泰勒模式及在教育评估中的应用

在简要叙述教育评估的发展状况和泰勒模式在教育评估中的地位与作用基础上,重点阐述泰勒模式下的教育评估指标体系,以期更加全面地认识和科学地运用教育评估的理论和方法。     

提升人力资源竞争力的激励机制设计

本文从探索促使知识互动的动机需求出发,寻找激发人力资源之间进行知识交流的主导需求,在此基础上,提出促使知识在人力资源之间顺畅流动的有机组织结构和相应的激励机制。     

职业教育人才培养的控制机制初探

从前馈控制机制、过程控制机制、反馈控制机制三个方面探索职业教育如何适应市场机制的要求,并在过程控制中,针对职业指导提出了筛分养成理论。     

理解监测及其准确性

理解监测是元理解的重要组成，是学习者对自身理解状态进行判断的过程，受到研究者的广泛关注。已有研究对理解监测的产生机制、准确性及其提高策略进行了探讨。从社会文化和文本阅读加工角度继续深入探索是今后研究的主要方向。     

Improve the China Youth Volunteer Associations with the Help of Comparative Research on EU Experience

As a volunteer organization,NGO plays an important role nowadays for its unique social functions.In recent years,Chinese Young Volunteers Associations have made great progress,but compared with the EU countries,there is still a significant gap.This paper in cludes the result of the comparative researches on two aspects: Volunteer associations;Training systems.From the result,a relatively compre hensive reference can be provided for the development of the Chinese Youth Volunteers Associations.     

医药卫生期刊的质量评价

医药卫生期刊质量评价,一是可以促进提高期刊质量,二是可以促进提高编辑人员的业务素质并发现编辑人才,三是可以了解医药卫生期刊的现状并总结其办刊经验予以推广;但由于种种原因,目前医药卫生期刊评价工作中尚存在如下一些问题.     

我馆人力资源管理探索

本文就重庆大学图书馆的人力资源管理的人才评价标准、人才类别、人力资源建设等主要措施和人力资源管理探索的现实思考等方面谈了自己对人力资源管理问题的认识。     

中山大学珠海校区图书馆读者调查报告

文章通过对中山大学珠海校区图书馆文、理、医的读者的横向比较和02级、01级的读者的纵向比较，反映不同类型读者对图书馆使用情况的特点、使用能力，对图书馆馆藏建设、服务与管理的评价和满意程度，为图书馆的服务与管理的改进提供依据。最后探讨在异地办学中，新校区图书馆建设的有关问题。     

对高校图书馆地位、作用与机制改革的思考

对高校图书馆地位和作用进行了思考；同时，对高校图书馆经费来源与馆员继续教育的机制改革也进行了思考。     

Reflective peer coaching: Crafting collaborative self-assessment in teaching

Reflective peer coaching is a formative model for improving teaching and learning by examining intentions prior to teaching, then reflecting upon the experience. The goal of reflective peer coaching is to promote self-assessment and collaboration for better teaching and ultimately better learning. There are obvious benefits to colleagues collaborating and sharing ideas, thoughts, and observations. However, many models of assessing teaching effectiveness focus on summative evaluation in which colleagues observe each other once or twice a year and fill out institutional evaluation forms. Rarely do colleagues engage in formative conversations about teaching that are guided by the instructor's personal goals and objectives. Reflective peer coaching necessitates a ten-minute planning conversation prior to the actual lesson and a ten-minute reflective conversation after the lesson. These conversations happen regularly and frequently to build self-awareness and self-assessment of the personal craft of teaching. The following article outlines the dynamics of the reflective peer coaching process as a formative assessment model that leads to better learning through improved teaching.