跨境人民币投融资问题研究

开展跨境人民币投融资,是提高人民币国际地位的战略需要,是配合跨境贸易人民币结算的客观需要,也是化解对外资产负债货币错配风险的迫切需要。随着各种跨境人民币投融资安排的付诸实施,跨境人民币投融资呈现出规模扩大化、渠道多元化、方式多样化的态势。基于动态随机一般均衡模型的研究表明,跨境人民币投资可以使居民、企业等经济主体行为的最优化路径发生变迁;模拟分析结果表明,跨境人民币投资对改善本国经济福利具有助推作用。为进一步促进跨境人民币投融资业务的开展,要按照"先引进来再走出去"的策略,推动跨境人民币直接投资;按照"先债券市场后股票市场"的次序,扩大境内金融市场的开放;按照"离岸与在岸市场协同发展"的方针,加快香港离岸人民币业务中心建设;按照市场化推动的原则,发挥中资跨国企业和中资金融机构在跨境人民币投融资中的主力军作用;按照发展与规范并重的思路,建立跨境人民币投融资的风险管理体系。     

Reducing overreaction in contract markets

Predicting market share can be difficult for industrial firms whose sales occur in the form of a few large contracts received at irregular intervals during the course of a year. This article discusses the problems that this type of sales pattern may cause and provides a solution for determining probabilistic share forecasts.     

Relationships in the purchasing of business to business professional services: The role of personal relationships

There has been a shift from transactional to relational exchange and relationship marketing both in the business to business and professional services contexts. This paper seeks to explore the manner in which personal relationships affect the process and outcomes of purchasing of professional business services. Specifically, it focuses on the role of the professional service providers as boundary spanners in the formation of personal relationships. These personal relationships constitute the underlying basis of long-term relationships between the purchasing and provider organizations in such complex service settings. The findings of this study demonstrate that the manner in which the boundary spanners cultivate relationships support the concept of relationship specific tasks. It extends this conception by use of the data to outline the chronological process over time Understanding the roles, function, and ultimately importance, of these relationships facilitates the identification and development of appropriate strategies to manage these relationships.     

Do labor market institutions matter for business cycles?

Using panel data of 19 OECD countries observed over 40 years and data on specific labor market reform episodes we conclude that labor market institutions matter for business cycle fluctuations. Spearman partial rank correlations reveal that more flexible institutions are associated with lower business cycle volatility. Turning to the analysis of reform episodes, wage bargaining reforms increase the correlation of the real wage with labor productivity and the volatility of unemployment. Employment protection reforms increase the volatility of employment and decrease the correlation of the real wage with labor productivity. Reforms reducing replacement rates make labor productivity more procyclical.     

西安市经营性健身俱乐部发展现状及对策研究

随着人们健康意识的不断增强和"花钱买健康"理念的建立,西安市民对体育健身市场需求在不断扩大,经营性健身俱乐部的数量也随之逐渐增多,然而一些相应的问题也开始暴露出来,本文主要以西安市健身俱乐部的经营现状以及存在问题为研究对象,以经营者、健身教练、健身消费者为调查。运用文献资料法、问卷调查法、访谈法、逻辑分析法、数理统计法等多种研究方法,为经营性健身俱乐部的科学化经营管理提供参考依据。     

In search of the changing role of the corporate human resource function in the international firm

There has been considerable research on the issues of board-level representation by personnel/HR directors and senior HR managers' involvement in strategic decision making. Since the early 1990s there has been a growing interest in international HRM, reflecting the growing recognition that the effective management of human resources internationally is a major determinant of success or failure in international business. There is also evidence that HR constraints often limit the effective implementation of international business strategies. More recently, it has been argued that the more rapid pace of internationalization and globalization leads to a more strategic role for HRM as well as changes in the content of HRM. Yet, while there have been some attempts to integrate international corporate strategy and human resource strategy, surprisingly, the role of the corporate human resources function has been neglected, particularly in the context of the international firm. This article seeks to redress the balance. The question addressed is: what is the role of the corporate HR function in the international firm? To answer these questions empirical research was conducted in thirty UK international firms. We found an emerging agenda for corporate HR in international firms which focuses on senior management development, succession planning and developing a cadre of international managers. We conceptualize this as a strategic concern with developing the core management competences of the organization, and argue that it can be usefully analysed from the perspective of the learning organization.