关于加强高校大学生就业指导工作的思考

随着社会经济的发展,我国高校毕业生就业模式不断发生变化。目前加强高校大学生就业指导工作是市场经济制度下的客观要求。在具体工作实践中,要坚持把以学生为本作为高校大学生就业指导工作的核心理念,努力做到就业指导工作的＂信息化、系统化、全程化、个性化＂;要完善体制机制,抓好院（系）层面大学生就业指导人员队伍建设;要把打造大学生核心竞争力作为推动高校大学生就业指导工作深入开展的战略选择。     

基于工作搜寻理论的大学毕业生就业问题研究

本文通过对首都经济贸易大学2009年应届大学毕业生的问卷调查,分析了高校毕业生在就业过程中的工作搜寻途径、就业信息获取评价、就业歧视等问题,最后提出促进大学生就业的对策和建议。     

The Territorial Scope of Employment Legislation and Choice of Law

Traditionally, the determination of the territorial scope of the statutory rights conferred by employment legislation forming part of English law has been regarded as an issue entirely disconnected from the choice‐of‐law process. Indeed, this view formed the basis of the key decision addressing the problem of territoriality, Lawson v Serco, decided by the House of Lords in 2006. After presenting the current state of the law with regard to the territorial scope of employment legislation, this article takes a critical look at Lawson v Serco. It is argued that the ‘European’ choice‐of‐law rules must have a greater importance for determining the territorial scope of employment legislation and, consequently, that the approach pursued in Lawson v Serco is no longer correct, if it ever was, and should not be followed in the future.     

Female Employment in Lithuania: Testing Three Popular Explanations

This article compares three popular explanations for changes in female employment in post-socialist countries: retraditionalization, reserve army of labor, and revalued resources. Although these explanations are complementary in many ways, the retraditionalization thesis seems the most accurate explanation. In the early 1990s, gender-role attitudes were highly traditional, a tendency that might have contributed to the huge decrease in female labor force participation. Despite the changes, the comeback of the male-breadwinner family model is unlikely, since the acceptance of women's working roles is rapidly increasing.     

低增加值率制造业对大学毕业生就业影响研究

该文以增加值率为衡量指标，计量地定位了中国制造业在全球产业价值链中的位置，认为正是由于地处全球产业价值链低端位置，中国制造业只能走规模扩张的道路，由此形成一个低增加值率导致低工资、低工资导致低素质劳动力、低素质劳动力导致低增加值率的恶性循环。在这一螺旋向下的过程中，以大学毕业生为代表的，需要较高雇用成本的劳动力资源被实体经济自动过滤出来，形成失业人口。     

雇佣契约的效力基础——以乡土社会为场域

乡土社会的熟人特色和近代国家法的西方面向,使得乡村中雇佣契约的实施主要依赖于社会力量。雇工与雇主既是达成雇佣契约的主体,同时也是雇佣契约实施所分别作用的对象。雇佣契约的效力机制主要体现为,社会力量通过对于雇工的压制机制和雇主的惩罚机制迫使雇佣双方安于遵循所达成的契约规范。     

论现阶段高校就业指导队伍的建设

在新的就业机制下，对高校毕业生提供就业指导与服务，不仅仅是表面意义上的提供就业信息和向用人单位推荐毕业生就业，而是更深层意义的职业辅导与服务。高校就业指导队伍建设的好坏，直接或间接地影响到我国就业制度改革年口高校就业指导工作能否顺利开展。从就业指导工作现状出发，建设一支高素质的、专兼职结合的就业指导队伍，全方位开展就业指导，是高校就业指导工作一项根本性、战略性的任务。     

THE EFFECT OF CRIMINAL BACKGROUND CHECKS ON HIRING EX‐OFFENDERS*

Research Summary The rapid increase in the nation's incarceration rate over the past decade has raised questions about how to reintegrate a growing number of ex‐offenders successfully. Employment has been shown to be an important factor in reintegration, especially for men over the age of 27 years who characterize most individuals released from prison. This article explores this question using unique establishment‐level data collected in Los Angeles in 2001. On average, we replicate the now‐common finding that employer‐initiated criminal background checks are negatively related to the hiring of ex‐offenders. However, this negative effect is less than complete. The effect is strongly negative for those employers that are legally required to perform background checks, which is not surprising because these legal requirements to perform checks are paired with legal prohibitions against hiring ex‐offenders. However, some employers seem to perform checks to gain additional information about ex‐offenders (and thus hire more ex‐offenders than other employers), and checking seems to have no effect on hiring ex‐offenders for those employers not legally required to perform checks. Policy Implications One public policy initiative that has received considerable attention is to deny employers access to criminal history record information, which includes movements to “ban the box” that inquires about criminal history information on job applications. The assumption underlying this movement is that knowledge of ex‐offender status leads directly to a refusal to hire. The results of this analysis show that policy initiatives aimed at restricting background checks, particularly for those firms not legally required to perform checks, may not have the desired consequences of increasing ex‐offender employment. This result is consistent with an alternative view that some employers care about the characteristics of the criminal history record and use information about criminal history in a more nuanced, nondiscrete way.     

Safeguarding Vulnerable Groups Act 2006: the implications for employers in educational settings

Vetting those who work with children and vulnerable adults is an emotive topic and one which can prove a challenging area for employers. The legitimate interest that parents, carers and employers have in screening those charged with the care of others can be in direct conflict with the most fundamental principles of economic freedom and employees’ human rights. The desire to balance these conflicting objectives is at the heart of the Safeguarding Vulnerable Groups Act 2006, which introduces what is being heralded as the most inclusive and comprehensive vetting and barring system to date. The changes dramatically widen the scope of workers who are subject to vetting and barring processes, covering employees, volunteers and contractors in the education, care and health industries, and affecting some 11.3 million people in the UK. This new scheme is of particular relevance and importance to schools and other educational institutions, who will be directly affected by the changes. This article will examine the practical employment implications of the new regime and the new obligations that the Vetting and Barring Scheme creates for both employers and employees.     

完善社会保障制度 破解大学生就业难题——以吉林省为视角

目前,针对大学生就业存在的结构性失衡和毕业生权益得不到保障等问题,在对地区之间、机关企（事）业单位之间社会保障的不平衡进行分析后发现,吉林省在大学生就业去向的配套政策上存在着薄弱环节,社会保障水平对大学生就业去向存在明显影响。因此,必须加快社会保障体系建设,以促进大学生顺利就业。