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1.
侯伟 《山东教育学院学报》2015,30(3)
在大学生就业市场中,用人单位和高校毕业生是两大主体,而主体之间存在着"一面是用人单位求贤若渴,另一面是高校毕业生找不到满意的工作"的矛盾.如何帮助大学生明确社会定位?借鉴心理学、社会学和大学生思想政治教育相关学科理论,从大学生个体发展角度切入,我们可以从"照镜子、练本领、定计划、扬正气、铸品质"等五个方面帮助大学生塑造好社会定位的积极心态,从而引导大学生科学、准确地进行社会定位. 相似文献
2.
增强大学毕业生思想政治教育工作实效性的实践 总被引：1，自引：0，他引：1
蔡金红 《云南师范大学学报(教育科学版)》2001,2(4):70-72
本文是在作者多年实践的基础上，根据用人单位对大学毕业生质量需求，探索出了大学毕业生思想政治教育工作实效性四个方面的实践内容。 相似文献
3.
《考试周刊》2016,(79):155-156
为了了解用人单位对我校藏医学专业本科毕业生满意度情况,为学校加强教育教学管理、深化教育教学改革提供现实依据,本研究选取:西藏林芝市藏医院、西藏山南市藏医院、西藏日喀则市藏医院等18家用人单位,设计调查问卷设计,问卷选择项采用Likert五分量表的形式分级,包括思想政治表现、职业道德、敬业精神、组织能力、计算机应用能力、适应能力、专业知识水平等16项调查内容,发现用人单位普遍反映,我校藏医学专业毕业生思想政治表现好,业务素质较高,工作中吃苦耐劳,勤学好问,上进心强,很多已成为基层单位的业务骨干。同时在创新能力、计算机应用能力等方面需要增强。本校应从加强思想政治教育、定期修订藏医学专业人才培养方案、提高学生实践动手能力、创新人才培养模式等方面不断提高人才培养质量。 相似文献
4.
《中学政治教学参考》2018,(6)
作为思想政治教育的基本构成要素,亲和力是指教育对象能在思想政治教育活动中产生强烈的悦纳感、亲密感和趋同感。紧扣思想政治教育内容的"事时势",发挥思想政治教育者的"人格力",增强思想政治教育载体的"渗透力",提升思想政治教育情境的"欣怡感",在提升思想政治教育亲和力的基础上增强感染力和实效性,是新时期深化思想政治教育的题中之义。 相似文献
5.
举办校园招聘是高校开展毕业生就业工作的现实选择.当前,高校毕业生就业形势日益严峻,毕业生面临着"买方市场",在"市场导向、政府调控、学校推荐、毕业生和用人单位双向选择"的就业机制下,大学面临着"就业率"指挥棒的强大压力,纷纷主动出击,邀请用人单位进入校园,在自家院内搭建推荐平台,为毕业生和用人单位提供双向选择的便利机会. 相似文献
6.
全球经济复苏、国内经济回暖,高职院校毕业生就业市场出现活力,给毕业生思想政治教育工作带来了巨大的挑战.本文分析了全国经济回暖背景下职业院校毕业生思想政治教育工作面临的新情况和新问题,并提出了加强毕业生就业指导工作中的思想政治教育的对策和建议,以期更好地提高思想政治教育的实效性,促进大学生顺利就业. 相似文献
7.
大学生思想政治教育工作的根本任务是"立德树人",帮助大学生更好地成长,因此必须与时俱进,提高工作质量和水平,把握好时、度、效。要从工作实际出发,抓时代性和实效性两个"时",落实高度和适度两个"度",并且追求实际效果和效率中的"效"才能增强思想政治教育工作对于学生的吸引力和感染力,提高大学生对思想政治教育工作的认同感。 相似文献
8.
王珊 《佳木斯教育学院学报》2014,(2):218-219
随着高校的不断扩招,毕业生的就业压力也越来越大,为做好毕业生的就业工作,拓宽高校毕业生的就业门路,文章从加强毕业生就业工作的制度保障、做好毕业生的思想政治教育、加强师资队伍建设、注重为毕业生提供服务和畅通信息渠道,为毕业生和用人单位沟通交流等几个方面进行了初步的探讨,以拓宽毕业生就业门路,完善毕业生就业市场机制提供帮助。 相似文献
9.
郭晓东 《商情·科学教育家》2009,(5)
预测是军队思想政治教育运行的基础环节,现阶段,积极建立和完善军队思想政治教育预测机制,可以充分发挥其理论武装和思想引领功能,用前瞻性地引领和教化代替"突击"和"应急",进一步增强军队思想政治教育的针对性主动性,赢得主动权. 相似文献
10.
提高大学生思想政治教育的实效性,是每一个思想政治教育工作者的责任。要切实提高大学生思想政治教育的实效性,必须在实施思想政治教育的过程中凸显"六性":彰显"人本性",关注"现实性",把握"超前性",激发"创新性",挖掘"动力性",发挥"主导性"。 相似文献
11.
梁杰 《邢台职业技术学院学报》2014,(3):28-30
目前,各用人单位对高职毕业生的需求量比较大,但用人单位对选拔录用高职毕业生时的重视要素程度及对到岗后的满意度存在差异,需要政府、学校、用人单位及学生个人共同来减小这些差异。 相似文献
12.
Yuzhuo CAI 《Frontiers of Education in China》2014,9(3):377-402
This paper explores ways to enhance overseas Chinese graduate employability by taking Finnish-educated Chinese students/graduates as an example. In so doing, it understands that graduate employability development is a joint effort of multiple stakeholders including students, graduates, academics, program coordinators, employers, and policymakers. Accordingly, it provides arguments and suggestions for how to enhance the employability of these graduates in terms of the labor market context, employers’ beliefs and actions, the responsibilities of higher education institutions, and student/graduate commitment. It also points out two major challenges faced by overseas Chinese graduates as well as their educational providers, which are linked respectively to gaps between what graduates acquire in higher education and what is required in the labor market, as well as gaps from the employers’ perspective: areas where employers need to understand more about universities and catch up with new ideas generated by them. 相似文献
13.
Yuzhuo Cai 《Higher Education》2013,65(4):457-469
This study provides a conceptual framework for understanding what employers think about the value of graduates with similar educational credentials in the workplace (their employability), using insights from the new institutionalism. In this framework, the development of employers’ beliefs about graduates’ employability is broken into a number of factors and mechanisms, including exogenous factors, initial signalling effects and the processes of both private and public learning. With such conceptualisation, this article discusses the implications for international higher education providers on how to improve their graduates’ employment by influencing employers’ beliefs. 相似文献
14.
《Economics of Education Review》2007,26(3):375-386
This paper uses an experimental design to estimate preferences of employers for key competencies during the transition from initial education to the labor market. The study is restricted to employers of entry-level academic graduates entering public health organizations in the Netherlands. Given the changing and complex demands in public health, we study the relative importance of generic and field-specific competencies during the transition from education to the public health field. A self-explicated approach and a choice-based conjoint analysis were used to elicit preferences of employers for key competencies. The results show that employers value generic competencies relatively higher than field-specific competencies for master level graduates entering the public health field. The results are relevant for the adjustment of training in public health. Universities should continue to train master level graduates in public health with high-level cognitive skills. 相似文献
15.
Assessing employer satisfaction with the preparation their employees receive in institutions of higher education is a matter of growing importance world‐wide as students, governments and the public seek tangible evidence of educational quality through workforce competitiveness. Three techniques for surveying college and university graduates and employers were conducted over the space of three academic years for the purpose of comparing the effectiveness of these methodologies. Response rates obtained indicate that gaining permission for employer contact directly on a questionnaire mailed to graduates can be as effective as more costly phone contacts, and is more effective than two successive mailings to graduates. The results also suggest that in general employers give relatively undifferentiated positive ratings of employee characteristics unless forced by the method of questioning to differentiate among items. The study provides evidence that a mailed survey methodology for graduates and their employers can be effective if the graduate's permission is obtained on the initial questionnaire and if employers are forced by the survey instrument's format to differentiate among listed job characteristics and performance ratings. 相似文献
16.
王小军 《重庆职业技术学院学报》2014,(1):1-4
当前高职院校毕业生就业压力不断增大,但大型校园招聘会却出现低签约率的现象。这与毕业生、用人单位、学校三方均有一定的关系。要提高高职院校大型校园招聘会签约率的成效,学校就要指导毕业生做好招聘会应聘的前期准备工作和邀请用人单位的各项工作,同时还要做好校园招聘会自身的宣传、组织、协调、服务工作。 相似文献
17.
Over the last 15 years, surveys in a range of English-speaking countries, from North America and the United Kingdom, to New Zealand and Australia, have consistently shown that employers rank oral and written communication skills as highly as or more highly than any technical or quantitative skills. However, in New Zealand there has been very little research into determining exactly what is meant by the “written communication skills” employers state they desire. A further issue in this research to date has been a lack of differentiation between employers—no study has specifically targeted the requirements of employers of science graduates. This article reports the findings of ongoing research into the expectations of science students and of employers of science graduates, and centers around several key questions:Findings are compared with the findings of the 2004 National Commission on Writing's survey of American businesses.
相似文献
- What do New Zealand employers of science graduates specifically want in terms of their new hires' writing skills?
- How can information gained from employers of science graduates be used to motivate science students to take seriously the need to develop their writing skills?
- How can writing programs be evaluated and developed to help science students acquire communication skills that are important for their future learning and for their employment and promotion prospects?
18.
用人单位选择招聘院校的主要依据依次为学校毕业生质量、毕业生的稳定性、院校知名度等;招聘录用毕业生的主要途径依次为参加人才市场招聘、学校招聘会等;单位在录用毕业生时主要考虑的依据依次为综合素质、所学专业、学习成绩等;毕业生试用培养阶段注重的因素依次为责任心、稳定性、敬业精神等;用人单位对员工最不能容忍的缺点依次为没有责任心、频频跳槽等。 相似文献
19.
Abstract: Fifty‐eight recent graduates (1998–2008) from the joint Washington State University (WSU) and University of Idaho (UI) BiState School of Food Science program and 27 of their employers participated in a survey assessing learning outcomes based on the 2001 Institute of Food Technologists (IFT) core competencies for undergraduate food science programs. Parallel web‐based survey instruments for the graduates and employers using the WSU Skylight Matrix Survey System© were employed to assess the attitudes of the respondents to the frequency of usage of IFT defined skills and the adequacy of the graduates’ preparation from the program. Graduates responded that they were generally satisfied with their education; however, they reported lower rates of adequate or better preparation in Success Skill involving group dynamics, processing and engineering skills, and government regulations. Most of these skills were also the least frequently used by graduates in their careers. Success Skills were the most frequently performed competencies, while food microbiology and safety, and some engineering and processing skills were used less frequently by graduates of the Food Science program. Greater than 80% of the employers reported that the graduates’ performance was adequate or better in all skill areas. The assessment suggested program improvement since a similar survey in 2004, but also illuminated areas for improvement in teaching and learning, particularly in light of the revised IFT 2011 Guidelines. Specifically, graduates and employers emphasized the need for more course work that weaves critical thinking skills, group dynamics, and government regulations into the classroom. Graduates also highlighted the importance of internships and extracurricular activities for career preparation. 相似文献
20.
吕振涛 《十堰职业技术学院学报》2012,25(3):32-35
如何开展、以什么形式开展校园招聘会一直以来是毕业生、学校以及用人单位三方共同关注的问题。通过调查,全面了解用人单位的招聘现状、用工需求,毕业生的基本情况、就业意愿、就业观念及其对学校就业指导工作的看法等问题,分析毕业生在就业过程中的问题,并指出原因,为广大毕业生就业以及学校人才培养工作提供参考依据。 相似文献