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目前,我国证券公司的业务仍以传统业务为主,即证券承销业务,证券经营业务,证券自营业务三大块,其营业收入占公司全部收入的80%以上,面对西方发达国家,许多大的证券公司传统业务收入仅占其全部收入的30%,更多的收入来自新开拓的业务,随着经济发展的多样化,整个金融领域也发生着重大变化,银行业,证券业,保险业少业务交叉,相到溶入已成为一种趋势,金融创新层出不穷,面对这激烈多变的市场,我国证券公司必须适应形势的变化,更新观念,从传统的业务局限中走出来,通过不断创新,大胆开拓,以求得自身的生存和发展,参照发达国家证券公司发展的历程,结合我国的实际,我国证券公司可着重从以下几方面拓展业务。 相似文献
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人们常说:"人才的流动体现人才的价值."在当今知识经济时代,高科技发展迅速,国家及企业之间竞争的焦点表现在人才的较量上,这为人才的流动创造了需求.另一方面,随着全球化和信息化的不断深入,国与国之间的界限日益模糊,这又为人才的流动提供了可能.然而,人才的频繁流动导致企业元气大伤,顾客流失,成本提高,给企业带来了巨大损失.相反,企业倘若能留住效率高的雇员,建立稳定的人才队伍,一方面可使员工与企业融为一体,树立起对企业的责任心,更加关注企业的长期增长;另一方面,长期服务于企业的忠诚雇员,相比之下更了解企业的产品,价值导向及工作流程,也更了解企业的顾客及他们的要求,从而能够在工作中学会降低成本,加强交流,改善服务质量,为企业赢得顾客,创造竞争优势.可见,留住人才,是企业成功的动力.早在几千年前的中国古代,就有了对忠诚的推崇,而如今,赢得忠诚,留住人才,又将成为现代企业最热切的呼唤. 相似文献
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现在,翻开各大报纸、财经类杂志,我们会不经意地发现,培训类的信息广告比以往增加了3倍以上,其实,成人继续教育自80年代中期开始,在国内一直都有进行,只不过,它在大众的传统概念中,还是部分高考未上榜的青年人获得再教育,甚或是部分为取得高等学历认证或某些诸如会计,维修等普遍性,适应性较大的专业培训的一种途径,而培训的地点,名正言顺是学校附设的各类夜校,成人学校。但随着社会经济化步伐的日益加快,人才竞争的加剧,个人知识的提升,踏入社会后的再教育就成了人们保住自己饭碗,或寻求更好饭碗的一个踏脚板,尤其进入21世纪的第一年,各类型的培训机构,各行各业的专业培训,各种上岗证书的资格培训等,如雨后春笋般出现,而且,这些培训也越来越有“商业味”,加入了轰轰烈烈的广告战中,有人戏称;2001年,不仅是中国的入世年,股市年,还是一个名副其实的培训年,培训,已成为一个新兴的产业。 相似文献
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思想政治工作与业务发展相互依存,在实际工作中,要切忌"重业务,轻思想"的工作做法,因为搞好工作,发展事业,关键在于人,而人的行为是受思想支配的,思想政治工作的对象是人,是通过解决人的思想问题,转变人的思想观念,影响人的世界观、人生观、价值观,从而调动人的积极性,激发人的创造性的工作,是做好各项工作的前提. 相似文献
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桦川小城依江傍平原,景色秀丽,风景宜人,有着革命老区、鱼米之乡之称,信步畅游小城,当你走近职业教育中心校园的时候,环抱的楼群,宽敞的校园,绿草如茵,鲜花盛开,树木成行,图案别致,让您有着远观的心旷神怡。这里是一所朴实无华的学堂,厚德载物,传承文明;这里是一个培育英才的摇篮,成就学子,发展经济,资源共享;这是一座基地, 相似文献
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竞技网球属于一项动作精细、技战术复杂多变、对抗激烈、非连续性、强度不断变化的对抗运动项目,属于技能主导类隔网竞技项目。技术是网球运动的关键,但随着当代经济体育的发展,战术的多变,体能的作用也在不断增大。竞技体育中,体能是技能的基础,技能是战术的基础,而战术是直接影响比赛结果的,因此网球的磁能训练是最基础,也是最关键的部分之一。 相似文献
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Carmen Clark Lewis Jim Ryan 《International Journal of Human Resource Management》2013,24(15):2146-2158
This article provides a life-stage development theory perspective that is used to examine the relationship between age and the motivation to use influence tactics in work organizations. It examines how life-stage development sometimes encourages, and at other times discourages, the propensity to use influence tactics in a workplace. Thus, this article examines the quantitative, more versus less, use of influence tactics, rather than looking at specific tactics used as one grows older. Also, the work setting is extended to include both traditional organizations and distributed work environments. Research propositions, implications for practice and directions for future work are also discussed. 相似文献
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《Human Resource Management Review》2018,28(2):220-233
Previous research questions whether the association between socialization tactics and human resource systems has been properly explored. Based on theory, we present a framework that links socialization tactics and human resource systems for various groups of newcomers. In doing so, we contribute to academic theory by exploring the under-researched areas of the content and context of socialization tactics, while illustrating helpful practices to retain key newcomers in organizations. The article provides new insights into socialization tactics and human resource systems by bridging the two theoretical areas, opening up this conceptual space for examination by organizational scholars. We also discuss the theoretical and practical implications for human resource scholars and practitioners accordingly. 相似文献
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主要发达国家技术标准国际竞争策略及实施成效研究 总被引:2,自引:0,他引:2
王金玉 《世界标准化与质量管理》2008,(2):4-8
在分析主要发达国家标准化战略制定背景的基础上,论述了其技术标准国际竞争策略的核心、重点、取得的成效及主要经验。 相似文献
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运用录像分析与统计方法,通过对第五届女足世界杯赛中中国女足与世界强队防守技战术能力的比较,发现中国国家女足在防守技术、战术及心理等的各项指标上与世界强队有一定的差距,引起中国女足在防守技战术方面的重视,为提高中国女足在比赛中的作战能力提供理论依据。 相似文献
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Supervisor's human resources (HR) decisions have a significant impact on the employees they manage but have been found to be subject to bias. The upward influence tactics use by subordinates can play a role in this. We investigated the effects of seven upward influence tactics on supervisor job‐performance ratings and the extent of subordinate flexible working arrangements (FWAs). Supervisors are often responsible for determining whether employees are granted FWAs. We posit an alternative theoretical mechanism by which upward influence tactics bring about their effects, mediated through two distinct types of respect, mutual appraisal respect and mutual recognition respect. We collected data from 389 matched supervisor–subordinate dyads, and found that both mutual appraisal respect and mutual recognition respect mediated relationships between several upward influence tactics and both job‐performance ratings and FWAs. Our findings show that upward influence tactics affect the quality of the relationship between employees and their supervisors, specifically, these two forms of mutual respect. Further, both mutual appraisal respect and mutual recognition respect may explain why supervisors show favoritism to some subordinates over others, in reaching HR decisions in these areas. 相似文献
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Ilias Kapoutsis Alexandros Papalexandris Ioannis C. Thanos Andreas G. Nikolopoulos 《International Journal of Human Resource Management》2013,24(9):1908-1929
Drawing from the norm of reciprocity, signal theory, and psychological contracts, we argue that the use of different types of political tactics, based on their social desirability, can be reciprocal behavioral reactions to contextual cues (i.e. perceptions of organizational support and politics) that can predict career success. Using a sample of 117 middle managers, our findings suggest that the use of sanctioned political tactics partially mediates the relationship between perceptions of organizational support and career success, while non-sanctioned political tactics suppress the relationship between perceptions of organizational politics and career success. 相似文献