中层管理人员素质测评的AHP模型构建

本文阐述了素质测评的基本概念,分析了中层管理人员的岗位特点,界定了素质测评的方向和范围。在此基础上通过引入胜任素质分析法,确定中层管理人员的胜任素质类型,由此选定中层管理人员的素质测评要素,包含个性态度、职业素质(子要素为人格品质、成就导向、人际影响力和主动性)、管理素质(主要有组织管理能力、团队协作能力、创新能力、领导决策能力、激励用人能力和应变调控能力)与知识素质。最后运用AHP层次分析法,构建了中层管理人员素质层次结构模型。     

情景判断测验——一种有效的人才测评方法

情景判断测验作为一种有效的人才测评方法,已被越来越多地应用于企业和政府的人员选拔和评价方面,在中高级管理人员选拔、培训、晋升等领域的应用中具有独特的优势。情景判断测验具有低度仿真、与工作关联、实施方便等特点,其开发模式有经验性模式和结构导向模式2种。     

HY公司三维培训需求分析模型运用研究

以胜任力和人才测评为基础的三维培训需求分析方法是确定企业中高层管理者培训需求方法中较为科学的一种。文章首先对三维培训需求分析理论进行了介绍，然后对HY公司核心员工培训现状进行了分析，最后以技术研发人员为例，说明如何在HY公司运用三位培训需求方法，对于企业管理核心员工有针对性地进行培训具有一定的指导意义。     

Classification of countries for international development planning using cluster analysis

This research study proposes an objective, systematic and multidimensional approach, which makes use of cluster analysis algorithms and complementary statistical techniques, to determine distinct classification or grouping of countries based on as many development indicators as thought relevant. The choice of development indicators to be included as variables is dictated by the interests of the development agency, which in this study is the Economic and Social Commission for Asia and the Pacific (ESCAP).The results of the analysis suggest that there are five distinct groups of countries in the ESCAP region, rather than just three, known as developed, developing and least developed countries in ESCAP and other U.N. agencies. In both classifications, the developed countries and the least developed countries form distinct groups. However, the classification derived by cluster analysis refines the broad middle group of developing countries further into three; one group already closely similar to the developed group in many aspects, another group relatively nearer to the least developed group, and one group lying right in the middle of the middle layer. The analysis also directs attentions to possible misconceptions that could result from an assessment of developing countries based on just a few development indicators.     

公路连拱隧道中隔墙顶部回填方法及控制要点

中隔墙是整个连拱隧道结构稳定的关键,是连拱隧道最重要的结构体,它对围岩的支撑稳定具有非常重要的作用。连拱隧道中隔墙施工,特别是中隔墙顶部回填是整个中隔墙施工中重要的环节之一,直接关系到整个隧道的受力安全,在实际施工中回填质量容易被忽视。本文结合实例介绍中隔墙顶部回填方法及控制要点,为类似工程提供参考。     

关于我国中等城市发展问题的探讨--兼论京津冀地区中等城市的成长

在对我国中等城市发展研究回顾的基础上,结合国际上对中等城市的研究进展,以京津冀地区为例探讨我国中等城市发展的相关问题:中等城市可以包括除特大城市和一般小城镇之外的所有城市;在确定中等城市时,应从"次区域发展中心"的角度进行综合分析和研究论证,以形成更加合理的区域城镇网络;中等城市的发展应更加突出个性,加强特色建设.     

会议营销:中小企业营销方式的新选择

在中小企业的营销管理中,找到适合中小企业实际情况的营销模式是其营销成功的关键。会议营销是适合中小企业实行的一种营销方式。本文分析了会议营销的概念、特征,并提出了中小企业实行会议营销需要注意的问题和方法。     

创建中学生体育俱乐部,树立终身体育意识的实验

通过对瓯海区第二职业学校292名学生进行实验,建立中学生体育俱乐部的做法及建议。开设体育俱乐部不仅有利于对中学生终身体育意识和能力的培养,提高中学生的身体素质,而且能够满足他们对体育教育的心理需求。     

Caught in the Middle: Organizational Impediments to Middle Managers’ Work-life Balance

As increased work demands and longer working hours become the reality for many employees, the concept of work-life balance has received increasing attention. This paper presents findings from an exploratory study of Australian middle managers, which investigated the impact of middle managers’ daily organizational experiences on their lives both in and beyond the workplace. We focus on respondents’ reports of the difficulty in achieving work-life balance, specifically, the organizational impediments to creating balance. Three particular areas where these impediments were apparent are: the impact of new technologies; limits to autonomy and control in the middle management role; and difficulties in taking advantage of flexibility initiatives in the workplace. As middle managers are caught in the middle between work and personal life, there is a need for organizations to support middle managers’ efforts to achieve work-life balance if the organization’s long-term goals are to be achieved.     

浅谈多媒体教学课件对初中音乐课堂教学的应用

在初中音乐课堂教学中运用多媒体技术制作课件,已成为现在中学音乐课教学研究和发展的热点。它非常有利于初中学生的艺术素质教育,并以其特有的形象直现性和应用交互性为学生提供了全新的音乐学习方法。本文通过对多媒体技术在音乐课教学中的应用进行探讨。     

浅谈制约农村中学体育教学的因素及解决方法

本文首先分析了农村中学体育教学存在的主要问题和影响体育教育的几个因素,研究了农村中学的体育观念、场地器材、师资等一系列问题和解决问题的方法,最后提出了一些适合农村中学体育教学的方法和评价体系。     

Exploring the reality of educated middle managers' capability and involvement in human resource management in China

Since the recent global financial crisis, human resource management (HRM) policies may be seen more than ever as one of the cornerstones for building an appropriate organizational culture to better promote effort and cooperation between human resource (HR) managers and other middle line-managers. This article is designed to explore the reality of educated middle managers' capability and involvement in HRM in China, given that the concepts of HR roles in general and middle managers in particular are relatively new there. By analysing the results from more than 300 middle managers who had been educated at MBA programmes in different parts of China, our findings, we argue, have important implications for both the HRM literature and management practice in emerging economies.     

Farewell to the salaryman? The changing roles and work of middle managers in Japan

The 1990s and 2000s witnessed significant organizational change in Japanese firms and accompanying readjustments to the employment system. Such changes potentially have major implications for middle managers, or salarymen, in Japanese corporations. A survey of human resource managers and middle managers in eight medium sized Japanese organizations pointed to fairly significant, if not radical, change. This did, indeed, impact upon middle managers in those organizations. While the middle managers felt reasonably secure in their jobs, the nature of their jobs had reportedly changed, with a greater range of tasks, work intensification, longer hours, greater stress, more accountability, and a worsening work–life balance.     

浅谈工业园区规划环评中大气环境影响评价方法

随着我国社会工业的逐渐发展,工业园区建设需求日益涌现。大气环境影响评价是工业园区规划环评的重要内容之一。在具体的环评中,要结合实际情况,科学选择评价方法,保障大气环境影响评价的有效性。论文主要对工业园区规划大气环境影响评价方法进行了深度的研究,旨在进一步提升大气环境影响评价效果,为工业发展提供帮助。     

Managing Change,or Changing Managers? The role of middle managers in UK public service reform

Abstract

Drawing upon interview data from three case study organizations, we examine the role of middle managers in UK public service reform. Using theory fragments from organizational ecology and role theory, we develop three role archetypes that middle managers might be enacting. We find that rather than wholesale enactment of a ‘change agent’ role, middle managers are balancing three predominant, but often conflicting, change-related roles: as ‘government agent’, ‘diplomat administrator’ and, less convincingly, ‘entrepreneurial leader’. Central government targets are becoming the main preoccupation for middle managers across many public services and they represent a dominant constraint on allowing ‘managers to manage’.     

发达国家竞争情报服务中小企业创新发展经验及启示

竞争情报,是关于竞争策略、竞争环境、竞争对手的信息和研究。发达国家中小企业的迅速崛起在很大程度上倚重于其有着健全完善的竞争情报系统,本文在分析总结世界发达国家竞争情报服务中小企业创新发展经验的同时,也对我国中小企业竞争情报服务的实际情况提出具有借鉴价值的建议。     

电动车项目风险管理实践

本文着重介绍了项目风险管理过程中项目风险识别与评估的方法与标准。针对某电动车项目进行了不同阶段的风险评估,上一阶段的风险评估结果为下一阶段提供决策支持,以项目阶段性风险评估结果推动业务开展和管理模式创新。     

A priority-based multi-objective framework for water resources diversion and allocation in the middle route of the South-to-North Water Diversion Project

Because of the degradation of the social-ecological-economic-environmental (SEEE) system, water scarcity has been a growing source of conflicts over the globe. Further, the uncertainty arising from complex water resource scenarios increases the conflicts between the different water users and destabilizes water allocation systems. In this study, a priority-based multi-objective programming (MOP) model (quantitative path) with fuzzy random variables (FRVs) is established for a water resource diversion and allocation (WRDA) problem. To determine the priorities of the multiple objectives, a priority-determination approach (qualitative path) is designed, comprising of a pressure-state-response (PSR) multiple attribute assessment system and a technique for order preference by similarity to an ideal solution (TOPSIS)-based evaluation method. Then the MOP model is transformed into a solvable goal programming (GP)-based model. Because of the inclusion of FRVs, the obtained results can be adjusted to local conditions in view of social, economic, environmental and ecological objective priorities. Therefore, they are more applicable than traditional weight sum or Pareto multi-objective WRDA methodologies. A case study from the middle route of the South-to-North Water Diversion Project (SNWDP-MRP) in China is given to demonstrate the practicability and rationality of the proposed methodology in obtaining scientific WRDA plans.     

Change from below: the role of middle managers in mediating paradoxical change

This article examines the role of middle managers in creating change in the Irish health service from interviews conducted with middle and senior level managers. The research examines the interface between top‐down and bottom‐up approaches to change and contributes to showing how ambivalence towards change by middle managers can at the same time contribute to the dismantling of structures and systems that are a necessary precondition for successful change to take place. However, the additional workload and tensions created by dealing with the interface between top‐down and bottom‐up changes may result in considerable additional workload and stress for the managers themselves.