接轨市场高端需求的产业硕士培养模式创新——基于企业对中高层人才需求特征调查的思考

现有研究生培养模式在适应企业需求方面仍待创新和完善.产业硕士培养模式旨在面向特定产业培养具有"三维"复合型知识结构和较强应用能力的人才,从市场需求、发展基础和组织管理等方面看均具可行性,而且以工科为主的综合性高校更具实施优势.目前可行途径主要有:以工科院系为主培养技术型产业硕士,以经济管理院系为主培养经管类产业硕士,面...     

Live and Learn: Informal Learning Among Future Professionals

Although most workplace learning occurs informally, instructional design and technology professionals often focus their attention on more formal interventions, such as training. This article addresses a research study that examined the perception and use of informal learning strategies among instructional design and technology graduate students, the future members of the workforce of instructional designers and performance improvement practitioners. Results of this study may have implications for both instructional design and technology graduate programs and managers of instructional design and technology teams in organizations.     

The University of North Texas Program of Applied Technology and Performance Improvement

The University of North Texas offers the prestigious Applied Technology and Performance Improvement (ATPI) program at both undergraduate and graduate levels in the department of Learning Technologies, College of Information. The ATPI program focuses on the multidisciplinary nature of human resource development, performance improvement, and workforce innovations, preparing students for careers as scholars in academic settings or as corporate training consultants and practitioners in business and industry. As a public research university, the ATPI program prepares both scholars and scholar‐practitioners to lead their field through research‐based practices and research dissemination under the mentorship and guidance of strong faculty. Graduates of the program hold high‐level professional and leadership positions both nationally and internationally.     

Strategy Streamlines Evaluation

Asan external consultant, I often evaluate performance improvement (usually training) programs. As a professor, I have helped hundreds of graduate students perform similar tasks for their organizations. In my experience, evaluation projects are often ad hoc affairs—stand‐alone efforts that are relatively unconnected to other evaluation activities in the organization, or perhaps the only evaluation activity ever conducted in the organization. The evaluation team must start from scratch to design and conduct the evaluation, and the resulting project can be long and frustrating. You are familiar with the phases, outlined below (using training as the intervention). The sample questions in each phase hint at the complexity of the effort, although these questions are by no means exhaustive.     

Master of Professional Studies in Agriculture and Life Sciences offered through the Field of Food Science and Technology at Cornell University: A Model for the Development of a Course‐Based Graduate Degree in Food Science and Technology

The shortage of highly qualified graduates with advanced training in food science is a pressing problem facing government agencies and the food industry. This has created a need to recruit and train food scientists at the graduate level. However, most graduate level programs are research‐based and do not meet the needs of many students. The College of Agriculture and Life Sciences at Cornell Univ. has a Master of Professional Studies Program in Agriculture and Life Sciences (MPS‐ALS), which is offered through the Field of Food Science and Technology (FFST), as an alternative to research‐based masters and doctoral degrees. Although the MPS‐ALS program began in the 1970s, the FFST did not take an active role in recruiting students or tracking alumni until 2000. From 2000 to 2013, a total of 56 students, representing an internationally and academically diverse student body, have received MPS‐ALS degrees through the FFST. In May and August 2013, alumni were asked, via e‐mail, to complete an online survey to assess the long‐term impact of the MPS‐ALS program on their career success. The results of the survey indicate that the MPS‐ALS program at Cornell Univ. is a strong program that attracts excellent candidates from a variety of undergraduate fields. Program alumni have been very successful in obtaining full‐time employment, graduate positions and internships, and are highly satisfied with the program. The MPS‐ALS offered through the FFST at Cornell Univ. is a model for the development of course‐based graduate programs that seek to increase the supply of and meet the demand for trained professionals in food science.     

Applying Performance Measures and Process Improvements in the Classroom: The Loch Dots Company Simulation

The article describes a multi‐phase, in‐class simulation that employs problem‐based learning to teach operations and process‐improvement concepts as part of an undergraduate or graduate business course. The simulation is derived from a corporate Lean Six Sigma training activity and has been modified to introduce, demonstrate, and apply a wide range of business concepts relevant to operations and supply chain management, including the use of operational and financial performance measures in decision making. The activity is scalable for small‐ to medium‐size classes with multiple student groups and may be deployed as a stand‐alone, in‐class exercise spread over several class meetings or incorporated into a larger, semester‐long process‐improvement project for multiple student groups. The simulation emphasizes problem‐solving, teamwork, and intra‐firm cooperation in addition to 20–30 other business concepts, tools, and measures that may be incorporated.     

Evaluation of Corporate Training Programs: Perspectives and Issues for Further Research

Performance improvement interventions, including training, are investments that can yield identifiable payoffs for an organization in the form of better job performance. Evaluation is vital to continuous improvement of human performance in the workplace. Without measures of effectiveness, organizations do not know whether dollars are being spent wisely and, consequently, whether to continue, modify, or improve performance interventions. There are several approaches for the evaluation of training programs. Few adequately cover the broader perspective of performance improvement. Various schemes and terms are used to describe facets for evaluating training programs. However, sometimes different terms describe the same event. At other times, quite different training evaluation activities are discussed by different authors using the same terms. The present article reviews six overall evaluation perspectives of corporate training programs: Kirkpatrick's four‐level approach; the CIRO approach; Hamblin's five‐level approach; Florida State University approach; Indiana University approach; and Phillips' five‐level approach. And four research areas for further study are recommended: overall evaluation models, causal relationships between evaluation categories, systematic research on how to evaluate the various categories, and appropriate uses of the results of evaluations.     

Professionalization and the Training of University Administrators in China: A Comparative Perspective

Compared to the training of higher education management professionals in the US, the training of their counterparts in China is relatively modest, with few programs offered at the graduate level. Further, few concrete solutions have been proposed for tackling the challenge of preparing managerial professionals for the sound development of higher educational institutions in China. Based on existing theories and practices associated with professionalization and findings from the literature and data collected from universities both in China and the US, this paper examines the training of higher education professionals from a comparative perspective in the two countries. With the intention of identifying the characteristics of “best practices” for the training and education of institutional executives, in an effort to provide possible suggestions for the future development of higher management training in China, the paper will discuss the topic from two perspectives: short-term in-service training programs and formal PhD and EdD programs.     

大学发展的层次模式研究

按照培养人才的层次进行考察，大学的层次模式经历了本科教育单层次阶段，本科教育和研究生教育双层次阶段，专科教育、本科教育及研究生教育三层次阶段。文章将上述发展过程称为本科大学发展的层次模式，并以德国和美国高等教育发展历程为主线，分析了世界大学发展的层次模式。     

Comparing the Roles,Responsibilities, and Activities of Transactional and Transformational HRD Professionals

HRD professionals engage in one of two potential roles—transactional or transformational. Transactional focuses attention on an activity strategy whose cornerstone is training. Transformational focuses on a results‐driven strategy that is performance‐centered‐a role that helps organizations achieve their strategic business goals and objectives. These strategies differ in their outcomes and contributions to organizations in that the former leads to training for training's sake while the latter seeks to maximize organizational performance and effectiveness. Thus, HRD professionals are challenged to choose either an activity strategy that embraces a business as usual approach or a results‐driven strategy that requires adopting a new and exciting role.     

An Exploratory Study of the Relationship between Knowledge Management and Performance Professionals

The transition of the workforce from brawn‐power to brain‐power has prompted organizations to fixate on the knowledge created by employees, managers and customers. Knowledge Management (KM) involves recognizing, documenting, and distributing the explicit and tacit knowledge resident in an organization. Although extracting, packaging, and distributing information is not new ground for human resources and training professionals, this preliminary study pursued the authors' curiosity regarding how far beyond job aids and documentation, precursors to KM, the profession has come. This initial study investigated the knowledge management practices reported by volunteer respondents and assessed readiness for knowledge management by teasing out evidence of the systems and goals associated with KM. Additionally, we sought to understand the roles professionals reported themselves to be playing in KM, with particular interest in the thought leadership provided by consulting firms and the implications of organizational culture and information technology.     

Solutions to Literacy Deficiencies in the Workplace; A Survey of Current Practices

Much attention has focused on employee basic skill (literacy) problems in recent years. Most authorities on the topic have focused their attention on two solutions alone: (a) offering in-house training to employees short-term solution intended to rectify existing basic skill deficiencies in the workforce; and (b) supporting public education as a long-term solution intended to ensure that future job applicants/employees possess basic skills adequate for beginning work. Few writers or authorities have suggested alternative performance improvement strategies to address basic skill problems. This article identifies a range of performance improvement strategies for addressing basic skill deficiencies and summarizes results of a recent survey of training and development professionals about how often these strategies are used in their organizations. In general, many survey respondents indicated that their organizations are using many different performance improvement strategies to address basic skill problems.     

A comprehensive performance analysis and improvement method

Performance analysis and improvement are critical skills for the performance technologist. A comprehensive approach to these tasks, which includes techniques from industrial and organizational psychology, industrial engineering, and organizational behavior management, is described. The approach comprises four steps: (1) conducting an organization‐wide survey to identify general improvement areas, (2) objectively pinpointing performance improvement potentials, (3) systematically identifying performance constraints, and (4) selecting or designing an improvement technique. Survey results for 63 organizations are presented and the effect of management practices on management span of control are examined. Eighteen performance constraints are organized into a decision tree that is used to select 1 of 27 improvement techniques. The results of this approach to performance analysis and improvement are described for 58 improvement projects in a medium‐sized bank.     

基于资源整合的研究生和本科生教务管理系统

随着高校研究生教育的发展和信息化建设的深入,很多高校开始考虑统筹建设研究生管理系统和本科生教务管理系统。此文详细讨论了这个问题：先分析了研究生培养和本科生培养的目标、过程的特点和不同,在此基础上分析了研究生教务管理和本科生教务管理的关系,然后提出了基于资源整合的“蝴蝶形”研究生教务管理和本科生教务管理系统框架,最后对如何统筹建设研究生和本科生教务管理系统提出了建议。     

Antecedents and Consequences of Coaching Behavior

Proponents of the learning organization acknowledge that leaders and managers must assume roles as coaches in organizations that aspire to become learning organizations. The concept of the manager as coach is becoming increasingly popular as a way to facilitate learning and improve employee performance. Yet, despite the research that has been done on coaching, studies generally focus on characteristics of good coaches, requisite coaching skills, and employees' perceptions of the improvement in managers' coaching skills following such training programs. This article describes some of the findings from a larger qualitative critical incident study. Specifically, the triggers for coaching and the outcomes of coaching interventions for the individual employee, manager, and organization are examined and reported here. This study identifies gaps and discrepancies, political, and developmental issues as the primary triggers for coaching. Additionally, this study suggests that managers' commitment to coaching has the potential to impact performance at the individual employee, manager, and organizational level.     

Aligning business needs and instructional assets (recycling instructional assets)

High‐performing organizations and performance improvement professionals frequently speak about the alignment of their instructional curricula with the needs of the business. However, they often lack a systematic methodology for performing that alignment. This article presents such a method. The process provides the ability to better support current business initiatives, increase organizational responsiveness, and reduce curriculum acquisition and development costs.     

Antecedents and Consequences of Coaching Behavior

Proponents of the learning organization acknowledge that leaders and managers must assume roles as coaches in organizations that aspire to become learning organizations. The concept of the manager as a coach is becoming increasingly popular as a way to facilitate learning and improve employee performance. Yet, despite the research that has been done on coaching, studies generally focus on characteristics of good coaches, requisite coaching skills, and employees' perceptions of the improvement in managers coaching skills following such training programs. This article describes some of the findings from a larger qualitative critical incident study. Specifically, the triggers for coaching and the outcomes of coaching interventions for the individual employee, manager, and organization are examined and reported here. This study identifies gaps and discrepancies, political, and developmental issues as the primary triggers for coaching. Additionally, this study suggests that managers' commitment to coaching has the potential to impact performance at the individual employee, manager, and organizational level.     

Framing: A Method to Improve Performance Analyses

Due to the rapid rate of organizational change, performance improvement professionals need innovative ways to analyze issues affecting performance. Because most organizations lack resources to address all performance concerns in a timely manner, performance improvement professionals need a myriad of performance analysis tools. This research focuses on framing as an innovative tool in performance analysis. Framing is a method of attributing different perspectives to performance analysis data and understanding the beliefs and organizing principles within an organization. Using qualitative coding and analysis techniques, the four frames of structural, human resources, political, and symbolic were applied to a sample of interview and observation data taken in a large public research/teaching hospital. Results revealed that the human resource frame was the predominate frame and that framing is an innovative method of analyzing organizational culture and making meaning in organizations, adding another dimension to performance analysis techniques.     

英国事件管理本科专业设置及其启示——以英国中央兰开夏大学旅游休闲管理系为例

由于我国事件产业的蓬勃发展而导致事件人才匮乏,事件管理教育则成为事件产业发展的关键.本文以英国中央兰开夏大学旅游休闲系为例,介绍了事件管理本科专业的课程体系结构和教学特点,并阐述该专业设置给我国开展事件管理本科教育所带来的启示.     

论高校的学习型研究生党支部建设

研究生学习型党支部建设是新时期高校学生党建工作面临的新课题。加强研究生学习型党支部建设,必须认真学习实践科学发展观,为党建工作提供强大的思想保证。我们也需要深入理解学习型理论,结合研究生党员的实际特点,加强研究生党支部建设和管理,逐步建立起系统化的研究生学习型党支部,充分发挥研究生党员的先进性和党支部的战斗堡垒作用。