Industrial Relations Law Commentary: The Employment Act 1980

An analysis of the proposals leading to the Employment Act was featured in IRJ Volume 11 Number 2 (May/June 1980). Several changes were made to the Employment Bill in its passage through Parliament. Karl Mackie outlines the provisions of the Act in this commentary.     

高难成 低难就 SAP上下求索

随着大企业客户市场的成熟,SAP不得不谋求新的出路。而在这条新路上,它又与战略同质化不期而遇     

Employment Policies and Practices In Uk Clearing Banks: an Overview1

This article reports on the first phase of an MIT-sponsored study of changing employment practices in banking. It gives an overview of the key issues and dynamics affecting employment management in this rapidly-changing sector. an analytical framework (based on the five dimensions of market characteristics, products and services, delivery systems, industrial relations and human resource management) is used in order to gauge the nature and extent of change.     

城市新就业职工住房保障问题实证研究——基于合肥市新就业职工的调查

调查表明,50％多的新就业职工住房困难.由于收入较低,新就业职工住房支付能力严重不足,30％多的新就业职工家庭缺乏租房支付能力;超过70％的新就业职工家庭缺乏购房支付能力.所以,要尽快将新就业职工纳入住房保障范围.首先,提高新就业职工收入水平,遏制住房价格过快上涨;其次,多渠道筹集住房保障资金;第三,积极创新相关配套政策,完善公共租赁住房准入和退出机制;第四,适时推出限价商品住房,利用优惠信贷政策,提高新就业职工住房支付能力.     

Multinational Britain: Employment and Work In an Internationalised Economy

Paul Marginson, who is a Senior Lecturer in Industrial Relations at the University of Warwick, draws on the second Company Level Industrial Relations Survey to provide new data on, and an assessment of, the role of Britain in a global economy increasingly shaped by the corporate decisions of multinational companies. He emphasises the multinational character of Britain's economy as compared with those of other large industrialised countries; considers the contrasting implications of the activities of multinational companies for employment practice; and explores the factors underlying the considerable variation evident in the actual practice of multinational companies.     

中国总量就业与科技进步的关系研究

本文在研究技术进步与就业之间关系的基础上,进一步研究科技进步对中国就业总量的影响。总结了20世纪80年代技术进步对就业的正面影响,以及1991年开始的技术进步减少就业需求的情况,分析了三次产业就业弹性,认为解决中国就业问题的关键是加速城市化,发展第三产业。     

Bourgeoisie Out, Expertoisie In: The New Political Economies at Loggerheads

Part I of our paper pinpoints the “political” in the new political economies: first, the distinction between political, public, and civic economies that are almost invariably confused; second, the role of power politics, force, and fraud in determining income differentials in the name of market forces. Part II pinpoints the “new” in twentieth‐century political economies: first, the emergence of a fourth factor of production in addition to labor, capital, and land, whether identified with organization, knowledge, headwork, education, brainpower, management, or information; second, the subordination of capital to this new factor; third, the formation of a new social class based on its ownership; fourth, the struggle between the owners of capital and the new class for control over decision making and for the lion's share in distribution; fifth, the reliance on government to protect and advance the interests of the new class of professionals; and sixth, the eclipse of the old class struggle between bourgeoisie and proletarians by a new class struggle between managers and managed, executives and executants, “knows” and “know‐nots.” Part III pinpoints the “loggerheads” or sources of dissension between the “human capital” and post‐capitalist variants of the new political economies: first, over whether the expertoisie constitute a new social class or a fraction of the bourgeoisie; second, over whether the new economic order constitutes an advanced stage of capitalism or the advent of a post‐capitalist society; and third, whether the “knows” exploit the “know‐nots” through their monopoly of economic and political power. Why “political,” why “new,” and why “at loggerheads”? Our essay divides into three parts our tentative answers to these questions.     

建筑企业如何做好人才的选、用、育、留工作

随着市场竞争日益激烈,建筑企业的生存越来越困难,人才流动速度的加快让企业人力资源管理工作难度越来越大。当前,寻找并吸引、留住合格人才已成为企业一项重大任务,人才的选、用、育、留成为人力资源管理工作的重点。     

建筑企业如何做好人才的选、用、育、留工作

随着市场竞争日益激烈,建筑企业的生存越来越困难,人才流动速度的加快让企业人力资源管理工作难度越来越大。当前,寻找并吸引、留住合格人才已成为企业一项重大任务,人才的选、用、育、留成为人力资源管理工作的重点。