企业年金的价值取向和功能属性

文章对企业年金制的价值取向和功能属性进行了重新定位,认为企业是建立企业年金制的责任主体,是基于劳动力资本价值化的薪酬管理形式,它不是基本养老保险的补充形式,在社会养老保险体现中具有相对独立的地位,遵循的是效率优先兼顾公平的原则。     

Costs and effectiveness of fingolimod versus alemtuzumab in the treatment of highly active relapsing-remitting multiple sclerosis in the UK: re-treatment,discount, and disutility

Objective: Patients with relapsing-remitting multiple sclerosis (RRMS) treated with disease modifying therapies (DMTs) who continue to experience disease activity may be considered for escalation therapies such as fingolimod, or may be considered for alemtuzumab. Previous economic modeling used Markov models; applying one alternative technique, discrete event simulation (DES) modeling, allows re-treatment and long-term adverse events (AEs) to be included in the analysis.

Methods: A DES was adapted to model relapse-triggered re-treatment with alemtuzumab and the effect of including ongoing quality-adjusted life year (QALY) decrements for AEs that extend beyond previous 1-year Markov cycles. As the price to the NHS of fingolimod in the UK is unknown, due to a confidential patient access scheme (PAS), a variety of possible discounts were tested. The interaction of re-treatment assumptions for alemtuzumab with the possible discounts for fingolimod was tested to determine which DMT resulted in lower lifetime costs. The lifetime QALY results were derived from modeled treatment effect and short- and long-term AEs.

Results: Most permutations of fingolimod PAS discount and alemtuzumab re-treatment rate resulted in fingolimod being less costly than alemtuzumab. As the percentage of patients who are re-treated with alemtuzumab due to experiencing a relapse approaches 100% of those who relapse whilst on treatment, the discount required for fingolimod to be less costly drops below 5%. Consideration of treatment effect alone found alemtuzumab generated 0.2 more QALYs/patient; the inclusion of AEs up to a duration of 1 year reduced this advantage to only 0.14 QALYs/patient. Modeling AEs with a lifetime QALY decrement found that both DMTs generated very similar QALYs with the difference only 0.04 QALYs/patient.

Conclusions: When the model captured alemtuzumab re-treatment and long-term AE decrements, it was found that fingolimod is cost-effective compared to alemtuzumab, assuming application of only a modest level of confidential PAS discount.     

车辆防撞技术的发展现状与展望

随着国民经济水平的不断提升,智慧生活的理念不断深入人心,汽车领域也日益朝着智能化的方向发展。应用于车辆的智能防撞技术可以大大提升车辆的主动安全性能,从而提升道路交通安全。综述了不同技术原理的车辆防撞技术以及车辆防撞安全模型的建立机制,分析了各自的特点以及存在的问题,对车辆智能防撞技术未来的研究进行了探讨与展望。     

现代信息技术在智能建筑中的应用

信息技术的数字化、智能化和信息网络的全球化成为信息社会的主要特征。建筑业作为国民经济的重要产业已经受到了信息化、智能化的影响。介绍了现代信息技术在智能建筑中的应用,以及国内外智能建筑发展状况,阐述了智能建筑的系统结构、功能和关键技术。     

基于质量变革视角的产业集群升级路径研究--以顺德世界级家电产业集群为例

质量是引领经济发展的标杆,质量状况决定产业集群升级的基础,质量改进优化产业集群升级的路径,质量提高影响产业集群升级的方式,质量生态系统决定产业集群升级的能力。在质量变革视角下,顺德家电产业集群通过供给侧结构性改革、产业链整合和主攻智能制造升级的路径为:一是由贴牌代工向自主品牌升级;二是由整机生产向全产业链一体化转型;三是由自动化走向智能化。推动家电产业集群升级对我国促进传统产业集群升级有重要启示,通过制造业产业集群质量全面提升以促进我国产业集群全面升级,是助力我国新时代高质量发展的必然选择。     

建筑电气与智能化专业本科实践教学改革探讨

实践教学环节在建筑电气与智能化专业的教学计划中是必不可少的。鉴于建筑电气与智能化专业本科实践教学的现状,有必要对其实践教学进行改革,其设想是：构建完善合理的教学体系,加强基础理论课程设置和实践教学课程的结合;加强产学研合作,努力培植完善的校外实习场所;加强师资队伍建设;完善实践教学评价体系;合理设置实践教学考核方法。只有这样,建筑电气与智能化专业实践教学才能更加科学化、合理化,更加符合人才培养目标的需要。     

智能财会信息系统的递阶结构分析

智能财会信息系统作为管理信息系统的一个核心子系统,为了提高企业管理的效益,智能财会信息系 统在功能上应突出核算反映、质量控制和市场信息三层递阶结构。     

城市群落学:城市群现象的生态学解读

以现代城市是具有生态智慧的特殊生命体为理论前提,认为应当用生态学的方法和理论对城市群现象进行重新解读。首先,阐述不同历史时期城市之间的作用形式,指出新经济时期城市群的生物群落特性,并对城市群落和城市群落学进行概念界定。进而,解析城市群落的组成和空间结构,将城市群落的成员划分为优势城市和从属城市以及关键城市和冗余城市,将城市群落空间结构划分为“城市生态金字塔”垂直结构和“缀块、廊道、基底”水平结构。最后,阐述城市个体间的竞争、捕食、寄生和共生等生态行为以及城市群落的自然选择、协同进化和演替等生态功能。     

A Formal Study of Distributed Meeting Scheduling

Automating routine organizational tasks, such as meeting scheduling, requires a careful balance between the individual (respecting his or her privacy and personal preferences) and the organization (making efficient use of time and other resources). We argue that meeting scheduling is an inherently distributed process, and that negotiating over meetings can be viewed as a distributed search process. Keeping the process tractable requires introducing heuristics to guide distributed schedulers' decisions about what information to exchange and whether or not to propose the same tentative time for several meetings. While we have intuitions about how such heuristics could affect scheduling performance and efficiency, verifying these intuitions requires a more formal model of the meeting schedule problem and process. We present our preliminary work toward this goal, as well as experimental results that validate some of the predictions of our formal model. We also investigate scheduling in overconstrained situations, namely, scheduling of high priority meetings at short notice, which requires cancellation and rescheduling of previously scheduled meetings. Our model provides a springboard into deeper investigations of important issues in distributed artificial intelligence as well, and we outline our ongoing work in this direction.     

Generational differences: An examination of work values and generational gaps in the hospitality workforce

The purpose of this study is to identify generational differences and similarities among hospitality employees and managers in order to develop leadership strategies and management styles that can be utilized to increase employee morale and productivity while enhancing recruitment and retention rates of highly qualified workers. Data for this study were collected through a series of in-depth focus group discussions. Findings indicated significant generational differences in world views, attitudes toward authority and perspectives on work. Findings suggested the Baby Boomers respect authority and hierarchy, while the Generation X-ers (Gen X-ers) rebel against authority. Findings also suggested while Baby Boomers live to work, Gen X-ers work to live. The Baby Boomers are willing to wait their turn for promotions and rewards, and are very loyal. On the other hand, Gen X-ers expect immediate recognition through title, praise, promotion, and pay. They also want a life outside of work—they are not likely to sacrifice theirs for the company. The Millennial Generation believes in collective action, with optimism of the future, and trust in centralized authority. They like teamwork, showing a strong will to get things done with a great spirit.