Approaches to manpower planning

Summary This article has presented a rationale for manpower planning and has explored the conceptual strengths and weaknesses of five of the commonly utilized strategies for approaching manpower planning. Just as disciplines, e.g., economics, sociology and political science, are not clearly discrete areas of inquiry but, in part, overlap one another, so also do the above cited strategies overlap and merge in thede facto arenas of application and analysis. The arbitrary identification of five approaches is intended here only as an initial taxonomy. Thus, this analysis was initiated within a spirit of inquiry and is intended not to reflect dogma, complacency, or premature judgment, but rather to present the application of social science principles to the resolution of immediate and pressing educational problems of transnational significance.

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Methodische Ansätze der Arbeitskräfteplanung

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Conceptions de la planification de la main-d'oeuvre

     

国有企业人力资源的对策

合理配置人力资源,建立现代国企人力资源管理模式,实现企业利润的最大化。 国有企业由于计划经济时代承担了太多的社会功能,吸纳了很多人员,随着国家经济体制的转轨,这些负担沉重的国企必须卸下包袱,轻装上阵,这除了需要国家构建社会保障体系以保障国     

人力资源综合解决之道——员工终身学习

人力资源的问题需要综合解决之道 我们习惯上把人力资源工作分成:招聘、培训、薪酬、绩效等各种职能部分,针对不同的职能采用相应的办法来解决人力资源遇到的问题。于是人力资源管理工作也常     

财务总监“较劲”人力资源总监

大多数欧美大公司内部除CEO外,财务总监(CFO)为最大的实权人物。公司任何重大决策都少不了财务总监的参与。财务总监的重要性也体现在薪金上,据统计资料显示,美国财务总监的平均年薪是25万美元。财务总监位置历来被其他总监所觊觎,然而财务总监永远是一人之下,万人之上。其中奥妙,实在可以为公司上层人物或有志进入大公司领导层的人所借鉴。从职责范围来说,财务总监的工作既有广泛性又具战略性。美国 CFO 杂志的一项调查指出,CFO 不但主管企业     

人力资本权益的确立

人力资本权益确立的基础研究 从经济学角度来看: 劳动稀缺理论决定人力资本所有者可以拥有企业的剩余索取权。在社会的演进与经济的漫长发展过程中,企业的发展一无新的物力资本资源进入,二无新的可利用的自然资源出现时,即物力资本的作用力越来越少时,企业经济增长的源动力只有劳     

国企人力资源管理之弊

人力资源是存在于人身上的社会财富的创造力,亦是人类用于生产产品或提供服务的体力、技能和知识的综合反映。现代人力资源管理是一种专业性很强的管理工作,这一部分的主要责任是建立有关制度并提供咨询,以达到协助或代行各层次直线管理人员的管理任务,具体的职能一是对整个企业人力资源的开发进行规划;二是为企业招募优     

变革中的人力工作

为了迎接越来越激烈的市场竞争，企业改组、裁员、组织变革等做法已成为管理中的固定内容。很多员工想跟上这些变化，但由于工作要求更高，感到力不从心。他们往往疲于应付，对工作失去满足感和成就感，担心收入是否有保障，不再感到自己的贡献有意义。     

职业需求与教育资格的转换:人力需求预测在教育规划中应用的关键环节

要实现人力需求预测在教育规划中的准确应用,最为关键的环节在于如何将对未来职业的需求转化为对各级各类教育水平的人才的需求。这是一个非常困难但是可以完成的任务。转换的方法可以包括趋势外推法、国际比较法以及雇主访谈法等。     

The applied connection for sociology

Since its inception in 1969, the Kent State University Applied M.A. Sociology Program has produced seventy-six graduates. A case analysis was made of the mode of operations that guided the applied training. From an analysis of responses by sixty-eight graduates, the student outcomes of this model were used to evaluate the seven educational objectives that underlie the model.Sixty-eight graduates responded to a survey on their career development since obtaining their M.A.'s. Only one graduate was found employed outside her field. Although four students went on to obtain Ph.D.'s in sociology and pursue careers as practicing sociologists, the overwhelming majority of graduates applied their sociological training in human service jobs as human service practitioners.Eleven years of operation demonstrated that an applied M.A. program could be successfully developed within a traditional sociology department without extra cost to the university.     

Science and thinking: The write connection

The effective use of writing in science instruction may open the way for students to grow in their ability to exercise higher order thinking skills (Bland & Koppel, 1988). Scinto (1986) makes a compelling case for writing as a means of stimulating thinking when he states: The production of written text demands more elaborate strategies of preplanning. Written language demands the conscious organization of ensembles of propositions to achieve its end. The need to manipulate linguistic means in such a conscious and deliberate fashion entails a level of linguistic self-reflection not called forth in oral discourse (p. 101).     

流程再造：人力资源管理新问题

据统计70％的BDR项目五年后归于失败,哈默教授认为,失败的原因是忽视了人。当企业的工作流程和组织结构进行重新设计之后,员工难以迅速适应,如果员工把这种不适应性带到新的工作环境中去,必然会阻碍再造目标的实现。流程再造给企业的人力资源体系带来的新问题:     

人力资本的国际盛宴

引言 来自联合国和国际人力资源机构、跨国集团的约300名官员和人力资本专家于2002年岁末汇聚北京,就经济全球化背景下的人力资本开发与管理及人力资本领域的国际交流与合作进行为期5天的对话和讨论。与会者包括联合国高级行政长官、国际劳工组织培训司、国际人事管理协会、世界人力资源管理协会、全球商业领袖论坛的负责人以及一些著名跨国公司的总裁或人力资源总监。中国的政府部门、研完机构以及金融界和教育界的专家与学者出席了此次论坛。 此次论坛是中国加入世界贸易组织后首次举行的高规格、高层次的人力资源专业论坛。与会者围绕企业发展与人力资本管理、培训咨询与人力资本开发、教育国际似与人力资本发     

Teachers and artificial intelligence. The Logo connection

This article describes a three-phase program for training special education teachers to teach Logo and artificial intelligence. Logo is derived from the LISP computer language and is relatively simple to learn and use, and it is argued that these factors make it an ideal tool for classroom experimentation in basic artificial intelligence concepts. The program trains teachers to develop simple demonstrations of artificial intelligence using Logo. The material that the teachers learn to teach is suitable as an advanced level topic for intermediate- through secondary-level students enrolled in computer competency or similar courses. The material emphasizes problem-solving and thinking skills using a nonverbal expressive medium (Logo), thus it is deemed especially appropriate for hearing-impaired children. It is also sufficiently challenging for academically talented children, whether hearing or deaf. Although the notion of teachers as programmers is controversial, Logo is relatively easy to learn, has direct implications for education, and has been found to be an excellent tool for empowerment-for both teachers and children.     

全球医学教育和卫生人力的现状和趋势

本文利用从各种出版物、电子出版物及各种医疗机构获取的数据,加上通过随机分层抽样调查130所医学院获得的数据,描述了世界医学院的分布及毕业生人数,比较了不同地区的医生人口,分析了人口趋势,结果表明,不同地区的医学院数和毕业生人口比各不相同。医生培养和人口变化趋势不相匹配。经济全球化的趋势、人人享有卫生保健的共同目标以及医生的跨国流动使国与国之间的依赖性日益明显,因此要求从全球角度考虑如何培养下一代医生的问题。