Resource utilisation Efficiency: A South African Provincial Evaluation

The objective of this paper is to analyse the utilisation of production capacity and total under‐utilisation in order to identify weak‐performing industries across the nine South African provinces. Detecting inefficiencies within the different provinces will help to identify where sound managerial or government intervention is required, which can contribute to the future success of the New Growth Path Framework and the Strategic Integrated Projects. Using a multistage data envelopment analysis model at the subnational level, several categories of production factors are explored: intermediate demand, labour, capital, as well as taxes and subsidies. The results emphasise South Africa's weak infrastructure and the failure to effectively promote stability in managing factor inputs. The results further illustrate that industry scale efficiency for water and electricity are poorest across all provinces, highlighting the current water and energy supply concerns in South Africa and problem areas associated with the National Development Program.     

浅析文化企业人力资源创新——基于美术文化企业人力资源管理现状分析

竞争日益激烈的文化市场竞争使越来越多的文化企业尤其是美术文化企业开始意识到仅仅重视文化本身和营销并不能使其保持优势,只有将人力资源与企业本身结合,才能衍生出企业独特的优势。本文试图通过美术文化企业人力资源管理的现状,探讨人力资源管理在企业中的作用,并探讨实现人力资源最优化的创新策略。     

Innovation forecast: Un-avoidable and context dependent

In order to mobilize the necessary resources for innovation forecasts are unavoidable. However, a forecast is never a neutral or objective assessment. Given an interdependent business landscape, there are at least two major context-related aspects that affect an innovation forecast. First, the actor that makes the forecast is embedded into a specific context. Secondly, the potential innovation stems from a specific environment, and will during the innovation journey be related to other environments in a producing and a using setting, and thus to other investments in place. In this paper we examine the development of one innovation and the forecasts made by three different economic actors. There is an interesting variation in the forecasts that can be explained as a variation of contexts of the actors. The contexts influence the way that the forecasts are done and especially in terms of what the context of the innovation is assumed to be. The empirical findings suggest that the results of the innovation forecast are highly dependent on the actors' abstraction of the business landscape which in turn is affected by the contexts of the actors.     

Improving data quality during ERP implementation based on information product map

ABSTRACT

Poor Data Quality (DQ) is amajor culprit in the failure of ERP implantation. Previous DQ solutions focus more on technical approaches, ignoring the importance of seeking the root causes. Therefore, this paper proposes aprocess-driven DQ monitoring framework by Information Product Map (IPMAP). First, IPMAP is applied to visualizethe manufacturing process of critical information products. Then, the potential deficiencies that may arouse DQ problems are examined from the aspects of process and human. Finally, the corresponding DQ improvement strategies are put forward and validated in case study. The results indicate that the framework provides helpful guidance for promoting ERP DQ.     

Introduction: human resource management in Africa

This article introduces the special issue that seeks to spur the debate on the challenges of managing people in organizations in Africa. The debate on HRM in Africa has proceeded with tentative steps and now clearly needs to be located firmly within the international management context. It is not the purpose of this special issue to discover or develop an over-arching model of HRM. That has been attempted elsewhere. Our purpose is to bring together the various threads that characterize the on-going debate and hopefully move towards a more specific research agenda which captures the complexity of managing on the African continent. Some of these threads include the formulation of new perspectives on HR research, finding common ground with diverse disciplines and tackling enduring problems like ethnicity and discrimination.     

珠江三角洲人力资源开发与可持续发展

本文在理解人力资源开发内涵的基础上,通过分析并评价珠江三角洲人力资源的现状及其对区域可持续发展的影响,探讨了珠江三角洲全方位开发人力资源,促进区域可持续发展的对策。     

人力资源会计信息披露的动机——基于我国A股上市公司年报的分析

过对国内A股上市公司人力资源会计信息披露情况的调查和分析,得出以下结论:人力资源会计在我国实践中已经有所发展,并非以往所认为的基本处于停滞状态;企业对人力资源会计信息的披露也表现出比较强的积极性。     

Managing human resource for competitive advantage: a study of companies in Singapore

We see two major streams of research in the strategic human resource management literature: (1) the link between strategy and human resource (HR) practices and (2) the link between HR practices and firm performance. There is a plethora of theoretical perspectives on the first link. Unfortunately, there is not much empirical work. The second link has seen a spate of empirical studies. However, most of them embrace the universal perspective and the role of strategy as a contingency has not been adequately addressed. This could potentially result in the underestimation of the impact of HR practices on organizational performance. This study addressed the above two weaknesses in previous research in the strategic HR management field. Using a sample of about 200 of the largest companies representing all major industries in Singapore, we found that organizational strategy affects HR practices. Moreover, findings suggest that the strategy-HR interaction accounts for more variation in firm performance than the main effect of HR. Implications of the findings are discussed.     

An information-based adaptive strategy for resource exploitation in competitive scenarios

Given an exploitation problem, in which a number of agents compete for a limited renewable resource, the optimal harvesting strategy depends on the ratio between resource availability and exploitation effort. For scarce resource a purely competitive, greedy strategy outperforms a more collaborative approach based on the Collective Intelligence, while for more abundant resource the opposite holds. The rationale for this behaviour lies in the amount of information each strategy is able to provide and a combined strategy is possible according to which agents choose dynamically the most informative strategy according to a minimum entropy criterion. This approach, which provides best performance for both under and over-exploited scenarios, can be used to monitor the resource status for management purposes and is effective in both centralised and decentralised decision making.     

企业人力资源管理有效性研究

在已有文献的研究基础上,通过员工对企业人力资源管理情况的认知来衡量人力资源管理的有效性。本文结合中国国情,对国有企业、民营企业一线员工和人力资源员工进行调研,运用数理统计方法对调研结果进行分析,得出结论:一线员工对人力资源有效性的评价普遍低于人力资源员工,民营企业的人力资源工作比国有企业做得出色。本文结合国内情况,给出了造成这种结果的原因,并提出了相关建议。