练七项技能铸成功之路

高等职业教育是我国高等教育的重要组成部分,其人才培养目标就是培养生产、建设、服务、管理第一线需要的职业型、技能型人才.商丘科技职业学院为提高学生的综合素质,增强学生的就业竞争力,开设了信息处理能力、汽车驾驶能力、语言表达能力、外语应用能力、交往沟通能力、书法绘画能力和阅读赏析能力七项技能特色课程.经过三年的学习,大多数学生都较好地掌握了这些技能,为他们顺利就业奠定了良好的基础.     

应届毕业生软技能自我评价分析

高校毕业生经历四年专业教育掌握了一定的硬技能,同时,软技能也会获得相应的提升。选取2011届内蒙古地区经济管理类毕业生,调查软技能自我评价状况,分析软技能与性别、签约就业、就业满意的简单差异。     

我国农村就业中存在的问题与对策

文章对农业产业化水平、农业内部产业结构、非农产业发展水平、农民文化素质及农村基础设施建设状况等因素进行分析,认为这些方面存在的问题限制了农村就业空间的开拓,针对这些问题,进而提出拉长农业产业链,发展农村非农产业,优化农村居住环境等具体对策.     

加强综合素质培养,提升就业竞争力

本文主要针对当今大学生就业难的问题,分析了现代大学生的综合素质现状,以及如何将强大学生综合素质,提升就业竞争力.     

中山市举办职业院校毕业生就业供需见面会暨技能展示活动

3月27日,中山市2011年职业院校毕业生就业供信息与通信技术、艺术创作与社会服务、农业等4类专业类别10个比赛项目。参赛选手必须是符合有关规定要求的中等职业学校、高等职业院校在籍学生,并且通过当地选拔赛产生。     

大学生综合素质与就业竞争力的关系

文章对大学生综合素质及就业竞争力进行了全面剖析,并就如何提高大学生综合素质与就业竞争力提出了自己的观点.     

英国职业教育的核心技能标准体系

本文对英国职业教育核心技能标准体系的构成进行了具体解读，并对英国核心技能的培训与考核认证作了概要阐述，对我们进一步认识、了解英国职业技术教育以及核心技能对于职业技术的意义有积极的促进作用。     

农村劳动力转移就业调查研究——以安丘市为例

转移农村剩余劳动力,是增加农民收入、解决"三农"问题的重要途径;培育新型农民是社会主义新农村建设的重要基础,是统筹城乡经济社会发展的必然要求.笔者根据安丘市当前农村劳动力输出存在的主要问题提出了相应的对策.     

提高大学生就业素质的对策

引用的多个调查结果显示,用人单位对大学生职业素质要求与大学生就业期望之间有较大的偏差,所以应采取一些措施促进大学生提高就业素质.     

黄金矿山企业用工制度利弊分析与对策

文中对我国目前黄金矿山企业用工制度存在的利弊进行了分析，并提出解决这些弊端的相应对策，将有助于黄金矿山企业新的发展。     

A note on migration and employment

We have developed a new J-shaped lead for atrial pacing. The lead has silicone rubber tines which become entangled in the trabeculae and thereby anchor the lead firmly in the left atrial appendage. Later, scar tissue forms around the tines, rather than around the electrode, so that there is no problem with either lead displacement or loss of sensing.     

Effects of maternal employment on lower-class boys.

Repeated direct observations of 149 boys from 140 intact, lower-class families during a period of approximately 5 years were used to check differences in family structure and child rearing techniques of 45 working and 95 nonworking mothers. Comparisons showed no statistically significant differences in social status, father's stability, parental dominance, or emotional tone of parental interaction. The effect of maternal employment on personality development seemed largely dependent on the family milieu: (a) In stable homes, maternal employment appears to decrease the father's status and sibling rivalry and to increase sexual anxiety. (b) In unstable homes, maternal employment tends to decrease the father's status and sibling rivalry while increasing dependency and criminality. The authors conclude that maternal employment has different meanings to the child in stable as compared to unstable homes: in the former, it appears only to equalize status between the sexes and make sex role adjustment more difficult; in the latter, it may be interpreted by the child as rejection. (21 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

毕业研究生就业工作指导初探

研究生教育是高等教育人才培养的最高层次.据统计,我国目前每年毕业研究生人数达8万多人,应该说,研究生是我国进行现代化建设所需要的高级技术人才的重要来源,是实施"科教兴国"战略的重要力量.毕业研究生的就业指导工作是研究生培养工作的重要内容和关键环节之一,做好毕业研究生的就业指导工作,对于规范就业市场的秩序,维护就业市场的稳定,促进研究生教育的健康稳定发展,充分发挥高层次人才的作用具有重要的现实意义.     

干熄焦系统中气体循环系统的运行分析

分析干熄焦系统中气体循环系统的运行情况,并对循环气体中可燃气体浓度的控制方法以及气体循环系统典型故障的判断和处理方法进行探讨。     

Effect of selected movement skills on positive self-concept

36 boys and 36 girls in 4 fourth grades were exposed to basketball movement conditions which included the skills of dribble, chest pass, lay-up, pivot, guarding, and two-hand set shot. Eight 1/2-hr. treatment periods were spread evenly over 4 wk. and took place within the regularly assigned school physical education period. Two class groups, which included 9 boys and 9 girls each, were randomly assigned by class to an experimental group which received treatment while two class groups were assigned by class to the control group. No differences between changes in self-concept as estimated by the Piers-Harris scale for treatment and control conditions were significant.     

Policies on minority employment: A psychologist's view.

Discusses the fact that in recent yrs, industrial/organizational psychologists have been deeply involved in controversies about industrial practices regarding selection, training, and promotion as they have adversely affected the careers of minority group members and females. The author is not concerned with the specifics of selection and training but focuses on 4 key equal employment opportunities (EEO) and challenges for management: measurement, underutilization, targets and timetables, and implementation by middle management. Two barriers to full EEO for minorities and women are analyzed: legalism and reverse discrimination vs affirmative action. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)