创建变电站"三卡一表"现场规程

随着自动化及通信技术在电力系统应用,变电站管理模式发生根本性变革有单一的变电站管理变为集控操作队管理模式.本文讨论了在新的管理模式下,通过"三卡一表"如何有效提高变电运行人员现场技能水平:减少设备倒闸操作时间,提高设备可用率;通过关注设备巡视重点,提高设备巡视质量,及时发现设备隐患,减少设备强迫停运率:防止变电设备误操作,提高变电设备安全优质可靠变电运行水平;有利于企业人力资源的优化配置和资源配置的进一步优化,实现企业效益的最大化.     

创建变电站“三卡一表”现场规程

随着自动化及通信技术在电力系统应用，变电站管理模式发生根本性变革：有单一的变电站管理变为集控操作队管理模式。本文讨论了在新的管理模式下，通过“三卡一表”如何有效提高变电运行人员现场技能水平；减少设备倒闸操作时间，提高设备可用率；通过关注设备巡视重点，提高设备巡视质量，及时发现设备隐患，减少设备强迫停运率；防止变电设备误操作，提高变电设备安全优质可靠变电运行水平；有利于企业人力资源的优化配置和资源配置的进一步优化，实现企业效益的最大化。     

浅谈如何提高火电厂集控运行人员事故处理能力

火力发电,仍然是目前我国主要的发电方式,火电厂的重要性也就不言而喻。要保证居民和工业的正常用电,就必须保证火电厂能够正常的运行。火电厂集控运行人员就是为此而生,是为了保证火电厂的大型机组能够正常的集控运行。为了进一步确保火电厂的运作,降低损失,提高火电厂集控运行人员的事故处理能力变得尤为重要。     

浅析远程集控模式下三板溪水电厂事故处理

远程监控实现了水电厂监控与运维的独立,这一方面实现了水电厂的机电化、智能化,大大降低了维护人员的工作量,另一方面也在很大程度上降低了水电站的运行成本,使水电站的工作效率和综合效益得到了大幅度提升。文章主要阐述了三板溪水电厂在远程集控模式下,水电厂发生事故时,集控中心、电厂调度主管、运维人员三方的配合及事故处理的程序和主要注意事项。     

文山电网变电站集控建设方案选择和优化

近几年各供电企业大量开展变电站集控建设工作,但是在变电站分散、交通不便的文山地区如何有效利用集控建设,达到优化资源、提高变电站运行管理的目的是现阶段的一个难题。文章从集控建设不同模式方案来分析和举例,找出现阶段集控站建设的优化模式。     

火电厂集控运行技术的相关问题分析

如何有效地实现对火电厂的高效管理运行,保证火电厂能够效率更高地完成供电工作,逐步成为电力行业研究的焦点问题。在这样的背景下,以火电厂集控运行技术为代表的科学技术逐步显现出了其在火电厂管理运行中的重要作用。基于此,文章介绍了火电厂集控运行技术的基本概念和核心技术,探索了火电厂集控运行技术在运行过程中存在的问题,并根据这些问题提出了相应的改进措施。     

白龙江流域调度集控中心生产准备工作探讨

通过对白龙江流域调度中心项目建设的进展情况和设备调试及系统试运行实践的综合分析,阐述了流域水电实现效益最大化的最佳途径和有效手段就是利用先进的自动化技术和科学的管理手段实行流域梯级联合优化调度和集控运行管理,以及调度集控中心正式投运前生产准备工作的重要性.     

人力资源总量控制及结构优化

<正>在当今市场竞争激烈和经济发展的背景下,国有企业面临人力资源管理方面的双重挑战—如何合理控制人力资源总量与实现人员结构优化。人力资源总量控制以及结构优化的意义国有企业通过合理控制人力资源总量和优化人才结构,能够有效配置人力资源,提高员工的生产力和绩效,推动企业整体经济效益提升;可以更好地管理用工成本,避免资源浪费,提高用工效益;可以更有针对性地进行员工培训和发展,提高员工整体素质,为企业的长远发展储备更多的人才;可更好地保障员工权益,树立良好的社会形象,创造更大的社会价值;有利于员工更好地发挥个人优势,实现员工个人价值,从而提高员工对工作的满意度,增强员工的归属感和稳定性;有利于国有企业迅速调整业务和战略布局,更好地适应市场变化,从而推动企业实现可持续发展。     

国网公司变电运维一线员工绩效考核模式研究

根据国网公司“三集五大”发展战略中人力资源集约化管理的要求,加快人才培训速度,提高运维效率和效益,加强变电运维一线人员的绩效管理工作,强化绩效过程管理,促进运维精益化管理,实现有效的激励与约束,对某基层一线企业的变电运维一线员工绩效考核模式进行研究,建立了一种结合工作质量和工作数量、考虑突出贡献、以工作积分法为基础的绩效考核模式,进一步奖勤罚懒,将变电运维一线员工的绩效考核水平进一步提高,全面健全绩效激励约束机制。     

基于企业文化视角的人力资源结构优化研究

在经济转型产业结构调整的宏观背景下,要创新企业文化重塑民营企业精神,在员工中形成共同的企业目标和价值观念,加强人力资源管理优化人才结构,实施科技创新提升核心竞争力.     

Incumplimiento del salario mínimo en Europa central y oriental

En este estudio se analiza el incumplimiento del salario mínimo durante el periodo 2003–2012 en diez países de Europa central y oriental con salario mínimo obligatorio nacional. A partir de los datos de EU‐SILC y la metodología propuesta por Bhorat, Kanbur y Mayet (2013), se cuantifica la incidencia y magnitud del incumplimiento. Se realizan análisis de regresión sobre determinantes individuales, laborales y macroeconómicos. Aunque la incidencia permanece relativamente baja, los trabajadores a los que se dirigen las políticas de salario mínimo parecen los más expuestos a su incumplimiento. Con el tiempo, una mayor incidencia se asocia a una razón más alta entre salario mínimo y salario medio.     

Cultural Economy Planning in Creative Cities: Discourse and Practice

While a growing body of research analyses the functional mechanisms of the cultural or creative economy, there has been little attention devoted to understanding how local governments translate this work into policy. Moreover, research in this vein focuses predominately on Richard Florida's creative class thesis rather than considering the wider body of work that may influence policy. This article seeks to develop a deeper understanding of how municipalities conceptualize and plan for the cultural economy through the lens of two cities held up as model ‘creative cities’ — Austin, Texas and Toronto, Ontario. The work pays particular attention to how the cities adopt and adapt leading theories, strategies and discourses of the cultural economy. While policy documents indicate that the cities embrace the creative city model, in practice agencies tend to adapt conventional economic development strategies for cultural economy activity and appropriate the language of the creative city for multiple purposes.     

Input/output ranges and performance: an examination of US machine tool producers

Despite the establishment of high-tech multinational enterprises (MNEs) in Ireland since the late 1950s, the country did not succeed in closing the technological gap with most of its EU counterparts. The weak National System of Innovation (NSI), and in particular low business and government R&D levels, combined with a lack of research and technology linkages between MNEs and indigenous firms, explain these poor results. However, the Shannon region in the West of the country presents some specific institutional characteristics that could theoretically make the region a strong technological enclave. The various actors in the region - i.e. the administrative, financial, political and research institutions, as well as the business organizations - have indeed infused a new type of economic development. After a brief review of the available concepts and models articulated around these actors and their interrelationships, the paper analyses whether the Shannon region, taken as an illustrative example, mirrors a specific economic and technological localized setting. The study is based on a survey of indigenous and foreign firms.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.     

Multinomial distributions applied to random sampling of particulate materials

When sampling a batch consisting of particulate material, the distribution of a sample estimator can be characterized using knowledge about the sample drawing process. With Bernoulli sampling, the number of particles in the sample is binomially distributed. Because this is rarely realized in practice, we propose a sampling design in which the possible samples have a nearly equal mass. Expected values and variances of the sample estimator are calculated. It is shown that the sample estimator becomes identical to the Horvitz–Thompson estimator in the case of a large batch-to-sample mass ratio and a large sample mass. Simulations and experiments were performed to test the theory. Simulations confirm that the round-off error due to the discrete nature of particles is negligible for large sample sizes. Sampling experiments were carried out with a mixture of PolyPropylene (PP) and PolyTetraFluorEthylene (PTFE) spheres suspended in a viscous medium. The measured and theoretical variations are in good agreement.     

The Early History of the Cumulants and the Gram-Charlier Series

The early history of the Gram-Charlier series is discussed from three points of view: (1) a generalization of Laplace's central limit theorem, (2) a least squares approximation to a continuous function by means of Chebyshev-Hermite polynomials, (3) a generalization of Gauss's normal distribution to a system of skew distributions. Thiele defined the cumulants in terms of the moments, first by a recursion formula and later by an expansion of the logarithm of the moment generating function. He devised a differential operator which adjusts any cumulant to a desired value. His little known 1899 paper in Danish on the properties of the cumulants is translated into English in the Appendix.     

Capturing the Implications of Services Trade Liberalization

This paper evaluates the impact of service sector trade liberalization on the world economy by a ten-region, eleven-sector CGE model with import embodied technology transfer from developed countries to developing countries. Simulation results show that service sector trade liberalization not only directly affects world service production and trade, but also has significant implications for other sectors in the economy. The major channel of the impact is through inter-industry input-output relations and TFP growth induced from services imported by developing countries from developed countries, which may be embodied with new information and advanced technology.     

Performance appraisal and culture: practice and attitudes in Hong Kong and Great Britain

This article compares the practice of and attitudes towards performance appraisal for managerial and professional staff in Hong Kong and Britain, and considers the extent to which actual practice and employee preferences are in alignment. Findings suggest that appraisal may be more widespread in Hong Kong than in Britain. However, British appraisal tends to be more participative and to place greater emphasis on discussing objectives, development and career plans. Hong Kong appraisals appear to be more directive and Hong Kong respondents perceive a higher level of 'negative' appraiser behaviour. In spite of this, Hong Kong respondents show if anything slightly more confidence in the utility of appraisal than do British respondents. They show stronger support for appraisal's use for reward and punishment and less support for the objectives-setting and training and development uses than do the British sample. Hong Kong respondents are more likely than their British counterparts to favour involving a more senior manager in appraisal, and they are less likely to prefer more frequent appraisals. There was little evidence that Hong Kong respondents had a stronger preference for group-based appraisal criteria, although they did show more support than the British sample for the use of personality as a basis for appraisal. Overall, the suggestion is that appraisal has been adopted in Hong Kong organizations but that the practice of appraisal has been adapted to suit the cultural characteristics of the society.     

Narrative construction of expatriate experience and career cycle: discursive patterns in Finnish stories of international

Expatriate experience is not only a disconnected occasion for cross-cultural anxiety and adjustment but also an important event in the process of self-development and learning. Following this view and arguing for a discursive approach, the paper focuses on ways in which expatriates themselves tell and interpret their development and movement across expatriate career cycle. Meaning systems connecting expatriate job with previous and following work experiences in career stories of Finnish engineers and managers were identified using a combination of narrative and discourse analysis. No evidence was found of an autonomous expatriate discourse but, in contrast, expatriate career cycle was narrated using available organizational repertoires of development and career. Describing and discussing the meaning-making properties of three identified discourses - bureaucratic, occupational and enterprising - the paper emphasizes the organizational environment of expatriate experience while acknowledging the limits of these contemporary career vocabularies in addressing individual learning and change in cross-cultural settings.     

Internet professionals: job skills for an on-line age

The paper explores the increasing popularity of the Internet technology Singapore. It argues that the diffusion of Internet technology to South-East Asia would create new duties and responsibilities for human resource (HR) managers. One such duty is the identification of the skills which professional Internet staff would need to perform their work effectively in organizations. Using a triangulation research method, empirical study has identified the new professional Internet jobs which have emerged the IT industry in Singapore and the skills that professional Internet personnel require do their jobs effectively. Analysis of the findings indicates that professional Internet skills involve both technical and creative abilities and that, in explaining or defining professional Internet skills, it is necessary to use both the technical and the social conceptions of skill. This argument is based on the view that the creative skills include tacit skills so that a definition based solely on the technical conception of skill cannot capture the various dimensions of Internet skills. The implications of the research findings for human resource managers are raised.