The Docking of Talent Training Strategies and Job Market in Higher Vocational Colleges Under the Background of Slow and Difficult Employment

Students in higher vocational colleges are faced with difficult problems such as slow employment,which highlights the dislocation between education and the market.This study surveyed thousands of students and hundreds of enterprises,and put forward docking strategies.The analysis shows that the mismatch between skills adaptation and literacy is the main cause of slow employment.To this end,research and design training programs,including curriculum restructuring,school-enterprise cooperation practice platforms,and employment-oriented quality improvement plans are imperative.At the same time,we will develop teaching modules for career planning to enhance competitiveness and ensure that the content is synchronized with industry standards.After the implementation,the employment rate of students increased by 15%within six months,the degree of interconnection increased by 20%,and the degree of enterprise recognition increased by 25%.The research effectively promotes the docking of higher vocational education with the market,and has far-reaching significance for easing slow employment.

The Impact of On-the-job Training on Job Mobility of Migrant Workers in China

The effect of on-the-job training on job mobility is an important topic in labor economics.Based on a sample survey data of migrant workers in Liaoning Province China,this paper has statistically described job mobility of migrant workers and then used a multinomial Logistic model to analyze the effect of on-the-job training on job mobility.We found,firstly,migrant workers have high-level job mobility;secondly,inter-firm/city occupational mobility is the major type of migrant workers’mobility,and then followed by the inter-firm mobility and inter-regional mobility that without occupation change;thirdly,on-the-job training has a significant impending effect on interregional mobility and occupational mobility,while has insignificant effect on inter-firm mobility.

Analysis of the Effect of Systematic Pre-Job Training for Nurses in Isolation Wards during the COVID-19 Pandemic

Objective: To explore the effect of systematic pre-job training for isolation ward nurses during the Corona Virus Disease 2019 (COVID-19) pandemic. Methods: Establish a pre-job training program for the isolation ward for COVID-19, standardize the content of theoretical and skill training, formulate training SOPs, and conduct training for the nurses using online teaching assessment, video teaching, on-site scenario simulation operation drills, as well as real-time protection guidance and supervision. 60 nurses from non-infectious departments temporarily selected by the hospital were trained;the theoretical knowledge scores, quarantine techniques, and nursing quality of nurses before and after the training were compared, and the effect of the intervention was evaluated. Results: The scores of the COVID-19 protection theory test were 81.17 ± 8.46 after the nurses were trained for 3 days. The pass rates of hand hygiene compliance tests and protective clothing putting-on and taking-off practices were 96.67% and 100%, respectively. There was no significant difference between the scores of the COVID-19 protection theory test for the nurses that were trained for 3 days and the scores for the nurses originally at the quarantine zone (81.59 ± 7.59, P > 0.05). The pass rate of hand hygiene compliance and the pass rate of protective clothing putting-on and taking-off practices were significantly improved compared with those before training (81.67% and 56.67% respectively, P < 0.001). The scores of the COVID-19 protection theory test at 30 days of training were 95.67 ± 5.89, which were significantly higher than those at 3 days of training (P < 0.001). The qualified rate of disinfection and quarantine in the first month for the trained nurses entering the isolation ward was 89.47%;compared with that for the nurses originally in the isolation wards (94.7%), there was no significant difference (P > 0.05). The comprehensive nursing ability scores of bedside nurses in the first month of training were 80.14 ± 5.63, which were lower than those of nurses originally in the isolation wards (86.88 ± 4.53, P Conclusion: Systematic pre-job training for nurses in isolation wards can help improve nurses’ knowledge of the COVID-19, self-protection awareness, and protection skills, and can quickly train nurses who are competent for work in isolation wards. It is an important guarantee of “zero infection” for medical staff, and it can quickly and effectively help medical institutions respond to the COVID-19 pandemic in an emergency.

Design and Development an Interactive On-the-Job Training Monitoring and Help Desk System with SMS for College of Information and Communication Technology

This study aimed to develop An Interactive On-the-Job Training Monitoring and Help Desk System with SMS for the College of Information and Communication Technology Nueva Ecija University of Science and Technology. The system made the OJT course procedure trouble-free by emerging a system accessible through the internet. Students have a user account, which gives them the aptitude to upload document files of their reports, thereby minimizing the time and energy spent traveling from the company’s location to the university and the other way around. Similarly, the OJT coordinators of the college are given their accounts to access and check the reports submitted by the students. The system is capable of generating reports and requirements in real-time, as long as all data is stored within the database and, therefore, the process is completed online. In addition, the system provides an interactive website that might help both students and coordinators to communicate instantaneously by having an online help desk where the students can ask related questions on their OJT course that the OJT coordinator and other students will answer. The coordinators can send a brief message service to the students enrolled within the OJT course through the utilization of the proposed system - this can be for the students who aren’t capable of opening their account more often, in order that they are still informed of the announcements they need to understand immediately. The interactive OJT help desk system with SMS can be used as a tool to help the students of the College of Information and Communication Technology (CICT) and the OJT coordinators in their tasks more conveniently.

非暴力沟通联合think-pair-share模式培训在普外科护士在职培训中的应用研究

目的:探讨非暴力沟通联合think-pair-share(TPS)模式培训在普外科护士在职培训中的应用效果。方法:2020年10月至2021年10月选取本院普外科的4个护理单元,通过随机抽签法分为试验组和对照组,试验组参加非暴力沟通联合TPS模式培训,对照组参与常规非暴力沟通培训。对比两组护士临床沟通能力、患者满意度以及教学满意度的差异。结果:试验组护士临床沟通能力、患者满意度、教学满意度调查结果均优于对照组(P<0.001)。结论:非暴力沟通联合TPS模式培训在普外科护士在职培训中能提高普外科护士的护患沟通能力,提升其岗位胜任力。

基于DEMATEL和SE-DEA的民航监察员培训效能评价

为优化培训模式,提高监察员的安全监管能力,降低民航各种不安全事件发生的概率,以“岗位胜任能力导向”为核心的培训模式逐步形成。首先基于“一个素质,三个能力”构建初始岗位胜任力模型,然后结合SPSS和AMOS进行指标筛选和模型验证,利用DEMATEL法探究各指标之间的影响关系并改进权重,最后运用SE-DEA法检验目前的培训课程设置是否合理并进行评价。结果表明:构建的岗位胜任力共15项指标,具有良好的效度和信度;政治素质和管理能力对法治能力和业务能力的影响更大,对胜任力模型影响最大的是业务能力;经过培训,75%的监察员的岗位能力都得到有效提升,达到强化基层安全能力建设的预期,同时说明目前的培训课程设置仍需进一步改进。

Effect and Significance of Comprehensive Training in Infection Prevention and Control on the Psychological Health of Oral Health Staff

Background:Oral health staff have close contact with patients in the process of diagnosis and treatment,and it is inevitable for them to come into contact with patients’secretions.Therefore,oral health staff are at greater risk of infectious diseases in their daily work,and their psychological health is also greatly challenged.Objective:To study the effect and significance of comprehensive training in infection prevention and control on the psychological health of oral health staff.Methods:We selected 400 oral health staff from a tertiary stomatological hospital in Guangzhou,China in this study.The respondents were randomly divided into an intervention group and a control group.After the first round of investigation,the intervention group received comprehensive training in prevention and control of infection for three months,while the control group received no intervention.Results:The comprehensive training in infection prevention and control improved the respondents’psychological health and job satisfaction.Further strengthening infection prevention and control training for oral health staff will increase their self-confidence,improve their mental health,and increase their job satisfaction.Conclusion:For oral health staff,it is particularly important to formulate an effective and operable preventive and control training program and then implement it in a standardized manner.

Effect of Training and Job Performance on Job Satisfaction in PT Garuda Indonesia Training Center

The main focus of this research is the effect of training and job performance on employees’satisfaction.The object of this research is all employees in PT Garuda Indonesia Training Center.This study was done among 50 respondents using saturated sampling technique,all the population will be used as a sample of this research.The method used in this research is Structural Equation Model(SEM)with Smart-PLS analysis tools version 3.0.Result shows that the training gives positive and significant effect on employee satisfaction(H1).The other shows that the performance also gives a positive and significant effect on employee satisfaction(H2).Therefore,it is concluded that there are positive and significant effects of training and job performance on the employee satisfaction in PT Garuda Indonesia Training Center.

“全科-专科”联合教学并过程评估对住院医师规范化培训工作的效果

目的 探讨“全科-专科”联合教学并过程评估对完善全科专业住院医师规范化培训工作的效果。方法 选择2020年3月至2022年12月铜陵市人民医院全科住院医师规范化培训基地的带教老师42人、住培医师29人为研究对象,采用“全科-专科”联合教学并过程评估的模式培训,于培训前后对老师和住培医师进行问卷调查和临床演练评测,并从理论考试与技能操作、病例分析、辅助检查判读等方面对住培医师进行评价。结果 培训后,带教老师和住培医师中对全科理念认知很明确、对全科诊疗与专科区别很了解、对联合教学与专科教学区别很了解的人员数较培训前均明显上升,且认为会增加临床负担的人数显著减少,差异均具有统计学意义(P<0.05)。培训后,带教老师人文关怀、组织效能维度,住培医师各维度评估成绩均较培训前明显提升,差异均具有统计学意义(P<0.05)。住培医师培训后的理论考试、病例分析、辅助检查判读成绩均明显优于培训前,差异均具有统计学意义(P<0.05)。结论 “全科-专科”联合教学并过程评估的模式不仅能提高专科老师在实际临床教学中的全科思维,还能提升住培医师的岗位胜任力。

知识-信念-行为管理模式用于医院新职工岗前培训的探索

目的:探索知识一信念一行为管理模式用于医院新职工岗前培训的方法与效果。方法:整群抽取在某医院入职的新职工67名作为研究对象,分为研究组(34名)与对照组(33名)。对照组采用传统的培训方法,研究组采用知识一信念-行为管理模式培训方法,两组培训时间为3个月,记录与判定两组的培训效果。结果:培训3个月后,研究组新职工的卫生法规、“三基”培训、应急管理、专项培训等理论考核成绩与对照组相比都显著提高(P<0.05)。研究组新职工的培训水平、培训内容、培训方法、培训效果等总体质量评分与对照组相比都显著提高(P<0.05);研究组新职工的培训满意度显著高于对照组(P<0.05);研究组新职工的医疗差错事件发生率显著低于对照组(P<0.05)。结论:知识一信念一行为管理模式用于医院新职工岗前培训不仅能提高职工的理论考核成绩,还可提高其综合素质、能力,有利于提高职工的满意度,降低医疗差错事件发生率。

Numerical investigation on the aerodynamic characteristics of high-speed train under turbulent crosswind

Increasing velocity combined with decreasing mass of modern highspeed trains poses a question about the influence of strong crosswinds on its aerodynamics. Strong crosswinds may affect the running stability of high speed trains via the amplified aerodynamic forces and moments. In this study, a simulation of turbulent crosswind flows over the leading and end cars of ICE2 highspeed train was performed at different yaw angles in static and moving ground case scenarios. Since the train aerodynamic problems are closely associated with the flows occurring around train, the flow around the train was considered as incompressible and was obtained by solving the incom pressible form of the unsteady Reynoldsaveraged Navier Stokes （RANS） equations combined with the realizable kepsilon turbulence model. Important aerodynamic coef ficients such as the side force and rolling moment coeffi cients were calculated for yaw angles ranging from 30° to 60° and compared with the results obtained from wind tunnel test. The dependence of the flow structure on yaw angle was also presented. The nature of the flow field and its structure depicted by contours of velocity magnitude and streamline patterns along the train＇s crosssection were presented for different yaw angles. In addition, the pressure coefficient around the circumference of the train at dif ferent locations along its length was computed for yaw angles of 30° and 60°, The computed aerodynamic coef ficient outcomes using the realizable kepsilon turbulencemodel were in good agreement with the wind tunnel data. Both the side force coefficient and rolling moment coeffi cients increase steadily with yaw angle till about 50° before starting to exhibit an asymptotic behavior. Contours of velocity magnitude were also computed at different cross sections of the train along its length for different yaw angles. The result showed that magnitude of rotating vortex in the lee ward side increased with increasing yaw angle, which leads to the creation of a lowpressure region in the lee ward side of the train causing high side force and roll moment. Generally, this study shows that unsteady CFD RANS methods combined with an appropriate turbulence model can present an important means of assessing the crucial aerodynamic forces and moments of a highspeed train under strong crosswind conditions.

事业单位工作人员岗前培训的优化--基于胜任力理论的研究

L市事业单位工作人员岗前培训工作开展时间较早,但以理论解读为主的集中授课培训模式效果不佳。文章通过调查问卷、文献研究、案例分析发现,L市事业单位工作人员岗前培训存在培训方式单一、内容针对性不强、师资不专业以及学员参训意愿不强等现实问题,对提升新录用人员个人能力的作用有限。在对岗前培训的总体评价上,有57.6%的学员选择“效果一般”,21.1%学员选择“流于形式,没有达到预期效果”。基于胜任力理论的培训理念可以在岗前培训工作中构建起从需求分析、方式设计、内容选择、师资配备及考核评估全过程的培训优化模式。探索运用胜任力理论指导优化L市事业单位工作人员岗前培训工作,开展岗前培训需求分析,运用灵活多样的培训形式,完善培训评估机制,可全面提高L市事业单位工作人员岗前培训的针对性和有效性。

组织行为学视角下某医院青年人才培养的理论分析与实践探索

青年人才是推动公立医院高质量发展的重要资源与后备力量。现实中,青年人才培养离不开工作(岗位)设计、组织结构、组织文化等组织内部行为和客观环境,需要找到适宜的培养路径和方法增强青年人才工作动力、提升青年人才发展主动性和创新性、筑牢青年人才秉持医院公益性理念,更好地服务医疗卫生战略需求。北京天坛医院基于组织行为学,积极推进“人才强院”战略,根据医、药、技、护、管各岗位特点,基于青年人才岗位培养历练等组织要素,打造应用复合型青年人才培养的“苗圃工程”,大力推动实施“青年科学家计划”,为不同类型青年人才提供高质量培养与发展平台。

新职工岗前培训满意度分析--以江苏省肿瘤医院为例

目的了解目前的岗前培训模式下新职工的满意度情况,提出提高新职工岗前培训满意度、促进岗前培训内容和形式改善的对策。方法以2022年9月19~22日江苏省肿瘤医院进行2022年新职工岗前培训的92名新职工为研究对象,采用问卷调查形式了解分析新职工对岗前培训的满意度。结果新职工岗前培训总体满意度中等(50.0%),其中课程设置和师资配置满意度最高,分别为57.6%、66.3%。结论新职工岗前培训总体满意度不高,应从加强顶层设计、关注需求差异、调适课程设计、配备师资和制订职业规划5个方面对新职工岗前培训的满意度提升作出改进。

儿科医师转岗培训满意度调查研究

目的调查儿科医师转岗培训满意度,并探讨存在的问题和影响因素,为进一步完善儿科医师转岗培训制度和提高培训质量提供参考。方法采用自制满意度调查量表对2020年11月—2021年11月在湖南省人民医院参加儿科医师转岗培训的81名学员进行转岗医师培训满意度调查。结果81名学员来自湖南省14个地州市,其中来自县市级医疗机构62名、社区医院及乡镇卫生院19名,参加培训的学员77.8%为女性,年龄主要分布在>30~40岁,87.7%的学员具有本科学历,42.0%的学员已取得中级及以上职称。儿科转岗医师对转岗培训的总体满意度评分为(3.72±0.32)分,对理论培训内容的评分最高[(4.02±0.59)分],对临床带教实施的评分最低[(3.44±0.78)分]。>30~40岁年龄段和中高级职称学员的总体满意度、理论培训内容、临床带教实施维度评分高于其他年龄段和职称学员,差异有统计学意义(P<0.05)。结论儿科转岗医师对转岗培训的总体情况满意度较高,但在临床带教实施、临床技能培训、教学活动实施、培训管理方面还需加强,轮转培训方案也需根据学员情况进行调整。

培训者培训模式在护士健康教育能力培养中的效果评价

目的:探讨培训者培训模式在临床护士健康教育能力培养中的应用效果。方法:选择某三甲医院两个院区临床护士作为培训对象,分别作为对照组和试验组。对照组865名临床护士采用传统教学法,试验组1246名临床护士采用培训者培训模式。结果:试验组护士健康教育能力总分与教育评估与计划、教育实施和教育评价3个维度的得分高于对照组,差异有统计学意义(P<0.05)。结论:培训者培训模式能够有效提高临床护士的健康教育能力。

湖南省2020年度儿科医师转岗培训学员结业后转归特点分析

目的 调查2020年度湖南省儿科医师转岗培训学员结业后转归特点,探讨转岗培训成功率的影响因素。方法 2020年11月—2021年11月通过问卷调查收集湖南省2020年儿科医师转岗培训学员结业后相关信息,比较转岗成功与不成功的学员特点。结果 81名完成转岗培训,100%完成了本次调查。81名学员中,中位年龄33岁。男性18名,女性63名,男女比例0.29:1。58人(71.6%)来自二级医院,行政区域划分以县级为主。54人(66.7%)来自非儿科专业。2020年度儿科医师转岗培训的转岗成功率为77.8%(42/54)。儿科医师转岗结业后转岗成功与否在性别、年龄、医院等级、转岗前专业、单位设立儿科、单位变动、薪酬变化方面差异无统计学意义(P> 0.05)。转岗成功学员较转岗失败学员培训后工作量的变化以及所属医院重视程度差异有统计学意义(P=0.007,P=0.002),52.4%的学员认为转岗后工作量较转岗前增加。结论 在政府支持下的儿科转岗培训已有一定成效,对健全儿童疾病分级诊疗体系具有重要意义,但从根源上解决儿科医师工作量大、县级医院儿科重视度不够等问题仍是一个挑战。

消毒供应中心护士岗位培训的态势分析及发展策略

消毒供应中心是医院内特殊的护理单元,消毒供应中心护士的岗位职责及其岗位培训与临床护士大相径庭。该文采用SWOT态势分析法,系统分析目前我国消毒供应中心护士岗位培训现状的内部优势、内部劣势和外部机会、外部威胁四个方面,并依据SWOT矩阵分析,给出相应的发展策略,旨在为消毒供应中心护士岗位培训提供一定参考。

规范化培训护士培训负荷与工作嵌入水平的相关性研究

目的:分析规范化培训护士培训负荷与工作嵌入水平的现状,并探讨两者之间的相关性。方法:2022年4月,便利选取福建省某三级甲等医院246名规范化培训护士作为研究对象,应用临床护士培训负荷量表和护士职业嵌入量表进行调查。结果:规范化培训护士培训负荷总分为(61.50±17.51)分,工作嵌入总分为(64.93±12.59)分。相关性分析结果显示,培训负荷总分及各维度得分与工作嵌入总分及各维度得分均呈负相关(P<0.05)。结论:规范化培训护士培训负荷处于中等水平,工作嵌入处于中等偏上水平,降低规范化培训护士的培训负荷将有效提升其工作嵌入水平。

教师联合同伴反馈的实践合作学习模式在创伤护士救护技能培训中的应用

目的 探索基于实践合作学习模式的教师反馈联合同伴反馈在创伤护士救护技能培训中的应用效果。方法 按培训时间将创伤护士分为两组,2023年6-9月参加中国创伤救治培训护理版课程培训的护士514人为对照组,7-10月参加培训的护士510人为试验组。对照组按常规进行创伤救护技能培训,试验组实施基于实践合作学习模式的教师反馈联合同伴反馈的培训方法。培训结束后,对参加培训的创伤护士进行创伤救护知识考核,对试验组进行创伤急救团队配合技能考核,对28名学员进行课后座谈以了解应用效果。结果 试验组创伤救护知识考核成绩显著高于对照组(P<0.05);试验组创伤急救团队配合技能考核总分为85.41±8.68;座谈显示,学员认为此培训形式新颖,可使成员熟悉并掌握创伤急救团队配合流程,团队配合顺畅,但感觉培训压力较大。结论 基于实践合作学习模式的教师反馈联合同伴反馈的创伤救护技能培训,能提高创伤护士创伤救护知识,更好地掌握团队配合技能。