非物质激励的理论内涵与实践运用

通过对非物质激励的内涵及必要性的剖析,详细阐释了在具体的人力资源管理工作中如何有效运用非物质激励及所应遵循的原则,并提出了非物质激励有待于由艺术上升为科学的观点。     

网络信息资源组织管理评价研究

作为全球性最大的信息库，互联网提供的网络信息资源在发展中突出存在信息组织管理混乱现象。针对该问题，在对国外网络信息资源评价研究回顾分析的基础上，提出了网络信息资源组织管理的问题和建议。     

规范农（副）产品批发市场建设的对策

农（副）产品批发市场的历史成因和现存问题,不利于调动农民的生产积极性,对于扩大内需,拉动经济,构建社会主义市场经济体系也都是极其不利的,因此确定政府主管部门,彻底解决“群龙治水”的局面,通过税费改革以及提高市场管理人员素质,增强现代管理设施的投入,指导产地生产,疏通流通渠道,加强市场管理,健全法律法规等项综合治理措施,是规范农（副）产品批发市场建设的必然选择。农（副）产品批发市场的规范建设,是开拓     

The Attitudes of British National Health Service Managers and Clinicians Towards the Introduction of Benchmarking

This paper describes an empirical study, conducted in three acute hospitals, of the attitudes of central managers, medical managers and clinicians towards the adoption of benchmarking. Benchmarking was portrayed in The New NHS White Paper (1997) as an important means of improving efficiency over the next decade. The present paper examines the context of change and nature of benchmarking. Findings are presented in seven sections including: the understanding which respondents had of benchmarking; their willingness to be involved in benchmarking; the existence of strategies and policies for implementing benchmarking; the relevance of existing costing information; and the role of networks in facilitating benchmarking. The study concludes that the process of change adopted contradicted most of the factors associated with creating receptivity to change. Also, that the publication of the National Reference Costs seemed to have more relevance to resource planning at central National Health Service Management Executive level, than to effecting improvements at operational level in acute hospitals.     

国有建筑企业中的人力资源开发与管理

在现代管理中人力资源开发与管理日益成为企业的一项战略性工作，赢得了人才就赢得了企业的持续发展的后劲。本通过选择一个传统的建筑行业为出发点，结合笔较长时期在该行业从事人力资源管理工作的实际，从建筑企业自身具具的特殊工作性质来概述人力资源开发与管理工作的现状、面临的难题，分析其原因、并着重从具体的人员培训、绩效考核、薪酬管理以及企业化建设几个方面来提出如何建立、实行高效的人力资源开发与管理体制，从而为企业的发展提供强大的人才保障。     

资源类上市公司的价值评估方法探讨

现有“利润加储量”的评估方法应用于资源类公司仍在某些环节出现悖论。本文认为，资源类上市公司的价值构成应包括矿权重估溢价、正常开采投资收益及个别公司的超额利润。其中，采矿权重估溢价的潜在收益应是在矿权未市场化之前的资源类企业获得的特有收益，但其收益期和相应的折现期也因矿权的逐步市场化而受到采矿权有效期的限制。本文用简单模型估算了主要资源类上市公司的基本价值。     

Technological diversity,related diversification,and firm performance

Previous findings that related diversification creates value have been called into question over concerns about methodology and measures. Reviewing existing theory to consider how a firm's knowledge base interacts with its product market activity, I address several of these concerns by creating a measure of technological diversity based on citation‐weighted patents. The measure indicates a firm's opportunity for corporate diversification based on economies of scope in valuable knowledge assets, is defined for both single‐ and multibusiness firms, and is not correlated with more fundamental aspects of diversification, such as the number of businesses in the corporate portfolio. Evidence from a large sample of firms shows the positive relationship between diversification based on technological diversity and market‐based measures of performance, controlling for R&D intensity and capital intensity as further indicators of the type of assets underlying diversification. Results hold when controlling for the endogeneity of diversification and performance in a cross‐sectional sample or when controlling for unobserved factors using panel data. Copyright © 2006 John Wiley & Sons, Ltd.     

青海省矿产资源产业可持续发展研究初探

本文从青海省矿产资源产业现状出发,在深入分析了其中存在的问题的基础上,提出了矿产资源产业实施可持续发展的对策与构想,对青海省矿产资源产业实现可持续发展具有一定的指导与实践意义。     

On the Relationship between Japanese Manufacturing Firms and their Domestic Subsidiaries

Much past research on ownership policy has dealt with foreign subsidiaries. In this paper, we study the ownership relationship between Japanese firms and their publicly-traded domestic subsidiaries. Using a transaction cost framework, we find that benefiting from high subsidiary profitability is not the sole motivation behind parent firms' decisions regarding equity control of their subsidiaries. Our results indicate that different policies are adopted by Japanese firms with respect to domestic and foreign subsidiaries.     

建筑企业如何开展人才管理

建筑企业实施人才管理十分重要，建筑企业是否成功，很重要的因素是企业经理是否具有丰富的领导才能，负责日常运营的企业管理是否具有高素质的“将才”，基层第一线生产是否成为冲锋陷阵的先锋。建筑企业必须切实制度好人才管理策略，建立健全人才储备库，善于控制人才，吸引高素质人才，并引入竞争机制，优胜劣汰。