人力资源中介组织与中介市场发展的相关探讨

随着市场经济的不断发展,对人力资源的管理也在不断的提升。在社会和企业对人才的需求逐渐多样化的背景下,人力资源中介机构应运而生,并且承担起劳动力市场的运行责任。在劳动力市场和资本市场不断发展的基础上,人力资源市场也配置也在不断的发生着变化。由于人力资源中介市场的发展仍然处于初步阶段,因此还需要不断的发展与完善,才能够适应我国市场经济发展对人才的多样化需求。本文就主要针对人力资源中介组织以及中介市场发展的相关问题进行简单的探讨。     

中国市场中介组织发展的思考

大力发展市场中介组织，建立符合社会主义市场经济发展要求的中介服务制度，是确立和培育现代企业制度的基本前提之一。实践中，作为市场体系的重要组成部分，中介组织在经济生活中也越来越发挥着巨大的作用。一、市场中介组织的现状与发展中的问题目前，我国已初步形成具有多种机构类别、组织形式和服务方式的种类较为齐全的市场中介组织体系。这个体系包括；具有公证、监督性质的中介机构，如公证机构，仲裁机构，会计师事务所，资产评估、资产评价机构，计量认证、质量检验机构等；体现服务、中介、代理性质的中介组织，如信息咨询机构、…     

自主创新战略与科技中介组织发展

科技中介组织是国家创新体系中的重要组成部分。科技中介组织在国家创新体系中发挥着加速科技成果转化、优化科技资源配置、推动企业科技创新的作用。在实施自主创新战略中,我国科技中介组织由于存在着组织模式趋同、服务功能弱化、运行制度规范缺失等问题,不能适应自主创新战略的要求。在自主创新战略导向下,推动科技中介组织发展的措施包括建立专业分工与网络协作的组织模式,搭建公共信息平台,提高科技中介人员业务水平,建立信用评价体系以及推动科技中介法规建设。     

对我国市场中介组织发展问题的对策研究

通过分析，本文认为我国市场中介组织发展存在的问题主要是：市场中介组织的独立性较差；市场中介组织管理体制不顺；市场中介组织结构不合理；市场中介组织自身定位发生偏差；对市场中介组织的监管不力等等。     

四川省科技中介组织发展对策建议

科技中介组织是面向社会开展技术扩散、成果转化、科技评估、创新资源配置、创新决策和管理咨询等专业化服务的中介服务机构。改革开放以来,我国科技中介组织逐步按照市场经济的规律和自身发展的逻辑进行着演进。     

市场中介机构的尽职管理和腐败治理研究

市场中介组织作为政府、企业与市场之间的中介,是宏观调控与市场调节相结合中不可缺少的环节。在缺乏公开、透明的竞争机制以及完善的法律制度的情况下;社会中介钡构难以形成良好的执业规范。因此必须克服技术上、组织上的管理困境,从制度建设、行业自律与行政监管三个方面对于市场中介机构进行尽职管理和腐败治理。     

科技中介人才培育体系研究

科技中介组织作为区域创新的黏合剂,科技中介是区域创新体系的重要组成部分。为了培育科技中介人才, 本文提出以下对策建议：加大科技中介组织人才的引进和培育力度;建立科技中介组织人才的激励和社会保障体系;提升科技中介组织人才管理和服务水平;重视培养科技中介组织的科技领军人物。     

发展和规范渝北区中介组织的几点建议

近几年，随着渝北区经济的发展，中介组织也迅速成长起来。截至2003年末，全区共有营利性中介组织456户，注册资本19709万元，从业人员1236人，2003年度中介服务业收入47605万元，纳税2307万元。伴随着全区中介企业的发展，各种中介行业协会应运而生，发展迅猛，目前，全区已有行业协会45个。然而，无论是规模，数量还是服务水平，     

中介服务业人才发展对策研究

中介服务业作为现代市场经济平稳高效运行的支持系统，是现代服务业的重要组成部分，其发育程度及在服务业中所占的比重，是衡量一个国家和地区市场经济成熟程度和经济竞争力的重要标志之一，而人才是一个行业发展的基础，虽然经过多年的发展，目前中介服务业已基本形成了门类比较齐全、具有一定规模的中介组织体系，但由于人才结构不合理、从业人员素质参差不齐等诸多问题，严重阻碍了中介服务业的发展。本文分析了中介服务业人才发展的主要问题并提出了相应对策。     

科技中介在区域创新体系中运作机制及发展对策

分析了科技中介组织内涵及类别,探讨了科技中介组织在区域创新体系中运作机制,分析了科技中介在区域创新体系中运作机制存在的问题,并从完善管理体制和机制、行业协会的监督、创新的网络体系、人才建设等方面提出了完善科技中介运作机制的对策建议。     

Analysis of strengths and weaknesses in the National Human Resource Development systems of BRICS

National Human Resource Development (NHRD) takes a humane and long-term perspective to the human resources of each country in terms of national growth. This research evaluated the human resource development competitiveness of Brazil, Russia, India, China, South Africa (BRICS) countries from the perspective of NHRD. This study selected Global Human Resource Competitiveness Index to assess the NHRD of BRICS. Although it is generally considered that the BRICS countries have high growth potential with large population, this analysis showed that they have a common weakness in the balanced development and use of human resources from the perspective of NHRD. In this respect, this study compares and analyses the characteristics and strength/weakness of each BRICS country. This research can inform evaluation of policies on national human resource development. Additionally, it can provide basic data for identifying the status of the human resource development system.     

Measuring human development via data envelopment analysis: the case of Asia and the Pacific

The United Nations Development Program introduced in 1990 the Human Development Index (HDI), which ever since is published annually in the Human Development Report. In this paper, the assessment of the HDI is reconsidered in the light of data envelopment analysis (DEA). The new approach is applied to the countries of the regional aggregate of Asia and the Pacific. Human development is benchmarked on the basis of empirical observations of best practice countries. First, on the same line with HDI, we develop a DEA-like linear programming model to assess the relative performance of the countries in terms of human development. Then we extend our calculations with a post-DEA goal-programming model to derive estimates of a new development index by using optimal weights for the socioeconomic indicators. Finally, we estimate the relative efficiency of the countries in converting income to human development. We develop and solve for this purpose a pure DEA model with variable returns to scale.     

Human capital theory: implications for human resource development

This article reviews definitions of 'Human Capital Theory' by leading economists and HRD scholars. The origin of the term 'capital' is explained, and the link between Human Capital Theory and HRD is discussed. It is argued in the article that HRD scholars and practitioners should explore further the link between human capital, HRD and development at individual, organizational, community and international levels.     

Challenges Facing Public Sector Management in an Era of Downsizing,Devolution, Dispersion and Empowerment—and Accountability?

Agencies at all levels of government are facing strong ideological pressures to downsize, devolve, dispense, and empower both employees and recipients of services. These ideological pressures provide many performance advantages, but collectively they threaten historic notions of achieving economy, efficiency, and effectiveness, along with accountability. It has been widely assumed in recent years that advancements in information technology and performance measurement provide adequate replacements for the historic notion that accountability flows up-the-hierarchy to elected officials and the sovereignty. These technologies, however, are not yet able to ensure responsible administration or accountability in many areas of domestic government services. Today's public managers can play leading roles in developing alternative approaches for achieving accountability if they are supported by forward-looking human resources management (HRM) agencies.     

面向中国管理实践的组织与人力资源管理:反思与探索——首届“中国人力资源管理论坛(2012)”观点评述

全球化和知识经济时代动荡复杂的环境,对中国企业的组织形态和人力资源管理模式形成了严峻挑战。同时,近年来主流西方管理理论在中国遭遇的"水土不服",也需要中国管理学界在深刻反思的基础上积极探索中国式管理之路。基于对组织和人力资源管理领域回应现实课题和理论创新的双重要求,2012年5月26～27日在南开大学商学院召开的首届"中国人力资源管理论坛(2012):组织创新与人力资源管理变革"学术研讨会上,与会学者就中国人力资源管理的挑战和学科建设方向、人力资源管理研究的方法论、战略人力资源管理、组织行为与领导力、组织学习与变革等专题进行了深入研讨。鉴于此,在介绍诸多学术观点的基础上,对相关问题进行简要评述。     

Human resource development as we know it: speeches that have shaped the field,by M. Lee

This paper is a retrospective of the 12th International Conference of the Academy of Human Resource Development (Asia Chapter) that took place in Taipei, Taiwan on 5–8 November 2013. This paper provides a brief review of pre-conference workshops, keynote and innovation addresses, parallel sessions and cultural activities. The authors also share their thoughts on the contributions of international conferences to the field of human resource development.     

Cold wars and hot issues: management of responsibilities

This paper provides a review of the Ninth International Conference of the Academy of Human Resource Development (Asia Chapter) that took place in Shanghai, China on 11–14 November 2010. In addition to providing a brief review of the pre-conference workshops and keynote addresses, this paper presents the outcomes of the conference using four main themes: (1) corporate training; (2) the development of key personnel; (3) career development and work-life balance; and (4) organizational learning and learning organization. In conclusion, the authors share their thoughts on the contributions of international conferences to the field of human resource development.     

Orphan Drug Act on congressional agenda.

In 1983, Congress passed the Orphan Drug Act to encourage development of pharmaceuticals used in the treatment or diagnosis of diseases that occur so rarely that there is no financial incentive for development of these so-called "orphan drugs." The Act established, among other things, exclusive marketing rights on unpatentable orphan drugs for a period of seven years and a tax credit equal to 50 percent of the cost of conducting human clinical trials. It also authorized the Secretary of Health and Human Services (HHS) to make grants and enter into contracts to reduce the costs of clinical testing in orphan drug development.     

基于熵权法的人的全面发展评价模型及“十五”期间的实证

根据"坚持以人为本,全面、协调、可持续的发展观",基于经济发展环境、社会发展环境、生态环境、人力资本环境、生活质量和人口素质评价准则,利用客观赋权的熵权法对指标进行赋权,建立了基于熵权法的人的全面发展综合评价模型,并对中国"十五"期间人的全面发展情况进行评价,提出了相应的政策建议.特色与创新体现在:①根据人与自然和谐、人与社会和谐、人与人和谐的原则建立指标体系,使对人的全面发展的评价反映科学发展观的要求,克服了现有指标体系及其选取规则不合理的问题;②通过熵权法赋权反映了客观数据所体现的指标间的差异,且在对未来数据的推断中反映客观权重的变化,避免了主观赋权法存在人为分配权重不合理的现象;③通过对中国"十五"期间人的全面发展的综合评价中发现的问题,给出了中国"十一五"期间乃至更长时间内人的全面发展的针对性政策建议,建立了评价结果与改进措施的有机联系,有利于评价对象的自我管理和完善.     

Humankapitalbewertung bei der BASF Coatings AG – Eine anwendungsorientierte Modifizierung und Operationalisierung der Saarbrücker Formel mit dem Schwerpunkt der Wissensbewertung

The present paper describes the concrete application of an integrated Human capital measurement at BASF Coatings AG. For this purpose the Saarbrücker Formula has been broaden by factors that are of practical relevance. The resulting necessary adjustments in terms of definitions, delimitations and calculation logics of the Saarbrücker Formula lead to the extension and development of the approach. The so generated extended formula enables other companies to evaluate their human capital in a sensible way and to derive personnel-politically measures and therefore to overcome the gap between theory and praxis.