健全制度增加投入加快包钢技能人才培养步伐

在总结包钢教育培训工作的基础上，强调健全培训管理制度，加大培训投入力度，建设双师型教师队伍，努力提高培训质量，加快技能人才培养步伐。     

浅论企业内部分配机制改革

企业改革最敏感也是最关键的是内部机制的改革，在企业单位改革过程中如何更好的实行岗位责任制，建立完整的激励机制，是摆在我们人力资源部门一个新课题，本文就企业单位内部分配机制改革的一些问题进行探讨。     

浅论国企人力资源管理创新

在国际化的市场经济条件下,企业的竞争实质为人力资源的竞争.国企人力资源管理必须顾应时代要求,改革传统人事管理人力资源管理理念全面升级,坚持"以人为本"理念,从制度、组织、模式、方法几方面开拓创新,推动国企人力资源管理创新工作.     

浅论21世纪的人力资源管理与规划

提出了新的形势下人力资源管理面临的诸多的现实挑战和人力资源管理再造的主要十个发展方向.同时对人力资源规划的定义、动态性、意义和目标以及基本的操作步骤进行了详细的论述.     

企业员工培训管理

对于企业来讲,人力资源开发战略与管理离不开培训体系的建立,建立良好的培训需求体系,才能使企业和员工更好地发展.建立与员工双赢的培训体系、职业发展体系已被很多的企业接受,也成为员工选择企业的重要条件.文章对我国企业目前的员工培训现状进行分析,阐述做好企业员工培训和培训工作发展对企业的影响及对策.     

国有企业技能人才人力资源培训管理对策

阐明了企业技能人才概念,以及原有技能人才培训管理体系存在风险和技能人才浪费等弊端.提出"以人为本",建立技能人才成长的综合激励机制,实施技能人才培训全过程管理、把企业文化作为技能培训的支撑内容,推行技能人才技能等级鉴定、技能等级技术比武、推行首席操作工等新的激励机制办法.     

管理心理学在人力资源开发管理中的运用

人力资源的开发和管理,在企业的发展中具有重要地位.本文以心理学理论为基础,研究心理学视角下人力资源开发与管理的特点,总结出管理心理学在人力资源开发与管理中的运用要点.     

国企人力资源管理的制度缺陷及其创新

近些年来我国社会主义事业发展越来越好,经济全球化的到来为各行各业的发展和创新带来了新的机遇和调整,国企作为我国经济体系中非常重要的一部分,对我国的经济发展和社会进步带来了非常积极的意义。近些年来我国各大国企开始不断转变自身的管理体制,不断改善人力资源管理问题,虽然有了较大的改变和创新,但是传统的制度以及旧的经济体制仍旧影响了当前的国有企业人力资源管理工作。国有企业想要不断取得创新和发展,必须要改善工作过程中常见的问题,建立合理化的管理思想以及科学的管理方案,优化自身的人力资源管理制度,本文就关于当前国有企业人力资源管理中的制度缺陷进行了简要的分析和建议。     

现代企业人力资源管理问题的探讨

如何根据现代人力资源管理的内涵 ,完善企业人力资源的开发、竞争、考核、激励机制 ,建立起适应市场经济要求的人力资源管理体制 ,发挥人力资源效益最大值 ,是企业管理者面临的关键问题。     

在教师培训管理中实行项目负责人制度的实践与思考

个性化的教师培训,要求培训者不仅要成为教师学习的组织者、引导者、服务者,成为培训课程与资源的开发者,更要学会培训项目的策划组织和经营管理.借鉴项目管理理论,推行项目负责人制度,促使培训者成为培训项目的策划者、实施者、研究者、服务者、追踪者,对于优化培训管理、提高培训质量、提升培训者素质、推进培训者的专业发展具有积极意义.     

韶钢专业技术人员管理系统的开发与应用

介绍“广东省韶关钢铁集团有限公司专业技术人员管理系统”,该系统为专业技术人员的动态管理和数据分析提供了有力的保障。     

浅谈黄金矿山企业的绩效考核管理

绩效考核是企业管理的重要组成部分.文中通过理论与实践的结合,阐述了黄金矿山企业绩效考核管理体系的建立、实施以及绩效考核应注意的问题.     

The effect of brief training on linear interpolation.

Previous studies of linear interpolation showed that Ss estimating tenths of an interval exhibit biases of subjective scales, and variable errors. 27 Ss made 135 settings in each of two pretest sessions. In three training sessions they were told and shown the correct settings. It was found that subjective biases were reduced markedly in the later training sessions, but that they returned in a later post-test session. Variability was only slightly affected by training with knowledge of results. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

浅议矿山企业固定资产管理

随着企业规模不断扩大,理清固定资产管理思路,完善固定资产管理制度,提高固定资产使用效率和增加效益就显得越来越重要了。完善固定资产日常管理,加强固定资产管理制度建设、信息化建设等,不忽视固定资产管理中容易忽视的问题,不断优化固定资管理,增强企业经济效益。     

Effect of temperature upon technical training.

Two equated groups of 404 men each received identical classroom training, one group in air-conditioned spaces, the other in rooms equipped with exhaust fans, at a Southern U. S. Navy training center. The Ss working under the higher temperatures thought their learning was impaired, but no significant difference in achievement between the two groups was found. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effectiveness of error management training: A meta-analysis.

Error management training (EMT) is a training method that involves active exploration as well as explicit encouragement for learners to make errors during training and to learn from them. Past evaluation studies, which compared skill-based training outcomes of EMT with those of proceduralized erroravoidant training or of exploratory training without error encouragement, have yielded considerable variation in effect sizes. The present meta-analysis compiles the results of the existing studies and seeks to explain this variation. Although the mean effect of EMT across all 24 identified studies (N = 2,183) was positive and significant (Cohen's d = 0.44), there were several moderators. Moderator analyses showed effect sizes to be larger (a) for posttraining transfer (d = 0.56) than for within-training performance and (b) for performance tasks that were structurally distinct (adaptive transfer; d = 0.80) than for tasks that were similar to training (analogical transfer). In addition, both active exploration and error encouragement were identified as effective elements in EMT. Results suggest that EMT may be better suited than error-avoidant training methods for promotion of transfer to novel tasks. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

浅谈虚拟企业的组织管理和运作

阐述虚拟企业的组织管理和运作模式及其对我国企业组织创新的启示.     

Effects of selection and training on unit-level performance over time: A latent growth modeling approach.

Surprisingly few data exist concerning whether and how utilization of job-related selection and training procedures affects different aspects of unit or organizational performance over time. The authors used longitudinal data from a large fast-food organization (N = 861 units) to examine how change in use of selection and training relates to change in unit performance. Latent growth modeling analyses revealed significant variation in both the use and the change in use of selection and training across units. Change in selection and training was related to change in 2 proximal unit outcomes: customer service performance and retention. Change in service performance, in turn, was related to change in the more distal outcome of unit financial performance (i.e., profits). Selection and training also affected financial performance, both directly and indirectly (e.g., through service performance). Finally, results of a cross-lagged panel analysis suggested the existence of a reciprocal causal relationship between the utilization of the human resources practices and unit performance. However, there was some evidence to suggest that selection and training may be associated with different causal sequences, such that use of the training procedure appeared to lead to unit performance, whereas unit performance appeared to lead to use of the selection procedure. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Field training versus technical school training for mechanics maintaining a new weapon system.

Comparison on job knowledge is made between B-52 mechanics receiving field training and those receiving technical school full-time for 2 months. After control for aptitude and maintenance experience by means of matched regression estimates, "there is no significant difference in job knowledge on the part of mechanics exposed to the two training environments. Mechanics at higher levels of aptitude and experience benefit most from field training… lower levels of aptitude and experience benefit most from technical school training." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Studies in management training evaluation: II. The effects of exposures to role playing.

(see 33: 11142) How effective is role playing as a tool in management human relations training? "A campus conference group of residential contractor foremen participated in this study." A film was shown and role players enacted completion of the criterion case. There were repeated exposures prepost Employee-orientation comparisons. Impact was the important thing-not repeated exposure. (PsycINFO Database Record (c) 2010 APA, all rights reserved)