm performance. Using a sample of S&P 500 firms, the evidence found suggests that demographic and experience-related characteristics may be associated with the market valuation and financial performance of the firm. In particular, the reported results indicate a positive relationship between the presence of female CEOs or Chairs and firm performance, thus suggesting that gender-based differences may affect the CEO’s/Chairperson’s success. Moreover, the findings concerning the age of the CEO or Chair are mixed, while their experience and quality appear positively related to firm performance. Interestingly, a CEO or Chairperson holding multiple board seats is negatively associated with firm performance, whereas CEO duality has a positive relationship with Tobin’s Q and the return on assets (ROA) of the firm.     

David and Goliath: causes and effects of coopetition between start-ups and corporates

Coopetition (collaboration between competitors) among young firms (i.e. start-ups) and larger, more established firms (i.e. corporates) may be beneficial for both partners as each party typically has something to offer that is missing in the other. Start-ups often develop innovative ideas, are flexible and agile, willing to take risks, and aspire to achieve high growth, but they tend to lack the required resources, capabilities, and knowledge due to their newness and smallness. Corporates have resources, routines, and experience that enable them to work efficiently but lack a certain innovation capability. Research has suggested that coopetition represents an opportunity for start-ups facing restrictions in resources, while corporates benefit from start-ups’ innovative ideas. However, it is yet unknown whether start-ups and corporates engage in coopetition with each other and, if so, how and why they do this. This study seeks to fill this void by exploring the motives of coopeting start-ups and corporates, how they manage their coopetitive relationship, and what implications occur including potential benefits and risks. We present a multiple case study based on qualitative data collected through 70 interviews with Austrian-based start-ups and corporates representing 35 coopetitive partnerships. Discussing the findings based on our data, we propose relationships concerning coopetition and its role to enlarge resource- and technology-bases as well as its role in the development of dynamic capabilities.     

Career orientations and career success among research,and development and engineering professionals

Managing the careers of research, development and engineering (RD&E) professionals is important to the strategic use of RD&E in the economy. Appropriate mechanisms for motivating RD&E professionals will probably emerge as a critical success factor for organizations that want to compete in world markets. This study examines dimensions and levels of career orientation and their correlations with individual and work-related outcome variables among 78 RD&E professionals. The findings reveal a rich diversity of career orientation in RD&E professionals. The data strongly suggest that RD&E professionals are service, lifestyle and security oriented. However, they scored low on technical orientation and entrepreneurship. This paper suggests that the dual career ladder is not an effective device for managing RD&E professionals. Organizations must be careful to provide career paths that retain and motivate workers and, more importantly, find matches between organizational needs and individuals' needs, and restructure jobs accordingly. The authors offer suggestions for future research and identify implications for management.     

Work and shopping overflow — Consequences and differentiation among selected psychological and demographic characteristics

Contemporary individuals are forced to deal with excessive stimulation, which causes an overload in the cognitive and emotional areas. The purpose of this paper is to investigate the possible factors differentiating the perceived level of work and shopping overflow experienced by individuals and consequences of these states. Two psychological variables: cognitive control and sensation seeking, are chosen as potential factors differentiating the perceived levels of overflow. We assume that individuals with high cognitive control and sensation seeking will report lower levels of both types of examined overflows. Experiencing low overflow levels may manifest in the search for additional stimuli, rather than in the desire to limit them. Two indexes of behavior connected to seeking extra stimulation are selected: one belonging to the area of consumer behavior (readiness to participate in the experience economy) and one belonging to vocational behavior (choosing a boundaryless career). The quantitative study is conducted on a sample of 297 management students who are currently employed. The research results support the relation between cognitive control and perceived level of work and shopping overflow. Individuals who can cognitively control the situation and the incoming stimuli report lower levels of overflow. No significant relationship between sensation seeking and the level of overflow is found. The demographic variables that influence the perceived overflow are age and salary for work overflow and age for shopping overflow. As far as consequences of overflow are concerned, a low level of shopping overflow is related to readiness to participate in the experience economy. However, there is no link between work overflow and preferred career pattern. The managerial implications for human resource management and marketing strategy design are discussed.     

Review and reappraisal of modelling and predicting mental workload in single- and multi-task environments

The concept of mental workload has long been recognized as an important factor in individual performance within complex systems. It is documented that either overload or underload may degrade performance, and further affect the efficiency of the whole system. Therefore, systems designers need some explicit models to predict the mental workload imposed on individuals by the system at an early design phase so that alternative system designs can be evaluated. In examining mental-workload literature, it is found that few predictive mental-workload models have considered factors specific to individuals. This research aims to develop a practical framework for predicting mental workload in both single- and multi-task environments considering such individual factors. In order to describe mental workload more precisely and more completely, a framework for mentalworkload definitions, which contains instantaneous workload, average workload, accumulated workload, peak workload and overall workload, is proposed. In order to model individual factors, two new variables, i.e. effective workload and ineffective workload, are introduced to model the taskgenerated workload and individual-generated workload. The extension of the model to multi-task environments is also discussed. The proposed conceptual models are domain-independent and could be used to guide the development of operational models for different specific tasks.