吉林省农民增收问题实证研究——基于人力资源开发视角的思考

农民增收问题是"三农"问题的关键。有分析表明,吉林省农民收入中工资性收入和家庭经营二、三产业收入比重较低,因而着力提高农民的非农产业收入势在必行。农民素质的提高对其非农就业和非农收入增长具有显著的促进作用,为此,应大力开发农村人力资源,切实提高农村人力资本质量,以增强内生变量对农民增收的作用,从而形成农民增收的长效机制。     

论加快农民工工人阶级化的历史进程

随着我国经济的发展和城镇化进程的加快,大批农村富余劳动力进城务工,成为我国工人阶级的新成员和重要组成部分。加快农民工工人阶级化的历史进程,是工会组织一项重大的战略任务。把农民工组织到工会中来,健全农民工权益保障制度,强化农民工的培训,注重满足农民工不断增长的精神文化需求,加强和改善各级党组织对农民工工作的指导等,都是加快农民工工人阶级化的重要举措。     

A new conceptual framework to strengthen internal corporate image: A stakeholder-inclusive perspective

The potential influence that internal stakeholders’ image of the organisation could have on external stakeholders’ image of the organisation, is strongly supported in the literature. This research project attempted to address the need for an approach that facilitates employee engagement, coupled with a leadership approach that allows collaboration, inclusion and cooperation within the organisation, to strengthen internal corporate image. This article reports on the results of the second phase of this research project, where a proposed stakeholder-inclusive conceptual framework for strengthening the internal corporate image, built from a stakeholder-inclusive perspective as depicted in the King III report on corporate governance, was explored in practice. A quantitative, self-administered web-based survey was conducted with the 2014 winners of the Deloitte Best Company to Work For (BCTWF) survey. The results not only indicated that these organisations’ practices resonate with the proposed stakeholder-inclusive framework, but also that the principles of the framework, namely stakeholder theory; integrated internal communication; peace arena; stakeholder engagement by means of the AA1000 Stakeholder Engagement Standard (AA1000SES) and responsible leadership and stewardship correlate with one another. The stakeholder-inclusive conceptual framework expands on the body of knowledge on corporate image and provides corporate communication professionals with a guide for strengthening their organisation’s internal corporate image, which could serve as starting point for strengthening the external corporate image and eventual corporate reputation.     

浅析失地农民养老保险问题及对策

失地农民的养老保障问题随着城市化和工业化进程的加快日益突出,目前失地农民的养老保险主要纳入新型农村养老保险制度、单独建立失地农民的养老保险制度以及城镇基本养老保险制度等三种模式,随之带来的是养老保险的统筹水平低、保障水平低、覆盖面小以及农民参保积极性不高等问题,因此要完善养老保险制度,逐步实现统筹以及提高保障水平.     

集体土地三级所有制度的应然法解读

集体土地三级所有制度是形成集体土地权利主体虚位的重要原因,不仅导致了集体土地权利主体地位不平等,同时还背离了土地所有制终极目标的基本要求。从应然法意义上讲,农民集体与农民集体经济组织应该属于等同的法律概念,其设立具有特别的宗旨、要件和方式要求,应该具有自己独特的法人地位。对历史与现实情况的深度审查表明,村内农民集体不仅不是农村土地所有权的当然主体,而且在当前我国社会经济条件下,作为集体土地的所有权主体,乡镇农民集体和村内农民集体都存在许多不合理的方面。村农民集体作为农村土地所有权主体应该是我国法律的唯一选择。     

新生代农民工流动团支部建设的基本途径

新生代农民工具有自我价值实现愿望的强烈化、生活方式和消费方式的城市化、维权意识的明确化以及维权手段的单一化等特点。由于诸多体制障碍和现实困境的存在,新生代农民工在流入地很难顺利地实现社会融入,成为游离于城市与农村的＂边缘人＂。加强对新生代农民工的服务与管理,促进其社会融入,成为目前基层政府与党团组织加强社会建设与管理的重要任务。通过加强新生代农民工流动团支部建设,可以促进新生代农民工的社会融入,有效地维护社会和谐与稳定,促进社会经济的健康可持续发展。     

社会阶层良性流动的政策选择——以新生代农民工市民化为例

社会阶层的良性流动需要合理的政策做前提条件,因为政策在打破社会阶层固化、抑制盲目流动、协调利益关系、维护社会稳定等方面有着举足轻重的作用。但现行的户籍制度以及以此为基础建立的各种不平等政策,对社会阶层的良性流动,特别是对新生代农民工的市民化造成严重制约。因此,要突破现有城乡二元体制的限制,通过改革户籍政策、就业政策、社保政策和土地政策等,实现新生代农民工在城市里“进得来”、“干得爽”、“留得住”、“活得好”。     

改革以来中国农民工流动机制变迁的考察

改革开放以来中国农民工流动机制变迁经历三个基本阶段：1978-1992年以乡镇企业发展为主体的产业流动机制建设时期;1992-2002年以国企改制和非公经济发展为主体的社会主义市场经济机制建设时期;2002年至今以科学发展观为指导的城乡一体发展体制建设时期。其基本特点与历史经验是：第一,家庭联产承包责任制与社会主义市场经济体制搭建了农民工流动机制的基本框架。第二,从城乡二元流动机制走向城乡一体流动机制。第三,从产业流动机制到地域流动机制有序放开。第四,在城市流动机制中,以沿海城市与中小城市为吸纳主体。农民工市民化以小城镇为吸纳主体。改革以来农民工流动机制变迁,积累了宝贵的经验,也留下了深刻的启示。     

What's the Problem in Public Sector Workforce Recruitment? A Multi-Sector Comparative Analysis of Managerial Perceptions

Public sector workforce recruitment is problematic, but the nature of that problem is not clearly defined. Workforce recruitment is essentially a matching problem that requires managers to recruit desired employees in available labor pools. This research asks whether sectoral differences and competition for labor affect whether public managers frame the major problem of workforce recruitment as the size, qualifications, or work ethic of the labor pool. Using survey data from about 2,300 managers from two US states, problem attributions are modeled using multinomial logit. The findings suggest that the public and nonprofit sectors find it more problematic to recruit qualified employees than the private sector, but public and nonprofit agencies hold a comparative advantage over the private sector in recruiting employees with sufficient work ethic. Therefore, public and nonprofit managers should emphasize retention and training to leverage their comparative advantage in recruiting employees with work ethic while addressing a comparative disadvantage in recruiting qualified employees.     

A Bibliography About a Changed Federal Government Workplace

Abstract

This bibliography contains more than 130 hand picked sources that address change in the Federal government workplace, including articles and books by academics and practitioners and reports by Federal agencies including the General Accounting Office and the Office of Personnel management, as well as Congress. The introduction to the bibliography draws on the expertise of three well known authorities in the field, as well as the authors' of the bibliography.