高职学生专业素质的文化支撑

高职教育是以培养学生的实用能力为核心,技能的应用只有经过人化的过程才能充分实现其价值和意义,而文化正是使技术实现人化过程的中介。所以,高职院校学生专业素质的培养必须要有文化的支撑。     

融入企业文化构建高职职业素质教育体系

融入企业文化,构建高职素质教育体系的研究,旨在以企业文化为抓手,构建职业素质教育大平台——教学生怎样做职业人。并在此基础上构建职业素质教育小方向——教学生怎样做职业事。形成高职职业素质教育体系基本框架。同时。将高职素质教育的目标与专业能力的培养过程相融合、相对接。引导学生在校企合作、工学结合的能力培养过程中,通过真实的企业文化潜移默化的影响,改变学生的行为,培养良好的职业素质．真正实现高职教育的岗位目标要求。同时对实现基于企业文化的高职职业素质教育途径进行了探讨。     

优秀企业文化在高职思想政治教育中的积极作用探析

企业文化与高职思想政治教育在价值取向、功能、发挥作用的过程以及目标等方面具有相通之处。因而优秀企业文化具有引导高职学生树立正确职业价值观、培养高职学生良好职业道德素质、帮助高职学生树立自主创新意识、培养高职学生团队合作精神以及提高高职学生职业行为素养等积极作用。发挥优秀企业文化在高职思想政治教育中积极作用的途径包括主动吸纳优秀企业文化的核心价值理念、利用校企合作实现两者良性互动以及通过校园文化建设实现两者有效对接。     

关于高职院校英语教学与文化自信培养的融合策略

高职的英语教学,不仅是培养学生的英语语言能力,也担负着传播外来文化,培养学生本民族的文化意识的任务,所以在高职英语教学过程中,必须要重视学生群体自身对于本国文化自信的培养。在教授英语语言技能以外,高职英语教学过程中建立起学生的文化自信才是教学的根本目标,是高职英语教学的重要任务[1],因此探究如何在高职英语教学中有效地融合文化自信培养很有必要。     

论高职院校的教育文化建设

高职院校的教育文化建设,是激活高等职业教育内涵提升的核心力量,对形成学校品牌特色,培养学生高素质的职业技能具有强大的辐射性和影响力.在当前高校建设过程中,高职院校应该把企业文化、职业文化渗透到教育文化中,进而形成具有本校特色的高职院校文化,实现高职生就业零距离,推动高职院校可持续发展.     

高职院校音乐教育“以文化人、以人化文”研究

高职院校音乐教育“以文化人、以人化文”是推进文化大发展大繁荣和丰富音乐教育理论的需要.高职院校音乐教育要注重发挥优秀教师的引导带动作用,积极开展教学实践活动,切实强化教育理论创新,努力推进“以文化人”、“以人化文”的良性互动,提升高职院校音乐专业办学层次和水平.     

高职院校跨文化英语教学的导入

本文从高职英语教学的现状与存在问题入手,阐述了在培养跨文化交际能力过程中应遵循的原则及其目的,介绍了导入跨文化交际教学的方法,指出教师在强调语言教学的同时应注意培养学生对文化的敏感性,提高他们的文化素养,从而有效提高高职英语的教学质量,有效实现高职教育的培养目标。     

高职英语教学中培养学生文化意识的研究

高职院校在教学过程中,根据社会发展的实际需求,有针对性地培养社会应用型人才,使学生能够掌握多种专业技能,适应社会发展的需求。高职院校在英语教学中,应当根据学生的学习能力,在培养学生语言知识和语言运用能力的同时,重视对学生文化意识的培养,从而提高学生综合运用语言的能力,增强他们的文化素质和跨文化交际能力,使学生能够具备良好的文化素养。本文以高职英语的教学实践为依据,根据高职英语教学的特点,探讨高职英语教学对培养学生文化意识的影响以及高职英语教学中培养学生文化意识的策略。     

高职学院企业文化教育的价值取向及基本思路

对高职学生进行企业文化教育,有利于实现校园文化与企业文化的对接。因此,高职学院企业文化教育应从属于校园的主体文化,应有利于培养学生良好的道德人格,应以培养学生的就业力为核心。     

高职学院企业文化教育的价值取向及基本思路

对高职学生进行企业文化教育,有利于实现校园文化与企业文化的对接.因此,高职学院企业文化教育应从属于校园的主体文化,应有利于培养学生良好的道德人格,应以培养学生的就业力为核心.     

高职院校专业群人才培养的理论框架与行动策略——基于技能习得视角

高职院校专业群建设在聚拢松散资源过程中将会改变学生技能习得所处的情景,学生技能习得方式势必会发生变化.现阶段高职院校学生在技能习得过程中所处的任务情景、工作情景与职业情景滞后是专业群人才培养的重要困境.从合法的边缘参与的技能习得理论视角出发,专业群人才培养的技能习得可以分为任务熟练阶段、工作胜任阶段、职业系统阶段.推进...     

试论求职技巧的训练与指导

求职过程是求职者全面展现自身综合素质的过程,求职技巧作为综合素质的表现始终贯穿于求职过程的全部。目前,中国的就业形势比较严峻,求职者面对的竞争越来越大,企业对求职者的要求也越来越高,面试方式更趋多样化,为此,对求职者进行求职技巧的训练和指导对求职成功与否起着至关重要的作用。本文采用实例法进行研究,从阐述求职技巧的内涵及求职技巧训练与指导的重要作用出发,针对求职者求职技巧的现状进行分析,提出求职技巧训练与指导的具体措施。     

园艺技术专业"生产过程式"人才培养模式的构建

金华职业技术学院园艺技术专业开展体验性学习,探索课堂与实习地点的一体化,按照园艺植物生产过程,构建了园艺技术专业"生产过程式"人才培养模式,即第一时段为期3学期,进行职业基本素质、认知实践和结合农时的农事操作训练,培养单项技能;第二时段为期2学期,进行职业综合技能训练,注重培养学生的农业生产、经营、管理等综合素质;第三时段为期1学期,进行综合技术应用能力训练,培养职业综合素质。     

历史教学对五年制师范生职业技能培养的策略

师范生职业技能培养是师范院校实施素质教育的重要内容和突破口。高师院校在师范生教师职业技能培养中还存在着许多不足,在高师职业技能培养中历史教学应结合自身的学科特点,从教育理念、课堂教学、活动、科研等方面采取积极措施,有所作为。只有齐抓共管,全面推进,职业技能培养才能取得良好的教育效果。     

小学语文写作教学分段训练模式初探

小学生学习写作受身心发展规律、写作知识学习、写作能力训练和生活阅历积累等因素影响呈现出阶段性特点,教师在教学时要采用分段训练模式。教学的核心就是分段训练学生阅读中的语言文字表达能力,分段安排不同类型和层次的作文训练,分段安排不同形式的作文评改训练。采用该教学模式还应注意语文教材体系、阅读与写作能力、学生生活阅历和传统写作教学思想局限等问题。     

Processes and skills underlying continuing intrinsic motivation to learn: Toward a definition of motivational skills training interventions

Continuing intrinsic motivation to learn is the result of actively generating and implementing a variety of metacognitive, cognitive, and affective processes and skills. An understanding of these processes, skills, and their interrelationships forms a basis for the design of an effective motivational skills training program. This article advances a generative process model of continuing motivation in which the central role of perceived self‐efficacy and personal control are explicated. Support for this model from current theories of learning and motivation is presented, along with implications for specific skills training interventions. It is argued that the functional purpose of motivational skills training is to promote perceptions of self‐efficacy and personal control that underlie the ability to take positive self‐control and change negative attitudes and orientations toward learning. For students with motivational deficiencies, this training is a necessary precursor to their active engagement in the learning process and execution of appropriate learning strategies and skills.     

Education in Basic Skills and Training for Productive Work

The success of global policies and strategies aimed at training for productive work depends to a large extent on the level of development of basic skills among the work force and, likewise, training costs will vary according to the level of general preparation of those entering on the process. In view of the close relationship between the structure of the school system, the development of basic skills and actual training, different options are available to resolve imbalances between training for productive employment and previous basic education. Our conclusions are that training cannot replace basic education, that the process of technological change goes hand in hand with an increased demand for workers with a high level of education, that substituting training in specific skills for good basic education is not the most efficient option, and that one of the favorable effects of primary education is that it facilitates after- school training. This article seeks to identify certain dimensions of human resource training which are often overlooked in relation to both basic skills and specific training proper: namely, the imbalances existing between vocational training and previous education, and the options available for correcting them.     

Final year undergraduates’ perceptions of the integration of soft skills in the formal curriculum: a survey of Malaysian public universities

A recent initiative or skill bridging measure taken by the Malaysian public universities is to build into the formal curriculum soft skills to produce graduates with a right balance of diverse abilities. However, to date, there is no comprehensive attempt to review the integration of soft skills in the formal curriculum (both coursework and training) of university programmes. The paper therefore reviews the adequacy of the infusion and acquisition of the entire range of skills embedded in taught courses and practical/industrial training from the students’ perspective. The specific focus of the study is to identify what worked well and what had not in acquiring the skills designated in the teaching–learning process. The key findings of the study are as follows. First, the perceived infusion–acquisition of skill types differs unequivocally between coursework and training, suggesting the complementary nature of both components of the formal curriculum for the integration of soft skills. Second, the infusion–acquisition of soft skills remains highly concentrated on specific items/skills for both coursework and training. For the coursework component, communication skills explain most of the total variance, whilst moral and professional ethics ranks first in explaining the total variance for the training component. In total, the perceived low and selective appreciation of skills by students signals the need to readdress the existing strategies within the teaching–learning process to ensure a better integration of soft skills.     

Designing and delivering skills transferability and employment mobility: the challenges of a market-driven vocational education and training system

As job security declines and precarious employment arrangements become more prevalent, transferable skills have become vital for job seeking success. In recognition of this issue, many governments are seeking to redesign their training systems in ways that transferable skills become better emphasised. This paper examines the challenges of developing transferable skills among a nation’s workforce and the tensions that can emerge between training design intentions and training delivery outcomes when training delivery is marketised. Australia, where incremental training sector reforms have occurred since the late 1980s, serves as the context for this study. While training design occurs through a tripartite process involving employer, government and union representatives, training delivery is now determined in an open, deregulated market environment. Our analysis reveals a complex underlying design with an in-built intention of developing widely transferable skills, yet there exists significant concern about the actual training outcomes. We conclude that in an environment where VET delivery is user-choice driven with the aim of fulfilling specific employer skills needs the quality, depth and breadth of transferable skills are compromised.     

模具设计与制造专业人才培养模式技能等级标准研究

本文介绍了模具设计与制造专业"职业活动导向技能三段式"人才培养模式的培养过程和三类技能培养的途径和方法,提出了三类技能的内涵、培养手段及观测点。以第二段专业技能为例,详细介绍了专业技能的等级标准。