谈体育与健康课程教学改革

近年来,随着教育教学改革不断深入,新的理念、新的要求和新的评价对广大教育工作者提出了更高、更新的要求。这就需要体育教师转变观念,发扬传统教学的优势,尽快适应课程改革的需要。     

供应链管理课程教学改革探索

供应链管理是物流管理专业一门重要的专业课,在学生的课程学习中具有重要地位。文中针对供应链管理课程教学中的常见问题,在教学实践的基础上,提出了对供应链管理课程教学方法改革的若干思路,以期对供应链管理教学的创新能有一定的参考价值。     

论培养学生战略意识是学好《战略管理》的重要途径

战略管理是对管理学科的一种抽象的总结和提升,本身的理论性要大于其可操作性。因此学生在学习过程中往往不能把握《战略管理》课程的精髓,而仅仅把它当作一门普通学科,从而导致学习状况不甚理想。笔者就教学当中的实际经验进行简单总结,为学生学好《战略管理》提供学习建议。     

拓宽选站思路 加快建站速度

文中从项目进度管理的角度,通过对基站选站的工作进行研究,针对选站工作提出选站的一些思路及解决方法。     

In search of the changing role of the corporate human resource function in the international firm

There has been considerable research on the issues of board-level representation by personnel/HR directors and senior HR managers' involvement in strategic decision making. Since the early 1990s there has been a growing interest in international HRM, reflecting the growing recognition that the effective management of human resources internationally is a major determinant of success or failure in international business. There is also evidence that HR constraints often limit the effective implementation of international business strategies. More recently, it has been argued that the more rapid pace of internationalization and globalization leads to a more strategic role for HRM as well as changes in the content of HRM. Yet, while there have been some attempts to integrate international corporate strategy and human resource strategy, surprisingly, the role of the corporate human resources function has been neglected, particularly in the context of the international firm. This article seeks to redress the balance. The question addressed is: what is the role of the corporate HR function in the international firm? To answer these questions empirical research was conducted in thirty UK international firms. We found an emerging agenda for corporate HR in international firms which focuses on senior management development, succession planning and developing a cadre of international managers. We conceptualize this as a strategic concern with developing the core management competences of the organization, and argue that it can be usefully analysed from the perspective of the learning organization.     

资源环境强约束下工业发展路径选择

中国工业发展所面临的资源环境约束日益突出。资源危机对工业发展的制约主要体现在资源短缺、资源浪费及对外依存度过高等方面，其根源在于价格机制问题，产业结构、经济法律制度缺陷也是其主要原因。环境问题对工业发展的制约主要体现在环境污染大大降低了工业发展的效率，其根源是能源结构对环境不利、能源利用效率低、扭曲的政绩考核标准及环境资源成本的高度外部化。工业发展与资源环境问题对立统一。粗放型的工业发展模式造成资源与环境危机，反过来工业发展又受到资源与环境的强烈制约。因此，必须遵循科学发展观，改变靠过度消耗资源发展工业的模式，以可持续发展思想为战略指导，建立新型工业发展模式：     

Windows XP中使用网上邻居互访失败问题研究

网络共享失败是在办公室小型局域网使用网上邻居是进行资源共享的时候经常出现的问题。以WindowsXP操作系统为例，对其中的Guest账户方面问题做了详细地分析，对存在类似问题的用户提供参考。     

Variations in human resource management in Asian countries: MNC home-country and host-country effects

This paper investigates the determinants of HRM strategy in a random sample of firms operating in Korea and Taiwan. Both indigenous and foreign-owned firms are studied. HRM strategy is measured in terms of the company's reliance on high-performance, versus more traditional, HRM policies and practices in several different areas, including staffing, employee influence, employee rewards and employee autonomy. Independent variables include the firm's country or region of origin (USA, Japan, Europe, Korea or Taiwan), the host country (Korea or Taiwan) and the internal culture of the firm, as measured by upper management's perception that human resources constitute a significant source of value for the organization. Pronounced differences are found across countries of origin and between the two host countries. Managerial values and various organizational characteristics that serve as control variables are also found to impact on HRM strategy.     

Communicating culture change

Using a case study of a large public sector department the relationship between communication and change in a public sector department and the human resource implications of that relationship are considered. Senior administrators of the department signified their intention to change the culture from one that was considered to be bureaucratic, technically oriented and inward-looking to one more outward-looking, continually learning, more relationship-oriented internally and inclusive of broader ‘whole of government’ objectives such as commercialization, the environment, social justice and community relations. Findings from the research indicate that, despite an objective of shifting to a state of continual change with the mode of communication becoming two-way and dialogic, the communication mechanism has faltered due to a failure to address the need of lower-level staff for a set vision and stated future direction. Implications of these findings are drawn for public sector organizations in general.