双边投资协定对发展中国家吸引FDI有效性的实证研究

国际直接投资(FDI)已经成为促进东道国经济发展的重要因素,发展中国家纷纷采取各种措施来吸引FDI。双边投资协定(BIT)因其能够为外国投资者提供有约束力的保护而备受外资青睐,近年来越来越多的发展中国家通过签署BIT来吸引FDI,因此BIT在吸引FDI方面的有效性值得研究。基于1993-2004年47个发展中国家的数据,采用面板数据模型分析了双边投资协定对发展中国家吸引FDI的影响,同时还考察了BIT与制度质量、单边投资自由化之间的关系,结果显示BIT有利于发展中国家FDI流入的增长,且与制度质量、单边投资自由化之间存在替代关系。这对我国利用BIT吸引外资和对外投资具有重要的指导意义。     

Using student‐centred teaching to develop human resource management competencies

The paper examines the management of student ‐ centred learning in a human resource management undergraduate module with a hospitality industry focus. It outlines the educational aims, approaches to the management of delivery, assessment and monitoring issues of attempts to foster the deep learning capabilities of management students about to embark on their careers. The case for wide application of syndicates, dialogue and team ‐ working to in‐house training and development across the educational\training spectrum can be made. Tips, guidelines, reservations and applications are listed to help hospitality trainers customise the general approach to suit their own needs. Some of the advantages claimed are that individual learners can draw upon a structure of learning resources which can help ground their work and so alleviate anxiety, leaving the learners to pursue their own learning goals, show competence and enjoy the process of learning for its own value.     

事业单位人力资源管理分析

事业单位人力资源的有效开发与管理是事业单位发展最重要的源动力。事业单位必须在人力资源管理上进行观念转变和机制更新,才能留住人才、吸引人才,才能在激烈的市场竞争中取得优势。     

外来直接投资（FDI）弊端及引资工作误区剖析

自我国欢迎和利用外来直接投资（FDI）以来,我国招商引资工作取得了很大成绩,对我国经济持续增长做出了贡献。但亦不能因为外来直接投资和跨国公司（TNCs)对我国经济的积极效应和作用而忽视其负面效应以及我们工作中的缺点。为了改进引进以来直接投资的数量实绩和质量绩效,吸引更多的外商来华投资,技术引进绩效,促进我国经济可持续发展,保持好的经济增长绩效,应注意和克服外来直接投资的负效应和引进工作中的不足之处。     

对外直接投资与母国产业升级的理论分析

分析了发展中国家跨国公司流出FDI提高母国产业竞争力的四种具体途径,认为从提高产业竞争力到产业重组是实现母国产业升级的必经之路,提出了我国发展对外直接投资,促进产业升级的具体途径。     

普通本科高校定向运动开展现状研究——以安徽省普通本科院校为例

以10所普通本科高校教师、教练员和大学生为调查对象,分析安徽省普通本科高校定向运动的现状和影响其发展的因素,研究结果表明：影响安徽省普通本科高校定向运动发展的主要因素是安徽省普通本科高校申定向运动的普及程度低,从事定向运动教学和训练的师资力量及赛事的管理能力有待加强。场地的开发和利用率较低、教学与训练的器材短缺,给教师的教学和训练带来不小阻力。分析认为加大政策扶持和设备投入,整合定向运动资源,实现场地资源共享,是保障教学、训练顺利开展的重要条件;优化师资建设,创新教学模式,是发展安徽省普通本科高校定向运动的必要措施。     

发展中东道国吸引FDI的政策竞争及其启示

国际直接投资(FDI)对发展中国家极为重要。发展中东道国的政策竞争,以财政激励手段为主,同时辅以一定的规制政策竞争,而较少使用金融激励手段;大多数政府之间的激励政策竞争,都发生在相邻国家之间;流入发展中东道国的FDI的绝对数是在逐年增加的,同时,发展中东道国在吸引FDI方面的重要性也在不断增强。     

经济全球化下FDI在中国的变化分析

FDI分为绿地投资、跨国并购和私有化(指外商持有国有股份减持的份额)。随着经济全球化形势的发展，跨国并购越来越成为国际间FDI的主要形式。外资参与我国并购的主要原因有占领我国市场以便迅速享有我国快速发展的好处、符合其全球战略性结构调整的需要、通过并购提高核心竞争力等等。为适应FDI形式的这种变化，我们必须注意维持宏观经济的稳定，加快市场基础建设、完善市场环境，加快金融改革步伐、加强金融监管和放宦金融结构的管制，加强与周边国家的市场协调、完善周边市场。     

Applied Climate Education and Training for Agricultural and Natural Resource Management in India,Indonesia, Zimbabwe and Australia

Abstract

In parts of the world, including many developing countries, climate variability impacts negatively on agricultural production and natural resource management. Workshops in applied climatology were held in Australia, India, Indonesia and Zimbabwe between 1999 and 2002 to provide farmers and agricultural and meteorological staff a better understanding of the El Niño-Southern Oscillation phenomenon, associated climate variability, its forecast potential and its relevance to their local agriculture system. Most participants saw climate information skills as essential or useful in their work but few had good skills. Through discussions, learning outcomes were established and resource materials developed in Australia were adapted for use in the other countries. Educational course material was developed for workshops and for vocational and tertiary education. This material was developed in multimedia and print format suited to different learning styles. Workshops incorporated sessions on local climate, a climate analysis tool to assist forecasting, application of forecasts, communication and evaluation. Post-workshop surveys demonstrated improved knowledge and skills of participants with a need for further training in risk management strategies relating to agricultural systems. This was identified by a skills audit during the workshops and could form the basis for an advanced training programme.     

School Leader Appraisal — A Tool to Strengthen School Leaders' Pedagogical Leadership and Skills for Teacher Management?

With increasing school autonomy, often coupled with greater accountability requirements, school leaders are increasingly responsible for new human resource management tasks. Policies to improve the teaching workforce, therefore, cannot do without policies to improve the school leadership profession. Teachers' effectiveness depends, among others, on effective school leaders who shape teachers' working environment and influence their motivations. Furthermore, as recent research indicates, school leaders are the second most important school-level factor affecting, even if mainly indirectly through their influence on teachers, student learning after classroom instruction. Considering the role school leaders play for the effective school-level management of teachers and for teaching and learning through their pedagogical leadership, it is essential that school leaders are adequately prepared and supported for their role. As part of their school reform programmes, more and more countries have been introducing a range of evaluation and assessment policies to improve school, school leadership and teaching practices. The individual appraisal of schools leaders and teachers is a key component of evaluation and assessment policies. This article explores if, and how, individual school leader appraisal can develop school leaders' pedagogical leadership, a key element of which is teacher management. It analyses the policy approaches of several European countries and the extent to which formal frameworks in these countries focus on developing pedagogical leadership. The article concludes with ideas for policy to strengthen appraisal as a tool to improve school leaders' practices and behaviours and their competencies for pedagogical leadership and teacher management.     

民办学校教师人力资源管理问题探讨——温州市民办学校教师选聘与配置的调查分析

民办学校从传统人事管理转向现代人力资源管理是必然趋势。依据人力资源管理工作模式,从教师的选聘与配置、培训与发展以及教师的留任与离职等几个方面,对温州市民办学校教师人力资源管理的现状进行实际调查。现实状况印证了现代人力资源开发与管理的理论体系和工具体系融入中国教育领域的必要性:一方面,推动民办学校更主动、更科学、更透明地利用市场机制选择和配置教师人力资源;另一方面,积极创造条件改变民办学校教师在身份归属和福利保障上有欠公平的状况。     

Continuing Engineering Education for Developing Countries: a challenge and an opportunity

All developing countries are committed to use science and technology for the uplift of the economic condition of their population. Although development is a complex multi-variable optimisation process, and application of science and technology is only one of the dominant variables, no sustained economic development is possible without a proper infrastructure of education and training of scientists, technicians and engineers. Building such an infrastructure is beset with numerous difficulties in many developing countries, e.g. unavailability of trained teachers, lack of financial resources for upgrading laboratories and workshops, and making the course curriculum relevant to the needs of the country. In the context of these difficulties, it is suggested that developing countries should take advantage of continuing education programmes to meet their development needs for trained manpower. Updating the competence of teachers of engineering and technology, improving the skills of technicians and engineers in the wake of improved or new technologies and preparing the young engineers and managers for the technologies of the future have been identified as the major CEE needs of developing countries. Rapid development in educational technology tools, e.g. audio/video material, media-packages, programmed learning, computer-assisted instruction has made it possible to cut down the cost of manpower training and also meet the shortage of fully-trained teachers. Brief details of the CEE programmes being run in India are given. International Cooperation in the exchange of learning material including computer software for instruction purposes has been identified as a method to accelerate the growth of CEE movement in developing countries. A few criteria have been specified to ensure that such exchange of material is useful.     

关键能力研究的国际经验与启示

关键能力是满足终身学习与职业转换需要,实现个人职业成长与可持续发展的终身能力。通过对具代表性的国际组织和国家的关键能力内涵、框架及培养路径等进行对比分析,发现关键能力的培养被作为教育和人力资源开发的重要策略,并已具备较为成熟的培养体系。在培训内容方面都包含"硬能力"和"软能力","硬能力"主要是语言文字能力、STEM能力、信息应用能力和数字化能力;"软能力"包括学习能力、个人管理能力、沟通能力、问题解决能力、创新创业能力和公民与社会能力。在关键能力培养方面各国从人力资源主管部门和教育主管部门两个系统都进行了相应的宏观框架设计和具体落实途径,将关键能力培养作为专门的项目实施或者是将关键能力培养融入职业培训包,在工学结合的情景教学中,通过工作岗位学习培养学生的关键能力。借鉴国际经验,从国家和学校两个层面进一步探讨了关键能力培养的中国化途径。     

东道国政府吸引FDI政策的经济分析

由于跨国公司的FDI(外国直接投资)对东道国经济发展具有重要意义,世界各国都在调整本国政策,纷纷制定相应的FDI政策吸引外国直接投资.东道国制定吸引FDI政策措施对弥补投资不足有其必要性,但是东道国FDI政策背后潜藏的隐患却往往为人所忽视.本文在对东道国政府FDI政策进行界定和分析的基础上,对东道国FDI政策对东道国经济发展的影响作了辩证的经济分析.同时,针对我国目前利用FDI现状,对我国今后利用FDI提出了政策建议,旨在加大FDI对我国经济发展的促进作用.     

North West Cross Institutional Action Learning developing women's leadership

ABSTRACT

Human resource development professionals in Higher Education are continually striving to develop efficient interventions to increase the capabilities of their leaders. As a result of evaluating feedback from an action learning (AL) programme designed and delivered in North West Higher Education Institutions in the UK for women in senior academic and professional service roles, we are able to share how AL can be utilised to transcend and supplement traditional leadership training. The article discusses the approach taken to support participants to develop vital leadership behaviours through the acquisition of critical questioning and reflective habits whilst developing strong supportive cross-institutional relationships with other higher education leaders.     

Transfer Evaluation of Knowledge and Skill Development: A Case Study of an Instructional Systems Development Training Program

Program evaluation involves a systematic process to collect and convert data into information which is used to improve programs, measure their effects, track quality, act on results, and improve decision making. Beginning in 1992, the LG Group of Korea was involved in an instructional systems development (ISD) training program for its human resource development professionals in cooperation with Indiana University. The LG ISD training program stressed that learning instructional design theories and practices would make LG more effective in global competition. The purposes of the research reported in this article were to evaluate the effectiveness of the ISD training program in terms of transfer of training and to gain information on how to improve future training programs. The findings of the study support the goals that were established for the ISD training program. The program participants are more confident and competent in using the ISD process for analyzing needs for performance improvement and designing and developing quality training products. The article suggests ways of solving barriers to transfer training and evaluation and improving future programs.     

Open and distance education as a strategy for human capital development in Nigeria

The development of human capital has been identified as the most important component of all the factors employed in production economics. Since independence in 1960, Nigeria has placed great emphasis on training and education for human capital formation. However, the education process as the primary means of developing human resource has failed, in its conventional mode, to fulfil the needs of the country. This paper therefore examines the impact of open and distance learning on the human capital development processes in teacher education and other areas in Nigeria, presenting an overview of human capital development efforts in Nigeria with a focus on the tertiary education system. The study also maps out the potential benefits and logical justifications for the application of distance learning systems in the training and development of professionals for the industrial and corporate sectors of the economy. In conclusion, a proposal is made for the full‐scale adoption of open and distance learning as a fundamental strategy for human resource development in the country.     

Free agent learners: the new career model and its impact on human resource development

Changes in the job market are affecting how employees view their current positions and careers leading to more employees (so-called ‘free agents’) developing portfolio careers. To maintain their long-term employability, free agents need to continually enhance and expand their expertise, knowledge-base, reputation and networks, and it has been argued that this will influence how employees view and approach their workplace learning. This article reports the findings of qualitative research aimed at exploring the free agent concept, the implications for workplace learning and the implications for human resource development (HRD) functions in organizations. The research used a convenience sample of 11 organizations from three continents, with data collected from senior HRD executives through telephone and face-toface interviews and e-mails. The results highlighted how some employees are changing their attitudes towards workplace learning, particularly those considered ‘high potential’ or working in ‘high tech’ positions. The research also identified how organizations are increasingly viewing learning as a means of attracting and retaining high quality employees, with implications for HRD functions in terms of a greater emphasis on delivery methods for learning beyond traditional training and greater emphasis on career development activities.     

Systematic educational change and teacher skill-building in developed and developing countries: the importance of teacher peer learning groups

Many developed and developing countries are seeking to systematically transform their education processes through Information and Communication Technology (ICT). The aim of this paper is to present findings from one aspect of a larger ICT study in a particular location in a developing country, with the specific focus presented here being ICT professional development and impacts. Research methods in the study included teacher and school leader surveys, targeted interviews and also case studies. Findings at a systems level generally indicated insufficient coordination of training and minimal follow-up occurring. In case study situations in which the school leader ensured a schoolwide approach to the professional learning of teachers, ICT was more embedded into student learning processes in classrooms. Considering ICT and other professional learning relevant to education, this paper has relevance for policy developers and school leaders in developed and developing world contexts. The need exists for using coordinated professional development processes, with more centralised ‘one-off’ training supplemented by schools and districts. The establishment of peer learning groups or mentors to support skill-building over time is also needed. Through these ongoing processes, teachers can more effectively make changes in their teaching practices, with potential impacts on student learning.     

高科技人才流向特点论

高科技人才在全球范围内的流向表现为 :“明流” (从发展中国家大量流向发达国家)、“回流”、“暗流” (在发展中国家内流向跨国公司 )。其流向特点可以归纳为 :高科技人才流向市场“高地” ;高科技人才流向研发“高地” ;高科技人才流向创业“高地” ;高科技人才流向价值“高地”。吸引世界级高科技人才应形成全方位高地或建立特色高地