Assessing School Readiness: Validity and Bias in Preschool and Kindergarten Teachers' Ratings

As a part of efforts to evaluate and monitor the increasing public investment in early childhood education, teachers are being asked to assess children's school readiness. In this study, preschool teachers and kindergarten teachers rated children's skills in three areas (kindergarten readiness, academic skills, and communication skills), and these ratings were compared with direct assessments of the children's skills. Ratings by both groups of teachers tended to be more highly related to basic skills, such as counting and number naming, than to abilities such as solving applied problems and using expressive and receptive vocabulary. Preschool teachers' ratings had a lower association with children's observed skills and abilities than kindergarten teachers' ratings. Ratings of children attending Head Start were systematically inflated, but this relationship was mediated to a significant extent by the teachers' levels of education. More educated teachers rated children in a manner consistent with the children's directly assessed skills. Implications of these findings for informing future efforts to assess school readiness by using teacher ratings are discussed.     

Social Work Intervention with White Collared Employees and Their Families

This investigation presents a framework for understanding and also to test the efficacy of Social Work intervention on the well being of the white collared employee (industrial employee) and his/her family. A comprehensive and intensive personal- family exploration was done to uncover the relatedness of seemingly disparate areas of the clients lives. A total of 80 executives (industrial employees) served as subjects. A baseline assessment was done using structured, standardized interview-schedules/questionnaires. The results of the study can be enumerated as follows: After the Social Work intervention, the executives in occupational profile, there were significant changes in Role perception, overload, role conflict, low status and poor peer relations. In coping strategies there was significant improvement in sub-scales like problem solving and unproductive coping. Significant reduction was noticed in their proneness to heart disease, depression, inadequate mental mastery, and perceived ill health. There was significant improvement in their family group support, and in their expressiveness, achievement, orientation, active-recreational and organizational characteristics.     

内蒙古就业状况及其对策

近年来,再就业工作已成为事关改革、发展、稳定的大事。内蒙古自治区党委、政府十分重视这项工作,陆续出台了一系列与再就业相关配套的政策,建立了再就业目标责任体系,使再就业和社会保障工作取得了一定的成绩。但由于自治区地处困难地区,经济发展相对滞后,人民生活水平相对较低,属于全国失业率偏高的地区,就业问题表现得尤为突出。因此,当前解决就业问题一定要正确分析和认识问题,拓宽就业渠道。发挥各级政府的职能,给予合理的政策,进行有效的扶持与引导。     

探析企业E-learning培训的解决方案

随着电子技术的发展完善和互联网的普及运用，越来越多的企业将E—Learning运用到企业的员工培训中，作为学习的主体，企业员工对电子学习运行的成败起着举足轻重的作用。本文从E—Learning的外在表征和发展入手，分析电子学习与传统教室训练课程相比较的利弊，结合成功范例，提出企业针对员工的学习特点开展电子学习的方案。     

构建煤炭行业员工现代培训（学习）模式的探讨

煤炭行业员工现代培训（学习）体系可分为四个子系统,即：＂地方党政培训子系统＂、＂煤炭行业培训子系统＂、＂煤炭行业职工学习子系统＂和＂社会组织培训子系统＂。今后,中国煤炭工业协会主要应协调煤炭企业抓好＂煤炭行业培训子系统＂和＂煤炭行业职工学习子系统＂的建设。其中的＂煤炭行业培训子系统＂可分为五个层级,＂煤炭行业职工学习子系统＂可分为四种自学平台。煤炭行业员工现代培训（学习）可利用行业内与行业外两个渠道的资源,两者各自有着独特的功能,而培训（学习）常用的主要方式与手段各自有十种。其落实保障主要体现在遵守国家法律法规、贯彻政府规章制度、用好职工教育经费和发挥行业组织的统筹与管理等四个方面。     

高校就业信息系统的开源平台解决方案

文章分析了基于开源平台建设高校就业信息系统的优势。通过比较各种开源软件,提出了一套开源平台解决方案,并以某高校就业信息系统为例,阐述了基于开源平台构建高校就业信息系统的设计和实现过程,对构建其他类似的中小型信息系统具有一定的借鉴作用。     

员工多样性、知识共享与个体创新绩效——一个有调节的中介模型

关于员工多样性与绩效的关系,已有的研究并无定论。将研究层次限定在个体层面,以信息决策理论、社会分类理论、断层线理论等为基础,选取个体感知差异来刻画组织的多样性情况,深入研究其对个体创新绩效的具体作用机理。面向全国多家企事业单位展开调研,回收有效问卷306份,对数据进行分层回归分析的结果表明:员工多样性与个体创新绩效正相关;知识共享部分中介了这一正向关系;员工对待多样性的态度对此中介过程发挥调节作用。随着个体对多样性的态度越来越积极、正面,多样性对知识共享的促进作用越来越显著。     

浅谈国有大中型企业职工在线学习系统建设

如何利用信息化手段加强单位、部门分散在不同地区的国有企业的职工教育培训工作,是国有企业必须要解决的一个问题,作者对某国有企业职工教育信息化建设过程进行了简要介绍,对应用效果和存在问题进行了分析,针对存在问题提出了解决措施.     

模式匹配算法及其优化

介绍了几种典型的模式匹配算法,即BM算法、AC算法和AC—BM算法,在此基础上对各算法进行了分析总结,并提出对AC—BM算法进行压缩优化,以节约存储空间,提高匹配效率。