Stages,Content, and Theory of Strategic Human Resource Management （SHRM）： An Exploratory Study

This study discusses ＂theory of strategic human resource management （HRM） has an impact on research topic of this study is to discuss SHRM resource management （SHRM）＂. Theory of SHRM is that human firm performance through employee performance. Therefore, the theory. Research method is literature scanning. Research findings are, firstly, that strategic HRM can be defined with employee/firm performance relationship. Secondly, this study depicts its own SHRM model. In this model, HRM practices develop individual performance of employees in organizations, and individual performance increases performance of business departments, such as supply department, finance department, marketing department, logistics department, etc., and performance of business departments has an impact on firm performance. Furthermore, this study makes its SHRM definition. So far, there have been two definitions of SHRM in literature studies. The first definition identifies SHRM with corporate strategies and competitive advantage. The second definition describes SHRM with HRM-firm performance relationship. This study makes the third definition, namely, SHRM is employee/firm performance relationship, and this definition is figured in an SHRM model in this study.     

人力资源管理如何担当企业战略伙伴

:传统的人力资源管理对企业战略的贡献有限。目前也只有少数世界领先企业能够将人力资源管理与企业战略进行有效的整合;然而担当企业战略伙伴作为人力资源管理角色的一个转换方向,已引起广泛的关注。本文就人力资源管理如何当好企业的战略伙伴进行了阐述和分析。     

四川省外商直接投资(FDI)的历史分析及趋势预测

在新一轮西部大开发的背景下,选取1996-2013年间四川省FDI的相关数据,从不同方面回顾了其历史发展状况,分析了四川省利用FDI的现状并利用计量模型对未来五年的FDI进行预测。     

基于知识的人力资源管理模式初探

在综合评述知识管理与人力资源管理理论研究状况基础上,从知识的含义、分类入手,结合人力资源管理自身特点,构造出以企业知识和个体知识为基础的人力资源管理新模式,并从设计理念、运作机制及组成体系三方面分别进行了阐述,对人力资源规划、招聘与配置、培训与开发、薪酬管理、绩效管理、企业文化等五方面的管理措施进行了较为详细的说明。     

Management strategies in the Czech telecommunications sector: a comparative study of Český Telecom and T-Mobile

This article compares employment relations (ER) strategies at the incumbent fixed line Czech telecommunications company (TelCo), ?eský Telecom (?T), and the T-Mobile subsidiary, T-Mobile Czech Republic (TMCZ). It considers the extent to which the firms were able to introduce Western-style HRM practices within the context of three changing dynamics. First, the collapse of communism in the former Czechoslovakia was followed by rapid economic liberalization and privatization in the Czech Republic. Second, telecommunications sectors worldwide were subject to deregulation and the rapid diffusion of new technologies. Third, fixed line and mobile TelCos were subject to differing challenges and opportunities. The article uses path dependency, institutionalist and strategic human resource management (SHRM) related theories to assist in this analysis. It concludes that by 2005 the introduction of Western-style HRM practices into the Czech telecommunications sector appeared less constrained by former institutional and historical constraints. TMCZ's ER policies were further influenced by its parent firm's transnational strategies that sought to coordinate better its subsidiaries and create a ‘global’ brand. Despite the differing circumstances of the fixed line and mobile sectors, by 2005 ER practices and strategies at the two firms were to an extent converging, as ?T continued to cut costs and TMCZ adjusted its strategies to better accommodate a saturated market. Given these changes the article postulates that the Czech telecommunications sector has now shifted towards a mature transformation stage, as ER strategies increasingly reflect Western-based SHRM practices and concepts.     

我国环境规制对不同来源国FDI的影响

利用对中国直接投资排名前33位国家和地区的面板数据,对环境规制等因素与不同来源国FDI流入的关系进行研究,结果显示,我国环境规制虽然在一定程度上阻碍了来自发展中国家的FDI,但对发达国家的FDI并未产生影响.由于我国FDI大部分来自发达国家,因此我国环境规制对FDI流入的影响是有限的.提高我国的环境规制水平不但不会抑制FDI企业的进入,反而可以提高高新技术企业的竞争优势,发挥这些企业的技术扩散、外溢效应,更好地实现招商引资的战略目的.     

Quality and cost? The evolution of Walmart's business strategy and human resource policies and practices in China and their impact (1996–2017)

This study responds to calls for more in‐depth and qualitative studies, the return to a focus on external factors, and the inclusion of business strategy and industrial relations in human resource management (HRM) research, as well as more research in the retail sector in the Chinese context. We examine the coevolution of the business strategy and HR strategy of Walmart (China) in the last two decades and identify tensions in the context of intensifying competition in the Chinese retail market. We highlight the interactive effect of business and HR strategies through a historical lens. Our study reveals a shift from the original employee‐oriented win–win strategy through rent sharing between the firm and the employees to a win–lose strategy through the introduction of more cost conscious HR policies and practices. Findings of our study challenge the conventional wisdom that firms adopt either the cost or quality strategy and, along with it, the suggestion of matching the quality strategy with employee‐oriented HR policies and practices, and cost leadership with a transactional approach to HRM. We argue a cost and quality business strategy may be adopted, which requires the support of employee‐oriented, rather than cost‐oriented, HR policies and practices.     

外商直接投资、区域经济发展:财政分权下的研究

文章从财政分权、外商直接投资和经济发展的角度分析了中国东中西部三个区域经济发展问题,发现中国区域经济增长的不平衡性也体现在财政分权的政府效率和经济发展阶段的不平衡。认为东部经济正在结构调整,分权需要深化;中部经济需要调整,分权需要继续推进;西部则需要改变政府效率,提高财政支出水平,改善投资环境。     

浙江省11城市利用外商直接投资的实证研究

当前,面对全球经济动荡、资源成本约束的新形势,创新引资战略,开创引资新局面应是各地需要高度重视的。利用外商直接投资应从单纯追求引资数量转变为既注重引资数量更注重引资质量和效益。本文采用联合国贸易和发展会议提出的业绩指数和潜力指数,对浙江省11城市利用外商直接投资状况进行实证研究。文章通过指数大小排序来反映各城市利用外资业绩与潜力的相对地位,并针对不同地位的城市提出了相应的政策建议。