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.

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.

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。

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。

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。

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 ;

企业可持续发展与员工精神福利

人力资源是企业可持续发展的基本支持要素。然而,随着经济社会的高速发展,许多企业员工都遭遇心理压力的困扰,员工的心理问题对企业的可持续发展造成了极大的阻碍。为此,本文提出了一种解决途径,即推广已在国外广泛应用的员工帮助计划,简称EAP。EAP旨在帮助员工应对压力困扰,是一种提高工作绩效的精神福利。本文阐述了EAP在降低成本、提高生产率、提高生活质量、提高回报率等方面为企业带来的好处,并对EAP在发达国家的情况进行了介绍,进而对我国企业开展EAP的必要性进行分析。

以人才队伍建设促进医院可持续发展

人才建设是医院可持续发展的核心内容。医院人才队伍建设工作易陷入目标计划缺失、漠视中青年骨干队伍建设、忽略科研人才、引进和培养失衡四大误区。在实践中需要明确目标、并在此指引下制定系统的工作计划,建立层次分明的人才建设体系,重视临床和科研的均衡发展,建设积极向上的独特医院文化,以确保医院健康有序的发展。

水资源综合调配概念与关键技术问题浅析

考虑自然和人类系统的相互作用,文中分别从水的需求和供给管理角度出发,初步论述了水资源综合调配的内涵与外延,提出水资源综合调配研究包含的基本环节,并对其面临的关键技术问题进行了分析和展望。

农民田间学校的起源及在中国的发展

文章通过对《中国知识资源总库》网络资源共享平台(CNKI)1979—2007文献跨库检索和其他相关材料的研究分析,结合作者在相关省份开展农民田间学校的实践,从国际视角对农民田间学校的起源、定义、培训方法和培训效果进行了分析,对田间学校在中国的发展进行了回顾和总结,并提出了加强对田间学校开展深层次研究的建议。