知识管理在中部六省民营科技企业中的推进

知识经济时代知识管理已经成为我国民营科技企业管理创新的新视觉和战略选择,而在中部六省民营科技企业加快推进知识管理的步伐,不仅有助于中部地区民营科技企业更好地迎接知识经济的挑战,也更有利于企业提升核心竞争力。中部六省民营科技企业从重视知识管理、重视知识与人才资本机制建立、和谐的知识管理文化等方面来推进知识管理,为企业发展注入活力和动力。     

河北省民营科技企业人力资源问题探索

河北省民营科技企业人力资源管理存在许多问题,这些问题已经制约了河北省民营科技企业的进步发展和作用发挥。所以河北省民营科技企业要获得较大发展,必须加强其人力资源管理,加速人力资源向人力资本的转变。本文针对河北省民营科技企业在人力资源管理上存在的普遍问题,根据河北省省情,对加强河北省民营科技企业人力资源管理的问题进行了初步探讨。     

民营科技企业管理创新问题研究

在激烈的市场竞争中,优胜劣汰是企业的生存法则,创新是企业持续发展的动力,民营科技企业要发展壮大,必须走创新发展之路。本文主要从管理方面分析了民营科技企业出现的问题,并提出了民营科技企业管理创新的具体措施。     

创新是民营科技企业可持续发展的关键

在我国．民营科技企业经历了初次创业阶段后．现在正处于二次创业的战略机遇期。但是，民营科技企业的二次创业阶段面临的是开放的国际环境．面对全球性的贸易规则——WTO规则给自己带来的机遇和挑战。譬如。随着市场规则的建立．民营资本的投资“门槛”必然会降低．而另一方面民营科技企业也面临人才、资金、管理等等诸多方面的挑战。如何应对“入世”，在众多的挑战中游刃有余。最为关键的是民营科技企业自身的科技创新、制度创新和管理创新。以及政府职能创新（对民营科技企业的管理职能）。     

提高民营科技企业创新能力探析

<正>民营科技企业是我国市场经济中的新生力量,具有广阔的市场发展前景。本文透视了民营科技企业的特点,分析了人才危机、资金短缺、管理环境混乱等因素在民营科技企业发展中的制约作用,提出以制度创新为前提,以技术创新为核心,以管理创新为根本,以资金投入为保障的对策,全面提高民营科技企业的创新能力。     

民营科技企业管理制度创新新思路

随着我国经济体制改革的深化及完全市场经济的建立,民营科技企业要生存、发展,就要不断进行管理制度创新。文章从民营科技企业管理制度障碍分析入手,提出管理创新新思路。     

战略管理与民营科技企业核心竞争力提升

企业战略管理理论和核心竞争力理论有共同的出发点,后者是前者的延伸和发展。民营科技企业在成长期要保持创业期的原有优势,必须不断培育企业的核心竞争力,重视关键资源的积累,重视核心能力的培育,重视组织创新、机制创新、文化创新和技术创新,重视企业人力资源管理中对核心技术人员的积极性、创造性的保护,以及企业自主知识产权的保护。     

基于知识创新的企业人力资源管理模式研究

在现今的知识经济时代,企业的人力资源管理模式需要用到知识经济来进行修正,知识型企业在创新的基础上争取到竞争的优势,这就需要采用适合的人力资源管理方式,在人力资源的管理和知识创新的指导下,看到了知识创新是需要企业人力资源管理的,对于知识创新的策略和招聘理念,构建了知识型人才和创新团队的激励政策,从企业的创新和人力资源特征开始,体现了企业人力资源对于知识创新的重要,对知识型员工的工作性质进行分析并提出知识创新员工的策略,对于中大型企业的招聘进行研究,发现组织学习是基于知识创新人力资源的重要一步,并且从知识型员工以及企业创新进行实质评论。     

河北省民营科技企业创新能力实证分析

<正>创新是民营科技企业的本质特征和内在要求,是民营科技企业发展的动力源。创新能力是民营科技企业核心竞争力的重要组成部分,因此,提高创新能力有助于民营科技企业提升核心竞争力,有助于民营科技企业保持竞争优势和做强做大。     

我国企业人力资源管理的认知度研究

随着进入21世纪,知识已成为生产力、竞争力和经济成就的关键因素.在知识社会,战略性资源则为人力资源.战略人力资源管理是企业获得可持续竞争优势的途径.本论文用实证方式对32家国内企业(国有、民营、外/合资三类)的人力资源经理和一线经理进行了问卷调查,考察在中国政治、经济、文化背景下,人力资源管理作为战略性定位的重要性及有效性,探索人力资源管理现状的不足及发展方向.中国本土企业的人力资源管理实践相对不太成熟.这一状况从根本上制约着本土企业竞争力的提高.为获得可持续竞争优势,中国本土企业应着力提高人力资源管理系统的完整性、科学性及可操作性.     

企业人力资源柔性管理研究述评

伴随经济全球化和知识经济的到来,传统的刚性管理模式严重制约着企业人力资源的创新性和主动性,企业人力资源只有实施柔性管理才能适应当今的竞争环境。介绍了人力资源柔性管理的定义、国内外学者在这一领域的研究状况及启示。     

An analysis of the relationship between total quality management-based human resource management practices and innovation

Innovative management models consider human resources to be a key dimension in the innovation process and its performance. In particular, the knowledge of the people making up the staff and their creativity is fundamental. However, scant study has been made of what specific type of policies and practices in human resource management fosters better knowledge, attitudes and behaviour in the staff that will lead to the best performance in innovation. This paper studies the relationship between the policies and practices of human resource management from the viewpoint of total quality management and performance in innovation. Specifically, it is argued that there is a direct relationship, as well as a possible moderating effect, of strategic orientation towards innovation. An empirical study made of 106 Spanish industrial firms found no evidence of this moderating effect, although it did find evidence of a direct relationship and, in particular, of the positive effects of teamwork on technological innovation.     

浅析石油企业员工激励的措施创新

在知识经济不断发展的今天,石油企业要保持竞争优势,就必须注重对人力资源的开发与管理,并对现有的人力资源管理模式不断地进行改进和创新,从而持久地激发石油企业员工的积极性和创造性,激发人力资源的活力。     

城市公共部门知识管理实证研究

相对于成熟的企业知识管理来说,城市公共部门知识管理实践具有重要意义,运用结构方程模型和数理统计方法重点对上海市公共部门知识管理进行调查的实证研究表明：城市公共部门中开放型的组织文化对知识交流、知识共享和组织学习有正向影响;城市公共部门的知识管理实施将对公共部门组织管理领域、业务流程领域、创新实践领域、公众服务领域、人力资源管理领域等5个领域有明显的改进作用,结论为推动我国城市公共部门知识管理提供现实性的理论借鉴。     

行为科学与管理会计研究

在知识经济占主导地位的21世纪行为科学渗透着各个领域,管理会计也不例外,行为科学发展刺激着管理会计,管理会计的时间改革也推动行为科学的发展,一种把知识作为企业最关键的资源、重视人力资源的开发、经营理念的创新、技术的创新、管理创新、以人为本的理念正在不断兴起。本文就管理会计存在的缺陷及其对策,行为科学与管理会计关系,管理会计未来展望等问题进行探讨。     

The influence of human resource management on knowledge sharing and innovation in Spain: the mediating role of affective commitment

The aim of this paper is to explain and to test empirically how human resource management (HRM) practices contribute to knowledge sharing and innovation through employees' affective commitment. Results show that HRM practices do not influence knowledge sharing in a direct way, but they do have a positive effect when affective commitment mediates the relationship. We also find a positive relationship between knowledge sharing and innovation performance. That is, HRM practices contribute to knowledge creation and innovation through the generation of the affective commitment necessary for employees to be willing to share their knowledge. The relationships identified have been tested by applying structural equation models to a sample of 87 R&D departments of Spanish innovative companies.     

How do green knowledge management and green technology innovation impact corporate environmental performance? Understanding the role of green knowledge acquisition

Increasing regulatory obligations to adapt and execute environmentally friendly operations make it critical for businesses to pursue strategies that can strengthen their competitive edge in the market. Academics and practitioners alike have recently gravitated toward exploring how knowledge acquisition activities might improve business outcomes. To address this growing research interest, this study investigates the critical roles of green knowledge acquisition in enhancing green knowledge management and green technology innovation activities in improving corporate environmental performance, positioning resource commitment as a moderator. The research model has been assessed using structural equation modeling with survey data from 283 Indian manufacturers, demonstrating that green knowledge acquisition significantly impacts green knowledge management and green technology innovation. The statistical findings also show that green technology innovation acts catalyzes the translation of green knowledge management into improved corporate environmental performance. The results demonstrate that resource commitment moderates green knowledge acquisition's interaction with green knowledge management and green technology innovation, providing practical insights enabling managers to focus on planning, allocating, and budgeting resources for effective green practices that can contribute to improving corporate environmental performance.     

Absorptive capacity—one size fits all? A firm‐level analysis of absorptive capacity for different kinds of knowledge

This paper empirically analyzes the effect of R&D activities, human resource and knowledge management, and the organization of knowledge sharing within a firm on the absorptive capacity of innovative firms for three different types of knowledge, namely absorptive capacity to use knowledge from a firm's own industry, knowledge from other industries and knowledge from research institutions. Using data from the German innovation survey, we investigate how firms are able to exploit knowledge from external partners for successful innovation activities. The estimation results show that the determinants of absorptive capacity differ with respect to the type of knowledge absorbed for innovation activities. In particular, we find that the R&D intensity does not significantly influence absorptive capacity for intra‐ and inter‐industry knowledge. Additionally, our results suggest that absorptive capacity is path dependent and firms can influence their ability to exploit external knowledge by encouraging individuals' involvement in a firm's innovation projects. Copyright © 2009 John Wiley & Sons, Ltd.     

浅谈企业技术创新中的人力资源

文章主要从类型、特征等方面探讨企业技术创新中的人力资源,阐明如何有效加强创新人员管理,进一步指出了人力资源在企业技术创新中的作用。     

Knowledge-oriented human resource configurations,the new product development learning process,and perceived new product performance

We propose a set of organizational efforts that can help companies accumulate and learn knowledge related to new product development (NPD) activities. We call it the NPD learning process and argue that a set of coherent human resource management (HRM) practices, termed knowledge-oriented human resource (HR) configuration, can facilitate the NPD learning process. Collecting survey data from Taiwan, we find that the knowledge-oriented HR configuration is positively related to the NPD learning process and that the NPD learning process is positively related to managers' perceived new product performance. This study contributes to the literature of strategic HRM and innovation management.