Human capital enhancing HRM systems and frontline employees in Australian manufacturing SMEs

The current study seeks to answer a number of key questions concerning the strategic management of frontline employees (e.g. individuals who do not occupy an executive, managerial or supervisory role in functions such as production, maintenance, service and clerical functions) and their contributions towards the performance of small- and medium-sized manufacturing firms in Australia. This study adopts a human capital perspective to examine the employee and organisational performance of small and medium enterprises (SMEs) in Australia. We were also interested in seeking to examine the presence of the human resource management (HRM) function of SMEs in Australia and their contribution towards employee and firm performance. Findings from the partial least square analysis identified the antecedents and consequences of a human capital enhancing (HCE) approach for the strategic HRM of frontline employees in Australia's manufacturing industry. Strategic orientations of small- and medium-sized manufacturing firms mediate the contribution of the HRM function in adopting a set of HCE HRM systems. HCE HRM system was found to have a direct and indirect impact on manufacturing performance outcomes. Frontline employees' performance was found to mediate the impact of HCE HRM system on manufacturing performance outcomes. Theoretical and practical implications are discussed in relation to the management of frontline employees in enhancing perceived employee and manufacturing performance.     

The antecedents of direct management communication to employees in Mauritius

We measure whether, in a developing country, existence of a ‘hard’ strategic human resource management (SHRM) strategy developed at high organizational levels or one designed to enhance employee knowledge inputs and thereby promote employer–employee interdependence (EEIN) is a stronger antecedent of direct communication to employees. We use data from a comprehensive survey of HR practices in Mauritius, one of Africa's most open and successful economies. We find that both SHRM and EEIN are antecedents, but that the latter is stronger in public organizations and in smaller and older companies. We conclude that EEIN is a significant analytic category for explaining management practices especially in a historic sense in this and possibly other developing country contexts.     

Management and employee involvement in achieving an environmental action-based competitive advantage: an empirical study

The objective of this work is to conduct an empirical study that shows whether certain management and human resource factors influence the achievement of an environmental action-based competitive advantage in a company. To this end, we have taken a sample of 110 factories. Management's deep involvement and its strategic integration, as well as employee motivation and participation, have a positive impact on the achievement of an environmental action-based competitive advantage in a company.     

Management strategies in the Czech telecommunications sector: a comparative study of Český Telecom and T-Mobile

This article compares employment relations (ER) strategies at the incumbent fixed line Czech telecommunications company (TelCo), ?eský Telecom (?T), and the T-Mobile subsidiary, T-Mobile Czech Republic (TMCZ). It considers the extent to which the firms were able to introduce Western-style HRM practices within the context of three changing dynamics. First, the collapse of communism in the former Czechoslovakia was followed by rapid economic liberalization and privatization in the Czech Republic. Second, telecommunications sectors worldwide were subject to deregulation and the rapid diffusion of new technologies. Third, fixed line and mobile TelCos were subject to differing challenges and opportunities. The article uses path dependency, institutionalist and strategic human resource management (SHRM) related theories to assist in this analysis. It concludes that by 2005 the introduction of Western-style HRM practices into the Czech telecommunications sector appeared less constrained by former institutional and historical constraints. TMCZ's ER policies were further influenced by its parent firm's transnational strategies that sought to coordinate better its subsidiaries and create a ‘global’ brand. Despite the differing circumstances of the fixed line and mobile sectors, by 2005 ER practices and strategies at the two firms were to an extent converging, as ?T continued to cut costs and TMCZ adjusted its strategies to better accommodate a saturated market. Given these changes the article postulates that the Czech telecommunications sector has now shifted towards a mature transformation stage, as ER strategies increasingly reflect Western-based SHRM practices and concepts.     

Evolution of the practices of human resource management in France towards a strategic model: rhetoric or reality?

This article analyses the evolution of the human resources management in France. The study attempts to understand the transformation of administrative practices of HRM towards strategic practices of HRM (SHRM) in the French context. It also shows the factors responsible for this change. The results of this study support the development in France of SHRM and the regression of administrative practices of HRM, although a third hybrid model of HRM seems to appear between both practices. This tendency towards SHRM is accentuated in large firms, quoted on the stock exchange, in services and finance sectors with international activities. This study confirms that the SHRM in France is reality rather than rhetoric.     

建设城市物流园区战略探析——以毕节市七星关区为例

在分析以物流园区为核心的物流发展趋势及其功能的基础上,结合实证分析,对城市物流园区发展规划展开战略研究.从功能设计、投资经营模式、主体培育发展、建立物流信息平台等方面展开分析,对毕节市七星关区物流园区的建设进行战略探析.     

西安世界文化遗产的旅游推介开发策略研究

针对西安历史文化遗产旅游游客感知度不高、满意度与期望值相差较大、旅游产品层次性不强、配套及服务设施急需完善等方面的问题,在大量分析数据的基础上,提出了西安历史文化遗产旅游在深层次开发上应该遵循的基本策略和发展思路,为西安历史文化遗产旅游的有效实施提供了可以借鉴的参考。     

当代物流外包中企业战略关系矩阵的探索与研究

以学术理论为基础,从实践出发,探索通过建立一个有效战略关系矩阵整合物流外包中包括运作、监管在内的所有业务来提升外包资源利用效率与运行质量,降低外包风险与成本。同时,该战略关系矩阵更强调了与供应商未来关系发展的重要性与必要性。     

基于生命周期理论的战略联盟风险识别与管理重点研究

文章在对战略联盟生命周期和联盟风险管理文献进行总结分析的基础上,归纳出战略联盟形成发展过程中每个阶段的核心事件和管理重点,明确了联盟生命周期每一个阶段的风险侧重,并针对战略联盟的各个建立阶段提出风险防范重点。     

安全生产影响因素理论模型构建

本文通过对文献的研究和对国家权威机构的公布结果,归纳出影响安全生产的四个要素分别是安全文化、安全责任、安全法制和安全投入,并通过分析各要素与安全生产的关系及要素间彼此的相互作用,由此推导出安全生产影响要素的理论。通过理论模型及要素间的相关分析,得出安全文化、安全法制、安全责任、安全投入四个要素都与安全生产呈正相关的关系,由此得出安全生产要素模型。