浅谈肉类食品企业中的非正式组织

对肉类食品企业员工中非正式组织的特征、形成因素进行了简单的分析,并以江西国鸿集团有限公司为样本,对员工中非正式组织的成因类别、存在问题进行了定性的分析,并提出了一些可行的管理方法。     

对员工组织承诺的管理措施研究

组织承诺能够反映员工对组织的忠诚度,它表达了员工对于组织及其将来的成功和发展的关注。而员工的忠诚度会影响其工作绩效,进而影响组织整体的绩效。因此,研究员工的组织承诺对于整个企业的发展来说至关重要。从组织承诺的形成机制、作用、影响因素以及其管理措施等方面入手,对组织承诺等相关内容进行了详细的研究,最后提出了提升员工组织承诺的建议,其目的是让员工能够在组织内部长期保持一个特定组织成员身份,使员工的工作积极性提高,愿意为组织付出更多的努力,进而对于组织的战略目标与定位有更充分的认识,并逐渐接受,从而为企业带来更高的绩效。     

浅议我国人力资源培训的问题与对策

员工培训是指一定组织为开展业务及培育人才的需要,采用各种方式对员工进行有目的、有计划的培养和训练的管理活动,其目标是使员工不断的更新知识,开拓技能,改进员工的动机、态度和行为,是企业适应新的要求,更好的胜任现职工作或担负更高级别的职务,从而促进组织效率的提高和组织目标的实现。这已经是人力资源中的重要组成部分。现针对目前我国的人力资源的培训存在在问题进行分析,努力完善我国的人力资源的培训机制。     

饭店新员工入职培训的有效实施

新入职员工对即将从事的新工作需要一个逐步适应和自我定位的过程,每位新员工都希望饭店能根据自己的兴趣、特长及能力安排工作职位,促进其职业发展。因此,入职培训对于员工个人和饭店而言都非常重要,它是饭店人力资源管理的重要一环。但笔者在饭店企业调研中发现,相当数量的饭店在新员工入职培训方面存在问题,归结起来大致有以下两个方面：①员工入职培训简单敷衍。许多饭店并不是在员工正式入职前组织培训,     

陕西省大学生中非正式体育群体的研究

通过现场调查、问卷调查和重点事例分析研究了陕西省高校大学生中非正式体育群体产生的原因、动机和活动特点．最后建议学校体育工作者及各级主管部门对大学生非正式体育群体给以关心和领导，促进其健康发展，同时借鉴非正式体育群体的活动改革学校体育教学方式及课程内容设置．     

如何运用《食品安全法》指导啤酒企业生产

新的《食品安全法》于2009年6月1日起正式实施,如何利用此法指导啤酒企业日常生产工作是我们关心的重点。 1建立食品安全管理制度 《食品安全法》规定,各企业应配备食品安全专业技术人员、管理人员,组织制定啤酒安全生产的相关规章制度,对员工进行《食品安全法》及相关管理制度的培训。     

保健食品中非法添加降糖类药物检测方法综述

保健食品中非法添加化学药物引起的安全事件屡见不鲜。随着分析检测技术的更新,保健食品中非法添加化学药物的检测方法也在与时俱进。本文对近年来保健食品中非法添加降糖类化学药物检测技术进行综述,以期为广大分析工作者的研究提供参考。     

优化劳务员工管理 构建企业和谐环境

劳务员工或是由劳务公司派遣到用人单位由用人单位直接管理,或者由承包公司直接管理他们在用人单位现场的工作,其劳资关系都在劳务公司,这种双重身份造成了劳务员工对双方企业都没有归属感。劳务员工作为用人企业或者发包企业的非正式员工,其付出与回报与正式员工之间出现了明显的倒挂。他们虽然大部分从事一些初级、低端的工作岗位,如理货员、装卸工、维修工等,但是如果流动率较高,也必然会给企业的生产经营带来很大的挑战。本文为多体制员工企业中的劳务员工管理提供了成功的经验,也希望能就劳工管理的领导艺术在业界进行交流。     

关注员工心里健康 提升员工幸福指数——从员工心里健康管理的必要性谈企业对员工心理健康教育的途径

本文通过员工心理健康概念、影响员工心理健康的因素、国内相关组织对企业员工心理健康状况调查结果的介绍，论述了企业人力资源管理对员工心理健康教育的途径。     

代理商

员工培训要量体裁衣代理商公司的培训形式一般有厂家培训、社会培训和行业培训等几种不同的形式,每种培训形式的内容和特点各不相同,所要达到的效果和目的也有所差异。针对不同的级别的员工,应该有不同的培训模式和培训内容,要量体裁衣、有的放矢,不能一概而论。■老板是代理商团队建设的核心"团队"是指为实现某一目标而由相互协作的个体所组成的正式组织,是具有团队精神的一个组织。     

餐饮业员工离职意向的影响因素：入职时间的不同效应

本研究采用问卷调查法,以某餐饮企业在北京的5家门店287名工作人员为调查对象,考察入职时间不同的员工在离职意向的影响因素重要程度上的差异。结果发现：对于入职时间不到1年的员工来说,心理资本、组织承诺对离职意向有显著的负向影响。对于入职时间在1年以上的员工来说,月收入是影响员工离职意向的重要因素。研究表明餐饮业员工的入职时间不同,离职意向的影响因素的重要程度不同,为降低离职率的组织行为提供指导。     

应用HBV DNA阳性饮食服务人员的家庭聚集性探讨其传染性

检测感染HBV的饮食服务人群的HBV DNA，研究HBV DNA阳性者的家庭聚集性，探讨其传染性，为修订有关法规提供依据。用聚合酶联反应-微孔杂交法和荧光定量PCR法检测HBV DNA，对HBV DNA阳性者的家庭聚集性进行对照研究。在28516名饮食服务人员中检出HBsAg阳性1022人，阳性率3．58％。其中被依法调离的HBV感染者364人，占HBsAg阳性者的35．62％。在感染HBV且符合法律规定的658名在岗饮食服务人员中检出HBV DNA阳性者234人，阳性率35．56％。HBV DNA阳性者的家庭聚集率为86．49％，家庭成员HBV感染率为64．38％，相对危险性6．58。HBV DNA阳性者的家庭成员HBV感染呈家庭聚集性。研究结果表明HBVDNA阳性的在岗饮食服务人员血清学检验结果符合法律规定，但是HBV的危险传染源。     

Determinants of training transfer in the wine industry: conceptual hypotheses and results for Rioja (Spain)

This paper takes the perspective of both managers and of employees to examine the determinants of training transfer in the wine industry. To that end, a number of conceptual hypotheses are formulated focusing on three factors: the design of the training, the characteristics of the trainees, and those of the organization, with these being tested using information from the Rioja wine industry (Spain). Three contextual characteristics are compared: the company ownership, its location, and its size. The results indicate that, from the perspective of management, transfer is related to the organizational environment; while from the perspective of the employee, transfer reflects their motivation for training. According to managers, significant differences exist among the three contexts, while, according to employees, there are no contextual differences.     

餐饮从业人员食品添加剂知识知晓情况调查分析

目的:调查餐饮从业人员食品添加剂知识知晓情况,为更有针对性地开展餐饮业食品安全宣传提供科学依据。方法:运用单纯随机抽样和分层抽样相结合的方法,选取上海市黄浦区83户餐饮单位的1 735名餐饮从业人员开展问卷调查,运用Excel 2003、SPSS16.0软件进行数据录入和统计分析。结果:有效被访1 678人,餐饮从业人员食品添加剂知识知晓率为75.1%,性别、户籍、年龄、文化程度、从业年限、岗位、餐饮单位类型等为知晓率主要影响因素,各组别差异具有统计学意义(p<0.01)。结论:餐饮行业食品添加剂知识普及情况较好,但需加强外省市来沪年龄较小、从业年限较短、文化程度较低的餐饮从业人员的宣传教育。     

Evaluation by employees of employee management on large US dairy farms

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (<10 to >100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee management. Consequently, employers should act on identified management shortfalls to improve employee retention.     

Smoking in correctional facilities: a survey of employees

OBJECTIVE: To assess level of endorsement and expected consequences of worksite smoking restriction policies among correctional employees. DESIGN: Mailed survey to Vermont state correctional employees. MAIN OUTCOME MEASURES: Support for various policy alternatives for both staff and inmate smoking; expected consequences of restrictive smoking policies and smoking behaviour. PARTICIPANTS: 321 of 640 (50%) state correctional employees responded. RESULTS: Employees were somewhat receptive to smoking restrictions for inmates, but less supportive of staff smoking restrictions. A complete ban on inmate smoking both indoors and outdoors was supported by 56% and 49% of never and ex-smokers, respectively, but only 15% of current smokers (p < 0.01). A similar ban on employee smoking was supported by 38% of never and ex-smokers, but only 3% of current smokers (p < 0.01). Overall, employees were most supportive (52%) of a policy for themselves that banned indoor smoking and restricted it to certain areas outdoors. Current smokers were more likely to expect negative consequences as a result of further restrictions than were never or ex-smokers. CONCLUSIONS: Although our findings are limited by a low response rate, most employees support an indoor ban, but not a total ban on smoking. Employees generally favoured a policy that was slightly more restrictive than the current policy, but were less supportive of tighter smoking restrictions for themselves. However, a more restrictive smoking policy is likely to result in some degree of resistance among current smoking employees, who may require specific attention to address their opposition.     

纺织服装业知识型员工工作倦怠的实证研究

 针对当前我国职业群体工作倦怠日显突出的问题,本文以纺织服装业中的知识型员工作为调查样本进行实证研究。目的是为了发现在纺织服装企业中的知识型员工的工作倦怠状况,从而使企业能够采取针对性的工作倦怠干预策略。研究过程：首先,在对调查对象进行先期访谈和参考已有文献的基础上,确定研究变量维度的构成,然后,采取问卷调查的方法收集数据,并对数据进行了统计分析。研究结果表明：我国纺织服装业中知识型员工的工作倦怠程度并不高,但工作倦怠在年龄、性别、学历等人口统计学变量上呈现出差异特征。根据研究结论,本文提出了企业工作倦怠的干预管理的对策和建议。     

Seed systems smallholder farmers use

Seed can be an important entry point for promoting productivity, nutrition and resilience among smallholder farmers. While investments have primarily focused on strengthening the formal sector, this article documents the degree to which the informal sector remains the core for seed acquisition, especially in Africa. Conclusions drawn from a uniquely comprehensive data set, 9660 observations across six countries and covering 40 crops, show that farmers access 90.2 % of their seed from informal systems with 50.9 % of that deriving from local markets. Further, 55 % of seed is paid for by cash, indicating that smallholders are already making important investments in this arena. Targeted interventions are proposed for rendering formal and informal seed sector more smallholder-responsive and for scaling up positive impacts.     

浅谈在新形势下企业工会开展思想政治工作思路

随着国有企业改革的不断深化，给企业工会工作带来了前所未有的困难与挑战。工会作为党领导下的群众组织，肩负着桥梁和纽带的使命，承担着做好职工思想政治工作、维护企业和社会稳定的责任。在新形势下如何开展思想政治工作，是每个工会工作者要不断探索的新课题。