基层事业单位岗位管理面临的问题及对策

<正>在机构改革背景下,事业单位落实岗位管理制度,符合事业单位分类改革管理需求,也是深化事业单位管理改革工作的重中之重,符合机构改革背景下事业单位工作人员管理及收入分配要求。如今,大多基层事业单位都在积极响应上级号召,充分落实岗位管理工作。事业单位岗位设置逐步完善,管理工作结果显著,但仍存在一些岗位管理问题急需解决。下面,本文针对机构改革后,事业单位在岗位管理实施过程中存在的主要问题进行分析,以供事业单位管理人员借鉴,在此基础上制定更有效的管理计划,全方位解决单位内部岗位管理难题。     

事业单位岗位设置管理中的问题与对策研究

当前，我国事业单位岗位设置管理工作已经得到了有效的实施与完善，但是仍有一些问题未得到解决。笔者根据自身工作经验，首先指出了当前时期事业单位岗位设置管理中存在的问题，其次提出了加强当前时期事业单位岗位设置管理的对策。     

山东省人力资源和社会保障厅 关于印发山东省事业单位专业技术二级岗位设置管理办法的通知

各市人力资源社会保障局，省直各部门（单位），各高等院校： 为规范事业单位专业技术二级岗位设置管理，根据《事业单位岗位设置管理试行办法》（国人部发[2006]70号）和《山东省事业单位岗位设置管理实施意见》（鲁人发[2007]28号）等有关规定，结合我省实际，研究制定了《山东省事业单位专业技术二级岗位设置管理办法》，现印发给你们，请认真遵照执行。     

稳慎推进 突破创新 扎实做好事业单位人事管理工作

正济宁市本着"稳慎推进、突破创新"的原则,扎实开展岗位设置管理和人员聘用,不断规范完善公开招聘程序和纪律,认真组织实施考核奖惩,事业单位人事管理工作取得了新的进展。坚持全面实施与分类指导相结合,稳步推进岗位管理。根据国家、省部署要求,按照"先入轨、后完善"的工作思路,济宁市于2007年启动了事业单位岗位设置管理工作。截止目前,全市5727个事业单位已有5629个完成岗位设置,占98.3%。     

事业单位人力资源管理中岗位设置的问题及方法

岗位设置是事业单位在内部开展人力资源管理及岗位管理的重要手段之一，其设置的合理与否直接影响着事业单位人力资源管理工作的质量及效果。就目前事业单位人事岗位设置情况来看，其中暴露出了一些问题，若不能及时有效解决，必然会严重影响事业单位的稳健发展。基于此，文章以事业单位为背景，从岗位设置的角度出发，概述了岗位设置的重要意义及原则，并分析了事业单位岗位设置中现存的问题，然后针对不足之处提出了相应的优化方法，旨在为推动事业单位实现更好更快的发展提供帮助。     

医院岗位设置管理的利弊分析

岗位设置是卫生事业单位进行人力资源管理和改革的内容和重要基础。医院对工作人员定岗的过程就是岗位设置的过程。本文通过对医院岗位设置工作经验的总结,对医院进行岗位设置的优势及不足进行了分析,以期对医院的人力资源管理工作有所启迪。     

山东省人力资源和社会保障厅 关于加快事业单位岗位聘用工作有关问题的通知

各市人力资源社会保障局,省直各部门（单位）,各高等院校： 近年来,各级各部门按照国家和省委、省政府的部署要求,积极推进事业单位人事制度改革,岗位设置管理工作进展顺利,岗位聘用工作取得积极成效。但从全省情况看,岗位聘用工作进展不够平衡,个别地方（单位）进展较慢。为加快岗位聘用工作进度,现将有关事项通知如下：     

浅谈如何做好单位岗位设置中的思想政治工作

单位岗位工作的设置,有利于改革传统的人事制度,思想政治工作历来是协调人际关系,构建单位和谐发展的手段,面对经济发展的新形势,做好岗位设置中的思想政治工作,有利于激发单位内部员工工作积极性,提高单位管理水平。本文对如何做好事业单位岗位设置中的思想政治工作进行以下论述。     

人岗匹配对事业单位岗位设置管理的启示--以河北省为例

人岗匹配原理是人力资源管理与开发的基本理论依据之一，对于事业单位的用人管理同样具有借鉴意义，事业单位岗位设置管理是事业单位人事制度改革的重要内容，本文以河北省事业单位岗位设置管理实施情况、岗位统计分析为依据，结合人岗匹配理论，总结以往在岗位管理中的不足，提出改进方法与思路，旨在提高事业单位工作人员的积极性，实现岗位的优化配置，提高工作效率，促进事业单位长远稳定发展。     

关于事业单位岗位设置的几点体会

事业单位岗位设置是深化事业单位人事改革制度的重要环节,有助于事业单位人事改革制度化、规范化、科学化,是当前事业单位深化改革的要求,也是发挥岗位员工工作积极性与创造性的重要渠道。当前,我国事业单位岗位管理正在由传统方式向科学规划转型的过程中,岗位设置的重要性和科学性还没有体现出来;岗位设置与其主要职能不相匹配;岗位职责不明晰,存在因人设岗现象;岗位设置管理制度不完善等现象,对此本文提出了相关的建议和看法。     

医疗机构物流管理优化探析

首先简述了医疗机构医用物流管理的特点及研究现状,然后分析了我国医疗机构物流管理中存在的问题以及与影响并制约医疗机构物流配送发展的原因,最后提出了医疗机构物流管理优化的三大方向:完善医院物流信息系统;加强医疗物资字典管理;优化库存管理。     

International competitiveness of japanese manufacturing

This paper deals with the effect of corporate management practices on the efficiency of Japanese manufacturing and their international trade performance. It also looks at the relative cost position in comparison with the major industrialized countries. Such cost comparisons reflect changes in productivity performance, inflation and exchange rate changes that have been so marked that the United States has become the lowest-cost producer of manufactured products recently for the first time in the post-war period. Some effects of these changes on the trade and balance of payments positions of Japan in relation to North America are outlined. The paper includes data for selected years from 1950 to 1988 for real GDP per employed person, real output per hour for manufacturing, and unit labour costs for manufacturing for the United States, Japan, Canada and six of the major European countries.     

Managing diversity in the Netherlands: a case study of Rabobank

Managing diversity is a relatively new domain within HRM. Theoretical debates around the issue have not matured yet. This case study examines in detail the diversity management practices of Rabobank, a major bank in the Netherlands, which has applied diversity concepts in its management practices. Through interviews with managers and employees of the bank we contrast theoretical premises on diversity management with praxis at Rabobank. Findings show that diversity management has been used primarily to attract ethnic customers to the bank, rather than to advance the quality of working life and career prospects of ethnic minority employees. The latter remain segregated in lower positions and not allowed openly to express their culture and religion.     

Ownership,governance, and the diffusion of HRM practices in multinational worker cooperatives: Case‐study evidence from the Mondragon group

Drawing on a qualitative study of one Mondragon multinational worker cooperative (WC) based on longitudinal data and in‐depth interviews, our research evidences the contradictions that internationalisation poses in WCs, both through privileging managerial control at the expense of worker–member participation and through the setting‐up of capitalist subsidiaries in which employees are excluded from ownership and decision‐making. It further shows how institutions, power relations, and interests shape transfer in WCs, supporting the diffusion of certain human resource management (HRM) practices on grounds of efficiency but hampering the implementation of core cooperative practices. We make a threefold contribution: first, to a strand of inquiry focused on the influence of corporate governance on HRM; second, to the field of international HRM by analysing the cross‐national diffusion of HRM practices in WCs; and third, to ongoing debates on the challenges that WCs face when striving to balance the economic and social dimensions in globalisation.     

我国审计机关绩效管理的缺失和构建路径

当前我国审计机关绩效管理缺失状况严重,很多审计机关尚无绩效管理的意识,更缺乏绩效管理的实践经验.本文通过借鉴国外先进经验,并结合我国实际情况,提出我国审计机关绩效管理的构建路径为:优化审计机关组织结构,拓展审计职能,加强审计业务管理,建立基于绩效激励的人力资源管理机制.     

新政府会计制度下科研事业单位管理会计应用探析

随着新政府会计制度在行政事业单位的推广,我国行政事业单位会计制度得到了全面统一,"平行记账"、"双分录"模式给财务人员带来全新挑战,同时也带来了全新机遇.新会计制度下管理会计的职能显得越来越重要,管理会计对单位提高财务管理水平,为单位发展提供有效决策信息起到关键作用.本文以科研事业单位管理会计为切入点,探析管理会计在科研事业单位现行状况、存在的困境,针对性的提出解决措施,以达到帮助科研事业单位管理会计更好发展的目的.     

A mediated model of the effects of human resource management policies and practices on the intention to promote women: An investigation of the theory of planned behaviour

This study investigates the role of supportive human resource management policies and practices in senior HR managers’ intention to promote women to senior management positions. Based on the theory of planned behaviour, we argue a model in which supportive HR policies and practices affect managers’ attitudes towards the promotion of women to senior positions and their perception of organisational norms and control over the decision. We employ partial least squares based structural equation modelling to investigate data from a sample of 183 firms in Bangladesh. Our results support the utility of the theory of planned behaviour in understanding the positive effects of HR practices on the intent of senior managers to promote women. Our findings suggest that the role of HR policies and practices is not only to eliminate opportunity for discrimination but also to encourage the development of deeper attitudinal and normative acceptance of women’s role in senior management.     

我国事业单位财务管理存在的问题及集中管理对策探研

一直以来,我国事业单位的财务管理模式都是采用分散管理的模式。但是我国实施市场经济的今天这种财务管理模式已经显得有点落伍。文中主要针对我国事业单位财务管理存在的问题展开论述,并根据存在的问题提出相应的集中管理对策。希望能进一步提高我国事业单位的财务管理效率。     

Societal institutions and HRM practices: an analysis of four European multinational subsidiaries in Bangladesh

Using the ‘societal-effect’ approach, a variant of the institutional theory developed and tested in Europe, this study investigates the impact of societal institutions on human resource management (HRM) practices of European multinational subsidiaries in Bangladesh, which is now on the list of the Next-11 economies of the world. In-depth case studies of four European multinational subsidiaries revealed the presence of different degrees of influence – partly attributable to societal effect – on the human resource practices of these subsidiaries. Our study added a new dimension to the interface between the strong and weak institutions and how such interfacing accords both legitimacy and reverse legitimacy to MNC subsidiaries and their societal institutions respectively. Another interesting finding of the study is the emergence of political system as a societal institution and, hence, a determinant of HRM practices in these subsidiaries. The study's implications are given.     

Emergent directions for human resource management research in Latin America

Research in this special issue converges around important HRM challenges that will shape the direction of academic research in the future. We argue that the nature of these challenges, such as balancing global and local HRM approaches, focusing on people while aiming at performance and, in general, managing in a hybrid cultural and economic system, requires reframing strategic HR in terms of social contract theories. Such theories consider multiple stakeholders and focus research on the employment relationship as unit of analysis, which fits well with the pre-eminence of person-centred management over merely profit-centred goals. We propose theoretically anchored research to guide strategic HRM practices, taking into account Latin America's culture-specific humanistic approach and its labour market institutions.