我国中小企业人力资源管理存在的问题及策略研究

当前,我国中小企业目前在人力资源管理方面存在的问题主要体现在总体文化层次比较低,管理方式落后;企业缺乏长远发展目标及发展规划;家族意识强,用人唯亲;管理理念和管理模式落后;人力资源管理体制和管理体系落后;缺乏长期而有效的激励机制和约束机制;缺乏培训与发展机会;新酬福利政策与社会发展脱节等方面。中小企业应制定前瞻式的人力资源总体规划;建立系统、长效的员工培训体系,完善培训体制;对人员流动进行正确的管理;加强企业内部管理者自身素质;真正落实以人为本的管理理念;为所有员工设计科学、合理的职业生涯规划;塑造良好的企业文化,从而加强和完善企业人力资源管理,促进企业的可持续发展。     

Generic strategies and firm performance in SMEs: a longitudinal study of Austrian SMEs

This paper studies the impact of generic strategies on firm performance using a longitudinal study of small and medium-sized enterprises (SMEs) in Austria. In two surveys, data on the strategic behavior and performance of the same group of firms were gathered for the period from 1992 to 2002. The study expands existing literature, which provides little evidence whether the persistent commitment to a generic strategy over a longer period pays off or whether strategic change is the rule in SMEs, reflecting their flexibility as a potential competitive advantage. We consider the traditional generic strategies of cost-efficiency and differentiation, but also examine the group of firms that have no clear strategy or are “stuck in the middle.” Within this group, we distinguish between those companies that deliberately combine traditional low cost production and differentiation, i.e., follow a combination strategy, firms that change their strategy and those that have no strategy. We argue that a combination strategy is a viable strategic choice for SMEs in the long run. We found that the majority of firms pursued a persistent strategy over a 10-year period, but that companies that changed their generic strategy did not produce inferior results to those that adhered to a single strategy over the entire period. Our results reveal that firms that follow a combination strategy outperform companies with no generic strategy in terms of profitability and growth and achieve higher profitability than companies that follow a differentiation strategy.     

中小企业移动互联网营销对策研究

近年来,移动互联网营销成为大众关注的焦点。微信和二维码技术的发展促进了中小企业移动互联网营销的发展。目前,移动互联网营销借助大数据进行精准营销,通过移动支付工具进行支付,营销的内容多元化。但中小企业移动互联网营销尚处于起步阶段,营销形式较低端,在营销的过程中还存在对移动互联网营销的内涵存在误解,缺乏营销人才,没有健全的营销效果评价体系,精准度低的问题。中小企业应重新理解内涵,培养人才,健全评价体系并开展精准营销。     

The Strategies and Characteristics of Exporting SMEs:

The behaviour of exporting firms is the result of the complex interaction of many factors of the external and internal environment both at the national and international level. This paper presents the main findings from an exploratory study which assessed the characteristics and marketing strategies of small- to medium-sized exporting firms in a developing country, Peru. Statistical analysis using non-parametric methods to measure the behaviour of these firms used criteria taken from studies of firms in mostly developed countries. The observations from the analysis indicate that characteristics such as size and management perceptions and commitment, and strategies related to market concentration in developed countries taking into consideration export sales volume as a measure of performance (dependant variable) were positively associated to the success of these Peruvian firms and added to their competitiveness.     

论中小企业的基本竞争战略

本文对中小企业在竞争中应该采取补缺战略,这一普遍接受的观点进行了修正;提出了中小企业的三种基本竞争战略:差异补缺、局部替代和有限度地追随;通过建立一个系统的规范性战略框架,为中小企业的战略选择提供了明确的战略路径.     

中小企业信用评级指标体系构建的对策分析

对企业的信用评级是银行对企业贷款的主要依据。长期以来,中小企业融资难,除企业自身原因外,银行采用与大型企业相同的评级方法对中小企业进行评价也严重制约了中小企业的融资能力。解决好中小企业融资难问题,既需要企业不断提升素质,更需要金融机构建立适用于中小企业的差别化的信用评级指标体系,以期能够对中小企业进行正确评价,消除银行对中小企业的信贷歧视,缓解中小企业的融资约束。构建并推进专门适用于中小企业的信用评级指标体系,应结合我国国情,建立完善的法规体系和对中小企业的融资担保体系;要引导企业关注社会责任;更要注重政府的行为涉入与资源配置有效性的关系。     

Porter's Model of Generic Competitive Strategies

A firm’s competitive behavior is an important topic for practitioners, theorists, and policy makers. Among the explanations of firms’ behavior is Michael Porter’s model. We have presented this model along with some alternative approaches: Structure-Conduct-Performance, the New Industrial Organization and Game Theory, the Resource-Based Perspective, and Market Process Economics. These approaches are discussed in terms of their relations, similarities, and differences relative to Porter’s model. In our comparative discussion, we support the use of Porter’s model to evaluate firms’ competitive behavior. Our reasons for this support are this model’s popularity, well-defined structure, feasibility, clarity, simplicity, generality, and its complementarity to two other main approaches. We find the Porter model to be a convenient approach to the firm’s competitive advantage and strategy. This article draws on the thesis that Orges Ormanidhi wrote for his Masters of Philosophy from Staffordshire University.     

Generic Rivalry Strategies in Business Networks: Towards a Conceptualization

This paper discusses rivalry as a process of occupying incompatible positions within business networks. Rivalry is linked to different forms of strategizing as they unfold in stable and dynamic business contexts and a framework of four different types of rivalry is suggested. Furthermore, propositions with respect to under what business conditions these types of rivalry are likely to be found are proposed. Implications for management and research are discussed.

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辽宁中小企业人力资源问题调查研究

中小企业在我国经济发展中占有重要位置。通过对辽宁205家中小企业人力资源问题的问卷调研和现场访谈发现,目前中小企业特别缺乏中、高级管理层人员,管理人员素质偏低;对员工激励手段单一;大学生就职中小企业难题多等问题。辽宁中小企业在人力资源利用方面,应该采取的对策是:尽快形成有效的激励机制;加强对员工的培训;在企业实施员工参与式管理;给予员工更多的人文关怀。同时,管理者自身要努力提高素质。     

Consumer transactions with SMEs: implications for consumer scholars

Historically, the consumer movement has defined business as big business. This paper proposes that we shift the focus to consumer transactions with small‐ and medium‐sized enterprises (SMEs). After SMEs are defined, facts about the realities of SMEs are used as stepping stones to develop the idea that consumer interactions with SMEs are different than those with large firms and merit the attention of consumer scholars. Thirteen recommendations are tendered for future research including rethinking our traditional approach to consumer behaviour theory, consumer policy, and consumer movement theory.     

Market Orientation: Scale Invariance and Relationship to Generic Strategies Across Two Countries

This article presents a scheme for investigating scale invariance for the market orientation construct across different countries by examining the psychometric properties of the operationalisation of market orientation (Narver and Slater, 1990). We investigate the measurement of market orientation in two countries (Australia and Zimbabwe—one being an example of a developed economy, the other of a developing economy). We then proceed to test the relationship between market orientation and Porter's (1980) generic strategies. The results suggest that the psychometric properties of the market orientation construct differ in important respects across countries. However, tests for convergent, predictive and discriminant validity using the generic strategies are fully supported for Zimbabwe while for Australia they are supported mutatis mutandis.     

中小企业人力资源管理存在的问题及对策研究

当前,我国中小企业在人力资源管理方面存在的问题,主要有缺乏人力资源战略规划,缺乏完善的人力资源开发和培养体系,人员考核与激励机制不规范等,原因在于中小企业缺乏必备的人力资源管理知识,人才观念落后,缺乏良好的企业文化支支撑等。中小企业做好人力资源管理工作,需要科学构建人力资源管理体系,采取积极有效的人力资源管理战略,以科学规范的人力资源配置来为企业的永续发展服务。同时,在做好人力资源规划、培训与开发、考核与激励的基础上,努力构建发展型的企业文化,坚持以人才为本,重视员工在企业中的价值,从而使人力资源管理发挥最大的效用,促进企业实现持续快速发展。     

吉林省中小企业物流的发展现状及策略分析

当前,吉林省中小企业物流在发展过程中存在的问题,主要是成本居高不下,信息化水平不高;高水平的物流人才缺口较大;缺少良好的物流发展的政策支持环境;地区发展不平衡等。吉林省应成立中小企业物流管理协会,加快发展第三方物流与电子商务,培养高素质的物流人才,加大教育投入,实现企业资源的整体优化。物流管理作为企业参与市场竞争的重要手段,除了需要政府部门大力支持与正确引导外,中小企业也应当正确分析自己所处的现状,客观冷静分析制定投资与发展计划,从而进一步降低物流成本,给企业带来更大的收益。     

Dealing with problem employees: A legal guide for employers

One of the more difficult responsibilities of employers is dealing with problem employees. Employee misconduct and poor performance can lead to productivity issues, morale problems, and inferior quality products. For these reasons, it behooves employers to address performance issues rather than allow them to fester. By understanding which federal employment laws can be triggered when making employment decisions, avoiding common mistakes in applying these laws, and implementing key policies, employers can provide structures in the workplace that allow them to address problems effectively and minimize their legal exposure.     

我国中小企业在非洲的投资策略研究

本文认为,随着投资环境的不断优化与经济的快速发展,非洲已经成为全球投资的热点和中心,也成为我国中小企业投资的热土.然而,在面临良好机遇的同时,我国中小企业还将面对文化差异巨大、基础设施落后和市场竞争激烈等多种挑战,在投资非洲市场过程中仍存在盲目投资、无序竞争等问题.对此,应当采取科学决策、加强企业间合作、寻求政府支持等多种策略,树立完整开发非洲市场的理念,促进我国中小企业在非洲市场的健康有序发展.     

中国出口退税滞后的成因与对策

出口退税，就是指对出口商品已征收的国内税部分或全部退还给出口商的一种措施，以确保出口货物以不含税价格进入国际市场，增强其竞争力，出口退税并非出口鼓励措施，而是被世贸组织(WTO)认可的符合国际惯例的中性制度。它是一种国际通行做法。     

碰到船东倒闭怎么办

破产 船东破产是近20年来经常发生的事情。有些小船东经济上并不稳定。首先是半途（如在加油港）倒闭，船舶被扣，然后被法院下令拍卖。扣船很可能是贷款银行的行为，也可能是其他债权人的行为。但船东无力清偿可能使其他贷款银行插手进来。这样，航次就无法完成了。新船东没有法律或合约责任去完成以前尚未完成的航次。买方不在合理时间内从船上取回货物，新船东会在法律允许下把船上的货物处理掉，如：在扣船港卸下，再在无人认领下拍卖掉。     

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.