新媒体环境下高职院校传媒与管理专业人才培养的思考

经营管理人才是当今传媒产业发展最迫切、需要量最大的人才,也是传媒市场的主体人才。高职院校应根据市场需求,及时调整人才培养方案,科学设置课程,以培养高素质技能型传媒经营管理人才。     

如何在法制教育课中渗透心育

高等学校是培养社会所需人才的圣地,为了能使大学生更好的适应社会发展需要,在学生法制教育课中渗透心育尤为重要。文章依据相关理论,分析了法治渗透心育的必要性和教育教学方式。     

复兴“中国梦”——吸引海外高层次人才回国的环境构建

在知识经济时代,人才是强国之本,是我国参与国际竞争与合作的最为宝贵的资源,而具有国际化视野和丰富理论知识及实践经验的海外高层次人才更是推动我国实现伟大民族复兴的重要力量。很多高层次人才虽身居海外,但心系祖国,实际上是我国人才资源的重要组成部分。他们回国参加国内建设、提供高科技服务将产生巨大的经济效益和社会效益。针对我国目前高层次人才紧缺的现状,需要创造条件,更多更好地吸引海外高层次人才,特别是围绕对高层次人才的吸引、任用和优质服务等方面,为海外高层次人才构建能够施展才华的事业环境。同时,以更加开放的态度对待海外高层次人才回归,通过互惠互利的合作方式,争取和吸引更多的海外高层次人才回国发展,贡献智慧,报效祖国,更好地推动我国全面建设小康社会和现代化建设。     

应用型本科高校物流管理人才培养对策研究

通过企业对应用型物流管理人才能力的需求分析,物流管理专业现有教学模式分析,提出应用型本科高校物流管理人才的培养模式,包括专业方向设置,培养目标定位,课程体系建设和实践环节设计,师资队伍建设等部分。     

Recruiting ethnic minority groups to evidence-based parent training. Who will come and how?

Recruiting ethnic minority groups into research is an international priority and could lead to increased knowledge of evidence-based interventions. Three different strategies for recruiting ethnic minority mothers to participate in research on the effects of parent training were compared. The strategies were recruitment via: 1) professionals from regular public services, 2) community information meetings, and 3) staff from the recruitment team. During the four-month recruitment period, 96 mothers with Somali or Pakistani origin signed up for the study. The results show that the information meetings were the most cost-effective strategy and that the highest proportion of the sample was recruited via these meetings. The three recruitment strategies were all suitable to recruit eligible families with regard to the levels of maternal parenting practices and child conduct problems required. While ethnic minority families are generally difficult to recruit for research, it seems that proactive strategies can pay off.     

Cultural diversity competencies in child and youth care services in Portugal: Development of two measures and a brief training program

Few researchers have examined the training of child care workers in cultural diversity competencies, despite the growing number of ethnic minority children and youth in residential care. The present paper reports two studies. In study 1, we aimed to adapt and develop two measures of cultural diversity competencies—a self-report questionnaire and an objective measure based on a case vignette (n = 51). In study 2, we proposed a brief training program. A quasi-experimental design (n = 30) was used, with cultural competencies being evaluated before and after the training. Results revealed that (1) child care workers tended to over-estimate their self-perceived competence and that (2) the experimental group was more capable of including cultural elements in their definition of strategies and relational aspects of intervention after a brief training than the group that received no training (control). Implications of this study are discussed for further development of cultural diversity competencies in professionals working in residential child care.     

Social skills training and parent education programs for aggressive preschoolers and their parents in South Korea

The purpose of this study was to develop and evaluate social skills training and parent education programs for aggressive young children and their parents in South Korea. Participants consisted of intervention group I, which included six children and their mothers in the social skills training and parent education programs; intervention group II, which included seven children and their mothers in the social skills training; and control group, which consisted of six children and their mothers. Pre-test-post-test control group design was used. Participants in both intervention groups reported a significant decrease in aggression and on improvement in pro-social behavior, emotional regulation, and social skills, while the control group reported an increase in aggressive behavior. Mothers in the intervention group I also reported an increase in warmth/acceptance. The findings indicate that both programs are highly effective in reducing aggressive behavior among young children and in fostering positive parenting behaviors.     

Dealing with death in an educational context

While empirical investigations and the development of theories for studying intercultural communication are important for developing our understanding of what happens when people of diverse backgrounds come together, equally important are records of specific instances of contact as these provide opportunities to reflect on what we know; to validate or question theories; to critically consider the decisions made by those involved as well as the kinds of decisions we might have taken had we been in that specific situation. This essay represents this latter type of contribution to the field of intercultural communication and intercultural education by presenting a snapshot of some personal experiences I had while living in Japan over a period of 18 years. The focal point of this essay relates to the tragic death of a student – an event that was pivotal in my own acculturation process. It then introduces some other experiences before relating these to some general issues concerning intercultural awareness and intercultural educational practice.     

地方院校工程硕士培养存在的问题

随着工程硕士研究生教育的不断发展,地方院校在工程硕士的培养中所起的作用越来越大.但是,伴随着工程硕士教育的迅速发展,教育规模不断扩大,地方院校在工程硕士的培养过程中出现了一些情况和问题。本文就地方院校存在的突出问题进行了总结：培养方案工程性不突出、课程计划针对性不强、企业导师作用没有发挥以及学位论文水平有待于进一步提高。提出以菜单式选课、灵活方式教学来实现因地制宜,因材施教,制定切实可行的培养方案以保证工程实际性,以建设培养基地来保证＂双导师＂制的作用和工程学位论文的质量等若干建议。     

国内区域竞争背景下的人才发展困境与人才规划研究

人才资源是决定区域经济发展的关键因素。国内各区域的人才发展困境主要包括人力资本积累过程中结构性失衡、人才质量低、人才浪费、人才服务配套措施不完善,人才市场在人才资源配置中作用有待进一步加强等问题。虽然各区域在人才引进、人才激励、人才培养以及人才服务体系建设等方面采取了多种人才规划措施,但仍存在一定的误区与不足。为此,需要进一步加入教育投入、完善人才引入和激励政策,明确以人为本、投资于人、以用为重及吸引与培养并重的原则,并实施相应的配套政策,才能在人才竞争和区域竞争中占据领先位置。