新生代农民工就业能力提升问题研究

新生代农民工可以通过正规教育、社会资本的支持以及"干中学"提升其就业能力。考虑到教育成本、市场需求等因素,新生代农民工应选择职业技术教育提升就业能力;依赖社会资本的支持提升就业能力,需要强调完整的家庭对新生代农民工提升就业能力的重要性,激励企业为员工提供更多在职培训,充分利用新生代农民工在工作搜寻中所依赖的草根力量,帮助农民工获得更多的就业机会,从而使他们有机会获得在职培训和"干中学"的机会,进一步提高其自身的就业能力;"干中学"作为提升就业能力的重要途径,以就业为前提,并与劳动者个人的学习能力紧密相关。     

Generic distinctiveness and the entrepreneurial self: a case study of English Higher Education

Young people are increasingly called upon to invest in educational qualifications, experience opportunities and other character forming activities in order to stand out from the crowd. This fetishising of generic distinctiveness is promoted throughout education in England, and particularly Higher Education. This paper considers the policy and theoretical implications of the quest to enfranchise distinctiveness in English HE. From a policy perspective the universal promotion of distinction reflects how recent neoliberal reforms in HE have been moderated by a commitment to a liberal ethos of equality of opportunity. Theoretically the mantra of standing out from the crowd is emblematic of the entrepreneurial self as a tool of governmentality. The expectation of compulsory distinction encapsulates the duality of individualisation and regulation that is central to the project of governmentality. This duality is also implicit in the activity of enterprise and how it is calibrated by competition. Being entrepreneurial stimulates innovation but the uncertainty of competition may simultaneously stimulate isomorphic behaviours. The paper concludes by reviewing what the promotion of generic distinctiveness infers for young people and how the promotion of distinction is also bound up with the mantra of confidence.     

Young adults and the tuning of the entrepreneurial mindset in neoliberal capitalism

Enhancing the entrepreneurial spirit of young people is a means by which their employability and future potential as well as economic growth, the core goal of national policies, are incubated. Consequently, individuals performing entrepreneurial mindset are seen to possess the most future potential. We sketch the contours of this mindset and develop the idea of ‘tuning’ the entrepreneurial mindset with other discursive elements, or ‘ingredients’, available in society in order to make the overarching idea of entrepreneurialism more manageable, bearable, and even enjoyable at the individual level. The ingredients with which the mindset is tuned are non-depressiveness, happiness, and gratefulness. This tuning of the mindset is itself necessary and difficult mental work, even though it is invisible. Our analysis is based on 40 interviews with 18–30-year-old women and men from Tampere, Finland.     

New Governance and the Case of Activation Policies: Comparing Experiences in Denmark and the Netherlands

This article explores the importance of new forms of governance in active labour market policies (activation) in two countries: Denmark and the Netherlands. Drawing on research with key stakeholders in these countries, we analyse how new governance, and particularly processes of contracting-out and localization, have found expression in recent reforms to activation. We conclude that localization and contracting-out may have a future role to play in the development of more locally responsive and individually focused services. But both countries have encountered problems in promoting joined-up services through local jobcentres, while contracting-out has not always led to the tailored, individually focused services envisaged by policy-makers. In both countries, there are also concerns that the restriction of the Public Employment Service to a 'gatekeeping and signposting' role will lead to inconsistencies in the quality of services, exposing the most disadvantaged to greater social risk.     

Employability skills for future marketing professionals

This study investigates how digital transformation has disrupted the marketing career path by analysing the most in-demand marketing skills and identifying opportunities for future marketing professionals. Through a content analysis of job advertisements and a cross-country survey of marketing professionals, the study proposes a framework defining the skillset required of marketing professionals to start and move forward in their career. The study identifies five employability skill categories and 29 skills and capabilities. The relevance of such categories is also analysed across lowly and highly digitalised firms. This research contributes to the debate on the employability of new graduates and provides useful directions to universities, tertiary education institutions, and companies to support the marketing talents of the future.     

After the Bologna Reform: Employability of Bachelors in Social and Educational Work in Luxembourg

The present paper treats employability and the relevance of this concept with regard to the social professions in Luxembourg subsequent to the Bologna reform. Two studies were conducted to examine the employability of Bachelors in social and educational work in terms of their (a) rate of entry in to the labour market and (b) self-reports of practice proficiency as acquired at university. The results showed a high employment rate and further suggested that employability was perceived largely in terms of self-assessed knowledge and skills. The implications of a systematic follow-up of recently qualified practitioners are discussed as well as the need to adapt the curriculum more efficiently to the demands brought about by the evolution of the social professions.     

What are Children's Centres? The Development of CC Services, 2004–20081

Children's centres are intended to be a mainstream, universal service. They began in 2004 and their origins are diverse. Some replaced various forms of local provision, most notably Sure Start programmes; others were established from scratch. Issues for exploratory empirical work have been identified from the guidance issued by central government. Using interview data from three urban local authorities, this article explores the nature of the ‘core offer’ that centres are expected to provide and the way in which they have pursued the goal of integrating staff and services. The article highlights the problems of balancing a focus on the child and on the parent; of reconciling childcare provision as part of the employability agenda and as a means to educational achievement for the child; of permitting local variation while achieving consistency; of the role of monitoring in relation to developing good practice; and of achieving integration in a mixed economy of care. We find that despite the greater specification of the core offer for children's centres compared to that for Sure Start, there are substantial differences between children's centres in terms of services, while the mixed economy of provision poses considerable challenges to the goal of integration.     

基于大学生就业通用胜任力的团队素质拓展训练实践研究

通过介绍国内外学者关于就业通用胜任力的概念和模型、素质拓展训练(简称“素拓训练”)及其在中国高校的运用和发展情况,探讨团队素拓训练与大学生通用胜任力培养之间的契合点,总结西南大学文化与社会发展学院在素拓训练方面的探索经验,并提出未来可以综合借鉴国内外的有关研究成果和经验,实现素拓训练与大学生就业通用胜任力的更好契合,开发出更为完善、科学的素拓训练体系。     

进城务工青年可雇佣能力实证研究——以吉林省建筑行业为例

可雇佣能力开发是一个系统工程,教育与培训机构在这一能力开发过程中起重要作用。以吉林省建筑行业为例进行问卷调查,构建进城务工青年可雇佣能力指标体系。研究表明,虽然这一群体可雇佣能力与其收入及所持有的培训证书显著相关,但却与教育、培训经历无显著相关关系。因此,我们应更多关注对这一群体的培训过程与培训后续服务的更好衔接,为学员终生可雇佣能力开发提供量身定做的培训方案,并缓解进城务工青年地域转换过程中的心理调适问题;还可通过证书获取解决目前劳动力市场的信息不对称问题。同时,在教育形式和对象上应在细分受众基础上加强专业设置的前瞻性。教育与培训机构应更多实现资源共享。     

Employability: a substitute for loyalty?

Within the theme of contemporary innovative work arrangements and new psychological contracts, a new buzzword has been introduced: employability. This paper offers an analytical assessment of the idea, how it came into life, and the prospects of its adoption by organizations. A critical review is followed by a field study conducted to examine reaction to the idea, based on exploratory, in-depth interviews with HR directors. Based on a theoretical and management development perspective, as well as logical analysis, the paper concludes that the idea is flawed. Views expressed were mostly negative. It is implied that, though the concept of employability is beneficial for individuals, it would be unacceptable for organizations to 'sell' it to employees as a replacement for long-term commitment or loyalty and trust-based relationships.