基于HRM理论的教师德育语言思考

HRM作为人力资源管理学科的重要理论分支,经过长期的概念延伸及实践检验,已经逐步应用于德育课堂教学管理过程。以HRM理论的建构路径为着眼点,以其中典型的"激励强化理论""能位匹配理论""组间契合理论"为指导,不断拓充教师群体德育教学覆盖领城,以期对受教群体的思维价值理念、认知态度形成一定的建设意义。以德育教学的建构模式及思维认知方法为出发点,在新时期教育背景下,需要采取隐蔽与渗透并存的教学理念,来有效地推动两者之间的有效结合。德育教学大体呈现两个特点:第一,提升受教群体的"群体认同感""公民意识";第二,强调德育"内化"特征,不断提升实际教学效果。基于此,相关教学管理人员应该紧紧围绕HRM理论的核心特征,不断完善德育语言,推动建构完备的德育教学模式。

HRM and Quantitatives： Decision Tree and Vector Analysis in HRM Theory

Research topic of this paper is to discuss theory of Human Resources Management （HRM） and to discuss using of quantitative methods in HRM. Firstly, five variables establish HRM theory. They are HRM practices, positive organizational behaviors, individual performance, performance of business departments, and firm performance. Transactions among those variables enable Human Resources （HR） practitioners to apply HRM theory in their organizations. Secondly, this paper discusses use of quantitative methods in HRM. They are vector analysis and decision tree analysis. Those analyses enable HR practitioners to make effective HR decisions. Decision tree sets HR alternatives to efficiently implement HRM practices in organizations. Research question is how HR practitioners apply quantitative methods in department of HRM in firms. Finally this research comes out a conclusion that quantitative methods may be used in HRM.

感知风险和能力对于众包物流参与者的影响研究——基于中国线上送餐服务行业

移动互联网背景下,众包物流中的外卖送餐众包服务发展迅猛。基于中国线上送餐服务市场,目的在于检验出移动互联网环境下影响个体参与到众包物流的关键驱动因素、个人能力和感知风险与线上送餐服务参与度之间的内在逻辑。研究发现,相较于感知风险,参与者首先会进行个人能力判断然后决定是否参与众包物流,其中比较关键的能力是移动智能终端的操作水平;而感知风险中参与者关注众包占用个人时间的比例,希望通过众包获得更长远的职业发展。