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1.
Håkan Ylinenpää 《International Journal of Lifelong Education》2013,32(6):507-524
This article explores the characteristics involved when higher education institutions (HEIs) engage in management training in smaller firms. Building on previous research on how smaller firms and small firm managers learn and how these learning characteristics relate to the dominating culture in HEIs, the article suggests a tentative framework within which HEI‐based training of SME managers better could be understood and more effectively implemented. Founded on this framework, the article advocates dialogue as a main pedagogical strategy for designing HEI‐based management training programmes; programmes that should also benefit from including consultants as a lubricating interface between the academic world and the smaller firms’ world of practice. The implications drawn from this framework are illustrated by experiences from a pilot management‐training programme for small business managers in northern Sweden. 相似文献
2.
Will Hickey 《Performance Improvement Quarterly》2001,14(2):86-107
The purpose of this study was to survey current and perceived future employer‐provided training practices among MNC [multi‐national corporations] manufacturing companies in the Tianjin Economic Development Area (T.E.D.A.) of China. The study bifurcated the data into two areas: all firms and only firms with a structured formal training program in place. A face‐to‐face interview was administered to HR personnel and trainers in the “top eighty” manufacturing MNCs in T.E.D.A. as designated by the T.E.D.A. administrative government in March 2000. A total of 56 interviews were obtained for a sampling margin of error of +/‐ 5. Data analysis revealed that overall the workforces in T.E.D.A employed 350 people or less, were largely youthful, and growing slowly. All employees had 11 to 15 years of formal education. A majority of firms conducted training needs assessments, gave skilled workers more training than unskilled, and earmarked 60% of the training budget for outsourcing. The quality perception of outsource training available in T.E.D.A. was mediocre. Management, technical skills, QC [quality control], and sales training accounted for 67% of the current training need. In three years, they were still perceived to be accounting for the same amounts, but among well‐correlated training departments, QC training was expected to decrease 2%, while in firms without a structured training program, sales training was expected to increase 2%. Trainers did not perceive employee turnover as a training problem. ROI [return on investment] perception on training was greater than 6%. 相似文献
3.
Building on Lazear's skill weights approach, we study the effect of having more or less heterogeneity in the training curriculum on the demand for and supply of apprentices. Modernizations of training curricula provide us with a quasi-experimental setting as these modernizations can be seen as a relatively exogenous shock. We argue that firms will train more apprentices when they have more choice options in the training curriculum because of (1) the higher productivity of graduates who have acquired more skills that are relevant for the firm, and (2) firms’ higher market power in the wage bargaining process with graduates. We test this hypothesis on data on the demand for apprentices in Germany in all occupations from 2004 to 2014. We find that a more heterogeneous curriculum increases both firms’ demand for and the supply of apprentices. 相似文献
4.
在完全竞争的劳动力市场中,企业不会投资员工的一般性技能.但是在不完全劳动力市场中,企业有投资员工一般技能的激励.20世纪80年代信息经济学的快速发展使分析企业和员工在人力资本投资上的战略行为成为可能,促进了企业中的人力资本投资理论的发展. 相似文献
5.
The University for Industry (UfI) is set to become the chief vehicle and change mechanism for the government's new policies for vocational education and training (VET) and lifelong learning. A principal target and priority for the UfI will be the small and medium-sized enterprise (SME) sector, which has traditionally had a poor record of investment in education and training. We examine the chances of success for the UfI in this important sector of VET activity against the background of our recent national survey of firms, which specifically addressed the views of SME owner-managers, in particular, in terms of awareness of attitudes to and expectations of the new organisation. Given that the UfI is still in its pilot stage-with the official national launch not due until the year 2000-the general 54% awareness amongst the 6000 firms contacted may be described as modestly optimistic. We conclude by offering a number of general recommendations based on the emerging picture and on the basis of matching owner-manager expectations against UfI priorities and strategies. 相似文献
6.
叶晓虹 《株洲师范高等专科学校学报》2005,10(4):106-107
改制之后的会计师事务所内部管理面临新的课题，各事务所应努力建立一套规范的事务所内部治理结构，积极追求品牌服务。拓展多元化服务，培育高素质人才。探求国际化发展。 相似文献
7.
根据《苏州统计年鉴）（2001-2007）的统计资料以及常熟市科技局于2006年开展的知识产权调查结果,采用线性回归和聚类分析等多种统计方法,从横向和纵向维度评估了常熟市的专利申请特别是专利授权在苏州地区的相对地住及其动态演化,探究了214家样本企业的专利授权在1988-2005年期间的动态变化、集中程度及其行为特征,分别依据专利结构和专利授权量的动态特征对相关企业进行了归类。 相似文献
8.
试论中国家族企业激励机制的创新 总被引：1，自引：0，他引：1
中国家族企业由于自身发展的缺陷，需要引入委托代理体制，引进外部专业管理人才，而这些人才能动性发挥程度决定了家族企业的发展。在家族企业中建立一套完善的激励机制，创新激励方式，从经济利益到人才成长上激励经营者．充分经营者的积极性。 相似文献
9.
Jin Xiao 《International Review of Education/Internationale Zeitschrift für Erziehungswissenschaft/Revue internationale l'éducation》2003,23(1):487-508
At a time of economic transition, when jobs are continually disappearing and emerging, adult education and training in the workplace have developed very rapidly to meet the needs of skills development. This paper looks at how firms and their employees deal with workplace changes in the Shenzhen conurbation, site of China's earliest experiment in introducing a market economy. The author finds that adult education and on-the-job training are taking on new roles in aiding development. He argues that, while learning to reorganise production, firms have taken charge of meeting the demand for human capital in a changing workplace. At the same time, individual employees are becoming conscientious learners and accessing adult education as a means of personal development in their work lives. 相似文献
10.
Debadutta Kumar Panda 《Performance Improvement Quarterly》2014,27(1):5-32
This study measures the impact of managerial networks on firm growth. A simple random technique was used to select 680 firms and a top manager from each firm. A structured pretested questionnaire was designed to collect information. The sample firms were further stratified into subgroups based on size of firms (small firms and large) and business sectors (manufacturing and service firms). Statistical tests and multivariate models were formulated for data analysis. The managerial networking intensity was found to be a positive and significant determinant of firm growth regardless of type of business and size. Managerial networking with buying firms or buyers, competitors, and government officials were found positive and statistical significant determinants of firm growth. 相似文献
11.
为了探索高职高专教育的新路,对高职高专建筑工程专业的毕业生及用人单位进行了调查和统计分析,提出高职高专建筑工程专业必须走技术应用能力培养的道路。 相似文献
12.
Xiao Jin 《International Review of Education/Internationale Zeitschrift für Erziehungswissenschaft/Revue internationale l'éducation》2003,49(5):487-508
At a time of economic transition, when jobs are continually disappearing and emerging, adult education and training in the workplace have developed very rapidly to meet the needs of skills development. This paper looks at how firms and their employees deal with workplace changes in the Shenzhen conurbation, site of China's earliest experiment in introducing a market economy. The author finds that adult education and on-the-job training are taking on new roles in aiding development. He argues that, while learning to reorganise production, firms have taken charge of meeting the demand for human capital in a changing workplace. At the same time, individual employees are becoming conscientious learners and accessing adult education as a means of personal development in their work lives. 相似文献
13.
Marie‐Line Germain 《Performance Improvement Quarterly》2011,24(3):29-54
Rapid globalization, advances in technology, flatter organizational structures, synergistic cooperation among firms, and a shift to knowledge work environments have led to the increasing use of virtual teams in organizations. Selecting, training, and socializing employees in virtual teamwork has therefore become an important human resource function. This article provides an overview of the research on trust in virtual teams, its importance, and how to overcome some challenges of trust development in virtual teams. Recommendations for virtual team developers and human resources professionals are presented. 相似文献
14.
The University of Queensland Gatton College, in developing its Agribusiness degree in the late 1980s, responded to the findings of extensive surveys of agribusiness employers, and to the Australian government's policy of increased international competitiveness, based on value‐added exports. This response took the form of a curriculum which integrated core business disciplines with a suite of linked case study‐based subjects so as to strengthen students’ views of management as a holistic process. The centrepiece of the curriculum is an overseas market evaluation project undertaken by final‐year students in small groups contracted to commercial firms. The firms pay most of the research costs, with assistance from the Australian government, the students and the university. This unique capstone experience requires students to apply their agribusiness training under strictly commercial circumstances in a foreign cultural environment. Each firm's significant financial involvement is the catalyst for ensuring quality outcomes, because students must meet the expectations of their commercial clients as well as those of their university. 相似文献
15.
Igone Porto Gómez Jon Mikel Zabala-Iturriagagoitia Urko Aguirre Larrakoetxea 《Vocations and Learning》2018,11(2):205-221
Vocational training centres are conceptually regarded as key players in the knowledge generation and dissemination processes that take place within innovation systems. However, the literature does not provide conclusive evidence of their influence on the generation, development and dissemination of innovations. The goal of this paper is to analyse whether vocational training centres are indeed relevant agents in the articulation, knowledge exchange and dissemination of a local innovation system. The paper explores the most influential agents driving cooperation and articulating the local innovation system in Durango, one of the twenty counties of the Basque Country, Spain. Social network analysis is applied to regional collaboration networks in order to address this purpose. Our results show evidence of the pivotal role played by vocational training centres within local innovation processes implemented by firms. For many local firms vocational training centres represent the main sources of knowledge in their innovation processes. In the Basque context, vocational training centres have a longer history than other knowledge infrastructures, such as universities and research centres. These long-standing centres thus constitute ‘old bottles’ that despite their history are still able to produce a ‘good old wine’ in terms of innovation, which is translated into competitive advantage for the territory. Science, technology and innovation policies should therefore not only aim to create more knowledge infrastructures, but also to reinforce the role that traditional and territorially established organizations like vocational training centres can play as intermediary agents. 相似文献
16.
A. LAM 《European Journal of Engineering Education》1993,18(2):201-205
The most striking feature of the Japanese approach to developing their technical manpower lies in the strong emphasis firms place on systematic on-the-job training and the close integration of continuing training with long-term career development. Recently, there has been a growing concern that the traditional company-based approach to training might not be adequate for producing engineers and scientists with a broad perspective. This has prompted government initiatives in promoting greater cooperation between university and industry, especially in basic research. 相似文献
17.
This study aims to identify the key factors which influence the functioning quality and success of training companies. Based on an analysis of the requirements included in the quality management system standards for providers of education and training services, a set of twenty factors has been developed. This was followed by a survey for specifically selected managers of 90 Polish firms, which provide training, who evaluated both the influence of the factors on the probability of success and also the level of difficulty required to accomplish the factors. The findings indicate that the managers of the learning providers need to focus on employing qualified trainers and providing a curriculum which is unique and adjusted to their customers’ needs. 相似文献
18.
论我国中小物流企业的发展策略 总被引：1，自引：0，他引：1
杨屏 《江苏经贸职业技术学院学报》2008,(3)
我国的中小物流企业虽然发展迅速,但普遍存在服务质量、创新意识、品牌形象、营销手段、客户关系等一系列问题,阻碍了企业的发展。为此,必须在营销策略方面努力树立客户至上的服务理念,打造独具特色的物流服务,推广高附加值的增值服务,大力培养物流人才;在集团化方面确立适合的集团化经营模式和经营战略,这样才能够增强企业竞争能力,确保企业的顺利发展。 相似文献
19.
Taran Thune 《Higher Education》2009,58(5):637-651
Doctoral students are highly important in university—firm relationships, since they are significant producers of knowledge
in collaborative research projects, they are an important channel for knowledge transfer between universities and firms, and
are vital in network configurations between firms and universities. An increasing number of doctoral students interact with
firms, but we know relatively little about the experiences of these students or how collaboration influences their training,
research and subsequent careers. With this in mind, this paper presents a literature review of (1) theoretical assumptions
concerning the roles doctoral students are expected to fulfill in university–industry relationships, and (2) empirical research
of doctoral students’ interaction experience and outcomes of doctoral student-industry interaction. The aim of the paper is
to develop hypotheses for further research on doctoral student—industry interaction. 相似文献
20.
Richard D. Lakes 《The Urban Review》2008,40(5):421-435
This article profiles a vocational charter school located in Atlanta as an institutional model for customized industry training
in the high-tech production firms located nearby. Social partnerships with business and industry, parents and educators, and
elected officials will be illuminated, exhibiting new forms of neoliberalism that reconstitute the rules for governmental
regulation and creation of educational projects. Workforce development policies in metropolitan regions accommodate transnational
firms seeking human capital skills and expertise, with ready access to technological infrastructures for networks of telecommunications
and transportation, supply and production, innovation and design, research and training. New learning spaces attract global
capital in the stiff competition among cities for business relocations. 相似文献