Firm-level training in local economic systems: Complementarities in production and firm innovation strategies

The paper presents a conceptual review over the main aspects concerning the role of human capital investments and training activities within production processes, followed by empirical evidence on two local economic systems in Northern Italy, based on recent survey data. Theoretical and empirical considerations are brought together in order to provide new insights on the role of training and the factors associated to training activities at firm level.The potential driving factors of training here analysed compounds structural characteristics, labour demand dynamics, human resource management practices, workforce features, and firm performances. We observe that training activities emerge positively associated with high-performance practices, innovative labour demand features, workforce skill level, firm size, and are affected by labour flexibility in various directions. Empirical evidence confirms most previous results but also adds further important insights. The analysis suggests that a widening gap, between few innovatively evolving and many stagnant firms, could characterise the future dynamics of the Region. The high relevance of structural variables, labour demand factors and HRM/innovation practices shows that regional industrial policies and labour policies should be jointly implemented for increasing potential firm productivity. This is a key concern for the current debate on local systems economic development in the European and Italian environment.     

石油石化企业人力资源政策探讨

本文对石油石化企业重组上市后人力资源政策进行了探讨 ,并提出了贯彻实施这些政策应采取的措施     

人力资本股份化探讨

本文通过对人力资本及其确认、人力资本的价值与价值计量的研究,按“人力资本的价值取决于它所创造的超额利润（经济增加值）”的原则,设计人力资本价值计量模型,进而探索不同类型人力资本股份化的实现方式,并建议利用期权股份激励创新型人力资本所有者。     

以人为本，建设生态经济——西部大开发的关键和根本

21世纪西部大开发决不单纯是经济增长问题 ,它比经济增长应有更高的目标。人类社会在经历农业文明和工业文明之后 ,必然向生态文明社会发展。因此 ,西部大开发再不能走“先污染 ,后治理”的资源经济老路。以人为本是关键 ,建设生态经济是根本。     

犯罪嫌疑人人权保障探析

我国现行刑事诉讼法在保障犯罪嫌疑人人权方面迈进了一大步,但是司法实践中仍然存在着侵犯犯罪嫌疑人人权现象。鉴于此,只有转变刑诉观念、继续完善立法、提高公安司法人员素质,才能根除这种现象,才能充分保障犯罪嫌疑人的人权。     

论充分发挥企业员工的工作积极性

现代企业的竞争核心在于创新,而创新和变革的动力在于人。要最大限度地挖掘企业员工的潜力,充分调动员工的工作积极性和创造性,就必须牢固树立以人为本的经营管理理念,关心员工,尊重职工的企业主人翁地位,建立和实施有效的激励机制。     

Human immunodeficiency virus risk: is it possible to dissuade people from having unsafe sex?

Summary. The cumulative number of human immunodeficiency virus (HIV) infections worldwide has reached 60 million in little over 30 years. HIV continues to spread despite a detailed understanding of the manner in which it spreads and measures which can prevent spread. Some governments have been highly successful in containing the spread of HIV through blood products and from mother to child and among injecting drug users. Lack of political will, lack of resources or challenges to widely accepted scientific evidence have held back similar interventions in other countries. It has proved much more difficult to reduce the sexual transmission of HIV in both high and low income countries. A wide range of strategies has been identified but it remains unclear which strategies deserve priority and what methods of promoting them have the greatest effect. There is ample evidence that awareness of HIV and changes in sexual behaviour have occurred widely but the penetration of information remains poor in some vulnerable groups especially adolescents and women in poorer countries. Further obstacles face those who have information about the risk. The subordinate position of women and a desire for large families are important obstacles to condom negotiation and use. Urbanization, poverty, conflict and declining public services all exacerbate unsafe sexual behaviour. We argue that so-called 'structural' interventions directed at these wider contexts of unsafe behaviour merit greater attention. Such approaches have the added benefit of being less susceptible to 'risk compensation' which has the potential to undermine strategies directed at reducing the transmission efficiency of HIV.     

A modified false discovery rate multiple-comparisons procedure for discrete data, applied to human immunodeficiency virus genetics

Summary.  To help to design vaccines for acquired immune deficiency syndrome that protect broadly against many genetic variants of the human immunodeficiency virus, the mutation rates at 118 positions in HIV amino-acid sequences of subtype C versus those of subtype B were compared. The false discovery rate (FDR) multiple-comparisons procedure can be used to determine statistical significance. When the test statistics have discrete distributions, the FDR procedure can be made more powerful by a simple modification. The paper develops a modified FDR procedure for discrete data and applies it to the human immunodeficiency virus data. The new procedure detects 15 positions with significantly different mutation rates compared with 11 that are detected by the original FDR method. Simulations delineate conditions under which the modified FDR procedure confers large gains in power over the original technique. In general FDR adjustment methods can be improved for discrete data by incorporating the modification proposed.     

人学探要

人学是关于人的存在、本质及其产生、运动、发展、变化规律的新兴科学。人学首先以人自身为研究对象,并将人纳入自然界和宇宙之中予以通观。人是肉体和精神的物质辩证统一体,精神的实质也是物质。人与自然界物质存在形态在根本上是一致的,人与宇宙在本质上是同一的。人生的意义和价值存在于为他人、为社会、为人类做出的贡献之中。正确的宇宙观、人生观、价值观、时空观和发展观的确立,将会使人走上真正彻底自由和解放的道路。     

企业家人力资本的自我甄别与市场配置--企业家人力资本的理论模型及其涵义

以往的企业家理论主要集中在对企业家的行为特征进行研究.但是企业家理论的关键是企业家个体怎样向市场传递其企业家信息并被市场选择.张维迎博士提出的"个人财富--企业家能力"模型在此做了开拓性的研究,提出了个人财富是企业家能力信息的市场显示的原理,但在许多方面还需要讨论.本文在该模型基础上,通过引入企业家人力资本的概念,提出企业家的人力资本模型.这一模型把企业家的选择分为两个阶段企业家人力资本的积累和企业家人力资本的配置.在企业家人力资本积累过程中个体完成了企业家资格的自我甄别,其中个体的先天心理特质和制度环境起着重要作用.企业家人力资本的配置是企业家人力资本的市场甄别,即市场对个体传递的企业家人力资本信号--学历、经历与业绩、个人资本和社会资本--进行甄别,以发现"真正"企业家人力资本,并完成企业家人力资本的配置.其中个人财富只是一个重要信号,而不是唯一信号.