海外投资四模式抉择

党的十六大明确提出了"引进来"和"走出去"并举的战略部署,为今后20年我国的对外开放明确了目标.而完全意义的对外开放应该是双向的,既要"引进来",也要"走出去".     

Developing a culturally synergistic approach to international human resource management

This paper offers international human resource (IHR) professionals guidelines how to decide which IHRM approach to choose. In choosing among an adaptive, exportive, or integrated IHR approach, IHR managers may want to consider three decision criteria, e.g. forces for global integration and local adaptation, the cultural component of HRM, and the power dynamics within the MNC. To develop an organization that values cultural differences, IHR professionals may choose a culturally synergistic approach to IHRM. This approach has the potential of designing new combinations of HRM practices and simultaneously attends to the three decision criteria.     

Ethical issues in contemporary human resource development

Training and development activities are perhaps the aspects of HRM that are least likely to come under ethical scrutiny. However, despite an espousal of ethical humanism, and various attempts to develop professional standards, training and development activities can be vulnerable to unethical practice.     

国际经验借鉴下的武义温泉养生旅游发展研究

随着社会进步和经济发展,温泉养生旅游产业正悄然崛起,浙中地区尤其是武义具备了良好的温泉养生文化旅游资源。研究武义县如何大力发展温泉养生旅游,借鉴日本等国际发展经验,创新性地提出具有武义特色的温泉养生旅游发展模式,助推金华县域经济转型升级。     

Comparing international human resource management practices between Yaohan and Jusco in Hong Kong

The performance of Jusco and Yaohan in Hong Kong was examined and compared by exploring their international human resource management (IHRM) practices in terms of recruitment and selection, compensation, and training and development. Yaohan and Jusco employed different IHRM systems as a response to their contextual factors – history and background of the company, and competitive environment and business strategy, especially the use of retail technology. The results show that the IHRM systems employed by Yaohan and Jusco affect the performance of the company, and explain the factors contributing to Yaohan's bankruptcy and Jusco's increasing profitabiliry.     

王致和：老字号的国际经验

德国慕尼黑高等法院2009年4月23日终审判决,德国欧凯公司不得在德国擅自使用王致和商标,并注销其恶意抢注的王致和商标。这场打了两年多的官司,至此以王致和集团的胜诉落     

人口计划生育科技服务与人力资源开发管理探讨

人口计生工作是政府实施公共管理和服务的重要组成部分,开展计划生育优质服务是新时期对人口和计划生育工作提出的新要求.     

Expatriate return on investment in the Asia Pacific: An empirical study of individual ROI versus corporate ROI

The return on investment (ROI) from international assignments is a crucial aspect of expatriate management. The literature has taken a mostly organizational perspective of this important phenomenon, with little attention to the ‘individual ROI’ expatriates gain when undertaking an assignment. Especially lacking is research on expatriate ROI in the Asia Pacific region. Based on interviews with 31 long-term expatriates in 10 Asian countries, we use psychological contract theory to examine (1) how ‘individual ROI’ acts as a key driver of ‘corporate ROI’ and (2) the challenges and opportunities that expatriation in the Asia Pacific presents to individuals and organizations.     

The resource dynamics of international new venture networks

Building on network theory and the resource-based view of the firm, this paper uses three case studies to explore how networks facilitate resource development in the international new venture. Set in the context of the conception, commercialization and growth stages of venture development, four propositions are advanced. These pertain to the dynamics of organizational, human, physical, financial and social capital, and the nature of these resource flows as they pertain to the INV network. Implications for research and INV management are discussed.     

Challenging APEC: the Asia Pacific labour network and APEC's human resource development working group

This contribution examines the interaction between the Asia Pacific Labour Network and Asia Pacific Economic Cooperation (APEC). In particular it explores the reasons behind the APEC decision to undertake a project to examine successful practices in training, skills development and other human resource activities that have involved labour, management and government. This marks a departure in APEC activiry which to date has neglected labour issues and excluded labour organizations from any substantive role within APEC. The study examines the relationship of APEC to civil sociery, how human resource development issues fit within APEC, the role of the international labour movement in lobbying APEC and the challenges the labour movement might face in participating in APEC including its Human Resources Development Working Group.     

汽车企业海外渠道开发的核心技巧

1.弱势品牌如何启动渠道建设工程 汽车弱势品牌在国际市场中较难为打开局面,其原因在于品牌知名度小,经销商独立运营承担风险较大,包括涉及诸多不确定因素,如产品、服务质量是否能够得到保障,产品推广是否能得到厂家的良好的支持,产品是否能够适销对路等等,最重要的是如果弱势品牌市场操作失误,为经销商带来负面的口碑具有极大的破坏性.     

人力资源开发管理在通信企业中的战略意义

本文通过叙述我国通信企业中人力资源开发管理的特点和面临的挑战,总结出提高我国通信企业人力资源开发管理效率的方法.     

人力资源开发管理在通信企业中的战略意义

本文通过叙述我国通信企业中人力资源开发管理的特点和面临的挑战,总结出提高我国通信企业人力资源开发管理效率的方法.     

Expatriate management: Comparison of MNCs across four parent countries

This article reports the results of a study of expatriate management and headquarters‐subsidiary relations in 29 American, British, German, and Japanese multinationals and a sample of 46 of their foreign subsidiaries based on face‐to‐face and telephone interviews with key international HR, subsidiary HR, and subsidiary managing directors. We found that earlier studies, heavily weighted with U.S. multinationals, cannot necessarily be applied to expatriate management experiences of other national industrial countries. Also, expatriate management is more similar for American and British MNCs, while both German and Japanese multinationals in our sample had fairly distinct systems of using expatriates in their foreign subsidiaries. Thus, we can discuss at least three fairly distinct models of expatriate management and corporate‐foreign‐subsidiary control. © 2000 John Wiley & Sons, Inc.     

The international assignment of stabilization policies under fixed and flexible exchange rates

This paper investigates the ability of policymakers to achieve stabilization targets in the face of spillover effects from abroad. In the context of a two-country Keynesian model, each country's stabilization policy turns out to have a comparative advantage over domestic economic activity under fixed exchange rates and sterilization. By assigning policy domestically, both employment targets can be eventually achieved despite trade linkage spillovers. The same conclusion is reached for the case of floating exchange rates despite spillover effects associated with capital mobility. Finally, it is discovered that coordination under fixed exchange rates may benefit one country and injure the other.     

The Expatriate Glass Ceiling: The Second Layer of Glass

The corporate glass ceiling continues to be a challenge for many organizations. However, women executives may be facing a second pane of obstruction – an expatriate glass ceiling – that prevents them from receiving the foreign management assignments and experience that is becoming increasing critical for promotion to upper management. The responsibility to break the expatriate glass ceiling lies with both female managers and the multinational corporations that utilize expatriates. In this paper, we propose pre-assignment, on-assignment, and post-assignment strategies for breaking the expatriate glass ceiling.