美国经济的信贷紧缩和美联储货币政策工具创新

2007年美国爆发次贷危机,次贷危机引发信贷紧缩,信贷紧缩对美国实体经济的消极影响具体表现为:住宅投资急剧下降、企业投资急剧下降和个人消费支出的减少。信贷紧缩影响了实体经济,使美国陷入了经济衰退。美联储在这次金融危机中为稳定金融体系积极充当金融体系"最终贷款人"角色,美联储在使用传统金融工具的同时,积极创新,开发了多种新的工具。定期拍卖工具、定期证券出借工具、一级交易商信贷工具、与外国中央银行的货币互换和干预商业票据市场。当然,美联储一系列的政策创新举措也引发了许多担忧。     

基于价值工程的物流企业人力资源价值评估

随着经济的快速发展,人力资源在物流企业总资产中所占的比例越来越大,对人力资源价值评估的要求也越来越多。从价值工程的角度出发,对人的能力与成本进行测定和比较,实现对人力资源价值的综合评估。基于价值工程的人力资源价值评估方法能更客观地将人事管理职能建立在成本核算的基础上,有利于物流企业人力资源的全面开发和优化。     

浅谈知识经济时代物流企业人力资源管理创新

作为社会再生产中间环节的服务部门,物流企业人力资源的服务能力和水平将直接决定企业的生存和发展,由此其人力资源管理职能至关重要。随着知识经济时代的来临,物流企业人力资源管理又面临新的挑战,必须适时进行人力资源管理创新。     

基于价值链的人力资源管理目标搭建与运行系统模型

面对新经济,传统的人力资源管理模式受到全方位的挑战。价值链管理作为企业管理领域崭新的管理模式,已经在许多大型企业或企业集团中得到广泛使用,但仍需要不断创新。将价值链分析纳入人力资源管理的目标搭建与运行系统流程中来,以价值为导向,以价值源泉为切入点来实现其价值创造、价值评价、价值分配的有机结合和良性循环,以期对深刻理解人力资源管理在组织的战略地位、整体价值的延伸和增值及其人力资源管理职能活动的系统带来启发和现实指导。     

现代人力资源管理措施分析

在知识经济时代,人力资源管理在企业中的地位越来越重要.绩效考核作为人力资源管理中的重要一环,对于科研院所的影响也是举足轻重的.所以科研院所应加强和完善绩效考核体系中的每个环节,将考核落到实处,真正发挥绩效考核的作用,曼有效地推动管理水平和业绩的提高.     

现代企业人力资源管理初探

伴随着信息时代的到来,信息技术和知识经济的迅猛发展已经对我国企业的人力资源管理产生了深远的影响。面对国内企业人力资源管理重管理、轻开发的现象;只强调对员工的开发而忽视对各级管理者素质的提高等问题,企业必须从管理理念、管理制度、管理机制、管理职能、管理手段等多个方面加强和改善人力资源管理工作,使企业在日益激烈的市场竞争中占据主动。     

Standard Chartered：Is China Ready？

＂Despite the slowdown in the U.S. economy and the different global impacts stemming from the turmoil,＂ said David Leung, Chief Investment Officer of Standard Chartered China, ＂Emerging markets like China have still maintained healthy growth.＂     

人力资源管理观察指数体系的构建

知识经济时代下,市场竞争日趋激烈,作为企业能动性最强的人力资源管理是企业赢得优势的关键。而企业人力资源管理评价体系的构建作为评价的前提和基础成为一个亟需解决的问题。文章引入人力资源管理观察指数力图建立一套相对严谨的体系来定量、直观地反映企业的人力资源管理效果．以期更好地服务于组织目标的实现。     

泉州市工业企业人才状况与经济发展分析

知识经济时代生产的决定因素是劳动力质量的改善。泉州市工业企业的人才密度偏低,从业人才的分布也呈现出地域性和行业性的特征,尤其是高级技术人员急需补充。由于地理、自然资源、历史以及行业的外部效益等因素,泉州市各个地区均有自己的主导产业,各个产业的资本性质也有很大差别。对于人才的密度低、职业技能不够的问题,可以从根据需求培养人才;重视在职培训并加强与港、澳、台地区的人才交流与合作。     

HRM in Singapore: change and continuity

This essay traces the development of human resource management (HRM) in Singapore from the mid 1990s until the present day, with particular reference to the impact of the 1997 Asian financial crisis. In particular, it explores the changes in employment relations since the publication of Yuen (1997). National HRM concerns and strategies to maximize human capital as Singapore transforms itself and the knowledge economy is highlighted. The issue of convergence versus divergence in the management of human resources (HRs) will be touched upon. Current and future HR challenges that are most likely to impact on the country's competitiveness and economic performance are also explored.     

Competitive Advantage and Human Resource Management in SMEs in a Transitional Economy

The article is based on data of the study of 151 small companies in Slovenia by J. Pranikar and others. The study is the first investigation of small firms in slovenia with a sufficiently large number of cases to enable conclusions about the ways in which SMEs are managing to cope with new opportunities and problems. The aim of this article is to investigate a link between competitive advantage and human resource management in SMEs in a transitional economy. Results indicate that a link indeed exists in that human resource efforts in SMEs to a certain degree contribute to the competitive advantage of companies.     

基于People CMM的人力资源战略实施框架研究

长期以来,我国在人力资源管理的研究和应用中主要集中于人力资源管理的各个职能领域(如招聘、考评、激励和培训等),但对于企业人力资源战略的制定和实施,缺乏一个有效的系统分析框架。People CMM(人力资源能力成熟度模型)作为人力资源战略实施框架的体系结构与主题,为有效实施企业人力资源战略提供了一个循序渐进的、和谐的发展平台。     

浅议我国服务业的人力资源开发与管理

我国加入世贸组织后,服务业面临着一定的机遇和挑战,加强服务业的人力资源开发与管理是增 强服务业竞争力的根本途径。分析服务业的产品特征和发展趋势,并结合我国的经济形势阐释服务业中 人力资源开发与管理的重要性,并据此提出相应对策。     

信息系统在人力资源管理中的应用现状及展望

信息化是当今世界经济和社会发展的大趋势。随着我国市场经济体制的进一步成熟,市场竞争已经进入一个更高的层次,市场的激烈竞争突出了企业中人力资源的重要性,人力资源管理的地位日益提高。在这种形势下,适应信息技术发展要求的人力资源管理系统必将成为企业提高人力资源管理效率和水平的有力手段,它也是未来企业人力资源管理适应环境变化的主要发展趋势。     

Effects of German development aid on the internal economy

The importance of economic cooperation with the Third World for the internal economy is attracting increasing attention in the discussion of development aid topics in the Federal Republic of Germany¹. In this context it is of interest how the German development aid bears on the internal economy of the Federal Republic through feedbacks (in the form of contracts for German firms) from its bilateral and multilateral development aid payments. The following article presents the results of a relevant inquiry for the year 1976².     

Human resources in Vietnam: The global challenge

This article takes a critical look at the management of people in Vietnam. It examines the prevailing business environment and the reform process and their implications for skill formation and the development of managerial expertise. The analysis then proceeds to examine on a thematic basis some specific human resource practices in four firms based in Hanoi—two state‐owned enterprises and two multinationals. The article analyzes the traditional and emergent human resource practices showing how they reflect industrial and historical‐cultural contextual factors. The discussion also considers the suitability and adequacy of these practices while locating them within the international human resource management debate. This article thus contributes to the critique of global human resource management by exploring the relevance of mainstream human resource theory and practice to the Vietnamese case, especially given the increasing role of multinational firms in the Vietnamese economy. © 2001 John Wiley & Sons, Inc.     

知识经济下智力资本的产权特征及会计确认

21世纪 ,知识和技术成为经济生活的主导因素 ,而人力作为生产力的主要构成要素在知识经济中起着举足轻重的作用。但是人的禀赋存在差别 ,对企业的贡献也存在差别 ,因此 ,应该明确只有知识型关键管理人员和知识型高级技术人员才可被确认为智力资本所有者 ,从而相应的取得剩余索取权。在这个理论基础上 ,企业对知识型关键管理人员和知识型高级技术人员的吸收应当被认为是智力资本所有者对于企业的投资 ,而不是企业的一项投资 ,传统的会计平衡式由此也必须改变     

The Link Between Human Resource Management and Company Performance

ABSTRACT

There seems to be a widespread agreement that human resources are the main source of competitive advantage in modern companies. Consequently, the traditional personnel function is being transformed into the human resource management (HRM), which, in turn, is becoming a part of strategic management with the goal of integrating HRM activities to fit business needs. In this paper, we analyze the transformation of personnel function in Slovene companies, which had to change their behavior due to the transition from socialist to market economy and increased competitive pressures. Our analysis leads to the conclusion that Slovene companies use many different personnel models. Transformation of traditional personnel function into HRM occurred mostly in those companies, which place greater emphasis on people-related goals when formulating business strategy. However, the positive effects of this transformation on company performance still have to be confirmed.     

Transforming Human Resource Management Systems to Cope with Diversity

The purpose of this study is to examine how workgroup diversity can be managed through specific strategic human resource management systems. Our review shows that ‘affirmative action’ and traditional ‘diversity management’ approaches have failed to simultaneously achieve business and social justice outcomes of diversity. As previous literature has shown, the benefits of diversity cannot be achieved with isolated interventions. To the contrary, a complete organizational culture change is required, in order to promote appreciation of individual differences. The paper contributes to this discussion by exploring the implications of this change for human resource management, and explaining how the systems of practices should be changed when they are directed to diverse groups. The model designed to test this notion includes: (1) demographic and human capital diversity as independent variables, (2) group performance (measured as innovation outcomes) as the dependent variable and, (3) the orientation of the strategic human resource management system as a potential moderator of this relationship. The main conclusion of the empirical analysis developed is that different patterns of human resource management practices can be used, depending on the type of diversity that the organization faces, and the specific effects that it wishes to manage. Concretely, three alternative management systems are identified in this paper, with different moderating effects. This result has interesting implications for human resource management professionals, explained in the last section. The limitations of this study are also discussed, as well as some issues that future research in this field should address.     

Tiresome subsidies — the nuisance of subsidies distorting international competition

Subsidies are not only a nuisance to the tax payer financing them but in a world economy in the process of integration they are also distorting competitive conditions. Most annoyingly it is not only impossible to abolish subsidies but, what is even worse, they are propagating themselves. Any competitive advantage the economy of a State with a propensity to subsidise obtains, gives the competitors in other countries an appetite for similarly generous support—a demand that in a pluralistic society will easily find a willing ear. In the following contributions our authors will try to give a survey of subsidisation in Federal Germany, France, the United States and Britain, and to answer the question of to what extent the subsidisation of certain economic branches is influencing competitiveness on an international level.