Stakeholder perceptions and governance challenges in urban protected area management: The case of the Las Piñas – Parañaque Critical Habitat and Ecotourism Area,Philippines

The conservation and management of protected areas in urban settings has become increasingly challenging with dynamics over land use change in adjacent urban areas being highly relevant to, but at times conflicting with, the protected area. This study seeks to better understand the implications of land use change processes to urban protected area management through the case study of the Las Piñas – Parañaque Critical Habitat and Ecotourism Area (LPPCHEA) in Metro Manila, Philippines. Factors and processes influencing land use change and protected area management and the impact of stakeholders’ perceptions on protected area were analyzed. The urban protected area in itself has limited influence on its surrounding urban areas, as land use change in these areas is shaped more by social, economic and policy/institutional factors occurring within the context of urban-regional development. The study also found that land use conflict is evident in an urban protected area due to the competing ecosystem services derived by various stakeholders. This discord is deepened by the lack of coordination between land use planning and protected area management. Integrating protected area management with land use planning through legally binding instruments, specific timeframes and clear internal procedures can help resolve land use conflict for an urban protected area at the strategic or policy level.     

全面风险管理模式下的大中型企业税务风险管理探讨

从大中型企业全面风险管理实施现状出发，结合企业全面风险管理理论，构建能融入企业全面风险管理体系，并能使经营活动从开始到结束都能保持正确运作，有效控制税务风险，达到在企业税务风险偏好内寻找最佳风险的税务风险管理系统。     

From talent management to talent optimization

The term ‘talent management’ has been around for quite some time, but definitions abound around the globe, applications are varied and a plethora of measures—mostly tactical—are currently being used. This article addresses how the concept of talent management is of both theoretical and practical value in any industry or geography. How can we know when talent investments have been optimized? What is the talent lifecycle and why is it important? Additionally, the article presents and illustrates the People Equity framework that serves as a global bridge between important individual and business outcomes such as turnover, financial performance, quality, productivity, customer retention, and organizational processes and policies that drive high or low talent optimization.     

A general endogenous grid method for multi-dimensional models with non-convexities and constraints

The endogenous grid method (EGM) significantly speeds up the solution of stochastic dynamic programming problems by simplifying or completely eliminating root-finding. We propose a general and parsimonious EGM extended to handle (1) multiple continuous states and choices, (2) multiple occasionally binding constraints, and (3) non-convexities such as discrete choices. Our method enjoys the speed gains of the original one-dimensional EGM, while avoiding expensive interpolation on multi-dimensional irregular endogenous grids. We explicitly define a broad class of models for which our solution method is applicable, and illustrate its speed and accuracy using a consumption–saving model with both liquid assets and illiquid pension assets and a discrete retirement choice.     

高校考试管理中存在的问题及对策探讨

对当前高校考试管理工作中存在的主要问题进行分析和研究,并提出相应对策,使考试管理更为科学有效,从而为教学质量的提高提供保障。     

How much is the gap?—Efficient jump risk-adjusted valuation of leveraged certificates

This paper develops a novel and highly efficient numerical algorithm for the gap risk-adjusted valuation of leveraged certificates. The existing literature relies on Monte Carlo simulations, which are not fast enough to be used in a market-making environment. This is because issuers need to compute thousands of price updates per second. By valuing leveraged certificates as multi-window barrier options, we explicitly model random jumps that occur at known times, such as between the exchange closing and re-opening. Our algorithm combines the one-day transition probability with Simpson’s numerical integration rule. This yields a backward induction scheme which requires a significantly coarser spatial and time grid than finite-difference methods. We confirm its robustness and accuracy through Monte Carlo simulations.     

Design and planning for green global supply chains under periodic review replenishment policies

We quantify the impact of jointly optimizing strategic network design and tactical inventory planning on the cost and CO₂ emissions of multi-echelon logistics networks. The obtained insights indicate that longer optimized replenishment cycles reduce a node’s transportation cost and CO₂ emissions but increase its inventory costs. Moreover, under a fixed replenishment cycle, a node’s service level increases when supplied by a satellite warehouse. Finally: (i) the costs of implementing optimal green network design decisions could be misleading if inventory planning is neglected, (ii) greening of supply chains could become expensive, (iii) current legislative CO₂ ton prices hardly influence logistics networks.     

白音查干矿井涌水量预计

矿井涌水量计算是矿床水文地质勘查中一项重要而复杂的工作,也是矿床水文地质勘查中的根本任务之一。运用大井法和廊道法对首采区、首采工作面和开切眼涌水量进行了预计,认为大井法计算的涌水量成果较为可靠,矿井最大涌水量为296.80m3/h,为今后的矿井安全生产提供了理论依据。     

保险业新主体公司的经济绩效与组织管理及人力资本利用

近年来保险业许多成立的新主体公司,为了抢占市场份额,在所采取的各种组织措施和组织手段中,其最重要的组织管理与人力资源利用的制度却出现了矛盾和悖论,进而又出现了人力资源利用与经济绩效的悖论,并造成人力资本的原子状态,使公司成员缺乏团队精神,不能形成整体的合力,并带来公司内人际关系紧张等一系列严重问题。究其问题的核心,发现其组织管理制度和人才激励机制是对人的扭曲,把人降低为物当成了工具。这样的问题如果不能得到及早、尽快地解决,不仅会影响新主体公司的生存和发展,甚至会危及整个保险业的健康发展。     

Does contingent pay encourage positive employee attitudes and intensify work?

This article explores the relationships between three dimensions of contingent pay – performance‐related pay, profit‐related pay and employee share‐ownership – and positive employee attitudes (job satisfaction, employee commitment and trust in management). The article also examines a conflicting argument that contingent pay may intensify work, and this can detract from its positive impact on employee attitudes. Of the three contingent pay dimensions, only performance‐related pay had direct positive relationships with all three employee attitudes. Profit‐related pay and employee share‐ownership had a mix of negative and no significant direct relationships with employee attitudes, but profit‐related pay showed U‐shaped curvilinear relationships with all three employee attitudes. The results also indicated that performance‐related pay is associated with work intensification, and this offsets some of its positive impact on employee attitudes.