浅谈区域招商企业的人力资源管理对策

对每个企业而言,人是发展及运营的基本要素。针对不同企业的不同需求,构建起业务能力对口、个人素质合格、职业技能全面的人才队伍,并在日常的企业经营中做到有序分工、合理摆布,是当前企业发展中人力资源管理的首要任务。功能区招商企业虽然是众多企业中极少数的一个类别,但特殊性决定了更强的人力资源管理针对性。论文主要从功能区招商企业定位谈,对现阶段此类企业的企业文化塑造、团队结构组成、绩效激励制订、外延职能需求等方面进行一些初步的探讨,并提出部分可行的策略建议。     

Employer Penalties for Failure to Provide Individual Employee Notification Under the Family and Medical Leave Act: “Clarifications” Following Ragsdale v. Wolverine Worldwide, Inc.

This article examines the Supreme Court's ruling in Ragsdale v. Wolverine Worldwide, Inc. (2002) and considers its implications for employer and employee rights and responsibilities relative to implementing the FMLA policies. We provide an overview of the pre-decision regulatory environment including the general leave provisions of the FMLA and DOL's regulations requiring employer notification of leave designated as FMLA leave. We also identify those provisions that the decision did not alter and provide a broader consideration of the issues and implication of this decision for employers and employees.     

人民币实际有效汇率的变化对我国进出口的影响

本文从空间和时间两个角度全面考察了人民币实际有效汇率的变化对我国进出口的影响。结果表明,人民币汇率的变化会显著影响我国的进出口。但是,这种影响程度在1994年以后明显地出现了下降趋势。同时,人民币汇率变化对我国进出口的调整存在明显的J曲线效应,其中进口变动大致滞后于汇率变动2个季度,而出口则滞后1个季度,滞后期限均短于西方发达国家。本文分析了其中的原因并提出了相关建议。     

认证实验室与纯水

强调纯水对认证实验室的重要性，讲屯水制备方法及其相关要求。     

Introduction to the special issue on positive conflict—Conflict and employees: The right and processes to be heard

Conflict, defined as clash, competition, or mutual interference of opposing or incompatible forces or qualities, may be positive. The appropriate amount of conflict may be a delicate balance not easily achieved. Thus, a key issue is conflict management. The major charter of this special issue is the presentation of work which suggests or demonstrates that conflict can be a positive force in the modern organization. It also is pointed out that conflict, positive or otherwise, and its resolution involves a broad spectrum of inquiry into the rights and obligations of those involved in the conflict     

城市核心可持续发展研究的多学科调适理念

由于城市核心具备多方面的功能与价值特征 ,作者认为 ,其可持续发展战略需要从多学科角度进行融贯综合的研究 ,形成包含历史、创新、特色、环保、社区、经营诸多理念的新的城市化观 ,并以此为指导进行旧城更新 ,以达到城市核心文脉永驻、文化永续、魅力永存、环境平衡、社区永生、活力永现的目标 ,实现可持续发展。     

日本防灾减灾体系考察报告

报告对日本的防灾减灾体系从法律、组织机构、规划、资金投入等几个方面进行了比较详细的介绍 ,并对日本和美国防灾减灾体系进行了对比分析 ,在借鉴的基础上对我国的防灾减灾体系建设提出了若干建议。     

基于微粒群优化算法的物流配送中心选址问题研究

结合物流配送中心选址的特点，建立数学模型．在此基础上研究了基于微粒群算法的物流多配送中心选址问题，得到一种新的多配送中心选址方法。仿真结果证明此方法比传统选址方法更适合多配送中心选址和非线性问题的优化，并且具有传统算法所不具备的灵活性，适用多样的物流配送模型。     

Upward influence tactics and their effects on job performance ratings and flexible working arrangements: The mediating roles of mutual recognition respect and mutual appraisal respect

Supervisor's human resources (HR) decisions have a significant impact on the employees they manage but have been found to be subject to bias. The upward influence tactics use by subordinates can play a role in this. We investigated the effects of seven upward influence tactics on supervisor job‐performance ratings and the extent of subordinate flexible working arrangements (FWAs). Supervisors are often responsible for determining whether employees are granted FWAs. We posit an alternative theoretical mechanism by which upward influence tactics bring about their effects, mediated through two distinct types of respect, mutual appraisal respect and mutual recognition respect. We collected data from 389 matched supervisor–subordinate dyads, and found that both mutual appraisal respect and mutual recognition respect mediated relationships between several upward influence tactics and both job‐performance ratings and FWAs. Our findings show that upward influence tactics affect the quality of the relationship between employees and their supervisors, specifically, these two forms of mutual respect. Further, both mutual appraisal respect and mutual recognition respect may explain why supervisors show favoritism to some subordinates over others, in reaching HR decisions in these areas.     

中外全面预算管理比较

本文在分析中外全面预算管理相同点的基础上,着重论述了两者在预算目标定位、预算组织管理、人力资源配置、信息技术研发和应用及预算执行与评价等方面的不同点,并提出了适合于中国企业研究和借鉴的建议。