略论国有企业技术创新的人力资源激励机制

建立良好的国有企业技术创新人力资源激励机制是技术创新成功的重要一环。本文通过对相关的激励理论和现代企业理论的分析，在借鉴国内外成功经验的基础上，提出了建立国有企业技术创新人力资源激励机制的构想。     

略论国有企业技术创新的人力资源激励机制

建立良好的国有企业技术创新人力资源激励机制是技术创新成功的重要一环。本文通过对相关的激励理论和现代企业理论的分析,在借鉴国内外成功经验的基础上,提出了建立国有企业技术创新人力资源激励机制的构想。     

Funding information systems

Funding is an on-going, not just a one-time start-up, challenge. If we want to add "bells and whistles" to reap a full return on our hefty investments in basic computing and telecommunication structures, we need to think about funding as an integral, on-going part of our information systems.     

人力资源管理信息指标生成机制及会计模式设计

本文着眼于人力资源的产权运作与权益分配的内在机制,按照人力资源产权运作形式和权益分配结果的不同重新划分会计事项,并据以设计有关人力资源管理信息指标生成的会计模式.     

汪亚妮:HR的品牌经营之道

在证券公司里当好一名HR 总监,可并不像在其它行业里那样容易     

会计信息系统发展趋势分析

会计具有社会性与技术性,因此社会、经济、信息技术都对会计的发展产生影响。会计的社会性决定了会计信息系统发展的方向,是向各利益相关者提供决策有用的信息。会计的技术性决定了会计信息系统发展的历程与发展趋势。本文提出,事项驱动的信息系统体系结构、物理与逻辑分离的思路,这两个管理信息系统的发展趋势,并不是会计信息系统的特有趋势。     

Issues in management information systems planning

lt has been advocated that management information Systems (MIS) planning is an important activity which an organization must perform in order to achieve organizational goals. In this paper, based on a field study of 131 large organizations, several issues related to MIS planning have been examined. These issues include: the impact of current MIS services on the overall competitive position of an organization; the impact of future MIS capabilities on the long-term competitive viability of the organization; the factors which prompted organizations to develop an MIS plan; the formal business planning processes used for the MIS function; the areas covered in the MIS plan; the main driving force in undertaking the development of a long-term MIS plan; and, the usefulness of the MIS plan in directing the organizational MIS activites.It has been shown that organizations vary significantly on each of these major MIS planning issues.     

为什么裁员不是问题，留人倒成了问题？

A公司是一家有200多名员工的大型IT企业．在互联网泡沫时期．面临经营困难．为了压缩成本．削减非核心业务．管理层提出裁减60人的对策。为安抚员工．管理层对自愿离职的员工开出非常优厚的补偿条件。结果却大大出乎管理层的意料．最为烦恼的事情居然不是裁员，而是留人!因为对策不当．导致军心大乱，居然有多达100多名员工同时提出辞职．几乎使公司营运瘫痪。     

人力资源外包：对人力经理的影响及其应对策略

本文在阐述人力资源外包的概念和作用基础上,分析了人力资源外包后在战略规划、外包工作能力、沟通技能、职业角色转换等四个方面给企业人事经理带来的挑战。本文指出,在有效应对人力资源外包的挑战方面,人事经理最为关键的应对策略是掌握好外包工作和内部人力资源管理核心技能培养方面的平衡艺术。     

Management information systems in health systems agencies: some considerations.

Relevant considerations for the application of Management Information Systems theory (MIS) to public agencies are identified and discussed in this paper. The importance of the agency's environment, both external and internal, reporting structure and personnel makeup is examined. A specific application of these considerations in an MIS developed for the Health Systems Agency of Western New York is presented. Finally, the paper considers the importance of system implementation as well as system design.     

Conditions for successful human resource information systems

Despite the widespread use of computer-based human resource information systems (HRIS), previous research has not identified the conditions that support successful sytems. This article presents the results of a survey of users who interact directly with a computer-based HRIS to do their work. The relationships between individual/task, organizational, and system conditions, plus two measures of systems success are examined. The results indicate that system conditions were the most important antecedents of success. The availability of internal support for users also represented a critical condition. Overall, the findings of this study provide support for a model of HRIS success and present a basis for planning, designing, and implementing successful systems. Finally, this study brings with it new questions for HRIS research. © 1997 John Wiley & Sons, Inc.     

Earnings forecasts in enterprise information systems environment

With the globalisation and integration of world financial markets, the application of enterprise information systems has become more and more popular in the financial service sector. This paper examines the analyst's decision regarding allocation of effort to the precision and timeliness of earnings forecasts with financial decision support systems. Once an analyst decides to follow a firm, the analyst must choose the level of effort to devote to generating outputs, such as earnings forecasts. This paper provides insights into this by examining three issues concerning the forecasts of the individual analyst. First, forecast accuracy and frequency are modelled simultaneously. Then, whether these two effort allocation choices are complements or substitutes is tested. Finally, how competition affects these two characteristics is examined. The accuracy and frequency are examined with simultaneous equations. Results from this analysis suggest that analysts allocate effort among these two forecast criteria in a complementary way. Finally, empirical results reveal a positive association between competition and forecast frequency by the individual analyst. However, a significant association between competition and the individual analyst's forecast accuracy is not found.     

朗然的HR生涯(4)

四、事非经过不知难 在早晨清凉的空气里,朗然远远地看见公司 门口挂起了新名牌,包铜的设计在晨曦中闪闪发 光,正如她今天的状态,要给自己一个闪闪发光 的机会,在总经理面前。 办公室里还没有人来,朗然打开电脑,沏上 茶,最后一遍预演她即将与老板开始的第一次正 式提案。 之后,令朗然大感意外的是:老板没有时间跟 她讨论Q12。只是匆匆跟她谈了10分钟,除了问 某某职位是否已经找到,另一个人是否能够以最 低成本解除合同以外,明显表现出对所谓的Q12 不感兴趣,既不知道…     

朗然的HR生涯

一.初生牛犊不怕虎这个夏天朗然刚刚毕业,听从了师傅的劝告,在一家新兴的民营企业里开始了她的人力资源管理生涯。新的企业聘用新人,急于成长和发展,无暇多想,给的头衔居然是人力资源经理,手下管着一个HR助理。公司近200人,正在日益扩张。说每天都在扩大也不夸张,因为HR助理的主要工作基本上天天就是安排招聘和面试。与其说是HR助理,不如说是招聘助理。既然是这样一个近乎零的人力资源管理的阶段,而朗然也是零状态,除了师傅以前让读的一些零星的《人物志》之外,她对这个领域一无所知。当初师傅让她出去接受这个聘书的时候,给她打的包票是…     

朗然的HR生涯（6）

六、桐花万里丹山路朗然这个月是彻底地忙飞了,“飞“的意思就是两脚不沾地,同时处理好几件事,没有停下来的间隙。白天充满了繁杂的日常事务,只有下班以后,办公室里安静下来了,才能真正开始她认为最重要的那部分工作,策划和实施Ql么除了标准的1外问题以外,针对企业现阶段的特点     

HR新书集荐

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360度看HR

HR需要重新评估自身的定位、学习掌握执行技巧,在销售自己中变得更有技巧性。