跨国采购下我国零售企业竞争力分析和对策

文章通过对我国零售企业在跨国采购中的竞争力分析和建议来研究中国的跨国采购市场的现状。     

Performance management practices within emerging market multinational enterprises: the case of Brazilian multinationals

This study advances our understanding of HRM within emerging market multinational enterprises (EM-MNEs) by examining the extent to, and mechanisms by, which Brazilian MNEs standardise or localise their performance management (PM) policies and practices, and the factors that influence their design and implementation. We explored these issues through qualitative case studies of three Brazilian MNEs. The analysis of interview data reveals a strong tendency for Brazilian MNEs to centralise and standardise their PM policies and practices. The key finding of this paper is that PM practices within Brazilian MNEs are not based on indigenous Brazilian practices, but, rather, are heavily influenced by global best practices. The findings are at odds with previous research, which suggests that EM-MNEs apply different HR practices in developed country subsidiaries and developing country subsidiaries. Also, contrary to expectations, our results indicate that institutional distance does not have a significant influence on the adaptation of PM practices at subsidiary level.     

International recruitment and selection practices of South Korean multinationals in China

South Korean multinational enterprises (MNEs) have developed rapidly since the late 1950s. However, there is little research on, and hence little is known about, how South Korean MNEs manage human resources in overseas operations. To fill this gap, in the literature the current study investigates South Korean MNEs' international recruitment and selection policies and practices in their Chinese operations. It reveals that South Korean MNEs tend to adopt the polycentric approach or a mixed approach of being polycentric and ethnocentric to international staffing, with the number of expatriates dropping gradually over time. South Korean MNEs adopt ‘one-way selection’ in recruiting and selecting expatriates, and localise recruitment procedures and selection criteria for host-country nationals. South Korean MNEs have paid inadequate attention to: first, expatriates' career development; and second, personal and family issues emerging from expatriation and repatriation.     

跨国公司中国供应链发展与我国物流企业对策

首先概括了跨国公司在中国的供应链策略特征,在深入研究中国融入国际供应链优势条件的基础上,分析了这种形势对中国物流市场的影响,并进一步提出我国物流企业融入国际供应链的对策。     

Management training in small and medium-sized enterprises: methodological and conceptual issues

The paper examines the impact of management training and development on the organisation and performance of small and medium-sized enterprises (SMEs), via a variety of quantitative and qualitative research techniques and including both crosssectional and longitudinal approaches to analysis. The paper demonstrates the value of management training and development in SMEs and demonstrates a series of one-off and longer lasting effects on their organization and performance. The paper also highlights the conditions under which management development projects are likely to be more successful. Finally, the paper extends the schema developed by Arthur and Hendry (1990) and Hendry et al. (1991), indicating the factors influencing training within businesses, and shows the indirect and complex links between management training and firm performance.     

我国中小企业国际市场营销策略浅析

积极有效地开展国际市场营销是我国中小企业成长和发展的必由之路。文章在国际市场营销理论的基础上,分析了我国中小企业在开展国际市场营销活动中存在的问题并提出了我国中小企业国际市场营销的若干策略。     

福建省沿海地区民营企业员工培训现状及对策

福建沿海地区民营企业的员工培训工作已初具制度化雏形,但仍存在培训工作功利性倾向、培训工作水平较低等问题。文章分析了福建沿海地区民营企业的员工培训现状,并提出改进对策。     

中小企业融资问题浅议

文章主要阐述了目前我国中小企业融资困难的原因,进一步提出了解决中小企业融资问题的有效策略。     

Similar,but still different: how US multinational companies in Germany and Switzerland use host‐country training and skill practices

We examine in how far US subsidiaries in Germany and Switzerland display characteristics of a strategic fit with their host country and mostly find support for our predictions. Subsequently we determine each subsidiary's host‐country fit and test for within country differences in using local training and skill practices. We find the extent of continuing vocational education and training and the extent to which training on the job is important to vary with host‐country fit in Germany, while in Switzerland, as predicted, we find no such relations.     

我国民营企业外源性融资问题研究

民营经济由于其自身条件和外部环境等多方面的原因,大部分民营企业在其发展过程中所需资金通常都严重依赖内源融资渠道,外源融资困难已成为制约民营企业进一步发展的瓶颈。文章分析了民营企业外源性融资困难的根本原因,在此基础上提出了解决民营企业外源性融资困难的对策。     

论中小企业技术创新

我国中小企业技术创新活动具有多样性和广泛性,它们的技术创新在许多行业占据了主导地位,研究中小企业的技术创新问题对经济发展和社会进步具有重要意义。文章围绕中小企业的技术创新概念、企业与技术创新的关系、内外部环境分析进行讨论,提出新形势下中小企业技术创新的对策。     

国有企业代理人问题的制度选择及分析

改革国有企业,提高国有资产运营效率,实现国有资产的保值增值,关键在于改革国有资产各级委栽托代理关系,规范代理人行为,通过一系列有效的制度设计安排使各级代理人只有在实现委托人利益最大时才能实现个人利益最大.并从股份制改造及股权多元化、企业内部治理、监督激励和信息等方面探讨了实现国有企业效率化的制度安排.     

铸件出口企业应对反倾销的博弈分析及建议

近年来,我国铸件及相关产品出口产品种类、数量发展较快,在成本上具有较强的竞争力,维持对较多国家,特别是西方国家的贸易顺差,于是美国、欧盟各国给予部分铸件出口企业征收高额的反倾销税,面对困境,文章分析了反倾销的原因,从博弈的角度分析了铸件企业应如何应对反倾销,并提出了相关的建议。     

我国企业有效开展员工培训的创新思考

文章通过分析我国企业员工培训的现状,阐明了其存在的问题,并从不同角度提出我国企业有效开展员工培训的创新策略。     

我国城市居民国内旅游需求影响因素分析

从生活水平、人口规模、文化水平、交通状况的角度选取具有代表性的指标,构建评价指标体系并利用因子分析方法提取了影响城市居民国内旅游需求的主因子.在此基础上,利用灰色关联分析方法分析了影响主因子与城市居民国内旅游需求的关联程度,确定了影响旅游需求的最主要的因素.     

国内汽车4S店系统培训需求研究

随着人们收入水平的提高、消费结构的变化以及汽车工业的高速发展,国内汽车4S店的发展速度越来越快,文章对国内汽车4S店系统培训的发展现状及存在的问题进行了剖析,并对4S店的发展方向作了进一步探讨。     

供电企业员工培训过程管理方式的创新

文章在分析员工培训的职能和过程的基础上,从员工培训的要求出发探讨了培训过程中如何使员工培训更加符合供电企业的利益要求,以期达到为供电企业输送各类人才、促进供电企业发展的目的。     

施工企业成本管理现状分析及对策研究

通过对施工企业成本管理现状的分析,文章提出了企业加强成本管理的对策和项目实施过程中的具体措施。     

电力营销系统核心人才培训体系诊断与建议

文章对电力企业营销系统的核心人才培训体系进行了诊断,明确指出电力营销系统核心人才的培训需求,分析了现有培训工作中存在的问题,最后提出改善建议。     

An event history approach to the evaluation of training,recruitment and employment programmes

In this paper I evaluate a number of training, recruitment and employment programmes. The evaluation method is a combination of a quasi-experimental design (a simple pre-treatment-post-treatment design) and a stochastic process model to describe the response variables. I conclude that the programmes have no effect on older workers. Female and minority workers benefit most from the programmes. The training programmes are less effective than the recruitment programmes, which are in turn less effective than the employment programmes.