网上招聘系统的设计与开发

运用软件工程的开发原理开发了网上招聘系统,描述了系统的整体结构、用例设计和模块设计。企业工作人员通过这个招聘系统可以统计整理应聘者的简历,并提取出需要面试的人员。提高了企业的工作效率,同时及时招聘到满意的人才     

基于ASP的高校招聘管理系统的设计与实现

文章介绍了基于ASP＋ACCESS网络招聘系统的开发方法、系统功能结构、数据库设计,实现了考生注册、报名,管理员审核等功能,为考生和高校工作人员提供了便利。     

政府“临时工”制度的中国困境及其解困之道

为应对传统官僚制的现代危机而产生的政府“临时工”制度在中西方社会获得了截然不同的社会评价。其根本原因,在于中国的政府“临时工”制度面临着约束困境、情绪困境、诉求困境、保障困境和管理困境五大难以逾越的困境。而要扭转中国政府“临时工”制度的困境,则需要相关政府部门从介绍与公开、加强管理、引入监督、制度改革四个方面开展工作,促进“临时工”制度的规范与完善,进而取得最优的制度绩效。     

FISH RECRUITMENT IS INFLUENCED BY RIVER FLOWS AND FLOODPLAIN INUNDATION AT APALACHICOLA RIVER,FLORIDA

High human demand for limited water resources often results in water allocation trade‐offs between human needs and natural flow regimes. Therefore, knowledge of ecosystem function in response to varying streamflow conditions is necessary for informing water allocation decisions. Our objective was to evaluate relationships between river flow and fish recruitment and growth patterns at the Apalachicola River, Florida, a regulated river, during 2003–2010. To test relationships of fish recruitment and growth as responses to river discharge, we used linear regression of (i) empirical catch in fall, (ii) back‐calculated catch, via cohort‐specific catch curves, and (iii) mean total length in fall of age 0 largemouth bass Micropterus salmoides, redear sunfish Lepomis microlophus and spotted sucker Minytrema melanops against spring–summer discharge measures in Apalachicola River. Empirical catch rates in fall for all three species showed positive and significant relationships to river discharge that sustained floodplain inundation during spring–summer. Back‐calculated catch at age 0 for the same species showed positive relationships to discharge measures, but possibly because of low sample sizes (n = 4–6), these linear regressions were not statistically significant. Mean total length for age 0 largemouth bass in fall showed a positive and significant relationship to spring–summer discharge; however, size in fall for age 0 redear sunfish and spotted sucker showed no relation to spring–summer discharge. Our results showed clear linkages among river discharge, floodplain inundation and fish recruitment, and they have implications for water management and allocation in the Apalachicola River basin. Managed flow regimes that reduce the frequency and duration of floodplain inundation during spring–summer will likely reduce stream fish recruitment. Copyright © 2012 John Wiley & Sons, Ltd.     

Impact of the usage of social media in the workplace on team and employee performance

How does the usage of social media in the workplace affect team and employee performance? To address this cutting edge and up-to-date research question, we ran a quasinatural field experiment, collecting data of two matched-sample groups within a large financial service firm in China. We find that work-oriented social media (DingTalk) and socialization-oriented social media (WeChat) are complementary resources that generate synergies to improve team and employee performance. The instrumental value provided by work-oriented social media is reinforced by the expressive value provided by socialization-oriented social media, which help firms to create business value from information technology investments.     

基于互联网大数据的招聘数据智能分析平台的设计与实现

针对目前互联网招聘市场的兴起,大数据分析可以有效的帮助用户了解目前最热门的职业以及与职业相关的信息,提出了利用Hadoop-SpringMVC-Vue前后端分离的技术架构,进行技术方案的设计。本文首先分析了互联网大数据的招聘数据智能分析平台的需求;其次应用Hadoop集群搭建大数据平台,SpringMVC框架设计系统的架构,Vue框架设计项目前端;最后介绍了系统的实现。SpringMVC框架能简化互联网大数据的招聘数据智能分析平台的开发,可以有效的降低各层之间的耦合度,提高系统的可维护性。     

Dimensions of Employee Energy and Their Differences: Evidence from Chinese Insurance Companies

The purpose of this research is to explore the structure of employee energy and analyze its differences in demographic variables as well as the differences between groups. The study collected 294 questionnaires of employees in Chinese insurance companies. Confirmatory factor analysis and one‐way analysis of variance (ANOVA) were used in the data analysis. The results showed that employee energy is a three‐dimensional concept that comprises basal energy, growing energy, and behavioral energy. Employee energy only has significant differences on monthly income and the level of positions, and the employees who have high employee energy share the characteristic of both high monthly income and the level of positions. Respondents were divided into four groups: 1) high‐positive‐energy, 2) low‐positive‐energy, 3) low‐negative‐energy, and 4) high‐negative‐energy employees. High‐positive‐energy employees showed the characteristics of high basal energy, high growing energy, and high behavioral energy, showing a feature of plump wings. Finally, this research put forward suggestions to provide a reference for energy management. © 2016 Wiley Periodicals, Inc.     

招聘过程中毕业生诚信缺失的博弈分析

为消减在高校毕业生招聘过程中,毕业生与用人单位之间的信息不对称而出现诚信缺失行为的负向影响,通过博弈模型分析方法,对诚信缺失的原因进行分析,提出毕业生诚信缺失行为的防范对策,以促进规范、诚信就业市场的建立,使招聘风险得到有效规避。     

The Employee Suggestion System: A New Approach Using Latent Semantic Analysis

Employee suggestion systems are often used as a way to improve participation from members of the organization to help solve problems that cannot be solved through traditional organizational practices. In the government sector, employee involvement programs are the most difficult to implement mainly because management regularly changes with new administration and these changes bring about many short‐term management practices and systems. Toyota's approach to employee suggestion programs has been widely benchmarked and studied, yet there is little research to show that these practices can be applied or are successful in the public sector. This work uses a statistical data‐mining technique to compare which types of human resource management practices are prevalent in employee suggestion programs at Toyota and a target government organization. This work shows that Toyota emphasizes organization‐centered factors to stimulate employee participation in solving small problems that relate to an employee's job. On the contrary, government organizations tend to emphasize employee factors that make conditions right for employees to make larger improvements in their jobs that lead to improvements outside their work areas. Findings suggest that Toyota's approach to employee suggestion programs is not a way to weaken management's obligation to perform problem solving, but instead is another medium to highlight problems that do not require management's intervention. These new insights and others provide an increased understanding of employee suggestion programs in the public sector that are unique to manufacturing. © 2012 Wiley Periodicals, Inc.     

Allelochemical inhibition of recruitment in a sedimentary assemblage

Chemical signals affect recruitment of organisms in many habitats. Most of the described biogenic chemical moieties in marine environments elicit specific positive responses, for example, of predators to prey or of conspecific larvae to suitable habitats. However, organisms also release noxious chemicals that may elicit negative responses from neighboring members of the assemblage. Herein we measured the effect on recruitment of the release of such compounds (halogenated aromatics) into sediments. The common, sediment-dwelling, terebellid polychaeteThelepus crispus contains brominated aromatic metabolites and contaminates the sediments surrounding its tube with these compounds. Sediments so contaminated are actively rejected by recruitingNereis vexillosa (Nereidae: Polychaeta). Interestingly, many of these noxious biogenic compounds have low solubility in water and, therefore, potentially long residence times in sedimentary environments. The negative response of larvae to sediment contaminated with them is a novel, potentially common, and very important mechanism in which sediment-dwelling organisms release haloaromatic compounds and thus impose a recruitment filter on their community.