Current Situation and Mode of Talent Training in Marine Cultural Industry Based on Collaborative Innovation of Governments,Enterprises,Colleges,Scientific Institutions and Users

Based on the present situation of talent training in marine cultural industry,the collaborative innovation mechanism of governments,enterprises,colleges,scientific institutions and users was used to construct the mode of talent training in marine cultural industry. It is needed to give full play to the active roles of governments,enterprises,colleges,scientific institutions and users in the training of marine cultural talents,develop training mode of innovative scientific and technological talents,speed up the construction of collaborative innovation ability of marine cultural talents,and improve the efficiency of talent training.

Choice between Ways of Talent Training in Marine Cultural Industry--Based on Collaborative Innovation of Governments, Enterprises, Colleges, Scientific Institutions and Users

Based on the present situation of talent training in marine cultural industry,the collaborative innovation mode of governments,enterprises,colleges,scientific institutions and users was used to study the ways of talent training in marine cultural industry.

Study on Talent Training Mechanisms of Marine Cultural Industry Based on Collaborative Innovation of Governments,Enterprises,Colleges,Scientific Institutions and Users

Based on the review of related concepts,the current situation and problems of talent training in marine cultural industry in China were analyzed,and talent training mechanisms of marine cultural industry based on collaborative innovation of governments,enterprises,colleges,scientific institutions and users were proposed to promote the transformation,upgrading and vigorous development of marine cultural industry,accelerate the spread of marine culture with Chinese characteristics,and build China into a maritime power.

THE CORRELATION STUDY BETWEEN PLASMA VISCOSITY AND FIBRINOGEN COAGULABILITY

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Research on Talent Training System of Marine Cultural Industry Based on Collaborative Innovation of Governments,Enterprises,Colleges,Scientific Institutions and Users

This paper focuses on the coupling between talent training system of marine cultural industry and collaborative innovation of govern-ments, enterprises, colleges, scientific institutions and users. Firstly, the significance of talent training in marine cultural industry for the construction of China as a maritime power was analyzed. Secondly, the current situation of talent training in China＇s marine cultural industry and the existing problems were analyzed. Finally, how to integrate the collaborative innovation of governments, enterprises, colleges, scientific institutions and us-ers into the talent training system of marine cultural industry was explored to help talent training to break through the bottleneck and promote the vig-orous development of marine cultural industry.

Talent Training of Marine Cultural Industry Based on Collaborative Innovation of Governments, Enterprises, Colleges, Scientific Institutions and Users: A Case Study of Shanghai City

Based on the collaborative innovation of governments, enterprises, colleges, scientific institutions and users, the possible shortcomings of talent training of marine cultural industry in Shanghai City were analyzed by using the case study method, and some specific measures for talent trainingofmarineculturalindustryinShanghaiCitywereproposed.

Trend of Digital Transformation Promotion Among Petroleum Enterprises

At present, the wave of digitization is sweeping the world while the rapid evolution of the consumer market,cross-border competition between digital enterprises and fierce competition among traditional enterprises are forcing various industries to speed up their digital transformation. The oil and gas industry has been the practitioner and beneficiary of the application of digital technology for decades; however, it seems to have become the "laggard" in the new wave of digitization represented by "CBIMA"(short for cloud computing, big data, the Internet of Things, mobile Internet and artificial intelligence). In the context of low and middling oil prices weakening the profitability of oil and gas companies, increasing competition for alternative energy sources and accelerating energy transformation, there is great potential for promoting the digital transformation of the oil and gas industry. Rebuilding competitiveness through digital transformation is increasingly becoming the consensus in the industry. It would be advisable for Chinese petroleum enterprises to take the initiative to adapt to the trend of digital transformation, formulate clear digital strategies and transformation roadmaps, actively and steadily carry out digital pilot projects, speed up the training of digital professionals and strive to achieve the best transformation results.

School-Enterprise Cooperation in Excellent Engineer Education and Training Program at UESTC

School of Information and Software Engineering at University of Electronic Science and Technology of China(abbreviated hereafter as "SISE") joined Excellent Engineer Education and Training Program launched by Ministry of Education of China in 2011. This paper discussed nine models of school-enterprise cooperation practiced at SISE since 2011. The school-enterprise cooperation model effectively broadens the students' horizons and improves the students' practical ability and has been recognized by academic circles.

Application of Collaborative Innovation of Governments,Enterprises,Colleges,Scientific Institutions and Users in the Talent Training of Marine Cultural Industry: A Case Study of Maritime Universities

Based on the literature review of collaborative innovation of governments, enterprises, colleges, scientific institutions and users, the ap-plication situation of collaborative innovation of governments, enterprises, colleges, scientific institutions and users in the talent training of marine cultural industry in maritime universities was analyzed, and the problems existing in the talent training of marine cultural industry were explored. Finally, corresponding countermeasures and suggestions were put forward.

关于企业人力资源的几个伦理问题

人的伦理和美德是一种资本 ,是可以提高使用效益的资本。本文分析了人力资源理论与实务中的几个基本的价值判断和伦理选择问题 ,包括企业基本价值观和企业责任、职业经理人的职业化与职业道德问题、人力资源经理的素质与伦理决策、员工招聘中的品德测试、培训中的价值引导等。作者基于多年的企业咨询和企业文化研究经验 。

A Model to Analyze Small and Medium Enterprises＇ Training Needs Related to the Internationalization

Formal training can play a particularly important role in supporting the internationalization of small and medium enterprises （SMEs）. However, the demand for education services by the latter still appears limited. This is due to known structural and cultural limits that are found widely in this type of business and to the fact that the provision of training---especially that which is funded^oes not seem to address adequately SMEs＇ needs; in many cases, such training is not stimulating, because it is perceived as too general. In fact, SMEs do not constitute a single homogeneous group and therefore assistance needs vary among the different types of firms. So, especially in relation to internationalization, it is clear that there are important differences to consider due to the variety of approaches and ways of developing this process. In order to optimize the resources to invest in the promotion of training, there is a need to find a proper balance between providing ＂viable solutions for all businesses＂ and offering ＂targeted responses and tailored services＂. In such a context, the main objective of this paper is to identify and systematize the variables that most influence the SMEs＇ training needs related to internationalization by taking into account the differences among them. To this end, an empirical analysis was developed involving a significant number of Italian SMEs by using a combination of qualitative research methods. The results show the critical issues faced by the investigated firms during their internationalization process and highlight some important variables that affect their training needs： export involvement, characteristics of the product/market, characteristics of the company, exporting strategy, and human resources. Based on these variables, the writers identified clusters of firms characterized by similar needs and problems to be faced.

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.

HSE training matrices templates for grassroots posts in petroleum and petrochemical enterprises

This paper aims to standardize health, safety and environment（HSE） training matrices for effectively identifying training requirements and enhancing job competency of grassroots posts in petroleum and petrochemical enterprises. After an investigation into HSE training performance in petroleum and petrochemical enterprises, HSE training matrices templates for 239 grassroots posts involving 22 primary petroleum and petrochemical disciplines were developed based on the technical requirements of HSE training matrices templates and the studies of template development processes and technical methods at grassroots level. Applications of these templates in 12 companies demonstrate their effectiveness in improving HSE training and management for grassroots posts,strengthening risk control and promoting the application of HSE system and tools in grassroots units.

Evaluating the impact of virtual reality on reducing restrictive practices in psychiatric wards

This manuscript critically evaluates the randomized controlled trial(RCT)conducted by Phiri et al,which assessed the effectiveness of virtual reality(VR)training for psychiatric staff in reducing restrictive practices(RPs).Specifically,this RCT investigated the impact of VR on the handling of aggressive patients by psychiatric staff compared to traditional training methods.Despite significant reductions in perceived discrimination in the VR group,there were no major improvements in self-efficacy or anxiety levels.The system usability scale rated the VR platform highly,but it did not consistently outperform traditional training methods.Indeed,the study shows the potential for VR to reduce RPs,although fluctuations in RP rates suggest that external factors,such as staff turnover,influenced the outcomes.This manuscript evaluates the study’s methodology,results,and broader implications for mental health training.Additionally,it highlights the need for more comprehensive research to establish VR as a standard tool for psychiatric staff education,focusing on patient care outcomes and real-world applicability.Finally,this study explores future research di-rections,technological improvements,and the potential impact of policies that could enhance the integration of VR in clinical training.

Optimization of Chinese power enterprises R&D staff incentive mechanism

With the deepening of electric power market reform in China,the monopoly edge of the state-owned electric power enterprises will lose.On the basis of the existing post performance salary mechanism,Chinese power enterprises need to optimize the incentive mechanism of R&D staff,to arouse the R&D staff's enthusiasm and creativity,to adapt to the new market competition and further improve market value.Whilst the incentive mechanism optimizing processing needs to consider not only the changing market environment but also the personal and working characteristics of R&D staff.This paper summarizes the characteristics of the current Chinese power enterprises' R&D staff:staff's theory quality is high,but insensitive to the market;they are confronted with heavy workload and diversified job choices;managers can observe their behavior choices or not;besides,the process of R&D is complex and the market reactions of R&D achievements are uncertain.Based on the premise of the above features,two incentive models are established in this paper from the point of view of enterprise managers.One is for the situation when staff's behavior choices can be observed;the other is for the situation when staff's behavior choices cannot be observed.Through solving the model,we analyze the optimization path of electric power enterprises R&D staff incentive mechanism under these conditions:(1) when staff's behavior choices can be observed,managers can pay more to the R&D staff who develop products with higher output value,in order to encourage them to work harder.(2) when staff's behavior choices cannot be observed,managers should take reasonable strategies according to the different situations:a.when R&D staff incentive totally depend on the market value of the R&D achievements,managers should allocate workload rationally according to their different technical levels;b.when the market reactions of R&D results become more precarious,managers need to reduce the incentive intensity which based on the market value and raise their fixed salary level;c.when R&D staff become more risk averse,managers should reduce the incentive intensity which based on the market value and raise their fixed salary level;on the contrary,managers should improve the incentive intensity and reduce the fixed salary level.

Optimization of Enterprise Training System from The Perspective of Project Management

At present,there are a series of problems in the enterprise training system,such as the lack of systematic management,imperfect management and control measures,the lack of scienti＇c evaluation system,and so on.With the rapid development of information technology,the members of the enterprise should not only strengthen their own learning,but also promote each other.The training system of the enterprise should effectively take these needs as the preferred factors to establish and optimize the system.Based on this urgent need,this paper will put forward some thoughts on the optimization of enterprise training system from the perspective of project management.

临床护理人员生物安全虚拟仿真演练系统培训内容的构建

目的:搭建临床护理人员生物安全虚拟仿真演练系统,为临床护理人员生物安全培训提供平台。方法:通过文献检索、专家小组会议、德尔菲函询等方法,搭建临床护理人员生物安全虚拟仿真演练系统知识库和案例库。结果:通过2轮德尔菲专家函询,专家意见一致性好,专家权威程度为0.910。第2轮一级指标、二级指标、三级指标的肯德尔协调系数分别为0.431,0.403,0.401(均P<0.01),最终形成包含生物安全概述、生物安全监测预警、生物安全防护感控、生物安全护理处置四大类别及28个知识条目的护理人员生物安全虚拟仿真演练系统知识内容;通过小组初审、专家函审、教学会审构建了涵盖28个生物安全救护的案例库。结论:构建的临床护理人员生物安全虚拟仿真演练系统培训内容形式多样、内容全面,可为临床护理人员生物安全培训提供参考。

Training More Key Members of Plant Engineering for Industrial Enterprises

The plant is the material base of modern industry.In order to improve the performance of plants and the quality of products,it is very important that more key members shuld be educated and trained for mastering the maintenance and management of modern equipment.Since the founding of the China Research and Education Center of Plant Engineering(CRECPE)in 1984,the short-time training class has run 102 times,and more than 6 000 people trained during the past twelve years.This paper introduces modern industrial training based at CRECPE:its experiences, its training programs and methods,its new problems,and developments in the future.

烟草企业MES的实施与运行管理

结合龙岩卷烟厂实施MES系统的经验,论述了MES的实施进程:成立MES项目组、选择合作伙伴、业务需求调研与系统开发、人员培训、数据准备、模拟运行与用户化、试运行与系统切换。对于影响MES系统运行效果的3个因素(数据、技术和人员)进行了分析。在运行管理中还需定期对MES的运行状况进行总结和改进,才能进一步巩固和提高MES的应用水平。

知识经济时代人力资源资本化与企业培训创新

知识经济时代的人力资源管理最重要的发展趋势就是人力资源资本化,人力资本是知识经济的首要资本。实施人才强企战略,创新企业人力资源培训,必须树立员工培训是一种重要的投资方式的理念,建立培训的结构网络,做好培训的需求分析,落实培训项目安排,实现培训种类和方法的多样化,促进培训成果转化。