房地产企业员工素质再造的实践启示

本文以中小型房地产企业为例,通过分析实施员工素质再造的实践成果,进而明确开展员工能力素质建设的关键问题。全文主要从员工工作理念、工作实效和工作信心三方面,提出了实施素质再造应着眼于企业中长期目标、着手于收益关联机制、着力于核心员工培养的工作方法,最终达到提高团队整体素质,推动企业实现可持续发展的远期目标。     

Hotel Employees' Perception of Green Practices

This study examined how hotel employees perceive green practices. Data was collected from 220 employees working in eight green certified hotels in Orlando, Florida. Study results from an importance–performance analysis revealed that the surveyed employees rated their hotels' performance in green practices lower than the importance levels. A positive correlation was found between the employees' organizational commitment and their perception on the company's green practices. The relationship between the respondents' key demographic characteristics and their perception of green practices was also investigated. Lastly, implications for hotels are discussed to assist the companies to promote and train green practices among their employees.     

The Differential Value Relevance of S&P's Core Earnings Versus GAAP Earnings: The Role of Stock Option Expense

In 2002, Standard & Poor's (S&P) introduced Core Earnings as a proprietary, uniform earnings metric, with the goal of improving financial reporting. The distinguishing feature of Core Earnings is its consistent treatment of seven adjustments to GAAP earnings for which there is no consensus adjustment by managers and analysts. We use stock price and return data to assess whether investors perceive Core Earnings to be more value relevant than GAAP earnings. The implementation of FASB 123R changed the calculation of GAAP and Core Earnings. This change allows us to assess the role of stock option expense in the valuation of earnings numbers by partitioning the sample into pre‐ and post‐FASB 123R periods and creating consistent measures of GAAP and Core Earnings. Our price results indicate that Core Earnings is more value relevant than GAAP earnings in the pre‐period after controlling for stock option expense, and in the post‐FASB 123R periods. The price results provide empirical evidence consistent with S&P's expectation that a uniformly calculated earnings measure is a more consistent and useful indicator of current performance and future earnings.     

企业内部的核心竞争力——价值型员工

本文主要从企业内部核心竞争力的构建入手,分析了当前知识经济社会中,对于一个要长期发展并取得效益的企业来说,与其对价值型员工的管理和价值型员工对企业的贡献息息相关,而价值型员工的流失对于企业来说则是一个重大的损失,因此本文进一步分析了价值型员工流失的因素以及通过何种方法留住这样的核心人才。     

Improving the Sustainable Development of Firms: The Role of Employees

Stakeholders have been found to be an important driver of organizations' sustainable development. In particular, customers, governments and non‐governmental organizations push firms towards sustainability. But to what extent is sustainability really and deeply embedded within an organization's structures and processes? And what is the role of an important, but frequently neglected, stakeholder group for successful sustainability implementation: employees? The objective of this research is to better understand the impact that organizational change for sustainability has on firm performance. Also, this study seeks to understand how the consideration of employees into the process of organizational change for sustainability moderates the organizational change and performance relationship. Using data from 92 German companies from the manufacturing and services sector, the study finds that the structural implementation of sustainability is positively related to firm performance and that employee integration moderates this relationship to some extent. Copyright © 2012 John Wiley & Sons, Ltd and ERP Environment.     

Service Recovery Readiness in Australian Hospitality and Leisure Operations

ABSTRACT

Hospitality and leisure operations across Australia have experienced phenomenal growth over the past few decades. This growth can be attributed to globalisation, deregulation, increased household disposable income, and technological advancements. As organisations continue to strive for a competitive edge, increased attention is given to consistency and reliability of service delivery. However, given the significant human element in the production and consumption of services, mistakes are inevitable (albeit not intentional). Service recovery is therefore a central ingredient in maintaining quality of service delivery. It facilitates customer satisfaction, increases loyalty and repeat patronage, and fosters positive word-of-mouth recommendation. The present paper develops an integrated model of the key concepts of service delivery-illustrating the importance of the relationships among service quality, empowerment, and service recovery. To obtain a better understanding of the importance that organisations place on service recovery, an exploratory study is presented. This consisted of interviews and questionnaires across selected hospitality and leisure operators in Australia. The findings show that service recovery is viewed as an important component of business practices. However, there are noticeable gaps-particularly in relation to organisational readirecovery.     

DEA方法在员工招聘中的应用

员工招聘是提高人力资源效率的重要途径。科学、有效的员工评估方法是保证有效招聘的关键。文章针对传统招聘方法存在的不足,提出在员工招聘中运用DEA方法对应聘者进行评估,并以实例证明此方法是有效可行的。     

公司治理结构中的利益相关者问题

本文认为,股份制改革是中国企业改革的方向,公司治理是股份制改革最核心的内容,而公司治理原则中不可缺少的一项就是利益相关者的安排问题,即他们的权利、作用及保护问题。职工持股从国际经验来看,主要是考虑三方面的因素:一是职工特别是高素质人才的积极性调动问题;二是充分利用职工在参与管理方面的能力及优势;三是充分发挥职工对于整个公司管理层在合规性、防止出现舞弊和恶性事件等方面所能够起到的监督和报警的作用。在我国,员工的地位和员工参与管理的程度应该能够做得更好。解决好利益相关者问题,有利于和谐增长,特别会有利于科技型企业、人才密集型企业和以知识为基础的企业的健康发展。     

Research issues for employee empowerment in hospitality organisations

Employee empowerment is said to have much to offer hospitality organisations. Empowered employees will respond to customer needs as they arise, they will react appropriately to customer complaints, and they will develop a sense of ownership taking personal pride in ensuring that service encounters are a success. A more considered approach suggests that claims for employee empowerment need to take account of different definitions and meanings used by managers. They fail to recognise the initiatives which are called empowering take different forms which result in different working arrangements and boundaries for what the empowered can do, and represent different benefits to employees and employers. Whatever the intentions of managers, the effects of empowerment will be mediated by the experiences of the empowered. There are likely to be tensions between managerial intentions and employee experiences of empowerment. This paper suggests that there is unlikely to be a simple trade-off between empowering employees and improved organisational performance. A framework of analysis is needed which both examines each step in the process and the effects created.     

The “Good Cause Norm” in Employment Relations: Empirical Evidence and Policy Implications

Critics of the American employment at-will doctrine have argued that it should be abandoned because it is at odds with a societal level norm that employees should only be discharged for good reasons (the good cause norm). This paper examines the extent to which there is conceptual and empirical support for the existence of such a norm. Theoretical perspectives supporting the norms existence are discussed and integrated, and an interdisciplinary review of relevant research is provided. In light of the support that is found for the existence of a good cause norm in the American workplace, it is proposed that the current employment at-will default rule be changed to a waivable employee right to be discharged for good cause only.