基于IDEF0模型的仓码信息资源优化配置研究

为了能形象的表达企业信息资源配置体系的运行模式、整体结构以及不同部门内的相互作用关系,运用IDEF原理,建立黄埔仓码有限公司信息资源配置体系的IDEF0模型,以解决黄埔仓码有限公司信息资源优化配置的困难和问题。     

人力资源贡献率调整的经济价值模型及实证分析

引用柯布-道格拉斯投入产出函数来分离人力资源价值,确定企业群体人力资源贡献率;从而用人力资源贡献率对人力资源经济价值模型进行调整,加强人力资源价值会计计量的准确性和可操作性。     

浅谈Suroca排水渠项目工程施工管理

文章简述了Suroca排水渠工程在技术管理、资源管理、质量管理以及安全文明施工的一些经验,通过对排水渠工程施工管理,为安哥拉市政工程的施工提供借鉴。     

外资企业服务采购案例分析及对国内企业的启示

随着经济的发展、组织结构和管理方式的变革,服务采购应运而生,以便降低成本、提高效率、提高组织核心竞争力。以一家国际化集团公司在中国的服务采购为例,描述了服务采购的概念及特点,列举了外资企业服务采购的内容,总结了服务采购的流程及效果,分析了国内企业服务采购的现状及存在的问题,给出了对国内企业服务采购的启示。     

浅析建筑与环境的协调性——以水上观光站概念设计为例

文章通过阐述建筑与环境的协调性,分析了如何使建筑与环境相协调的解决措施。     

International recruitment and selection practices of South Korean multinationals in China

South Korean multinational enterprises (MNEs) have developed rapidly since the late 1950s. However, there is little research on, and hence little is known about, how South Korean MNEs manage human resources in overseas operations. To fill this gap, in the literature the current study investigates South Korean MNEs' international recruitment and selection policies and practices in their Chinese operations. It reveals that South Korean MNEs tend to adopt the polycentric approach or a mixed approach of being polycentric and ethnocentric to international staffing, with the number of expatriates dropping gradually over time. South Korean MNEs adopt ‘one-way selection’ in recruiting and selecting expatriates, and localise recruitment procedures and selection criteria for host-country nationals. South Korean MNEs have paid inadequate attention to: first, expatriates' career development; and second, personal and family issues emerging from expatriation and repatriation.     

电站更新改造的可行性分析

东方红水库一号电站建于1983年,装机容量为3×320kw,运行了近三十年,机电设备老化严重,再加上水库通过2008年的除险加固工程正常蓄水位由194.27m提高到196.27m。所以,目前电站的状况从资源利用、经济效益、安全生产方面考虑都已经无法满足生产要求。本文分别从这些方面进行了电站更新改造的可行性分析。     

企业人力资源管理外包风险及防范措施研究

人力资源管理外包,可以帮助企业降低成本、聚焦核心业务.因为我国人力资源外包实践时间比较短,市场不够成熟,企业进行人力资源外包管理存在一定的风险.通过对企业人力资源管理外包风险的分析,提出防范人力资源管理外包风险的策略:建立健全人力资源管理外包相关法律法规,企业明确人力资源外包服务的需求和目标,建立信息平台交流人力资源外...     

Human Resource Management and Fortune's Corporate Reputation Survey

This study investigates the relationship between human resource objectives and Fortune's corporate reputation score. Questionnaires were received from 83 human resource executives of companies measured in Fortune's survey. The questionnaire measured the degree to which the following HR objectives underlie HR activities: (1) treating employees fairly, (2) improving organizational performance, and (3) complying with the law. Results show that a significant, positive correlation exists between emphasis placed on the fairness objective and corporate reputation.