VMI策略在旭电库存管理中的应用

首先研究了成功实施VMI的条件,如VMI协议、实施双方的VMI流程及对接技术、实施VMI的信息技术基础、VMI HUB技术以及运行模式的选择。然后,进行了实施前对供应商的培训及VMI实施描述,最后阐述了实施VMI后对旭电库存管理带来的好处。     

绩效管理——企业管理的推进器

人力资源管理规范化是我国企业发展的重要趋势,其中改革重点就是实施有效的绩效管理。文章在阐述人力资源管理以及绩效管理的概念、意义、作用、职能、地位的基础上,分析为什么当今我国企业要提倡实施绩效管理,并且提出有效实施绩效管理的步骤。文章从积极和消极两个方面分析了我国企业实施绩效管理的现状,在肯定企业界良好发展状况的同时,也指出了企业内外种种原因引发的绩效管理实施误区。最后重点论述了如何有效实施绩效管理,分析绩效管理实施的重点——绩效沟通、绩效管理实施的难点——绩效考核,并且阐述了有效实施绩效管理的五项协助措施。     

精益六西格玛改进项目选择和实施过程研究——生产周期、质量、成本突破性改进案例分析

文章归纳了影响过程绩效的关键因素质量波动、过程浪费和系统瓶颈,基于这三个影响因素讨论了精益六西格玛理论和方法.文章通过改进项目的选择、项目实施、实施案例等方面讨论,提出了实施精益六西格玛改进方法注意事项,为企业实施精益六西格玛提供了理论和方法论.     

供应链知识管理系统研究

研究了供应链知识管理的运作机制,构建了供应链知识管理系统的实施框架;从供应链知识体系的实施层面和实施阶段,即供应链知识体系库层、知识管理层和知识运用层,以及准备、实施和评价三个阶段出发,较为全面地阐述了知识管理在供应链中的实施过程,提出了一些较为具体的知识管理操作原则、方法和流程。     

PDM在制造企业的实施

本文对Team Center在企业的实施和应用进行了较详细的探讨,分析了公司在产品数据管理方面存在的问题、实施PDM的必要性。然后从PDM在企业的实施过程、主要功能以及取得的实施效果等方面进行阐述,总结了企业在实施和推广使用PDM项目过程中取得的一些经验教训。     

绩效管理——企业管理的推进器

人力资源管理规范化是我国企业发展的重要趋势,其中改革重点就是实施有效的绩效管理.文章在阐述人力资源管理以及绩效管理的概念、意义、作用、职能、地位的基础上,分析为什么当今我国企业要提倡实施绩效管理,并且提出有效实施绩效管理的步骤.文章从积极和消极两个方面分析了我国企业实施绩效管理的现状,在肯定企业界良好发展状况的同时,也指出了企业内外种种原因引发的绩效管理实施误区.最后重点论述了如何有效实施绩效管理,分析绩效管理实施的重点--绩效沟通、绩效管理实施的难点--绩效考核,并且阐述了有效实施缋效管理的五项协助措施.     

城市总体规划实施终结评估探讨——以商河县为例

拥有明确法定地位的总规实施终结评估和"一年一体检,五年一评估"的总规实施执行评估构成了当前动静结合的常态化总规实施评估体系。借鉴公共政策实施评估阶段划分方法,在解读总规实施相关法律法规并梳理总规实施评估体系的基础上,分析了总规实施终结评估应具有论证总规修改必要性、提高总规修改科学性和增强总规实施有效性的作用,进而以商河县为例探讨了相应的评估内容、评估组织、评估方法和评估成果,为完善我国总规实施评估工作提供一定的借鉴和参考。     

浅谈XBRL实施中的问题及对策——以厦门水务集团实施XBRL为例

为进一步推动企业会计准则通用分类标准扩大实施,促进企业财务会计信息化建设,全面提升会计管理水平,在财政部统一部署下,厦门市财政局组织了以厦门水务集团等四家企业为试点的厦门市企业XBRL项目实施。笔者有幸参加了项目实施,本文以XBRL的实施为主线,介绍了XBRL对企业会计信息化建设的重要性,对实施中存在的问题进行分析,提出加强企业组织、培养人才、分阶段实施XBRL、加强软件建设等措施。     

ERP实施方法论研究

在对ERP实施研究现状分析及实施方法论比较的基础上，运用系统方法论，特别是霍尔模型方法论、WSR方法论，对ERP实施方法论进行了明确的内涵界定，并建立了ERP实施方法论的逻辑步骤模型，以及三维框架模型，最后论述了ERP实施方法论的详细过程，并通过实际案例验证了ERP实施方法论的有效性和可用性。     

企业清洁生产审核与能源审计研究

本文阐述了清洁生产审核和能源审计产生的背景、意义、作用、主要内容和实施过程,以及实施过程中两者的共同点,探讨了将两者结合统一实施的方法。     

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.     

Value at Risk in the Suburbs: Eminent Domain and the Geographical Politics of the US Foreclosure Crisis

Several US counties and local governments have recently considered a novel solution to the foreclosure crisis. They plan to use eminent domain to compel the owners of mortgage debt—and specifically of private‐label mortgage‐backed securities—to sell the debt to the government at a price reflecting the loan's market value. The government would then restructure the debt and resell it to new investors. The plans are striking because—in contrast to both development‐driven eminent domain and the federal subprime bank bailout—they would force investors to assume asset devaluation and increased long‐term risk. Notably, the plans have emerged as an instance of financialization‐focused politics in suburbs and suburban cities of color, specifically majority‐black and ‐Latino/a suburbs. Local support for the plans, we argue, is rooted in the long‐term disinvestment of these ‘suburbs of exception', which became targets of subprime lending and eventually sites where the ‘financial exception' has been localized. But these demographic shifts, fragmentation and fiscal pressures have at the same time created a suburban political terrain in which the plans have gained their strongest political support.     

Towards a Theory of Serendipity: A Systematic Review and Conceptualization

Serendipity – the notion of making surprising and valuable discoveries – plays a major role in the success of individuals and organizations alike. Previous research has established the importance of serendipity and identified important individual- and organizational-level antecedents. However, the literature has been dispersed and the boundaries of the concept have been blurry, leading to a lack of conceptual clarity and structure, and thus limiting validity and managerial actionability. Based on a systematic literature review, I synthesize existing management-related research on serendipity and explicate the emergence and composition of serendipity in the organizational context. I first identify three necessary conditions that differentiate serendipity from related concepts such as luck or targeted innovation: agency, surprise, and value. Then, I draw from the literature on sensemaking, event-based theorizing, and quantum-based approaches to management to conceptualize the process of cultivating serendipity in the organizational context as a process of enabling potentiality and materialization, and develop a multi-level theory of (cultivating) serendipity. This conceptualization contributes to our collective understanding of how, why, and when (i.e., under what conditions) organizations can leverage the value in the unexpected, which opens up fruitful avenues for further research.     

Accountability of NGOs in Bangladesh A critical overview

NGOs in Bangladesh have been recognized as effective change agents in the socio-economic arena throughout the world. Their contributions in micro credit, non-formal education and primary health care are widely known. NGOs play a significant role in society. NGO accountability, as a result, has become a critical issue. NGO accountability in Bangladesh has been examined here in relation to patrons, clients and themselves. Of the three relationships only accountability to patrons is in a near satisfactory state. Accountability to clients is handicapped by lack of opportunities of beneficiaries to participate meaningfully in NGO policy making. Accountability to themselves is adversely affected due to the adherence to a strictly hierarchical system and the influence of founding and charismatic NGO leaders.     

Towards an Asian model of human resource management? A comparative analysis of China,Japan and South Korea

There has been much discussion regarding the possible decline and weakening of national systems of human resource management (HRM). Yet, culture and institutions are often cited as the major stumbling blocks to this outcome. Such constraints may dissipate in the analysis, particularly if ‘regional clusters’ are considered where geographic and cultural closeness and ‘openness’ to similar economic pressures exist. In such cases, it might be postulated that convergence in HRM will occur. We argue that China, Japan and South Korea represent such a cluster. This article examines these countries, to see if a degree of convergence is taking place and if it is towards an identifiable ‘Asian’ model of HRM. A model of change is presented that distinguishes between levels of occurrence and acceptance. Details of the development and practice of HRM in each country are then set out. The article ends with a discussion and implications section and a brief conclusion.     

Ansätze und Ergebnisse anglo-amerikanischer M&A-Forschung

Based on a review of established U.S. management journals (1995–2003), six schools of thought are identified within the Anglo-American M&;A research: “Capital Market”, “Principal/Agent”, “Industrial Organization”, “Organizational Behavior”, “Human Resources” and “Strategic Management”. The literature review shows that the definition of M&;A success, the methods applied, and insights from empirical research differ according to the respective school of thought. Empirical studies focus on the resource combinations of merger partners, the specific circumstances of merger negotiations, and on integration management as antecedents of merger performance. Unfortunately, empirical findings have not yet provided reliable explanations for M&;A success. Based on the current state of Anglo-American M&;A research, the authors discuss implications for business practice, identify research gaps, and propose areas for future research.     

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.     

Introduction of New Technology with a Sound Transition of the Input-Output Structure

We examine the general equilibrium repercussions associated with the introduction of new technologies, using the generalized Leontief system that allows technological substitutions. We show that an untested introduction of cost-increasing technologies in any industry may result in creating a non-productive technological structure that does not satisfy the Hawkins-Simon condition, following the autonomous dynamic adjustment process with structural transitions in the economic system. Therefore, we propose a practicable control scheme of introducing cost-increasing technologies that strictly avoids the creation of non-productive structures in all periods of structural transition, using the available information on the ex ante technological structure.     

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.