Aligning employees with the organization's strategic objectives: out of ‘line of sight’, out of mind

This research focuses on the strategic alignment of a firm's human resources. Specifically, I investigate employee ‘line of sight’ to an organization's strategic objectives. Line of sight is conceptualized as an employee's understanding of an organization's objectives and how to contribute to those objectives. Line of sight was expected to vary across individual characteristics (e.g. hierarchical level, tenure) and relate to important work outcomes (e.g. work attitudes, turnover). Results of a field study confirmed many of the hypotheses, supporting the importance of this construct to research and practice.     

浅析人力资源对成本领先战略的贡献

“人”作为一种资源与战略管理有着密切的联系,因此企业应该关注人力资源与战略实现的关系,并努力发挥人力资源的作用以实现竞争优势。本文从顾客矩阵出发,指出成本领先战略实现的途径。认为人力资源在这个过程中的作用就是员工为顾客、股东创造了价值。最后,作者分析了人力资源有助于实现成本领先战略的原因。     

SaaS模式在中小企业ERP系统中的应用研究

ERP是实现企业内部资源和企业相关的外部资源的整合、优化、共享的平台,传统的ERP系统不能满足中小企业的现实需求。本文在讨论SaaS、ERP概念和比较SaaS模式与传统模式的ERP系统的基础上,提出了SaaS模式下的ERP系统解决方案和SaaS ERP系统的逻辑结构,指出了在SaaS ERP系统的开发建设中需要注意的几个问题。     

Interrelationships between human capital,HRM and innovation in Belgian start-ups aiming at an innovation strategy

Research on the impact of human resource management (HRM) on firm performance has increased since the end of the nineties. Despite the pile of studies and results, critical assessments of this literature stream point to several empirical and theoretical gaps. We focus on two empirical gaps. First, there is a lack of attention to innovation as a measure of firm performance outcome. Most articles use financial (e.g., return on assets (ROA)), organisational (e.g., productivity) and employee related (e.g., commitment) performance measures. Yet, Western knowledge economies consider innovation to be a driving force of economic growth, and international competitive advantage. Moreover, innovation is a function of a firm's ability to create, manage and maintain knowledge. Because knowledge is created by and stored within individuals, human resources as well as HRM may play an important role as drivers of innovation. Second, HRM is considered to be a large company phenomenon. Yet, small businesses provide a great environment to study the HRM-performance relationship because of their transparent nature and the small distance between an individual's and a company's performance. Next, human resources and HRM are crucial to small businesses because they have less tolerance for inefficiency. We examine a sample of small start-ups that aim for an innovation strategy, but are not necessarily successful in terms of innovative output. We expect start-ups with superior human resources and HRM to produce more innovative output. The results show that both human capital (of owners/managers and employees) and HRM are important determinants of innovation in start-ups.     

A comparative study of human resource management practices in international joint ventures: the impact of national origin

This paper presents a comparative study of the effects of national origin, a company's strategic orientation and its investment profile on preference for the application of human resource management (HRM) practices as conducted in international joint ventures (IJVs). The approach extends understanding by offering a broader exploration of how national differences generate additional barriers that impact on specific HRM practices. The evidence from the study presented suggests that there is little support for national origin being a major independent influence. National distinctiveness does define the types of integration between parent companies and IJVs, but these collaborations do not necessarily reflect any specific national institutional bias. Examination of eighty-seven IJVs suggests that IJV management has a high degree of organizational autonomy in the implementation of a company's task-related inputs regardless of the national background of the foreign partner. The presence of a company's task-related effects on HRM practices plays a significant contextual role where the major attributes are the technology, management development and the compatible use of an IJV's resources. The results confirm that there is little evidence to suggest that partner-related influences derived from the partners' complementary resources and competences in the field of HRM development that are national origin specific have had significant influence over HRM development in the IJVs studied.     

企业人员招聘中存在的问题与对策研究

当今社会,人才已经成为企业最宝贵的财富,招聘是企业人力资源配置的前提和首要工作,人才招聘实施的成功与否,事关企业的生存与发展。     

物流企业资源整合的若干途径——以物来物网为例

从企业并购和战略联盟及建立物流公共信息平台（以物来物网为例）三方面,对现代物流企业资源整合所需要解决的问题进行探讨和对物流企业整合模式进行了研究。在具体的应用中,可根据主体的不同,采用不同的方式进行整合,物来物网从建立物流公共信息平台的角度上实现物流企业的资源整合。明确了资源整合在物流产业中的地位,在和谐有序的市场运营环境下,大力进行物流企业资源整合是一种必然的趋势和选择。     

Performance implications of knowledge and competitive arousal in times of employee mobility: “The immutable law of the ex”

This article elaborates on extant literature on employee mobility by focusing on how the movement of personnel between competitors affects their competitive positions. Our mixed‐methods study of 402 head‐to‐head encounters from the English Premier League (2000–2005) reveals that transferred players improve the performance of the recipient team in head‐to‐head encounters against the donor. We also provide evidence that competitive arousal, as triggered by anger and pressures for proving loyalty to the recipient organization, as well as knowledge of the donor team's routines, explain the superior performance of transferred players. These results question the traditional view that organizational routines are not transferable through employee mobility. They also move beyond a prior emphasis on the negative effects of emotional states such as anger and competitive arousal, highlighting how these can occasionally be beneficial. © 2012 Wiley Periodicals, Inc.     

高职市场营销专业课程数字化教学资源库开发研究

市场营销专业课程数字化资源开发是以构建合理化、结构化、动态化的专业教学资源库为总目标,在"国家示范性高等职业院校建设计划"的背景下,最终为教师教学、学生自主学习、在岗人员素质提升提供服务,实现教学做一体化、考评、取证与继续教育、社会服务等四大功能。     

The Returns to Education: Microeconomics

In this paper we focus on education as a private decision to invest in "human capital" and the estimation of the rate of return to that private investment. While the literature is replete with studies that estimate the rate of return using regression methods where the estimated return is obtained as the coefficient on a years of education variable in a log wage equation that contains controls for work experience and other individual characteristics, the issue is surrounded with difficulties. We outline the theoretical arguments underpinning the empirical developments and show that the evidence on private returns to the individual is compelling. Despite some of these issues surrounding the estimation of the return to schooling, our evidence, based on estimates from a variety of datasets and specifications, is that there is an unambiguously positive effect on the earnings of an individual from participation in education. Moreover, the size of the effect seems large relative to the returns on other investments.