心系工行的退休女工

工行湖北省安陆市长征支行有一名退休女工,她叫祝红,今年已经52岁了,2001年行内职工精减后,因为工作需要才被反聘回来做清洁工,论年龄,祝红是老前辈,论工龄也是老职工,但是,她每天最早一个到单位把营业室打扫得干干净净,还给忙着工作的员工端茶倒水,为主任业务经理们去分行送凭证和资料……     

对加强基层老干部工作队伍建设的思考

一、基层老干部工作队伍建设亟待解决的突出问题(一)基础条件薄弱,队伍现状极不适应老干部工作发展。一是基层老干部工作队伍人员难以保证。目前,地市以下支行未专门设立老干部工作机构,老干部工作一般由人事部门负责,其工作人员大多兼职,很难抽出身来全身心地从事管理离退休人员管理工作。二是基层老     

老干部的心意

当今年“全民文明礼貌月”到来之际,在二等残废军人、中国农业银行湖南省冷水江市支行退休老干部符春林家里,办起了“家庭图书室”,老两口当了精神文明的积极传播者。符春林同志是四十年代末参加革命的老干部,在抗美援朝战争中,他的右手被炸伤,成了二等甲级残废。1952年转入地方后,曾在建筑、林业、金融等部门工作,1979年光荣退休,在家安度     

岁月之歌——记人民银行太原中心支行离退休干部工作

光阴荏苒，岁月如流。《中共中央关于建立老干部退休制度的决定》已颁布20周年。不久前，人行太原中心支行召开了纪念《决定》颁布20周年座谈会。总行、分行、山西省委老干部局的领导应邀到会并作了发言。认真回顾总结了20年来的老干部工作，对今后的离退休干部工作提出了新的要求。     

老干部的“贴心人”——记先进老干部工作者陈淑英

<正>有人说:人的工作难做,老干部的工作更难做。然而,年过半百的邵武市人行人秘股长陈淑英却认为,工作难做是因为没有用心去做。几年来,她始终怀着一腔赤诚、滚烫的心肠,积极主动、耐心细致地去做好老干部的每一项具体工作。行里一位老干部因女儿婚姻问题和女儿闹矛盾,女儿一气之下搬到单位宿舍,几天不回家;陈淑英了解到情况后,分别找男、女双方家长悉心交谈,劝导他们正确对待子女婚姻,并与这位老干部的女儿交流思想,经过多方调解,使其母女和好如初,家庭重现了欢笑。还有一位老干部和妻子因家务事发生争吵,妻子赌气出走,得知这一情况后,陈淑英一方面向支行领导汇报,一方面千方百计、四处奔波把人找了回来,随后又组织召开家庭座谈会细心调解,使二位老人终于重归于好。平时,这些老干部有什么为难之处,即使是不好向自己子女说的,也会主动找陈淑英谈,她成了老干部们的知心人。 陈淑英在落实老干部的“政治和生活”两个待遇中,坚持和     

对基层央行案件防范长效机制建设的思考

<正>近年来,人民银行县支行始终把案件防范工作放在维护稳定、促进发展的大局中,不断完善风险防范体系,严抓案件防范工作落实,在加强案件防范思想教育、落实案件防范工作责任制、强化案件防范机制建设等方面取得了一定成效。在实践工作中我们认识到,做好案件防范工作不是一朝一夕的事情,必须持之以恒,常抓不懈,只有建立有效的长效机制才是避免案件发生的基础和保障。一、县支行案件防范工作存在的主要问题目前,由于县支行退休人员增多、新员工补充不足,人员不断递     

如何发挥离退休干部在全面建成小康社会中正能量作用探讨

<正>为党的事业增添正能量是我们党在新形势下赋于离退休干部工作的重要使命,围绕如何有效发挥离退休干部在全面建成小康社会中正能量作用开展了调研。以人民银行太原中心支行为例,离退休干部具有十分明显的智力优势和丰富的金融理财经验,是全面建成小康社会的一支重要力量,充分挖掘他们的宝贵知识财富,对社会有利,对退休人员有利。一、基本情况截至现在人民银行太原中心支行机关共有离退休人员211人,其中离休人员11人、退休人员200人,在离退休人员总数中,按离     

织好便民服务网 社保业务就近办

<正>案例日前,河南省开封市鼓楼区的灵活就业参保人员李女士来到建设银行开封支行社保便民服务合作网点办理退休业务。社保便民服务合作网点经办人员热情接待了她：查阅缴费记录—打印缴费凭证—填写退休表格—办理退休业务,全程只用了6分钟。“在家门口办社保又快又好！”李女士逢人便说,“银行网点就是家门口的社保大厅。”     

以“六个入手”加强老干部个性化服务工作

<正>新时期老干部工作面临一些新问题、新情况,对做好老干部工作带来一些新要求。按照科学发展观要求,做好老干部工作不仅要做好共性的服务工作,还要加强做好个性化服务工作,努力提高老干部晚年生活生命质量。结合深入学习实践科学发展观活动,以及中国人民银行昆明中心支行多年来老干部工作的实践经验,我们认为,加强新时期老干部工作个性化服务必须强化"六个入手"方面的工作。     

为离休退休人员办好事

人民银行广东汕头市支行为离休退休人员办了四件好事: 一、订阅报刊杂志,开放图书阅览室,为离休退休人员提供学习阅读的条件。粉碎“四人帮”以来,坚持每周组织一次集体读报学习活动。二、优先照顾安排经济条件较差的离休退     

跨行查询收费:替银行说几句话

银行卡跨行查询收费一经推出即遭到铺天盖地的反对,有的消费者甚至诉诸法庭。银行收取跨行查询费的行为究竟是出于对市场化原则的尊重还是蔑视?     

微笑传递快乐 激情奉献奥运

前言：在2008年北京奥运会上,奥运志愿者成为了一道亮丽的风景线,他们用自己最美的微笑和热情的服务给世界留下了深刻的印象。在这个充满青春朝气的群体中,也活跃着财政青年的身影,他们以40天辛勤付出和无私奉献,圆满完成使命,为北京奥运的成功举办贡献了力量,也留下人生中美好的回忆。现刊载中评协奥运志愿者——李念辰和崔新园的文章,将他们辛苦工作的经历再现,让他们的欢乐与广大读者共享。     

Managing for efficiency, managing for equity

It is a truism that not all managers do the same things in the same ways. Less often recognized, however, is the fact that the essential tasks and goals of management are not everywhere the same. Indeed, so unlike each other are the two primary systems of management--the "technocratic" and the "political"--that they consistently vary in the implicit contract offered to participants, the career path of members, the use of organizational structure, the choice of purpose, and the allocation of resources, but also provides a conceptual framework for understanding why they happen and what can be done to prevent their happening in the future.     

寿险产品评价体系研究

中国保险市场的发展,迫切需要建立保险评价体系.保险产品的评价体系是保险评价的核心,其主要目标是以保险产品相对透明为目的进行的.在所有的保险产品中,人身保险产品与社会大众关系最为密切,人身保险在保险业的保费收入中也占有决定性地位.所以,当务之急是首先建立人身保险产品的评价体系.寿险保单的保障程度、投资价值以及附带的服务水平是寿险产品的核心问题,应当成为寿险产品评价的主要内容.本文重点从寿险产品保障程度进行评价研究.     

Trust for accounting and accounting for trust

This paper combines insights from the sociology of knowledge and the emerging practice-based literature on learning and knowing to extend the institutional framework of accounting change developed by Burns and Scapens [Burns, J., Scapens, R.W., 2000. Conceptualising management accounting change: an institutional framework. Manage. Acc. Res., 11, 3–25]. In particular, it explores how management accounting systems (MAS) can be implicated in processes of learning and culture change, and used to identify ‘trustworthy’ solutions in the face of organisational crises. A case study of an Italian company, which was subject to massive change following its acquisition by General Electric, is used to discuss how, when crises arise and organisation members find themselves under intense pressure for change, their rationales and routinised behaviour, which are driven by the existing knowledge and cultural assumptions, are challenged. The case illustrates how MAS can act as sources of trust for the processes of change – i.e., accounting for trust; while at the same time being socially constructed objects of trust – i.e., trust for accounting. Drawing on the concept of personal trust and the notion of roles as access points to organisational (expert) systems, the paper discusses how, in this case, finance experts facilitated the acceptance and progressive sharing of new rationales and routines. Clearly, this does not guarantee that change will occur or occur in some ‘desired’ direction in other cases, but it increases the possibility of replacing trust in the predictability of routines with feelings of trust for change.     

Accounting for decisions and decisions for accounting

Behavioral decision theory (BDT) is concerned with “accounting for decisions”. The development of this interdisciplinary field is traced from the appearance of several key publications in the 1950s to the present. Whereas the 1960s saw increasing theoretical and empirical work, the field really started to flourish in the 1970s with the appearance of the review by Slovic & Lichtenstein (Organizational Behavior and Human Performance, pp. 549–744, 1971), and key papers on probabilistic judgment (Tversky & Kahneman, Science, pp. 1124–1131, 1974), and choice (Kahneman & Tversky, Econometrica, pp. 263–291, 1979). From the early 1980s to the present, BDT has seen considerable consolidation and expansion and its influence now permeates many fields of enquiry. After this brief history, eight major ideas or findings are discussed. These are: (1) that judgment can be modeled; (2) bounded rationality; (3) to understand decision making, understanding the task is more important than understanding the people; (4) levels of aspiration/reference points; (5) use of heuristic rules; (6) the importance of adding; (7) search for confirmation; and (8) thought as construction. Next, comments are addressed to differences between BDT and problem solving/cognitive science. It is argued that whereas many substantive differences are artificial, two distinct communities of researchers do exist. This is followed by a discussion of some major shortcomings currently facing BDT that include questions about the robustness of findings as well as overconcern with a few specific, “paradoxial” results. On the other hand, there are many interesting issues that BDT could address and several specific suggestions are made. Moreover, these issues represent opportunities for accounting research and several are enumerated. Finally, BDT presents “decisions for accounting” in the sense that scarce resources need to be allocated to different types of research that could illuminate accounting issues. The argument is made that BDT is one research metaphor or paradigm that has proved useful in accounting and that should be supported. Such support, however, may mean that some researchers may work on issues that, at first blush, might seem distant from accounting per se.     

关于《以财务报告为目的的评估指南（试行）》的起草说明

为适应新兴评估市场领域的发展,规范注册资产评估师执行以财务报告为目的的评估业务,保证评估执业质量,维护社会公共利益和资产评估各方当事人合法权益,中评协在财政部有关司局的帮助和指导下,组织有关专家起草了《以财务报告为目的的评估指南（试行）》（以下简称《指南》）。为便于评估机构和注册资产评估师以及相关部门、人士全面理解《指南》,现将有关起草情况说明如下。