基于突变的项目组合共享资源竞争拥挤研究

对于以项目方式进行管理或生产的企业来说,共享资源在多项目、特别是项目组合(project portfolio,PP)中的合理配置是企业运营所需要解决的重要问题,对企业实现可持续发展起着关键的支撑作用。本文将突变理论引入项目组合管理问题中,在类比交通系统中车辆对交通资源竞争的基础上,提出了项目组合系统共享资源竞争拥挤概念,并对其基础变量进行了详细分析;其次,本文分析了项目组合共享资源竞争拥挤势函数和竞争稳定性,构建了以系统效率最大化为决策目标的项目组合共享资源竞争拥挤模型;最后,通过HD集团的案例分析对项目组合共享资源竞争拥挤模型的可实践性进行了验证,并以此为基础,针对项目组合管理提出了共享资源的改进管理方案。     

旅游资源可持续利用指标体系初步研究

通过构建“资源压力—资源状况—对策”旅游资源可持续利用模型 ,提出了一套旅游资源可持续利用指标体系 ,为把有关旅游理论应用于实践做了初步探讨     

我国小微企业人才困境及其对策分析

随着小微企业的进一步发展,出现了诸多的制约因素,其中人才困境已经成为一个重要因素,克服人才困境,成为促进小微企业进一步发展的重要环节.小微企业目前人力困境具体表现为人才离职率高,核心人才严重缺乏,其原因源于外部市场环境因素和企业内部管理因素.因此,探究解决小微企业人才困境的对策,具有重要的理论和现实意义.     

HRD and specialists in organizations

This paper describes the issues for HRD arising from research into the role of government statistical staff in the British and Canadian public policy processes. It identifies the influences of strategy, structure and location on that role, the barriers to increasing the policy impact of the statistical staff, and the training and development implications of staff needing to deliver more with fewer resources. The paper finishes by outlining how the findings raise general HRD issues for organizations employing specialist groups.     

Living in the shadow of OD: HRD and the search for identity

The paper attempts to describe the similarities and differences between organizational development (OD) and human resource development (HRD). While it is argued that HRD practitioners need to acquire some of the skills of OD consultants, these are likely to be limited to the development of personal skills and learning in the attempt to achieve intrapreneurialism and personal transformations. We argue that HRD is living in the shadow of OD because it is slow to recognize its roots in the debates of that discipline. It is therefore suggested that HRD will recognize its true potential only when it identifies its core knowledge and skills. We argue that HRD can find its essential identity in four main ways: by focusing on the organization's business strategy; by devolving responsibility to line managers; by adopting an employee-centred approach to learning; and by emphasizing workplace learning. However, a wider behavioural understanding and a greater degree of reflectiveness in relation to the politics of change and the skills of the change agent must inform this identity.     

人力资源开发理论与大学生就业指导

人力资源理论对大学生的就业指导工作有着非常重要的作用。引导大学生树立科学的就业观;帮助大学生确定自己的人生目标;提升大学生的就业能力培养。     

Extending the pursuit of flow (lean) management to encompass sales,general and administrative functions

Abstract

Operations management tends to be treated independent of other business functions—the silo syndrome. In this article, we call for operations management (OM) to broaden its perspective by strengthening linkages with other functions of the business, thereby to realize competitive advantages and strategic integration, as well as to avoid resource misallocation. The issues involved are presented and tested by examining the effects of intermeshing sales, general and administrative (SG&A) expenditures with customer-centred flow manufacturing, the latter being measured by system inventory as surrogate for customer lead time. In doing so, we designate trends in total inventory as the independent variable—representative of a dominant target of flow/lean management—and trends in SG&A expenditures as the output variable. The research tasks are enabled by inventory and SG&A data being widely available in companies’ audited financial statements. Such hard data offers methodological and validation advantages over, say, opinion-based survey research. The research adds bulk to existing flow/lean management theory and can be helpful in inducing primary business functions (e.g. OM, finance, sales and marketing) and sub-functions (such as SG&A and management accounting) to engage in cross-functional efforts in the cause of flow-oriented process improvement and company competitiveness.     

Are High-Performance Work Systems always a valuable retention tool? The roles of workforce feminization and flexible work arrangements

High-Performance Work Systems (HPWS) are commonly related to higher rates of employee retention. However, variations in such rates arising from differences in workforce gender composition have hardly been studied, so the aim here is to address these issues based on a sample of British workplaces. It is hypothesized that HPWS have reduced retention outcomes in highly feminized workplaces as compared to less feminized ones. An exploration is also made of how HPWS operate in conjunction with the provision of Flexible Work Arrangements (FWAs) to affect retention across both types of workplaces. The results suggest that workforce gender composition does indeed matter when it comes to the relationship between HPWS and retention. Contrary to expectations, the provision of FWAs alongside HPWS appears to be a less-than-optimal approach to retain employees, particularly in highly feminized workplaces.     

河北省省会报业人力资源管理及发展对策

随着报业市场化进程的加快,人力资源及人力资源管理对报业发展的重要性日益凸显.本文通过分析河北省省会报业人力资源管理现状及存在的问题,结合地方实际.将最大限度激发员工的主观能动性、占有人力资源的使用价值和拓展人力资源的能量积累作为省会报业人力资源管理的三大实现目标,并针对用人制度、招聘方式、评价标准等方面提出了多项改革对策.