“双师型”队伍建设是提高高职教学质量的关键

高等职业教育担负着培养面向区域经济、社会发展的，生产、建设、管理和服务第一线高技能人才的重要使命。高素质人才培养，急需高素质的师资队伍。建设一支素质优良、师德高尚，结构合理、专兼结合、特色鲜明，相对稳定的“双师型”教师队伍是高职院校的当务之急。     

高管薪酬制度的反思与重构

高管薪酬制度是公司法上的重要制度,其制度目标在于降低公司治理的代理成本,提升公司价值。但是,传统的薪酬制度建立在两个理想的假定基础之上:董事能够代表公司平等地和高管谈判;高管薪酬标准可以独立于其他利益关系人的薪酬而确定。这种假定和现实环境不符,导致薪酬制度不能实现其制度目标,需要从程序上和实体上进行反思和重构。     

香港警察学院教官组授课模式的启示

香港警察学院是世界一流的警察培训基地之一,从2006年开始,香港武力使用教官团来内地进行交流、讲学.在授课过程中几个教官组成一个组或叫一个团队,同时讲授一门课,其独特的授课形式和方法给内地教官和学员一种耳目一新的感觉.香港教官们在授课过程中,团结协作、相互配合、讲做结合,教学效果和教学质量立竿见影、事半功倍,并得到内地教官和学员的好评.本文以此探求国内公安院校教官组授课形式的组织与实施.     

Diversion in youth justice: a pilot study of effects on self-reported mental health problems

As part of a larger study to evaluate the effects of a Liaison and Diversion scheme in community youth justice services, staff of newly established Youth Justice Liaison and Diversion (YJLD) teams undertook observational ratings and administered self-report mental health and risk measures to young people referred to this pathway. The overall objectives of the YJLD project were to divert young people from the criminal justice system and to coordinate other services in order to reduce their likelihood of reoffending and the extent of their mental health problems. Data were collected from five local authority areas in different parts of England. Young people thereby referred had an average of 5.4 h of contact with youth justice staff. For a sample of young people on whom data were available at the beginning and end of that process, there was evidence of a significant reduction in problems and a small but significant correlation between the amount of individual contact time with YJLD staff and the extent of change observed. Absence of a comparison sample limits the drawing of firm conclusions; however, recommendations are made for future controlled experimental studies.     

刍议加强高校领导班子执政能力建设

在我市开展的“讲正气、树新风”主题教育活动中,作为高校领导班子,要重点解决执政能力建设问题,从而把握办学方向,推进各项改革和学校事业的发展。     

明确班组长责权利深入开展班组劳动竞赛

班组长是班组生产管理的直接指挥者和组织者，在企业管理中的重要性是不言而喻的。明确班组长的责权利，深入开展班组劳动竞赛，才能促进企业安全生产稳步发展。     

Into the Thick of It: Methodological Issues in Studying the Drug Trade in the Golden Triangle

This paper explores research methods used in a study about a sensitive topic in a sensitive area—the drug trade in the Golden Triangle. It covers issues such as entering and exiting the research site, obtaining approval from the people in power at the research site, recruiting and training research staff, developing and testing interview protocols, locating the subjects to be interviewed, and conducting the interviews. This article also discusses problems encountered in the process of conducting the study and the limitations of the research project. Finally, it relates what lessons have been learned that are of general interest to researchers studying similar topics under comparable conditions. Support for this research was provided by Grant SES-0095929 from the National Science Foundation. The opinions are those of the author and do not necessarily reflect the policies and views of the National Science Foundation.     

胜利油田国际化人才队伍建设中的几个问题

随着胜利油田进入开发中后期和我国对海外油气资源依存度的不断上升,走出国门开拓海外市场已成为促进油田持续高效发展的必然选择。在胜利油田业务走向国际化的进程中,不仅外闯市场单位需要培养国际化人才,在国内发展同样需要培养国际化人才。由此,加大国际化人才引进和选拔力度,完善国际化人才培养体系、建立国际化人才配置机制与多元化激励机制,成为胜利油田国际化人才队伍建设的新思路。     

党员干部执行力存在问题与对策

提升党员干部执行力是我党执政能力建设的重要一环。当前党员干部执行力仍存在执行主体较薄弱、政策制定还不够科学民主、组织体制机制运行还不顺畅以及组织环境与文化氛围仍需优化等问题。致力于打造阳光健康型的组织、建设一支宏大的高素质干部队伍等,则是提升党员干部执行力的有效对策。     

简论加强吉林省高级人才队伍建设的对策

高级人才队伍的状况代表着一个地区人才队伍的整体水平,也代表着一个国家和地区的核心竞争力,是经济社会发展的重要战略资源.吉林省在高级人才队伍建设中一直存在着良性的引导政策落实不到位、高级人才知识需要更新以及对高级人才激励不足等问题,本文分析了吉林省高级人才队伍建设中存在的问题,进而提出加强吉林省高级人才队伍建设的对策.