浅谈冬季建筑工程施工技术及措施

因受建筑工期的制约,许多工程都不可避免要在冬季恶劣天气下施工,给施工带来很多困难和危险,这就需要在冬季施工中注意安全防范,防止事故发生,科学合理施工方案,采取安全的技术措施,以便于更好地完成。     

浅谈水利工程施工合同的索赔管理

索赔是合同管理中的重要环节,是承包商减少损失取得经济效益的经验策略,合同双方正确理解和对待索赔,是工程项目顺利进行的保证。     

Modeling an HR shared services center: Experience of an MNC in the United Kingdom

An increasing number of large and multinational organizations are moving to shared services models in delivering the human resource function. It is commonly believed that the adoption of an HR shared services model can transform the role of HR by enabling the HR function to be more strategic at the corporate level and more cost‐effective at the operational level. However, few academic studies have been carried out to investigate challenges to implementing an HR services center successfully and the impact of adopting an HR shared services model on different groups of employees. Through a case study of a multinational corporation, this article reveals that there remains a significant gap between literature espousing the efficacy and utility of HR shared services and the extent to which the adoption of such a model is successful. The financial and emotional cost of moving to a shared services model can outweigh the tangible cost savings predicted by firms. The idea of separating the HR function into strategic, operational, and administrative components may prove to be too simplistic, although it underpins the initiative of HR shared services. © 2006 Wiley Periodicals, Inc.     

如何进行现金流量表分析

在日益崇尚"增值为金,现金至尊"的现代理财的环境中,对信息使用者而言,现金流量表的分析变得越来越重要。文章分析了现金流量表的目的、意义和基于现金流量表的评价以及阅读流量表时应注意的问题。     

职业技能竞赛推动教学改革的实证研究——以山东外贸职业学院为例

文章希望通过研究商科院校参加的职业技能竞赛,使用文献法、访谈法和调研等多种方法,以山东外贸职业学院为例,探索通过职业技能竞赛推动教学改革的新方法和途径,为其他院校提供参考.更新教师的教育观念,充分发挥职业技能竞赛对专业建设的引领作用,根据竞赛要求修订专业人才培养方案,调整教学内容和实训项目,改建校内实训室,全面提升教师双师素质.     

What If Immigrants Had Not Migrated?

A bstract .   Despite strong theoretical arguments and models about international migration, very few empirical studies rigorously test these arguments and models. The purpose of the present study is to analyze determinants and consequences for international migration, focusing particularly on the returns to post-hoc international migration. The present study compares residential well-being of Korean international migrants in the United States with that of their hypothetical well-being if they had not migrated. Our suggested models of the selectivity corrected returns to various characteristics for immigrants and nonimmigrants enable us to estimate the "opportunity well-being" of individuals and households; that is, the well-being of immigrants-had-they-stayed and of nonimmigrants-if-they-had-immigrated. The data for our analyses are drawn from the 1990 Korea Census Data and the Public Use Microdata Samples (PUMS) of the 1990 U.S. Census. In either case of migrants-had-they-stayed or of nonimmigrants-had-they-migrated, international migration to the United States has a significant and positive effect on the probability of homeownership, especially for women. The results show that the predicted probability of homeownership attainment increases as a result of migration by 15 percent to 16 percent for women and by 8 percent for men. The study concludes that migrating to the United States offers better opportunities for homeownership than staying in Korea does, particularly for women.     

Managing transformational change: the role of human resource professionals

In the past decade human resource management issues featured prominently in debates over the competitiveness and human resource professionals were expected to ascend to positions of greater influence in corporate strategy making and implementation. Despite numerous calls for a paradigm shift towards a more ‘strategic’ focus for human resource management research, developments in both practice and research fell far short of expectations. Thus, the process of transforming human resource policy into a strategic asset for employees, individual firms or the American economy is not yet complete. The paper suggests that the ‘strategic’ human resource management models of the 1980s were too limited and reactive in character because they depended so heavily on the values, strategies and support of top executives and line managers. A model capable of achieving sustained and transformational change needs to incorporate more active roles of other stakeholders in the employment relationship, including government, employes and union representatives as well as line managers and top executives. The paper starts by reviewing the evidence on innovations in human resource management in the past decade and then outlines the implications of the change model for human resource management and industrial relations theory, policy and practice. Special emphasis is given to the role of human resource professionals as potential change agents or facilitators of the transformational process.     

广州南沙港发展现代物流的SWOT分析

广州南沙港地处我国经济最活跃的珠江三角洲的几何中心。是广州未来重点建设的“四个物流中心”之一。用SWOT模型分析了广州南沙港现代物流发展存在的优势和劣势,面临的机会和威胁,并在此基础上提出了相关对策建议。     

连云港徐圩新区发展现代钢铁物流的策略研究

连云港作为江苏沿海开发的龙头,徐圩新区如何把握这巨大的发展良机,充分发挥地域和资源优势,创新发展现代钢铁物流,推动连云港钢铁贸易战略转型和物流市场功能实现升级,是连云港社会经济发展中面临一项重大课题。为此,课题组在深入调查研究、查阅资料文献和总结国内外钢铁物流发展经验的基础上,探究连云港徐圩新区发展现代钢铁物流策略,为构筑国家东中西合作发展示范区、循环经济示范区和江苏沿海新型工业基地,打造江苏沿海的经济增长极提供发展思路和参考。     

Do Institutionalized Traditions Matter During Crisis? Employee Downsizing in Korean Manufacturing Organizations

This study examines the downfall of the permanent employment tradition in South Korean manufacturing organizations in the aftermath of the 1997 East Asian economic crisis. We explore whether organizations abandon their traditional institutionalized practices under discontinuous environmental change or despite the change continue these time‐honoured practices. We examine both the organizational factors that inhibit lay‐offs and performance indicators that trigger organizations to re‐evaluate their lifetime employment practices under drastic environmental upheaval. We test our hypotheses on 574 Korean manufacturing organizations and find that under discontinuous change: (1) economic and institutional factors simultaneously apply opposite forces on organizational actions; (2) organizational factors such as poor performance on productivity and export create a need for headcount reductions while factors such as size, domestic ownership, government support, and unionization create social and institutional pressures that inhibit downsizing; and (3) prior experience with downsizing moderates the relationship between institutional factors and further downsizing.