企业碳绩效方程式评价方法研究——以我国钢铁企业为例

针对目前国内外碳绩效评价方法缺失的现状,文章依据能源、经济和环境之间的内在关联,提出了碳绩效方程式评价法——CRVC。该评价方法用简明的方程式反映了碳排放与碳减排活动所产生的低碳资源效率、低碳经济效益和低碳环境效益,体现了碳绩效评价促进实现“资源、经济和环境”三赢的目的。运用CRVC法评价首钢、攀钢、包钢、武钢、河北钢铁等5家钢铁企业的碳绩效,发现该方法能较好地反映这5家钢铁企业之间碳减排效果的差异,因而能为钢铁企业识别碳排放源,明确碳减排关键环节提供指导。CRVC所蕴含的基本原理表明,发展循环经济以减少碳资源投入、积极参与碳交易以降低碳成本以及制定碳预算以控制碳排放量等措施有助于有效提高企业的碳绩效,促进企业的低碳转型。     

中国经济增速下降的原因与应对选择

对中国经济增速下降的原因,本文不同意那种基于人口红利消失和刘易斯转折点到来的解释。目前的担心是,我国经济已经处于通货收缩过程,有效需求的减少将导致当期生产过剩和产能过剩的进一步增加。本文认为,我国仍处在人口红利收获期,目前的增速下降与2002-2012年的经济高速增长是同一关键驱动因素导致的。房地产投资变化及其乘数效应是拉动中国经济走出1997-2001年通货收缩实现经济高速增长的主要引擎,2002-2014年新增 GDP 的63%是新增房地产投资的贡献,同时又是推动当前经济增速下滑的主要驱动力量;另外,资源的"空间错配"和政府强化行政权力对资源配置的干预,降低了经济增长的质量和效益。正确的增速下降原因判断对于合理的应对选择至关重要。正确的应对选择应当是：调整严控特大城市人口规模的政策,使大都市区成为经济增长的发动机;通过进一步深化大部门体制改革和打破垄断来激发市场活力。     

我国农业科技人才成长环境的时空演进及其影响因素——基于2011‒2021年省际数据的分析

农业科技人才成长环境是促进乡村振兴的重要支撑。以2011-2021年省际面板数据为基础,构建农业科技人才成长环境评价指标体系,运用“VHSD-EM”评价模型和莫兰指数,分析我国31个省（市、自治区）农业科技人才成长环境的时空特征和演变规律,进一步采用空间杜宾模型识别其影响因素。研究发现：①10年来,我国农业科技人才成长环境的发展主要分为3个阶段,2011-2017年呈缓慢上升趋势,2017-2019年呈“V”型发展趋势,2019-2021年呈快速发展趋势。②我国农业科技人才成长环境呈现“东部＞中部＞东北部＞西部”的分布格局,即东部地区的农业科技人才成长环境发展最优,中部地区次优,东北部地区第三,西部地区则落后于其他地区。③我国农业科技人才成长环境整体空间集聚以“高-高”和“低-低”两种类型为主导,且东部地区的集聚效应显著高于其他三大地区,西部地区次之,中部和东北部地区的集聚效应最弱。④我国农业科技人才成长环境可通过基础设施、经济条件、政策法规和教育文化因素等产生空间关联与溢出效应。改善农业科技人才成长环境,应从政策支持、人才培养模式及区域资源配置等方面入手。     

The effects of human resource systems on operational performance in mass customisation manufacturing environments

This study empirically examines the impact of two human resource management (HRM) systems on operational performance in two distinct mass customisation manufacturing (MCM) environments. Using the survey data collected electronically from 148 mass customisation manufacturers in the USA, moderated hierarchical multiple regression was employed to test the research hypotheses. Results suggest that operational performance significantly increases when a bundle of complementary basic HRM practices are integrated in MCM contexts that emphasise module and process standardisation. This finding indicates that these types of mass customisation manufacturers are capitalising on the opportunity to improve operational performance by strategically combining several different, but supportive, traditional HRM practices with a finite MCM system.     

Capturing the benefits of industry 4.0: a business network perspective

Abstract

This study uses a business network perspective to investigate the industry 4.0 context with the internet of things (IoT) as its enabling technology and product-use data as its core network resource. A three-stage qualitative methodology (interviews, focus group, Delphi-based inquiry) was used to examine the case of an emergent IoT-based business network in the UK road transport industry to examine: (i) how aspects of product use data influence the benefit opportunities the data provide to the different network actors; (ii) how capturing of the benefit opportunities in a network context is impacted by key barriers; and (iii) how network capabilities can overcome these barriers to capture benefits from product-use data. The study, thereby, contributes to an understanding of the industry 4.0 context from a resource dependency theory perspective and provides concrete recommendations for management operating in this context.     

Human resource development issues in the implementation of the Western China development strategy

This article systematically illustrates the value and role of human resource development in the implementation of the Western China development strategy. It analyses in detail some current human resource issues constraining the implementation of the Western China development strategy and those factors that constrain the sustainable development process of economic society. Based upon these analyses, the study accordingly proposes the future goals and countermeasures in the human resource development of Western China.     

Management by values as a core tool of HRD during the economic transition: an example of Russian enterprises

The article analyses the role and the significance of management by values in the conditions of transition from one socio-economic system to another. The theoretical aspects of the problem and the results of empirical research conducted in a number of Russian companies are examined. An assumption is made about organizational values influencing the formation of personal priorities and guiding principles of the employees, which leads to the increase of the degree of social responsibility of a given business.     

Cross-cultural adjustment in the multinational training programme

This study provides an in-depth understanding of the process of programmeme adjustment that occurred in the case of a US-born multinational training programme in Taiwan. Through observation, interview, and material analysis, this article looks at five essential and practical considerations in cross-cultural programme adjustment – spoken communication, material translation, silent communication, local trainers, and empowerment and localization.     

Workplace learning strategies,barriers, facilitators and outcomes: a qualitative study among human resource management practitioners

Recently the role of human resource management (HRM) practitioners has become more professionalized and more strategic. Consequently, HRM practitioners have had to develop new competencies in areas such as change management, influence and technology. Workplace learning, which is important for professional development, is examined for 13 HRM practitioners in government, healthcare, post-secondary education and business organizations in the Halifax Regional Municipality area. Of particular interest were learning strategies, barriers to and facilitators of learning and outcomes of learning. To obtain rich data, practitioners were interviewed face to face using an interview guide. Results indicated that these practitioners are mostly similar to other professional groups in terms of workplace learning, with a few key differences. The similarities and differences are presented, and implications of these findings for HRM practitioners and future directions for research are discussed.     

Expanding the HRD Role: Improving employee well-being and organizational performance

Abstract

An important opportunity for the HRD profession lies in assessing and reshaping the psychosocial work environment to create a healthy, mentally focused workforce that provides their organization with a competitive advantage. We explain why HRD professionals should be concerned with employee well-being, offer suggestions for assessing the work environment through a stress audit and discuss four key work factors that affect well-being: job control, role overload, social support and supervisor behaviour. By expanding their role to these concerns, HRD professionals can improve quality of life and contribute to organizational effectiveness. If they do, the result should be healthier employees, healthier organizations and a greater recognition of HRD's potential for transforming organizations.