我国商业银行员工岗位价值实现路径

人才的竞争是金融业竞争的焦点,我国各商业银行要不断增强竞争实力,实现可持续发展,必须在人力资源管理上进行改革创新。商业银行的组织架构和运营特点决定了其既需要通才、全才,更需要各类高级专业人才,各种人才的通力合作是商业银行成功运营的基础。为促进员工岗位成才,除员工的主观努力外,商业银行还应进行人力资源管理改革创新,促使岗位交流制度化,培育多元人才成长文化;完善竞聘上岗机制,培育绩效文化;构建多元化的员工岗位价值实现平台,谋求企业与员工双赢,从而营造一个充满生机和活力的人才成长文化和全员评分计价的绩效文化,以人为本,激励员工热情,激发企业活力,促进员工岗位价值的实现。     

论中国发展全球服务业外包的机遇和挑战

服务外包作为国际产业转移的新形式，日益发挥着重要的作用。中国虽然吸收了大量的国际制造业转移，但在服务外包市场上仍处于起步阶段。本文从国际服务外包发展的大环境出发，对制约我国服务外包发展的因素进行了分析，并提出若干对策，以促进我国承接国际服务外包能力的加强。     

物流企业人才培养模式探析

随着中国加入WTO,国内物流企业既有前所未有的机遇,也面临残酷的市场竞争。中国物流人才整体不足,从业人员专业素质普遍偏低,尤其是高级物流人才紧缺匮乏,这些情况严重制约我国物流业的发展。关于物流人才的瓶颈如何跨越?物流人才战略如何与物流产业的发展相适应?这是本文试从探讨的问题。     

Social distancing in retail: Influence of perceived retail crowding and self-efficacy on employees’ perceived risks

The global COVID-19 pandemic has compelled all countries to impose social distancing as the basic epidemic prevention strategy; however, enterprises find it difficult to follow social distancing. Enterprises should give precedence to the perceived feelings of employees and manage internally to control risks. This study explores the influence of perceived retail crowding and self-efficacy regarding the perceived risk of employees in the retail industry in terms of practical social distancing. Overall, 378 valid samples were investigated using actual employees in the retail industry, and partial least squares (PLS) method was used to test the hypotheses. This study found that perceived retail crowding has a positive impact on different risk levels, while self-efficacy has a direct negative significance. For the retail industry, knowledge of these risks and employees’ perceived attitudes can be used to suggest means to maintain the service capacity of sustainable operations in retail stores.     

Factors Contributing to Internal Customer Satisfaction and Commitment in Quick Service Restaurants

Abstract

The fast-paced, highly competitive nature of quick service restaurants (QSRs) has motivated members of the industry to develop creative ways to optimize customer satisfaction. This search for competitive advantage has fueled an increased interest in employees as “internal customers” who are primarily responsible for external customer satisfaction. The hospitality industry is unique in that employees are part of the product; they directly provide the service component. This project surveyed over 900 hourly and salaried employees at 61 QSRs. The results indicate strategies and tactics to maintain satisfied and “actively” as well as “passively” committed employees. In turn these employees may be an employer's greatest marketing tool.     

基于制造企业物流人才的现状分析

经济全球化需要物流全球化的支持,同时又给全球物流的发展提供广阔的空间,这对于新形势下的制造企业物流人才就有了更高的要求。本文通过对重庆市制造企业物流人才现状的分析,引出了当前制造企业物流人才的供需特点,最后提出了培养制造业物流人才的建议。     

绩效考核在人力资源管理中的作用

随着现代企业管理水平的提高,绩效考核已成为企业重视和应用的一个重要目标。绩效考核作为人力资源管理的核心,其建立的有效性决定了人力资源管理的有效性。目前大多数企业的考核体系不健全,还停留在原来的考核模式上,这无疑影响企业的发展。有效地绩效考核作为人力资源管理的重要手段,运用得当,员工的工作热情高,企业凝聚力强,市场竞争力强;反之,则会造成员工满意度低、人才流失、企业效益下降等。     

The need for employee training in hotels in Thailand

The growth of business and industry along with a rapid increase of tourism has resulted in the rapid expansion of hotels in Thailand. The hotel industry has become highly competitive with the quality of service provided having an effect on the profitability and success of individual hotels. Employees themselves have been considered to be the most important factor in the service industry. This article presents the findings of two studies involving the training needs of hotel employees in Thailand. One study was conducted in Bangkok and the other study in the province of Nakorn Sawan.     

The art of retaining seasonal employees: three industry-specific leadership styles

The majority of leadership studies have centered on various leadership approaches, but there is limited research that has focused on seasonal employee leadership (SEL) in the hospitality literature. Hence, there is a need to develop a new leadership model which could help to understand how to retain seasonal employees in the hospitality industry. This study divided seasonal employees into three types by using semi-structured interviews and document analysis. These are suspended employees (Type-A), seasonal trainee (Type-B), and spoon-feeding employees (Type-C). Three different leadership styles were developed according to each type of seasonal employees; suspending leadership for type A, mentor leadership for type B, and spoon-feeding leadership for type C. The study makes an important contribution to the leadership literature by aligning employee types with different leadership styles in the hospitality industry.     

我国休闲体育产业现状与发展战略研究

本文采用文献资料法、调查法等对我国休闲体育产业现状进行分析。产业结构调整、2008北京奥运会、消费水平提高等为休闲体育产业提供了难得的发展机遇。而管理的滞后性、市场体系不完善性、商务人才匮乏性、资源分配的不合理性等因素制约了休闲体育产业的发展。从我国休闲体育产业发展的角度,提出发展的路径与方法。     

Interpersonal Stress Reactions and Service Quality Responses among Hospitality Industry Employees

Work stress is now recognised as a major issue in the human resource management arena, for both staff and management. Within the hospitality industry context, service quality issues are beginning to assume major importance in the success of many operations. This study has sought to understand interpersonal conflict work stress responses associated with hospitality industry employee-management conflict, together with approaches to service quality issues among a sample of Australian hospitality industry domain was the sole predictor of the clearer and more autonomous work role stress response, and the management service quality domain was the predictor of the better management communication stress response. Better communication by management presented as the dominant stress response, and was found to be particularly associated with femalae hospitality industry employees. Implications of these findings for both hospitality industry employees and for hospitality industry management are explored.     

Measuring and Managing Employer Brand Image in the Service Industry

In competitive labour markets, the challenge for service-based organisations is to differentiate themselves in order to successfully attract and retain talented staff. Recently, the notion of branding the firm to potential and existing employees has been evoked in the marketing literature. In an empirical study, we measure aspects of this 'employer brand' image among potential recruits and recruiters during the recruitment process. The managerial implications of developing a more consistent employer brand image in the recruitment market are discussed. We conclude the paper by highlighting the contribution of our research, its limitations and areas for further research     

How On‐the‐Job Embeddedness Influences New Venture Creation and Growth

This study aims to answer why some employees choose to start their own ventures, whereas others choose to seek jobs in other organizations after leaving their current employment. Drawing insights from knowledge‐based view and social capital theory, we examine the impact of on‐the‐job embeddedness on the decision of employee entrepreneurship, industry choice, and new venture growth. We argue that on‐the‐job embeddedness provides key resources for employees to start new ventures and grow them. We test our hypotheses with Panel Study of Entrepreneurial Dynamics (PSED) data. Our results show that on‐the‐job embeddedness increases the probability of employees becoming entrepreneurs. Once they decide to become entrepreneurs, those employees with high on‐the‐job embeddedness are more likely to start new ventures in the industry in which they worked before. Moreover, employees' on‐the‐job embeddedness has a positive impact on new venture growth.     

珠三角地区城市金融服务外包发展路径选择

金融服务外包具有人力密集型和知识密集型特征,大力发展金融服务外包正符合珠三角地区产业转型需要.珠三角地区发展金融服务外包,要明晰其发展优势和劣势,从宏观和微观角度研究选择可行的发展路径,通过制定相应的产业发展规划,积极承接离岸和在岸金融服务外包,选择BPO为突破口,借助与香港毗邻的地理优势,积极发展二级金融服务外包.     

关于发展壮大哈尔滨市服务外包产业的研究

服务外包产业是现代高端服务业的重要组成部分,具有能源消耗少、无污染、知识含量高、吸纳就业能力强等特点,是真正意义上的绿色产业,发展潜力巨大。本文对哈尔滨市服务外包发展潜力进行了剖析,提出了以黑龙江省服务外包产业联盟为依托,加速整合服务外包资源,建立服务外包示范园区和服务外包人才实训基地,把哈尔滨打造成东北亚地区BPO中心的总体思路和具体措施。     

Business (un)usual: Critical skills for the next normal

The impact of COVID-19 on global human resource (HR) management has been swift, dramatic and has fundamentally changed HR processes. The prompt online migration of business has altered the skills required by employees to succeed in the workplace of the future. This research examines the hard and soft skill gaps that exist in the digital marketing and advertising industry. Through the use of two data collection points in 2019 and 2020, the research identified a renewed importance being placed on soft skills in the wake of the COVID-19 pandemic. Soft skills and the development thereof have become a key focal area of training for new employees as a result of remote working. The identified hard skill gaps are indicative of the future growth areas of the industry, focusing on data analytics, marketing automation and user experience. Future research should consider an expansion to other industry-specific skills and contrast country-level skill gaps.     

区域教育规划与区域经济的发展研究——以广西来宾市为例

广西省来宾市经济快速发展，已经步入了工业化发展时期，工业成为来宾市经济发展主动力，但是产业结构发展不均衡，产业技术需要不断更新，人才需求量大，需求专业类型多。面对多重发展机遇，来宾市需要教育先行，合理规划，优先发展区域教育，以振兴区域经济。     

Employee training and service quality in the hospitality industry

ABSTRACT

This study examines the relationship between employee training and service quality in the hospitality industry. The study tested the impacts of perceived access to training, perceived benefits of training and perceived support for training on service quality in the hospitality sector. Survey technique was used for the data collection. The research participants were frontline employees and their customers. The frontline employees responded to the training dimensions, while the customers’ completed the questions on service quality. One hundred and twenty useable surveys were included in this study. This study reveals a significant relationship between the employees’ perception of the benefits of training, support for training and service quality. This study offers some important management and theoretical implications.     

When customers want to become frontline employees: an exploratory study of decision factors and motivation types

Labor shortages have long been an issue in the service industry. One pool of potential dedicated and skilled employees that has remained untapped is customers. This study explores the customer to frontline employee (CtFE) phenomenon: customers becoming frontline employees after consumption experience. Through one-on-one, in-depth interviews, we identify factors related to job choice and service experience influencing customers’ CtFE decisions. We also develop propositions and a conceptual framework to describe CtFE choices. Finally, we categorize potential CtFEs as idealist, dream-catcher, approval-seeker, and pragmatist. Our findings suggest that CtFEs can be a critical labor source in the service sector.     

Organizational Culture in the Financial Sector: Evidence from a Cross-Industry Analysis of Employee Personal Values and Career Success

We assess the organizational culture in the finance industry in relation to the global financial crisis and consider the potential of cultural change to improve the financial sector. To avoid (response) biases, we build on the person–organization fit literature and develop a novel, indirect method for assessing organizational culture that revolves around relationships between employees’ personal traits and their career success in the industry or organization under study. We analyze personal values concerning the pursuit of private gain (self-enhancement values) versus personal values concerning caring for others (self-transcendence values) and consider whether employees that value self-enhancement more and self-transcendence less enjoy more career success relative to their peers when working in finance than when working in other industries. Results do not reveal any sort of cross-industry differences that would implicate the finance industry’s culture in the financial crisis. Instead, we find the opposite, namely that strong self-enhancement values and weak self-transcendence values go together with less career success in the finance industry compared to other industries. Hence, if anything, the culture in the finance industry does not seem to resonate well with professionals that seek to pursue personal gain at the expense of clients’ welfare. Implication is that cultural change has little potential to improve the financial system. Meanwhile, the method for assessing organizational culture indirectly by analyzing relationships between employees’ traits and their career outcomes has wider applicability, particularly when relying on scores or measures obtained directly from the people concerned is likely to render biased evidence.