Local complexities and global uncertainties: a study of foreign ownership and human resource management in China

Drawing on qualitative data, this paper examines developments in human resource and employment policies and practices among a sample of joint venture and wholly owned foreign enterprises operating in China. The research reveals that the effects of parent company nationality and ownership form were most visible in the areas of remuneration, worker representation and aspects of employee selection. There was, however, little overt involvement of multinational parent companies in the management of human resources of their Chinese operations. The trend was towards indirect reporting relationships with regional sub-units of multinational companies rather than direct links with the parent headquarters. Overall, these intermediate sub-units were playing an important role in the integration of Chinese business units in the global management systems of multinational companies.     

Auditing Human Resource Management in the Global Environment

The globalization of business is making it increasingly important to understand how multinational enterprises (MNEs) can operate more effectively. Human resource management can be a critical determinant of corporate effectiveness, particularly as it plays out in the global arena. This article discusses how MNEs enhance their ability to utilize human resources and internal labour markets for competitive advantage through audits of the international human resource management (IHRM) function. A multidimensional auditing framework is developed and applied to the strategic aspects of IHRM in MNEs and international joint ventures.     

Human resources management in Spain: is it possible to speak of a typical model?

There is no shortage of literature studying the relationships between the various processes of human resources management, considered individually, and the strategy of the company. Nevertheless, studies that adopt a joint approach are scarce. In this study, working from the universalist, contingent and configurational perspectives, we seek to identify the possible existence of human resources management models and their links with the strategy of the company. Empirical analysis conducted with 130 industrial companies reveals three distinct models of human resources management but with behaviours independent of the strategies followed by the companies. At the same time we find, within each model, orientations of particular processes that are common among them and are thus characteristic of a universalist approach.     

Human resource management and the performance of Western firms in China

The study examines the relationship between human resource management and organizational performance in sixty-two manufacturing Chinese-Western joint ventures and wholly owned subsidiaries located in different parts of the People's Republic of China. A positive relation was found between firm performance and the extent to which firms used a 'high-performance' HRM system as well as the degree to which they engaged in the integration of HRM and firm strategy.     

Human Resources Management Practices in China

Abstract

Based on a survey of 308 firms in China, this paper compares the human resource management practices of Township and Village Enterprises (TVEs) with the Sino-foreign joint ventures (SFJVs) formed between TVEs and foreign firms. Systematic differences in employment practices are found in recruiting, educational qualifications of top management, training, benefits, and the role of unions in enterprise management. These differences are consistent with the predictions of institutional theory. Results are discussed in terms of implications for future research and management of enterprises in China.     

公路与桥梁连接处的施工管理探讨

公路与桥连接处的施工管理是整个公路施工管理的重点。因此,加强公路与桥梁连接处的施工管理十分有必要。     

Social capital and human resource management in international joint ventures in Vietnam: a perspective from a transitional economy

This study highlights the importance of social capital in international joint ventures (IJVs), and examines human resource practices as a factor shaping such social capital. Comprehensive measures of social capital are developed and tested, which extend prior work on ‘bonding’ and ‘bridging’ social capital. We also link social capital with its anticipated antecedents and consequences. The study's findings are based on data collected from 164 IJVs located in Vietnam. IJV performance was predicted by training and by the level of trust and cooperation between foreign and local personnel. Training (including acquisition of management skills, technology, and cross-cultural understanding) also was predictive of the measures of social capital. A key practical implication arising from this study is that the return on investment from training of joint venture personnel can stem not only from the transfer of technical and management skills needed for developing competitive advantage, but also from the positive impact on social capital, which further contributes to venture success. The establishment of written objectives and plans for the venture, as well as the IJV's level of control regarding its own HR functions also was found to be related to some components of social capital. The findings of this study reinforce the call to build on the contributions of local personnel in joint ventures, and in Vietnam in particular.     

联合库存管理在石油企业中的应用研究

从供应链协同管理的角度,构建了石油企业备件联合库存管理模型,该模型分为供应商与物资总库的联合和物资总库与分公司的联合两部分,使原来的分散库存变为集中库存。并采用建立网络信息系统、供需协调管理机制和直达供应的策略达到联合库存管理的目的。     

合资公司价值管理

公司价值管理是企业管理的重要方面,良好的价值管理可以帮助企业实现价值的增值,从而为股东带来收益。本文以合资企业为研究对象,通过分析合资公司价值管理中存在的问题,提出了相对应的解决办法。期望通过本文的研究,可以为合资企业的价值管理做出贡献。     

Antecedents and Effects of Parent Control in International Joint Ventures

Using a sample of 90 US–China manufacturing joint ventures, this study empirically tested a grounded-theory model of the antecedents and the effects of the structure of parent management control in international joint ventures. The results suggest that competitive and cooperative dynamics occur simultaneously between joint venture partners. On one hand, the relative bargaining power between the partners, derived from the negotiation context and from contributing critical resources to the venture, respectively, is a determining factor in management control; and the level of operational control exercised by a partner over the venture has a positive effect on the extent to which this partner's strategic objectives are achieved. On the other hand, the quality of the interpartner working relationship was found to have a strong, positive relationship with the achievement of strategic objectives for both partners.     

浅析美军联合军官管理制度发展

随着诸军种联合作战的规模和频率不断增加,为改进联合作战能力,美军对联合作战指挥结构进行了改革,出台了联合军官管理制度,对联合军官的选拔、教育和晋升等作出了具体的规定。     

企业人力资源绩效和薪酬福利风险管理

人力资源管理在企业发展中发挥着关键作用,只有做好企业内部人力资源的管理工作,才能够发挥人才价值,保障企业竞争力的提升。因此,企业管理人员必须认识到人力资源管理的价值,加强对人力资源绩效管理与薪酬福利风险的分析,制定有效的管理措施,确保企业人力资源管理效果的提升。基于此,论文针对人力资源管理绩效和薪酬福利风险进行分析,提出恰当的管理措施,仅供参考。     

运用PDCA循环提高长输管道现场防腐的一次补口合格率

PDCA循环法是提高产品质量的一种科学管理工作方法。文章根据影响长输管道现场防腐补口合格率的诸多因素,引进PDCA循环法对焊口的一次补口合格率管理进行探讨,给出了PDCA8步循环下提高长输管道焊口现场防腐一次合格率的滚动管理思路。     

桁架式整体节点钢结构焊接及加工变形控制措施

文中结合钢结构焊接及加工变形的基础理论与桁架式整体节点钢结构杆件焊接及加工的实践经验,从整体节点的装配工艺、焊接工艺和施工管理等方面总结了钢桁架整体节点杆件钢结构焊接及加工变形的控制措施,保证了桁架式整体节点钢结构的现场顺利拼装和满足了整体工程质量的要求。     

美军联合电子战中管理职能探析

美军认为,信息化战争中把握好联合电子战运行过程中的关节点对顺利实施电子攻防起着事半功倍的作用。本文结合管理理论,对美军联合作战条令中电子战的理论和实施进行了研究,以期对我军电子战的实施和管理提供参考。     

The end of the 'iron rice-bowl': whither Chinese human resource management?

This study examines the degree to which enterprise reforms in the PRC have affected human resource management practices over the 1990s. A comparison is made between state-owned enterprises and joint venture firms, involving a national sample of sixty-two companies ranging from those in the North to those in the South. Our main findings show how organizational inertia has obstructed the change of the mind-sets associated with the 'iron rice-bowl' that characterized Chinese state-owned enterprises (SOEs) before economic reform. The main conclusions of the research point to ownership, location and size of the firm as the main factors affecting the evolution of HRM in Chinese enterprises.     

情景模拟教学与管理人才培养研究

管理人才是当前人才需求的重要部分。高校在管理人才的培养中,如何适应社会需要,培养出既具有扎实的理论功底又具有实践能力的学生,成为了管理类课程教学的紧迫任务。情景模拟教学法是管理课程教学中实践教学方式的一种新形式。通过此教学方法,能达到理论与实践的结合、教与学互动的结合和素质教育与社会需要结合的目的,对当前管理课程的教学具有重要的实践意义。     

Changing HRM systems in two Russian oil companies: Western hegemony or Russian spetsifika?

We contrast attempts to introduce what were seen as sophisticated Western-style human resource management (HRM) systems into two Russian oil companies – a joint venture with a Western multinational corporation (TNK-BP) and a wholly Russian-owned company (Yukos). The drivers for Western hegemony within the joint venture, heavily influenced by expatriates and the established HRM processes introduced by the Western parent, were counteracted to a significant degree by the Russian spetsifika – the peculiarly Russian way of thinking and doing things. In contrast, developments were absorbed faster in the more authoritarian Russian-owned company. The research adds to the theoretical debate about international knowledge transfer and provides detailed empirical data to support our understanding of the effect of both organizational and cultural context on the knowledge-transfer mechanisms of local and multinational companies. As the analysis is based on the perspective of senior local nationals, we also address a relatively under-researched area in the international HRM literature which mostly relies on empirical data collected from expatriates and those based solely in multinational headquarters.     

基于DEA交叉—FCA的军队物资区域联合采购绩效评价

随着军队物资采购的深化改革,军队物资区域联合采购作为一种新型集中采购模式,已进入实施阶段。基于平衡计分卡提出了军队物资区域联合采购绩效评价指标体系,并尝试应用DEA交叉评价与模糊综合评判相结合的方法,从财务、用户、内部管理及学习与成长等4个角度对我国军队物资区域联合采购绩效进行评价,从而为科学评价军队物资区域联合采购绩效提供指导。     

基于供应链上的联合库存的应用研究

通过对供应链管理和库存管理的分析,引进了供应链管理下的联合库存概念;进一步介绍了供应链下的联合库存管理的两个模型。最后,针对A公司库存管理现状,提出了基于供应链下的联合库存管理。