摘要
自20世纪初首次出现"可雇佣性"一词以来,有关可雇佣性问题的研究大致经历了三个发展阶段。50年代后,可雇佣性概念不断出现在西方国家的学术文献和政府报告中,同时被广泛应用在政治、经济、教育和人力资源开发等领域。80年代后,可雇佣性概念的内涵进一步扩展,它与劳动力市场联系更为紧密,与之相关的概念还有可雇佣性技能、拥有工作资格和就业,四个概念各有其内涵,意义不同,但又相互关联和相互影响。劳动力的可雇佣性是由劳动力个体、政府、教育与培训机构和企业共同来评价,在现实的劳动力市场中四方的行为共同影响了劳动力的可雇佣性。伴随着经济全球化和知识经济的发展,可雇佣性研究已成为欧美发达国家人才开发战略的新思维和新视角。
Since the ＂employability＂ has been used first in last century. The research of employability has experienced three steps. After 1950s, this item mentioned constantly in Western literatures and government＇s reports, and later it has been used widely in politics, economy, education and human resource development. After 1980s, employability has been extended further and combined with labor markets closely. Some related concepts to it include skill of employability, job qualification and employment, which are not only different but also connected to each other. Labor＇s employability are evaluated by labor individu; als, government, educational training organization and enterprises and in realistic labor market the four parties affect labor＇s employability. With the development of economic globalization and knowledge economy, the research of employability has become new thinking and new vision for strategy of human resource project in Western developed countris.
出处
《辽宁师范大学学报（社会科学版）》
2009年第6期17-22,共6页
Journal of Liaoning Normal University(Social Science Edition)
关键词
劳动力市场
可雇佣性
就业
国家人才开发战略
labor market
employability
employment
Strategy of State Talents Development
