Strategic HRM in China: Configurations and competitive advantage

The strategic HR literature suggests that a firm will perform better through internal appropriate fit among HRM practices (the configuration fit) and through external appropriate fit between a firm's HRM practices and business strategy. The present study adopts a configuration approach to identify unique patterns of HR practices and business strategy that are posited to be maximally effective. The proposed relationships were empirically tested by surveying with a sample of 241 business firms in Guangzhou, South China, to find out the extent that four HR configurations could be successfully adopted in the Chinese context. The results revealed that HR configurations are significantly related to effect in predicting overall outcome performance and turnover, but not significantly related to effect on sales growth and profit growth rates. Research findings showed not only competitive strategies are significantly related to effect on HR configurations. The results also showed significant interaction effects between HR configurations and business strategy in their effect on profit and sales growth. These results further extended support for a contingency perspective in strategic HRM to the Chinese context, with significant practical implications for managing HRM in China. © 2008 Wiley Periodicals, Inc.     

Developing competitive technical intelligence in Indonesia

In Indonesia, political concern promotes the development of autonomy in provinces and in certain academic institutions. This paper relates that with the commencing of AFTA in 2003, there is a strong need for competitive intelligence (CI) and technology watch (TW) in Indonesian industries. The model developed takes its roots within Indonesian constraints and leads to a general guideline to introduce CI in industries and institutions in most developing countries.     

反竞争情报实施措施

我国加入世贸组织后,为有效地抵御外国竞争对手的竞争情报活动以保护自己,建立反竞争情报机制是大势所趋.文中分析与探讨了反竞争情报的概念和特点及其具体实施措施.     

Radical HRM innovation and competitive advantage: The Moneyball story

Moneyball (Lewis, 2003), a New York Times bestseller, is a book about baseball. When read through a broader lens, however, Moneyball is also a book about innovation, resistance to change, competitive advantage, achieving excellence, and, of most relevance here, human resource management. While many would agree that the radical innovation described in Moneyball represents a “new vision of management” in baseball, this article describes how Moneyball lessons might contribute to a “new vision of HRM” in various types of organizations. The focus of the article is on what HR executives and scholars can learn from the Moneyball phenomenon. More specifically, the authors address a number questions related to the Moneyball story that have relevance to successfully implementing HRM innovations; these questions have to do with overcoming resistance to the implementation of radical innovation and how HRM innovation can contribute to sustainable competitive advantage. © 2006 Wiley Periodicals, Inc.     

论竞争情报在现代企业中的作用

文章从4个方面叙述了竞争情报的作用,并进一步阐述了现代企业建立竞争情报系统的重要性。     

互联网上企业竞争情报的收集

文章介绍了在互联网上企业搜集竞争情报的途径,主要包括利用联机检索系统、专利检索工具、Web搜索工具、竞争对手网页/网站、相关数据库等途径对企业竞争情报进行有效地搜集。     

论竞争情报在现代企业中的作用

文章从4个方面叙述了竞争情报的作用，并进一步阐述了现代企业建立竞争情报系统的重要性。     

互联网上企业竞争情报的收集

文本介绍了在互联网上企业搜集竞争情报的途径，主要包括利用联机检索系统、专利检索工具Web搜索工县、竞争对手网页／网站、相关数据库等途径对企业竞争情报进行有效地搜集。     

Uncovering competitive and institutional drivers of HRM practices in multinational corporations

Current international human resource management (IHRM) literature focusing on multinational corporations (MNCs) presents evidence of both similarities and differences in the HR practices adopted in different global locations. However, the drivers behind this duality require more detailed investigation. This article focuses on exploring why MNCs position themselves within global markets as they do, exploring how extant theory can help explain the drivers behind both global and national HR practices. Based on a worldwide sample of in‐depth interview‐based case studies of well‐known MNCs, we explore the ways in which different firms react to both institutional and competitive pressures in selecting their approach to HRM. The findings uncover a differentiation between external global competitive isomorphic pressures, external national institutional isomorphic pressures, and internal processes of strategic choice and competitive differentiation. It is suggested that MNCs face all three drivers of HRM simultaneously, leading to different patterns of practice adoption, adaptation and innovation.     

Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework

Artificial intelligence (AI) affects human resource management (HRM), and in so doing, it is transforming the nature of work, workers and workplaces. While AI-assisted HRM is increasingly considered a strategy for improving organizational productivity, the academic literature has not yet offered a strategic framework to guide HR managers in adopting and implementing it. However, existing research in this area offers an opportunity to build such a framework. This systematic review of 67 peer-reviewed articles helps to achieve this objective. We critically examine the organizational and employee-centric outcomes of AI-assisted HRM and develop a strategic framework to guide its practice and future research.     

我国企业竞争情报培训工作初探

随着我国竞争情报事业的发展,学术界对企业竞争情报工作的理论研究也越来越广泛,这为企业提高其产品的市场占有率,增强企业核心竞争力,以及为企业发展战略与市场决策的制定都发挥着重要作用。同时,加强企业员工竞争情报培训,强化其竞争情报意识及知识技能,能更加有效地推动我国竞争情报事业的发展。     

论企业竞争情报战略的组织架构落实

本文以企业竞争情报战略在组织架构上的落实为中心,论述了企业竞争情报部门设立的决定因素,分析了竞争情报部门的三种组织结构和人员选择,对企业设置竞争情报部门,有效推动企业整体竞争情报战略的实施有一定的指导意义。     

Strategic alliances,organizational learning,and competitive advantage: The HRM agenda

In the context of strategic alliances that involve competitive collaboration, the competitive advantage of a firm can be protected only through its capability to accumulate invisible assets by a carefully planned and executed process of organizational learning. As this process is embedded in people, many of the necessary capabilities are closely linked to HRM strategies and practice. The article advocates that the transformation of the HR system to support the process of organizational learning is the key strategic task facing the HR function in firms engaged in international cooperative ventures.     

The competitive advantage of nations: the role of HRM and its socio-cultural context

This study focuses on the links between human resource management practices and the socio-cultural characteristics of nations, on the one hand, and their competitive advantage in the international market, on the other. The particularly important conclusion is that some nations' cultures offer their managers a higher repertoire of modes of management practices than some others. In high repertoire nations, organizations appear to be better equipped to compete internationally than their counterparts in low repertoire nations.     

试论专利文献的竞争情报价值

文章从专利与专利文献的概念与特点、专利文献信息的竞争情报功能和专利文献在竞争情报研究中的作用等3个方面论述了专利文献在竞争情报研究中的价值,重点探讨了专利文献的法律、技术、经济功能及在企业竞争对手分析、企业专利战略、行业技术发展趋势与水平、避免重复研究等4方面的价值。     

如何实施战略人力资源管理？

树立"全员战略思想",对组织员工进行战略性培训 战略性培训,是指与企业经营战略目标相关联,对企业市场竞争力和长期发展具有决定性影响的一种"高杠杆培训"(High-leverage Training).这种培训要求员工树立整体观念,了解企业整个工作系统的总体运作原理和内在有机关联性,在此基础上期望员工能够获得"持续学习"(Continuous Learning)能力,不断运用新知识、新技术,自觉地、积极能动地进行创造性工作,并能与其他成员共享知识,共通信息,精诚合作,最大化地实现组织绩效和发展目标.     

论企业竞争情报与产业集群CIO联盟策略

我国首次出现了科技信息机构转型为科技管理机构,专门为高新技术企业提供竞争情报服务,这是政府职能群体性竞争情报活动的一次具体实践。文章结合湖南省竞争情报中心的工作实践,论述了省级科技信息机构与市级科技管理机构联袂开展企业竞争情报服务的新思路,在整合竞争情报流程的基础上创新竞争情报辅导工程新的组织体系,服务于产业集群,从而建立起产业集群CIO联盟策略。     

大数据时代下国内企业竞争情报研究分析

21世纪的人类社会是一个信息大爆炸的社会,各种各样的信息数据充斥在每一个角落,我们已经不可逆转地进入了大数据时代。文章基于大数据时代背景,论述了当前国内企业竞争情报研究状况,新的数据环境下企业竞争情报中所凸显的问题,以及对这些问题的分析与展望。     

高职院校图书馆为企业开展竞争情报服务新探

当前,企业竞争情报存在着一些问题,严重制约了企业的发展。与此同时,高职院校图书馆虽具有信息资源、技术和人才等方面的优势,但是在企业竞争情报系统中却没有发挥应有的作用。高职院校图书馆利用自己的优势为企业开展竞争情报服务,是加强校企合作、产学结合的有效措施。为拓展高职院校图书馆信息服务的范围和领域,提高其社会效益及经济效益,从而有效地发挥图书馆的社会职能,更好地为经济建设服务提供了宝贵的发展思路。