基于DEA的动态资源分配\n——生产计划中的应用

针对基于DEA的资源规划方法没有考虑到多期的生产过程以及现有的生产计划和控制方法定量研究的不足,提出了安排多期生产计划的设想,构建了基于DEA方法的多期生产计划模型。基于DEA的视窗分析方法不断更新历史数据可以实现对未来的多期生产计划进行安排,在满足市场需求的条件下,通过合理的分配各种资源投入使生产过程得到优化。最后用模拟的企业生产数据验算该模型,以成本最小为目标得到企业每一期的各种资源投入、产出以及库存信息     

张掖市土地资源人口承载力系统动力学模拟预测——兼论干旱区土地生产关系调整

预测干旱区土地资源的生产能力能满足多少人口食物需求的问题,是分析干旱区人地关系是否和谐的首要问题。从农作物供需差的角度建立景统动力学仿真模型,预测分析干旱区的土地资源人口承载力。可以看出内陆干旱区张掖市未来20年里人口将日趋超过土地资源人口承载力。要促进人地关系和谐、提高人口承载力就必须调整生产关系。     

成电8010分布式計算机之特点

成电8010是基于单板机开发成功的分布式微机过程控制系统。该系统的性能特点是任务的动态调度、机间合作、优美降级和资源分享等。这些特点使其应用非常成功。本文就是对这些性能特点作相应的分析和介绍。     

从人才资源到“人才经济”：两型社会建设的必然选择

在物质资源消耗与生态环境恶化日益严峻的今天,经济发展以提高人民生活质量的初衷已经悄然改变。其发展悖论凸显。两型社会建设框架的提出,为解决这一经济发展悖论提供了契机。必须充分认识和利用人才资源作为社会第一资源的地位和作用．通过将人才资源及其派生的其他非物质资源作为第一生产要素从而发展人才经济,不仅是解决经济发展悖论的方法,也是两型社会建设的必然选择。     

Stress and coping in US organizations: The role of the Employee Assistance Programme

Abstract

The organizational role of the Employee Assistance Programme (EAP) is evaluated with particular respect to managerial and human resources policies and practices. Attention is given to models of the EAP, and an ideal-typical model is discussed. A synoptic view is taken covering the scope of the EAP, the sectors of application, the selection criteria for the EAP, as well as patterns of introduction-all within a contingency framework. A critical analysis is made of the roles of participants within the EAP process, as well as of problematic ethical and professional dimensions which the EAP introduces into organizational functioning. A final section treats the future forms of development which the EAP may follow to satisy both organizational and professional imperatives.     

The perceptions of human resource development professionals in Taiwan regarding their working relationships with subject matter experts (SMEs) during the training design process

While the literature supports the importance of establishing a relationship between designers and subject matter experts (SMEs) in the training design process, this approach is not followed in all global practices. The purpose of this study was to identify the perceptions of human resource development professionals in Taiwan regarding their working relationships with SMEs. The respondents of the study were HRD professionals who worked in high-tech companies located in a science park in Taiwan. The study found that a significant relationship exists between the ability to work with SMEs and current ability in the training design process among HRD professionals who had worked with SMEs. This study provides implications for the professional development of HRD practitioners and HRD practice in Taiwan companies. Cross-cultural issues are discussed to explain inconsistencies between the results and US-based perspectives on the training design process.     

Participation satisfaction and organizational commitment: moderating role of employee's cultural values

This paper explores the moderating role of cultural values on relationships between participation satisfaction (PS) and employees’ organizational commitment (OC). A survey of 1390 employees of Bharat Sanchar Nigam Limited, a Government of India Public Sector Undertaking providing telecommunication services across India, shows that PS is directly related to OC, and is moderated by employees’ cultural values at individual level. The form of moderation reveals: positive and insignificant relationship between PS and affective commitment for employees high in uncertainty avoidance; positive and significant relationship between PS and normative commitment for employees high in individualism/collectivism, low in masculinity/femininity, and low in power distance. No moderation has been found in the relationship between PS and continuance commitment.     

Corporate social responsibility in the board room – when do directors pay attention?

When do board directors pay attention to corporate social responsibility (CSR) issues? Board directors have traditionally focused on maximizing shareholder profit and viewed corporate governance narrowly as a way to meet this goal. They have paid little or no attention to CSR issues because they see CSR as a contrast to profit maximization. We argue in this article that companies can no longer ignore CSR. We propose that three conditions must be met in order for boards to pay attention toCSR. First, the board must have a mindset that considers CSR as contributing value to the firm. Second, the board must have relevant competences that enable members to understand CSR issues. Third, compensation of top-level management should reflect CSR performance. The first two conditions are directly linked to human resource development because, in order to embrace the specific challenges that CSR possesses, board members must develop an understanding of the CSR field and related challenges and opportunities for the company.