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.     

International performance appraisal practices and approaches of South Korean MNEs in China

International performance appraisal of multinational enterprises (MNEs) in foreign subsidiaries has received inadequate research attention. The current study investigates the international performance appraisal practices, including procedures and methods, criteria and feedback, of South Korean MNEs in China and the extent to which these practices are localized or/and ethnocentric. Results of analyzing the in-depth interviews with local and expatriate managers show South Korean MNEs tend to adopt an ethnocentric approach to managing performance appraisals for expatriates and an integrative approach for host country-nationals by transferring their home appraisal practices to their Chinese subsidiaries. These approaches can be attributed to relative strength effects, i.e. the relative economic strengths and contextual differences between China and South Korea. This study adds to the knowledge base of how MNEs manage performance appraisals in their foreign subsidiaries.     

战略性招聘和甄选与机会平等、无歧视的兼容性分析

本文通过分析(SR&S),探讨SR&S是否与机会平等、无歧视等工作措施相兼容。首先从学术理论探讨SR&S的发展历程,以及与机会平等、无歧视工作措施的联系,其次探讨他们的一致性和矛盾性,最后根据Compton et al.(2009)的观点提出可行性建议。     

员工招聘风险防范的经济方法及其有效性分析

企业与求职者之间关于求职者能力认知的信息不对称,导致企业面临2种逆选择风险。这2种风险都会给企业带来显著的费用增加和机会损失。文章从经济学角度讨论了避免招聘风险的具体措施,并评价不同措施的有效性。     

从政治功能浅析美国两类跨国公司进入中国市场的方式与阶段

本文从政治功能视角分析中国政府对美国制造型跨国公司与跨国传媒集团两类跨国公司进入中国市场截然不同态度 ,和两类跨国公司相对应而采取的进入中国市场的不同方式和阶段。     

从政治功能浅析美国两类跨国公司进入中国市场的方式与阶段

本文从政治功能视角分析中国政府对美国制造型跨国公司与跨国传媒集团两类跨国公司进入中国市场截然不同态度,和两类跨国公司相对应而采取的进入中国市场的不同方式和阶段。     

企业招聘工作中存在的风险与应对

重点从五方面分析企业员工招聘风险的分析,探讨如何防范员工招聘风险。     

浅析企业招聘工作常见的问题及对策

本文就企业在实际招聘工作中存在的常见问题进行分析,在此基础上提出相应的对策。旨在建立和完善招聘体系,确保企业能挑选出合适的人才并安置在合适的岗位,实现企业和个人利益的双赢。     

论招聘选拔在现代企业中的应用

为了满足人力资源需求,企业需要利用各种渠道发布招聘信息,并选择合适的方法和工具甄选人才。文章根据笔者多年人力资源工作经验,分析了人才招聘在现代企业中的应用。     

Making the cut: occupation-specific factors influencing employers in their recruitment and selection of immigrant professionals in the information technology and accounting occupations in regional Australia

The ongoing underutilisation of immigrant skills has become a topical issue for researchers and policy-makers alike. Within Australia, the majority of studies conducted in this space have adopted either the immigrant or policy-maker perspective, and have utilised human capital theory or labour market segmentation theory to explain the phenomenon. This paper contributes to the existing literature by proposing a novel occupation-specific approach focusing on the employer as a central player in determining labour market outcomes. In this exploratory study, interviews were conducted with 21 employers of accounting and IT employers in the regional city of Wollongong, Australia. The findings suggest that employers of accountants held a greater preference for Australian work experience and qualifications; communication skills beyond English language skills; and emphasised person–organisation fit over person–job fit. Conversely, employers of immigrant IT professionals were more tolerant of overseas-based qualifications and experience; were willing to accept candidates with ‘sub-standard’ communication skills; and were open to personal attribute variations. Immigrant accounting professionals were therefore more likely than their IT counterparts to experience disadvantage when seeking employment opportunities in Australia; a finding that represents important implications for immigrant professionals, policy-makers and employers.     

政法干警招录培养体制改革试点班警体课程建设与改革思考

以黑龙江司法警官职业学院警察体育课教学实际状况为视角,剖析了警体课程体系与教学内容存在的主要问题,针对"教、学、练、战"一体化的改革思路,提出改革设想,力争使警体课程真正成为符合招录培养体制改革人才培养质量要求、符合司法警官职业院校和监狱人民警察工作实际的实用性课程。     

层次分析法在合作竞争下供应商选择中的应用

文章用层次分析法构造了合作竞争下选择零部件供应商的评价模型,并结合实例详述了这种方法的应用。     

高层建筑模板及支撑体系的比较与选择

随着我国的建筑工业日益推进,许多高层建筑拔地而起,推动了模板、及其支撑体系的发展。笔者从施工实践的基础上,结合具体的工程案例,对高层建筑模板及其支撑体系进行比较与选择,以供同行参考。     

Using forecasted net benefits in designing improved recruitment and selection systems

This paper extends the post hoc application of utility formulae to designing improved recruitment and selection systems. It emphasizes interactive tradeoffs from spending to (I) increase the size of the applicant pool, and (2) increase the accuracy of applicant selection.First, the paper reviews the utility formula. Then it applies the formula towards improving the design of recruitment strategies. Next, the paper examines the dollar costs and benefits of different selection strategies. Finally, it examines the dual impact of recruitment and selection taken together. In short, while recruitment has been both under and overfunded in specific environments, selection has been uniformly underfunded, resulting in substantial opportunity costs to organizations.     

郴州市石油桥桥型方案设计和比选

文章简要介绍郴州市石油桥桥型方案的比选情况,最终确定选择斜腿刚构桥方案,该桥型将桥梁结构与桥梁造型有机、巧妙地结合,与周围环境自然协调,符合现代城市桥梁景观和美学要求。     

城乡建设用地节约集约利用的路径选择

当前,国家正在大力倡导土地节约集约利用,这是由我国基本的土地国情国策和严峻的土地利用现实所决定的.对我国城乡建设用地节约集约利用的现实背景进行了详细分析,对建设用地节约集约利用的内涵进行了阐述,并进一步探讨了促进城乡建设用地节约集约利用的发展路径,提出既要注意把握好战略和重点,又要采取好策略和措施,二者缺一不可.     

Simultaneous estimation after selection and ranking and other procedures: The negative exponential case

We considerk (≥2) independent negative exponential populations with unknown location parameters and unknown but equal scale parameter. We incorporate the existing purely sequential and three-stage sampling procedures for selecting the “best” population and study the asymptotic second-order characteristics of the proposed fixed-size simultaneous confidence regions for the location parameters constructed after selection and ranking. Some direct estimation procedures have also been discussed.     

中西方文化中数字意义的简要对比

本文旨在探讨引起中西方文化中数字意义差异的原因,并通过各种生动的实例给予详细的解释。综合历史、文化和宗教对数字的影响,作者总结出了一些共同的规则,希冀使跨文化交际得以顺利进行,并最大程度的减少跨文化交际所带来的文化冲突。