创新培训形式 培养造就高素质经营管理人员队伍

人才资源是企业第一资源。为实施人才强企战略,切实加强三支人才队伍建设,在健全培训机构、完善培训体系、落实培训经费、强化师资队伍建设的基础上,创新培训形式,突出了干部培训的针对性、有效性、导向性、多样性,全面提高了全员生产经营管理人员的素质。     

刍议新建院校党员干部培训形式创新

新建院校党员干部培训形式创新是提高高校党员干部综合素质的一项重要的工作。本文结合新建院校实际,分析了新建院校党员干部培训形式创新的重要意义,总结了新建院校党员干部培训形式创新应遵循的原则,提出了新建院校党员干部培训形式创新的建议。     

加快培养造就高素质的企业家队伍

为了加快培养造就高素质的企业家队伍 ,应强化现有经营管理人员的培训学习 ,着力培养后备人才 ,推行建立企业经营管理人才市场 ,建立正确评价企业家劳动价值的指标体系 ,以应对 WTO的挑战。     

高校党员干部教育培训创新形式和途径研究

新时期新形势对高校高素质干部队伍有着迫切的需要,如何建设一支适应新形势发展要求的干部队伍,创新高校干部教育培训形式和途径发挥着直接的作用.本文阐明了不同时期对高校干部教育培训创新形式的要求,分析了当前高校干部教育培训形式和途径现状,探索了创新高校干部教育培训的主要形式和途径.     

基层领导干部培训工作创新与实践

党的十六大以来，中央明确提出，要放开视野看教育、集中力量抓培训，大规模培训干部队伍、大力度搞好干部教育、大幅度提高干部素质。工厂认真贯彻执行中央《干部教育培训工作条例（试行）》的精神，有力地促进了干部教育培训工作的科学化、制度化和规范化，促进了基层管理干部培训工作的创新。     

实施培训创新提高员工专业技术素质

济钢燃气发电厂在对员工的培训过程中,实施了PDCA持续改进的闭环式培训全过程管理模式,在采取现代化培训手段的基础上．按需施教,结合员工自学,充分发挥主动参与、相互交流、经验共享的方法．以技术培训为重点,安全培训为支撑,各方面培训为辅助的全员全方位培训。提高了新员工的专业技术素质和团队精神．为燃气发电工程的正常运行提供了人力资源的支持。     

新时期员工培训管理形式的创新

通过对员工的培训,可以帮助其激发潜能、实现员工自身价值、增强员工对企业的责任感.而企业也可以提高整体素质、增强市场竞争力.本文主要围绕这个中心加以论述.     

发挥培训基地作用 提高干部培训质量

面对瞬息万变的市场和日益激烈的竞争，企业致胜的法宝是人才，谁拥有人才，谁就拥有市场；谁拥有人才，谁就能立于不败之地。因此，大力开展干部培训，全面提高干部的素质是迫在眉睫、刻不容缓的工作和任务。发挥培训基地的作用，提高干部培训质量是实现企业两个根本性转变的可靠保证。     

Effects of implementing patient-centered care models on nurse and non-nurse managers

Evaluation of new patient care delivery models often focuses on their impact on the role of the staff nurse and the introduction of a variety of assistive personnel. This article examines the effects of patient-centered care models on the roles of nurse and non-nurse managers. Interviews with 26 managers approximately 6 months after models have been implemented reveal a number of issues and challenges faced by the managers during and after implementation. The data provide a number of new insights not previously reported in the literature.     

Training managers to minimize rating errors in the observation of behavior.

Assigned 60 managers in a large corporation to a workshop, a group discussion, or a control group. The workshop and group discussion involved training directed toward the elimination of rating errors that occur in performance appraisal and selection interviews (i.e., contrast effects, halo effect, similarity, and first impressions.) 6 mo after the training, Ss rated hypothetical candidates who were observed on videotape. Results show that (a) trainees in the control group committed similarity, contrast, and halo errors; (b) trainees in the group discussion committed impression errors; and (c) trainees in the workshop committed none of the errors. The importance of observer training for minimizing the "criterion problem" in industrial psychology is discussed. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Training with controlled reinforcer density: Implications for models of timing.

Pigeons discriminated between the 1st and 2nd halves of a trial. Trial duration was varied both within and between sessions in a 2-alternative free-operant psychophysical choice procedure. Two keys were illuminated either both red or both green at the beginning of a trial. Half the trials were long (red keys), and half were short (green keys). Session duration was kept constant across conditions. Left-key responding was reinforced only during the 1st half of a trial, and right-key responding was reinforced only in the 2nd half of a trial. Contrary to predictions of the behavioral theory of timing (P. R. Killeen and J. G. Fetterman, see record 1988-28629-001), estimates of pacemaker period increased with increases in the trial duration despite constancy of reinforcement rate. Weber fractions were relatively constant across timed intervals, consistent with Weber's law. The present experiment is discussed with regard to implications for current theories of timing. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reports by enterprise managers

The 10th Five-Year Plant: Automation and Mechanization

Reports by enterprise managers     

具有良好低温韧性的大型丙烷储罐用钢研制

结合福建某大型低温丙烷储罐项目对钢板的需求,对照欧标EN 10028-4:2017进行了13MnNi6-3钢板的设计和试制,分析了所试制钢板的力学性能及焊接接头性能.研究结果表明,所试制13MnNi6-3钢板在-60℃时具有良好的强度和低温韧性,经适当的冷变形后低温韧性未见有明显降低;钢板焊接接头低温韧性和硬度能够满足...     

An unusual case of penetrating head injury with excellent recovery

We report the remarkable case of the passage of a heavy metal rod through the head of a 42-year-old man. The patient had an excellent outcome because of prompt and efficient rescue efforts combined with transport to a major neurosurgical trauma center. Reference is made to a somewhat similar case publicized over 130 years ago.     

Ethical pitfalls for managers.

Maintains that psychologists who are American Psychological Association (APA) members and who hold managerial, administrative, or supervisory positions bear responsibility for adhering to APA's ethical principles. These principles bind all of the manager's behavior, not merely those behaviors that can be regarded as psychological in nature. The nature of managerial work is briefly reviewed, and ethical pitfalls encountered by psychologist/managers are analyzed. Examples of psychologist/managers who have violated the APA code are presented, and suggestions for avoiding such problems are offered. (4 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Legal issues for nurse managers

In addition to their leadership responsibilities, nurse managers must have a solid understanding of current legal trends as they relate to patient care and staff. An overview is given on links between morality, ethics, and law; legal issues related to patient falls, documentation and physician communication; and legal issues related to managing of human resources.