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.

Influence of climate change and human activity on water resources in arid region of Northwest China: An overview

This study reviews the latest progress in research on climate change and water resources in the arid region of Northwest China, analyzes the cause of water resource changes within the region from the perspective of climate change and human activities, and summarizes future likely changes in water resources and associated adaptation strategies. The research shows that the climate in the region has experienced warming and wetting with the most significant warming in winter and the highest increase in summer precipitation since 1961. Areas with the most significant warming trends include the Qaidam Basin, the Yili River Valley, and Tacheng. Spatially, the increasing trend in precipitation becomes increasingly significant from the southeast to the northwest, and northern Xinjiang experienced the highest increase. Studies have shown a decrease in headwater of Shiyang River because runoff is mainly based on precipitation which shows a decrease trend. But an increase in western rivers was observed such as Tarim River and Shule River as well as Heihe River due to rapid glacier shrinkage and snowmelt as well as precipitation increase in mountain area. Meanwhile unreasonable human activities resulted in decrease of runoff in the middle and lower reaches of Haihe River, Shiyang River and Kaidu River. Finally, recommendations for future studies are suggested that include characteristics of changes in extreme weather events and their impacts on water resources, projections of future climate and water resource changes, climate change attribution, the selection of adaptation strategies relating to climate change and social economic activities, and use of scientific methods to quantitatively determine water resource allocation.

Research progress and challenges of natural gas hydrate resource evaluation in the South China Sea

As an efficient clean energy,natural gas hydrate(NGH)has become a hot topic in recent researches.Since1990 s,China has made great achievements and progress in NGH exploration in the South China Sea(SCS),including determination of the favorable distribution areas and favorable strata thickness,identification of the dual source for accumulation,evaluation of the prospective gas contents,verification of the widespread existence,and confirmation of the technical recoverability of NGH resources.However,there are three major challenges in the NGH studies.First,all the 24 national key and major projects in the SCS focused on trial production engineering and geological engineering in the past 20 years,while 8 of the 10 international NGH research projects focused on resource potential.Second,resource evaluation methods are outdated and some parameter selection are subjective.Third,the existing resource evaluation results are low-level with a great uncertainty,and cannot be used to guide NGH exploration and production or strategic research.To improve the evaluation of NGH resources in the SCS,future researches should focus on four aspects:(1)improve the research on the criterion of the objective existence of NGH and the method of prediction and evaluation;(2)apply new theories and methods from the global NGH research;(3)boost the research on the difference and correlation of the conditions of hydrocarbon migration and accumulation in different basins;(4)innovate the theory and method of NGH resource potential evaluation.

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.

Countermeasures on Elevating Self-development Ability of Western Rural Areas on the Basis of Visual Threshold of Human Capital

The thesis underscores the significant role of human capital in elevating rural self-development ability.The investment of human capital is making great contribution to western rural economic growth,and it plays an irreplaceable role in promoting the socio-economic development prominently.The characteristics of human resources development in western rural areas for the moment are analyzed as follows:the employment structure is simple;the structure of human resources is irrational;the shortage of human resources aggregate is accompanied by the critical phenomenon of idling;the human resources drain badly;there is low input and low output of talents.The thesis also propounds the fundamental approaches in order to elevating self-development ability of western rural areas:we should practise and implement National Medium and Long-term Planning of Talents Development and lay down as soon as possible the detailed matching policies and measures based on the reality of western rural areas;we should develop the education in western rural areas vigorously,and formulate the developmental strategies of bridging "knowledge gap";we should establish sound rural human resources development system,and reinforce the degree of training returning-home migrant workers;we should adjust the structure of human investment timely as needed,and strengthen the degree of human capital investment conspicuously.

Research on Human Resources Development of Rural Public Service Departments in New Countryside Construction

On the basis of defining related concepts concerning human resources in rural public service departments,this paper analyses the overall status quo of human resources in China's rural public service departments and points out the problems existing in human resources in China's rural public service departments during new countryside construction as follows:first,the constitution structure is not rational;second,the cultural quality of staff is universally low,and the business capacity remains to be promoted;third,the improvement of human resources development environment lags behind,and the supporting reform is short.In the context of new countryside construction,the opportunities faced by the human resources in China's rural public service departments are as follows:China has elevated strengthening new countryside construction and rural talents construction as important state development strategy;the ideas of service-oriented government and learning-oriented government are put forward;civil servant system is overhauled.Therefore,I advance the development strategy of human resources in China's rural public service departments as follows:implement elastic personnel system reform in public service departments(including civil servant positions in department),to form the public service personnel system of "able one comes in,mediocre one moves over and shiftless one steps down";audaciously promote young and middle-aged grass-roots cadres with strong business ability,high political quality,acute judgement and decision-making ability;build learning-oriented grass-roots public service organization,to make the staff in rural pubic service departments study assiduously and progress;broaden horizon,and build the human resources development system geared to international standards;in developed regions,the human resources in grass-roots public service departments should introduce enterprise competition model.

Reflections on Human Resources Development in China's Auto Industry

The vitalization of auto industry relies to a larger extent on the collective intellect and integrity of the personnel group comprising industrial leaders, entrepreneurs, engineers, and skilled workers. High quality personnel is very crucial to the auto industrial boom.

乡村振兴战略下农村人力资本开发对农民增收的影响研究——以湖北省为例

通过对乡村振兴战略下湖北省农村人力资本开发的条件、举措以及成效的分析,结合乡村振兴战略实施前后湖北省农民增收情况,分析农村人力资本开发的素质提升、体质增强与人力流动对农民增收的影响。据此,提出加强农村人力资本开发促进农民增收的策略,建议:从战略高度上注重英才主导与职业主体的一体化培养,在宏观维度上强化社会保障与农村医疗的协同化部署,以及在长远角度上引导返乡创业与支柱产业的本地化发展。

外文人文社科文献保障体系高质量发展回顾与前瞻——“CASHL服务启动二十年·外文人文社科文献保障体系高质量发展研讨会”综述

2024年4月25日,“CASHL服务启动二十年·外文人文社科文献保障体系高质量发展研讨会”在复旦大学成功举办。教育部社会科学司领导、全国94家高校以及合作机构的嘉宾、学者、馆长与馆员代表等190余人参加了会议。会议总结了CASHL廿年历程与经验,分析人文社科学科的变化与需求,探讨文献保障体系高质量发展的机遇与挑战,寻求外文人文社科文献保障体系建设的新范式与新路径。文章综述了本次会议各位专家学者的学术成果与前沿思考,为外文人文社科文献保障体系高质量发展提供理论启发与路径参考。

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。

人才强国战略理论发展、演进脉络及新时代趋势展望

人才强国战略是中国三大基本战略之一,自2002年被明确提出以来,该主题已逐渐成为学术界关注的热点。人才强国战略的理论发展可分为初步构建、全面推进和深入实施三个阶段。通过文献计量法分析,可以梳理出人才强国战略演进的阶段特征及驱动因素。在此基础上,通过关键词突现图和战略图分析,可以预测人才强国战略研究的发展趋势。概括而言,在新时代,人才强国战略研究应继续立足国情、与时俱进,为夯实现代化建设的人才基础提供理论和实践支撑。

人力资源服务产业园建设路径与赋能对策——以浙江省为例

人力资源服务产业园是聚集人力资源服务业的重要空间载体,对实现高质量就业、形成地方新经济增长点等具有重要作用。为推进人力资源服务产业园提质增效,在对浙江省杭州市、嘉兴市、金华市等地一些代表性园区进行实地调查的基础上,分析总结出浙江省人力资源服务产业园的建设路径,主要包括完善园区配套、强化政策支持、聚力精细管理、畅通内外循环、加快数字赋能等。但人力资源服务产业园发展也存在企业层级架构有待完善、企业业态结构有待多元化、人才支撑力度有待提高、园区可用空间有待扩展、园区同质化竞争待破局等问题。为进一步提升人力资源服务产业园服务的专业化、规范化水平,应打造企业梯度培育体系,构建多元化服务新体系,推动人才培育提质增效,拓展园区发展承载空间,构筑聚企兴业主阵地,提升人力资源服务产业园的服务能级。

人口老龄化背景下安徽省劳动力资源开发困境及应对策略

文章通过对安徽省人口相关数据进行分析,具体阐述了人口老龄化背景下安徽省劳动力资源开发面临的困境,包括劳动力资源供给短缺、劳动力年龄结构老化、老年人力资源开发水平低、劳动者就业结构转变、养老服务人才供给不足以及劳动力流失严重等问题。从调整人口政策、提升人力资本积累、充分开发利用老年人力资源、促进养老服务产业发展、提高养老服务人才有效供给、壮大新兴产业发展等6个方面进行对策研究。

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。

高质量发展背景下国有企业人力资源绩效管理创新探究

随着市场经济的不断进步与发展,国有企业所面对的竞争开始变得越来越激烈,国有企业不仅要重视增加经济效益,还要重视全面进步与发展。国有企业发展过程中人力资源绩效管理属于比较重要的一部分,对增强企业的核心竞争力起到重要的作用。因此,文章从国有企业人力资源绩效管理的重要意义入手,分析国有企业人力资源绩效管理中存在的问题,探究国有企业人力资源绩效管理创新策略,希望可以推动国有企业高质量发展进程。

人力资源服务专业人才队伍的建设与培养

本研究聚焦于人力资源服务专业人才队伍的建设问题。通过分析行业现状,发现存在巨大人才缺口、结构性失衡、培养体系不完善等问题。研究指出,行业快速变化、知识更新加快、理论实践结合困难、复合型人才需求增加、评估激励机制不健全等是人才队伍建设面临的主要挑战。针对这些挑战,本文提出了完善人才培养体系、强化实践能力、培养复合型人才、建立科学评估体系、完善激励机制、加强行业标准和职业认证等策略。这些策略旨在提高人才队伍的专业能力和综合素质,促进行业的可持续发展。

西部地区人才战略探讨

西部大开发就是西部大开放 ,只有扩大开放才能真正实现西部大开发的战略目标。西部大开发面临前所未有的良好的国际国内环境。本文分析了西部地区人力资源的文化素质 ,人口的思想素质以及缺乏人才的关键。提出了西部地区人才资源开发在教育上的战略 。

建立中国国民幸福生活核算体系的构想

从国家核算体系的演变和特点入手,分析了人文发展的理论内涵和中国人文发展面临的环境和社会压力,在详细分析我国是否存在环境库兹涅茨曲线的基础上,指出依靠经济增长来缓解环境压力不应当作为人文发展的主要战略核心目标。同时分析了幸福的内涵,详细讨论了人文发展状态评价的主观评价方法—国民幸福生活年和人类需求矩阵,最后提出了我国进行国民幸福核算的建议和简化框架,并针对该建议提出了聚焦贫困人口、发展循环经济、关注文化发展、处理好公平和效益的指导原则。

我国北方沙漠旅游资源开发问题探讨

我国北方沙漠旅游资源可分为三大类、三亚类、五个基本类型。沙漠旅游资源的区域独有性和景观异质性显著,且东、西沙区分别形成景观组合式与沙漠景点集合式旅游资源富集区。沙漠旅游资源具有多种旅游功能与旅游适宜性。通过对我国北方沙漠旅游资源四种开发类型及存在问题的分析,本文提出了应把北方沙漠旅游资源作为一个整体置于国家沙漠治理的框架下,东部沙地及城镇边缘限制开发沙漠度假、娱乐类旅游,中部沙漠适度开发沙漠生态观光类旅游,西部沙漠大力开发沙漠原生态类旅游的战略,并以制定旅游发展规划、完善基础设施、打造旅游品牌、组织体验式旅游项目等为对策,发展我国北方沙漠旅游。