The main purpose of the implementation of the three-education reform concept is to improve the teaching quality and talent training level of higher vocational colleges.Through the reform,one can promote the optimizati...The main purpose of the implementation of the three-education reform concept is to improve the teaching quality and talent training level of higher vocational colleges.Through the reform,one can promote the optimization of teaching methods,provide more space for student’s self-development,and improve the quality of talent training.Building materials in higher vocational colleges are a high requirement for practical ability,which emphasizes the cultivation of students’practical ability.Under the three-education reform concept,the traditional teaching mode should be replaced to provide more practical opportunities for students,in return give more attention to the development of students’practical ability.This paper mainly explores the current situation and training strategies in building material professionals in higher vocational colleges under the reform of the three education systems for a reference.展开更多
Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in...Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in the last few years based on reviewing the pre-existing literature.In addition,an insight into the challenges specific to the management of talent in Saudi Arabia is discussed.Due to the traditional and conservative society of Saudi Arabia,along with its governmental policies such as Saudization and the Nitaqat system,it has become extremely challenging for private organisations to employ TM practices.This study provides insights into various TM practices employed in Saudi Arabia;however,none of the studies have provided any information about the types of TM practices to be employed for a better and more efficient organisational performance in the context of Saudi Arabia.It is concluded that the practice of TM in Saudi Arabia is extremely selective in private organisations and can be considered to be in its infancy.Moreover,the gaps in the research in these areas are identified,and based on those,recommendations are made for the scope of future work.This study contributes to a critical understanding on the suitable TM practices that can be applied in Saudi Arabia as well.It provides insights assisting to further research and practical applications.Our study finds its relevance among TM academicians,human resource(HR)departments,policy makers,government agencies,talent managers,and employers who are either already functional in Saudi Arabia or are planning to open business processes in Saudi Arabia in the near future.This can act as a strategic development when collaborated appropriately with the government authorities.展开更多
文摘The main purpose of the implementation of the three-education reform concept is to improve the teaching quality and talent training level of higher vocational colleges.Through the reform,one can promote the optimization of teaching methods,provide more space for student’s self-development,and improve the quality of talent training.Building materials in higher vocational colleges are a high requirement for practical ability,which emphasizes the cultivation of students’practical ability.Under the three-education reform concept,the traditional teaching mode should be replaced to provide more practical opportunities for students,in return give more attention to the development of students’practical ability.This paper mainly explores the current situation and training strategies in building material professionals in higher vocational colleges under the reform of the three education systems for a reference.
文摘Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in the last few years based on reviewing the pre-existing literature.In addition,an insight into the challenges specific to the management of talent in Saudi Arabia is discussed.Due to the traditional and conservative society of Saudi Arabia,along with its governmental policies such as Saudization and the Nitaqat system,it has become extremely challenging for private organisations to employ TM practices.This study provides insights into various TM practices employed in Saudi Arabia;however,none of the studies have provided any information about the types of TM practices to be employed for a better and more efficient organisational performance in the context of Saudi Arabia.It is concluded that the practice of TM in Saudi Arabia is extremely selective in private organisations and can be considered to be in its infancy.Moreover,the gaps in the research in these areas are identified,and based on those,recommendations are made for the scope of future work.This study contributes to a critical understanding on the suitable TM practices that can be applied in Saudi Arabia as well.It provides insights assisting to further research and practical applications.Our study finds its relevance among TM academicians,human resource(HR)departments,policy makers,government agencies,talent managers,and employers who are either already functional in Saudi Arabia or are planning to open business processes in Saudi Arabia in the near future.This can act as a strategic development when collaborated appropriately with the government authorities.
