产业升级中的人力资源支撑体系研究——以宁波为例

本文以区域产业结构理论与人力资源理论为研究依据,分析宁波产业升级与人力资源优化的相互关系,结合宁波金田公司产业升级中的人力资源发展启示,构建宁波产业升级中的人力资源支撑体系。     

打破人力资源市场的二元结构,统一城乡人力资源市场

我国人力资源市场的二元结构严重阻碍了人力资源的市场化,成为人力资源合理有序流动的主要障碍。本文认为二元结构的人力资源市场扭曲了人力资源市场的运行机制,导致人力资源市场效率低下,必须改变人力资源市场的二元结构现状,统一城乡人力资源市场,促进就业。     

相关政策能否营造系统化军民资源拓展空间——基于军民资源政策的实证评价

拓展军民资源是我国破解资源约束、实现结构优化、促进经济社会发展的重大战略举措。基于1978-2021年出台的79份军民资源政策,通过政策文本量化分析,构建基于PMC指数模型的军民资源政策评价指标体系,从政策属性、政策内容、政策理念、政策实施4个维度刻画军民资源政策对军民资源拓展的支撑效果。研究结果显示,不同等级军民资源政策均较好地贯彻了军民资源拓展的指导思想。其中,PMC指数得分较高的军民资源政策场域广阔,能够为更多场景中的军民资源拓展提供空间;PMC指数得分较低的军民资源政策能释放更多的治理资源存量,发挥政策聚焦优势和比较优势,提升军民资源拓展水平。     

IMPROVING HUMAN DEVELOPMENT: A LONG‐RUN VIEW

Abstract The pessimistic flavour of the Human Development Reports appears to be in contradiction with their own numbers as developing countries fare comparatively better in human development than in per capita GDP terms. This paper attempts to bridge this gap by providing a new, ‘improved’ human development index (IHDI), informed by welfare economics. The IHDI is presented here alongside the United Nations Development Programme's (UNDP) HDI for the world and its main regions since the late 19th century. Social dimensions in the IHDI are derived, following Kakwani (Journal of Development Economics 41 (1993), pp. 307–336), with a convex achievement function, whereas a geometric average is employed to combine its dimensions (longevity, knowledge and income). Thus, the IHDI does not conceal the gap between rich and poor countries and casts a much less optimistic view than the conventional UNDP index, while it fits with the UNDP concern for international differences. The paper's findings highlight main weaknesses in human development dimensions of present‐day developing countries.     

Structuring an effective human error intervention strategy selection model for commercial aviation

Flight safety cannot be compromised. Thus, commercial airlines should constantly develop safety management strategies to mitigate the diverse hazardous factors in flight operations. Given the constraint of organizational resource, a commercial airline may not have sufficient resources to implement all the necessary strategies simultaneously. This study uses a well-structured process to develop a qualitative evaluation model that will enable airlines to identify human errors and select an intervention strategy with the highest success potential. To clarify the decision problem, the Human Factors Intervention Matrix framework is utilized to construct the decision hierarchy. The Analytic Hierarchy Process is then used to attain the priorities of potential alternative strategies for various unsafe acts. Finally, Zero-One Goal Programming models are formulated to select an optimal portfolio based on the specific target and the available organizational resources. An empirical study is presented to illustrate the application of the proposed model. According to the results of the combined model, an optimal portfolio, including the intervention approaches of organizational/administrative, human/crew, and operational/physical environment, can remediate four unsafe acts, namely, decision errors, skill-based errors, perceptual errors, and violations, under resource constraints of the organization.     

资源控制视角下人员任用与绩效的关系——华南地区IJV的实证研究

对东道国母公司来说,组织学习是建立国际合资公司(IJV)的重要原因之一。与外方母公司相比,东道国母公司在技术实力和管理经验方面都处于劣势,然而由于地缘的优势,东道国母公司能够为IJV的运作提供必须的物质和人力资源,并依靠这些资源与外方母公司展开谈判,对IJV实施必要的控制,从而促成学习目标的达成。从这个角度出发,本文研究了东道国母公司对IJV所采取的资源控制、人员任用控制以及IJV学习绩效之间的相互关系,并选取我国华南地区的96家合资企业作为实证研究对象,对资源控制、人员任用和IJV学习绩效的关系进行了实证研究。结果表明东道国母公司采取的资源控制并不直接影响IJV的学习绩效;但是通过东道国母公司对IJV的人员任用控制、资源控制会对IJV的学习绩效产生间接的影响。     

浅析绩效面谈

绩效管理是人力资源管理体系的重点,绩效面谈又是绩效管理过程的关键,本文通过分析绩效面谈的概念以及其在绩效管理中的重要作用,简单探讨了如何实施有效的绩效面谈,以保障绩效管理体系的稳健运行,保障人力资源管理目标的实现。     

The Layoff Rat Race*

We investigate how discretionary investments in general and specific human capital are affected by the possibility of layoffs. After investments are made, firms may have to lay off workers, and will do so in inverse order of the profit that each worker generates. Greater skill investments, especially in specific human capital, contribute more to a firm's bottom line, so that workers who make those investments will be laid off last. We show that as long as workers' bargaining positions are not too weak, workers invest in specific human capital in order to reduce layoff probabilities. Indeed, workers over‐invest in skill acquisition from a social perspective whenever their bargaining power is strong enough, even though they only receive a share of any investment. More generally, we characterize how equilibrium skill investments are affected by the distribution of worker abilities within firms, the probability that a firm will downsize, and the distribution of employment opportunities in the economy.     

论现行刑法之人文精神——关于人性、人道、人权问题的思考

法律因人的需要而产生，也必然是为了满足人的需要而存在，以人的需求得到满足为归佰．因此．人是法律的核心。掌握人的生杀予夺大权的刑法．更应当将人作为其研究的起点和归宿，树直起尊重人性、提倡人道、保障人权的人文精神。文章拟参照古今中外刑法，探究人性、人道、人权的应有之义．审视我国现行刑法在人文关怀方面的得失，探讨其完善路径。     

基于公地悲剧理论的共生旅游资源开发研究——以环太湖旅游区为例

共生旅游资源在开发利用中,由于产权未界定,各方在获得收益时都将成本最大化地外化到公共领域,从而造成资源浪费、过度开发、资源使用效率低下、环境恶化的悲剧后果。在资源共生的相邻行政区划土地产权不可能明确界定的刚性约束下,消除公地悲剧主要通过建立开发联合体实现,依托联合体,统一规划,加强开发分工,实施整体营销,保护核心共生产品从而保证共生资源开发的市场绩效,实现共生资源开发的竞合有序化。