Cultivating New-type Farmers Based on the Theory of Human Resources Development

Under the direction of theory of human resources development,this thesis analyzes the impact of rural human resources development oncultivating new-type farmers.Firstly,it increases the input of rural basic education;secondly,it reinforces the vocational education and technologytraining;thirdly,it promotes the rural medical and public health services;fourthly,it quickens the rural labor transfer.The status quo of China's ruralhuman resources has been analyzed as follows:in terms of the quantity of rural human resources,the status quo is large and quick-developed baseof rural human resources,high labor participatory rate,and constitution of low age;in terms of the quality of rural human resources,the status quois the ubiquitous low quality of rural human resources,low technological level of rural human resources,and overall low physical quality of farmers;in terms of the structure of rural human resources,the status quo is the irrational industrial structure distribution and imbalanced regional structuredistribution.The thesis also discusses the edification of theory of human resources development in cultivating new-type farmers.First,in terms ofthe control over quantity of rural human resources,it is to keep the stability of family planning policy,and expedite the transfer of rural surplus la-bor;second,in terms of promoting the quality of rural human resources,it is to bolster the development of reserve rural labor force resources,toconstruct the adult educational training system with Chinese characteristics,and to build rural primary health care system;third,in terms of adjus-ting the structure of rural human resources,it is to perfect rural human resources market,and adjust rural economical structure and talents struc-ture.

Fuzzy Comprehensive Evaluation of Training Effect on Human Resource Development

On the basis of the essential connotation of the training effect on human resource development and the basic principles of setting up a index system, the evaluation index system of the training effect on human resource development in enterprises has been established. It evaluates the training effect on human resource development with the method of fuzzy comprehensive evaluation and achieves better results. It also provides a scientific, practical and quantitative method for the systematic analysis and comprehensive evaluation of the training effect on human resource development.

Sufficiency Economy for Sustainable Human Resource Development in Tourism Business

The purpose of this paper is to suggest the concept of sufficiency economy philosophy to be used in tourism business,especially in human resource development(HRD).This paper covers the analysis and synthesis from literature review,the meaning of sufficiency economy philosophy,sustainable development and human resource.The result has shown that the sufficiency economy philosophy is a measure of well-being(Nothing can be developed sustainably like HRD.Tourism business is a service product that depends on human resources).That is the reason why the sufficiency economy philosophy should be implemented for sustainable HRD in tourism business.

Human Resource Management of Public Institutions from the Perspective of Sustainable Economic Development

At this stage,the sustainability of human resources in China is becoming more apparent.As vital units of social development,public institutions are facing fierce competitions under the appalling situation of today’s market economy,and the problem of human resource management is increasingly significant.In order to improve their potentiality for sustainable development and enhance their core competitiveness,public institutions must pay attention to human resource management.At present,the human resource management of public institutions,whether from the micro level of employees and managers,or the regional differences at the macro level,all show significant problems,such as the flawed employee management system,the serious phenomenon of difference and mismatch,as well as the lack of professional knowledge among managers.Based on this,this paper takes the coordinated relationship between human resource management and sustainable economic development as a breakthrough and proposes several measures for the problems that exist in the human resource management of public institutions,so as to continuously improve the level of their human resource management as well as promote the sustainable development of public institutions and social economy.

A Multi-Level Evaluation of Policy Integration of Human Resource Development in Agriculture Sector

Human resource development assumes as a golden key for a knowledge-based economy and competitiveness. This study evaluates policy integration of human resource development (HRD) in agricultural sector within the context of multi-level governance (i.e., interdependence of administrative levels in decision making) and suggests means to enhance policy integration in Bangladesh. Conducting a critical review of major policy instruments, key informant interview and two case studies, this study concluded that HRD issue has fairly included and observed consistency (between the aim of HRD and policy) in all policies and strategies;majority of policy instruments have significantly addressed the significance of HRD and added plans for its development;reporting, monitoring and evaluation of policies and strategies are rather weak and there is no adequate flow of financial arrangement that is largely determined by the availability of government project. Based on the findings, the following means should be useful for improving HRD policy integration such as providing a handsome amount of development budget at the sub-district agricultural office, formulating coherent strategies to build effective cooperation, coordination and participation among stakeholders, initiating special capacity building programmes for rural women, young farmers and smallholders and mainstreaming HRD issue in governmental planning and programmes, and accordingly crafting policies and implementation.

大数据时代职业院校人力资源管理信息化建设探析

信息技术有效融入职业院校人力资源管理工作有利于改善职业院校人力资源管理,从而让职业院校在人力资源管理探索和改革领域获得提升优势,促进职业院校高质量的跨越式发展。通过分析信息技术在职业院校人力资源管理中的现状和意义,丰富了职业院校人力资源管理的内涵,提出了职业院校人力资源管理信息化建设的策略。

人力资源规划与可持续发展研究

促进经济的可持续发展,在激烈的市场竞争中保持有利地位,是我国现代经济发展的方向,也是企业关注的重点问题。研究人力资源规划与可持续发展的关系,不仅可以帮助企业更好地理解自身的需求和能力,也可以帮助企业更好地平衡经济、社会和环境的发展,最终实现可持续发展。

事业单位人力资源培训与发展的策略和实施

文章旨在探讨事业单位人力资源培训与发展的策略和实施。人力资源是事业单位组织中不可或缺的重要资源,通过合理制订和实施培训与发展策略,能够提高员工绩效,增强组织的竞争力。文章主要从策略制订阶段和实施阶段两个方面进行阐述,并探讨了该领域面临的问题和挑战,最后提出一些相应的改进策略以推动事业单位人力资源培训与发展。

人力资源管理专业培养方案对比研究

人力资源管理对企业发展有着重要作用。随着我国社会经济的发展,社会各界对人力资源管理专业人才尤其是复合型和应用型人才的需求日益提升。本文旨在通过调研不同高校的人力资源管理专业培养方案的情况,分析培养特色、课程学分设置、课程体系设置、人才培养模式以及课程思政建设的情况,总结了人力资源管理专业人才培养的建议,以期进一步推动人力资源管理专业人才培养工作的开展。

培训策略在人力资源管理中的作用与实施路径

随着知识经济的快速发展,人力资源已成为企业重要的核心竞争力之一。培训策略作为人力资源管理的重要组成部分,对提升员工能力、促进组织发展具有关键作用。文章旨在探讨培训策略在人力资源管理中的重要作用,分析其实施路径,并提出相应的优化建议。同时,文章认为科学合理的培训策略不仅能够提升员工的素质,促进组织发展,还能有效降低绩效风险,节约成本。因此,企业应重视培训策略的制定与实施,以推动人力资源管理的持续应用。

Talent Management to Support the Transformation of Human Resource

This paper discusses talent management to support Human Resource （HR） tranformation and analyzes the role and the function of Human Resource Management （HRM）, how it is expected to be in the future for any organization. The discussion about the relation between HRM, talent management/talent pool, training and development, and HR preparation for leader＇s candidates （succession） required by every organization to maintain its existence and competitive advantage, is raised in this paper, using literatures/content analyzes and descriptive explanation. Based on the analysis, HRM in the future should be involved more directly in overall people-related business process in order to support the competitive advantage of organization. The role of HRM is no longer limited to the administration, but has shii^ed into a strategic partner and change agent. Talent management can be applied to the fields of business and education in order to achieve superior performance. Appropriate talent management can be used as a strategy to improve organizational performance. Talent management application that is consistent with the goals, strategies, and values of the organization will provide a positive impact on organizational performance.

“以水定产”驱动的黄河流域可持续水管理策略研究

水资源短缺是长期以来制约黄河流域经济发展的关键因素,实施“以水定产”是黄河流域可持续水管理的核心策略,对推动流域内的经济社会与环境协同发展、实现黄河流域生态保护和高质量发展战略至关重要。本文剖析了“以水定产”的基本概念及其内涵的演变过程,辨析了“以水定产”“水管理”两者的逻辑关系,基于复合生态系统理论提出了“以水定产”促进可持续水管理的概念框架及实施路径;从黄河流域水治理战略演变、流域水管理制度变迁两个层面梳理了黄河流域水管理体系的发展历程及现状;进而分析了黄河流域实施“以水定产”在管理体制统筹协同、人水和谐效益优化、基础数据支撑能力等方面存在的主要挑战。研究提出了“以水定产”驱动的黄河流域可持续水管理策略建议:完善流域水管理部门和行政单元协调机制,协同推进“四水四定”;激励多元主体参与流域治理,创新流域治理网络体系构建;推动流域内管理部门共建共享数据资源,实现流域精细化、可持续水管理。

职业本科院校现场工程师培养的逻辑向度、现实困境与路径优化

在技能型社会建设视域下,技能人才培养不仅是人才强国战略实施的重要抓手,还是保持国际竞争优势的有效路径。遵循当前技能型社会建设和人才强国政策逻辑,培养高质量的技能人才——现场工程师是职业本科教育这一高层次类型化教育的历史使命。从理论逻辑看,人才培养的目标与规格是准确定位职业教育类型化发展路径的依据,现场工程师的核心能力标准体系应契合其跨界性、实践性等职业属性。从实践逻辑看,国际高等工程教育改革强调“回归工程实践”,现场工程师培养须以实践性知识为核心,整体性变革人才培养模式。以全国首批32所职业本科院校321个与工程相关的专业人才培养方案为样本,分析发现当前现场工程师培养普遍存在人才培养目标和高技能劳动力需求不匹配、校企合作育人机制不健全、课程结构对接核心职业能力乏力、教学模式在支持实践性知识生长上失能以及复合型评价体系建设滞缓等问题。为此,未来应围绕现场工程师培养进行路径优化:在目标定位上,进一步强调和区域经济发展的耦合;在培养模式上,革新基于校企互融共生的现代学徒制;在课程建设上,构建符合工程岗位实践取向的模块化课程体系;在教学模式上,重塑基于现场真实工作场域的实践教学模式;在教育教学评价上,完善突出全程性质量监管的多维立体评价体系。通过路径优化,增强现场工程师对经济社会发展、产业转型升级的支撑性和适应性。

基于可持续发展的水资源治理研究

随着人口的不断增长,社会的不断进步,人们对水资源的开发利用水平逐步提高,水资源的需求量也在不断增加,供需矛盾日益突出。水资源治理的可持续发展研究从“人水和谐”开始,以节流优先、治污为本、多渠道开源为具体指导改善水资源环境,为建设现代生态宜居地提供有效助力,为我国的经济、政治和社会文明的发展作出贡献。

民航“三长”队伍的激励机制研究

民航“三长”队伍是构建航空公司核心竞争力的基础。“三长”队伍的职业状态和专业水平对航空业服务质量、飞行安全有着非常重要的影响。目前“三长”队伍存在培训、激励不够等问题,需要采取多种措施加强“三长”队伍的培养与激励。结合实例,从机制建立、党建引领、扁平化管理等方面提出了对策建议。

竞技体育可持续发展的评价指标及其人力资源研究

竞技体育可持续发展是新世纪我国体育界面临的重大课题。笔者以 4省 44 2人为调查对象 ,研究和探讨了竞技体育可持续发展的评价指标 ,经因子分析和专业理论研究 ,建立了 5类共 15项指标 :科技道德教育类、体制规范类、经济竞技发展类、外部投入类和消除“近亲繁殖”的教练员培养制度类。笔者在研究中发现 ,我国无论是体育还是非体育家庭都不愿意孩子从事体育和竞技体育 ,主要原因有传统思想问题、体育的社会地位问题、运动员的教育问题等 ,其中教练员的“近亲繁殖”培养制度是影响我国竞技体育人才资源的最主要的原因之一。

基于生态足迹和人文发展指数的可持续发展评价——以我国海洋渔业资源利用为例

可持续性评价是衡量社会发展状况的一个重要问题。基于生态足迹指数和人文发展指数构建了可持续性评价框架,运用该评价框架对我国社会发展及其对海洋渔业资源的影响进行了综合评价。结果表明:1991-2003年间,我国基于海洋渔业资源利用的社会发展处于不可持续的状态。最后就如何提高社会发展的可持续性水平,降低社会发展对海洋渔业资源的影响提出了一些建议。

搞好人力资源管理,控制医院成本

随着我国卫生事业的不断改革,成本控制已经成了医院获得可持续发展的关键。人力资源管理是控制医院成本的核心环节。本文强调了树立成本意识,重视人力资源的优化配置以及人力资本的合理控制,并就怎样利用人力资源管理控制成本作了重点阐述。

论文化旅游是实现旅游可持续发展的有效途径

旅游业已成为国民经济的重要支柱之一,当前旅游业面临着环境污染、生态破坏等一系列问题,急需走上可持续发展的道路。开发和利用人文旅游资源,发展文化旅游是实现旅游可持续发展的有效途径。

人力资源开发与可持续发展

人力资源是一切资源中最宝贵、最重要的资源。人力资源开发的程度决定社会发展的程度 ,优先开发人力资源 ,不仅是我国经济发展的趋势 ,也是实施可持续发展战略的要求。目前 ,人力资源开发中存在的问题包括人口数量增长过快 ;教育落后 ;劳动力缺乏流动性。为此 ,应采取如下对策 :严格控制人口增长率 ;加快教育事业的发展 ;实现人力资源的合理流动和优化组合 ;强化激励机制对人力资源开发的重大作用 ;