科研单位转制后人才资源问题研究及对策

探究科研单位转制后人才资源的开发和管理课题。调研了科研体制改革对人才资源的影响，剖析人力资源管理现状及存在的主要问题，并有针对性地阐述了应对措施，最后从战略层面思考科研单位转制后，如何实现“人才强企”的目标。从理论角度提出实施企业人才主体战略、实施智力资源资本化战略和实施人才管理体制改革战略等观点。     

Analysis of occupational accidents encountered by deck cadets in maritime transportation

The 2010 Manila amendments to the Standards of Training, Certification and Watchkeeping Code (STCW) was adopted by the idea to render the profession more attractive to the seafarers, particularly to cadets. It is possible to ensure greater attraction only by providing suitable and safe working conditions on board to cadets. This study analyses occupational accidents and near misses encountered by ocean going deck cadets, who received A-II/I training, during their sea training. The aim of this study was to determine causal factors influencing work accidents and to propose several recommendations for the safety of deck cadets. A total of 857 officer candidates, who received maritime education at university level in Turkey, were interviewed. The Analytic Hierarchy Process (AHP) method was used in the study to analyse the occupational accidents. As a result of this study on deck cadets, the most risky areas for work accidents were found to be the deck (39.9%), cargo areas (35.7%), areas used for manoeuvring operations (including winch areas and areas in which berthing, unberthing, and anchoring operations take place) (16.1%), and accommodation areas (8.3%). The most important root causes for occupational accidents were identified as not using personal protective equipment (24.2%), haste (22.6%), and presence in inappropriate places (13.6%). This study offers some important insight into the prevention of occupational accidents, and includes suggestions and advisory opinions of sector representatives. As a result of this study, several recommendations for the prevention of accidents are proposed.     

边远山区技术人才培训资源整合及体系建设研究

本项目以十堰市为例,试图通过技术人才培训这一主题做了深入的调查和研究,分析科技培训资源及技术人才的培训现状,找出了边远山区技术人才培训开发中存在的培训职能定位、培训目标整合、培训经费保障、培训资源利用等难点问题。提出了边远山区技术人才系统整合培训的思路。     

船舶修理中车间派工制度分析

受金融危机和现阶段行业市场的影响,我国的民船修理行业目前面临着价格竞争激烈、劳动力资源流失严重的问题,文章从修船企业车间管理的角度出发,通过比较几种现行派工制度的优缺点,提出"工筹派工制"这一新的车间派工管理方法,并对其在船舶钢结构工程修理中的举例应用加以阐述,在给现代修船行业车间管理方式一些参考意见的同时,也为企业在人力资源管理手段上提供新的思路。     

构建校企良性互动机制 加快航海应用人才培养

探索校企合作、工学结合的人才培养模式,是职业教育教学改革的方向。企业办学在这方面具有独特的优势和不可替代的作用。武汉航海职业技术学院在办学实践中构建校企合作良性互动机制,加快航海应用人才培养的经验值得推广和应用。     

论高新技术企业的产权制度创新

对高新技术企业进行产权制度创新不仅是企业实现跨越式发展和高效率运营的需要，也是激励企业人力资本和增强企业竞争力的需要。这一产权制度创新的内容主要包括：明晰企业初始产权，界定企业增量资产产权，确定合理的企业产权结构，以及建立开放型、多元化的企业产权。为此，在我国高新技术企业的产权制度创新中，可以实行结构性年薪制、实施股票期权制度、推行职工持股计划，以及试行可转化薪酬制度。     

围绕主线 找准抓手 和谐推进 育造品牌——一公司重庆项目部三大文化建设回顾

本文介绍重庆李渡长江大桥通过践行项目文化、安全文化和廉洁文化,围绕施工生产,促进了文化生产力。     

钻孔桩基础人工开挖施工的应用

钻孔桩桩基桥梁的施工 ,在一定条件下 ,可以进行人工挖孔桩基施工 ,其质量好、保护环境、节约工程造价 ,又可加快施工进度 ,混凝土浇筑由隐蔽施工变成直观显现施工 ,充分证明了施工的可行性。     

超深度大直径人工挖孔桩施工技术研究

以实际施工情况为背景 ,对超深度大直径人工挖孔桩的地质要求、方案实施、关键工序、优缺点进行了详细地论述和探讨     

An analysis and comparison of multinational officers of the watch in the global maritime labor market

ABSTRACT

Officer of the watch (OOW) is an important part of the maritime labor market. For many years, countries have been improving their development of OOWs for the maritime market, in terms of both quantity and quality. As the supply of qualified OOWs for maritime transportation is such an important issue, shipping companies recruit multinational OOWs for both economic and socio-cultural reasons. This study aims to identify the qualifications of an ideal officer that holds office on commercial ships, and to make a comparison among Filipino, Chinese, Indian, Eastern European and Turkish OOWs. The research takes into account expert opinions of a number of shipping companies that employ multinational seafarers. A Fuzzy Analytic Hierarchy Process (FAHP) technique is applied in this study to assist in the comparison of officers. A number of main and sub-criteria are outlined to determine both positive and negative aspects of OOWs from the selected countries for decision making purposes. This study allows maritime countries to evaluate their maritime education and training policies for selection and assessment of OOWs.