武汉市人口与零售商业网点分布优化配置研究

本文根据湖北和武汉统计年鉴等资料中的人口数据和社会商品零售额数据 ,拟合出反映人口分布和商业网点分布的计量模型。然后根据模型的含义 ,并综合考虑其它影响商业网点配置的因素 ,提出适合武汉市人口分布的商业网点优化配置的合理性建议     

试论我国职业经理人制度及其供求均衡的条件

职业经理人是经济发展到一定时期的产物.随着我国经济体制改革的不断深化,我国市场经济的不断发展,以及国际国内市场竞争格局的不断变化,职业经理人在经济发展过程中的重要作用日益凸现,我国急需建立职业经理人制度,培养一大批职业经理人,完善职业经理人市场,以实现职业经理人供求均衡.     

论商业银行零售业务发展趋势和对策

文章从商业银行零售业务性质和发展历程入手,分析了当今国际上商业银行零售业务发展趋势,结合我国商业银行零售业务发展现状和存在的问题,有针对性的提出几点建议。     

对跨国公司人才“本土化”战略的思考

跨国公司人才“本土化”战略,对中国的优秀人才形成了掠夺态势。认真研究在开放市场经济条件 下,人力资源开发、管理的措施和办法;加快人才市场的培育,建立有竞争力的人才机制;提高我国企业国际 竞争力是十分重要的课题。     

我国职业经理人薪酬战略选择——递延股票薪酬

职业经理人作为企业经营者中一个特殊的群体,企业应针对其特征,制定符合其价值的薪酬体系,才能具有激励职业经理人、提升企业竞争力的双重作用。本文从我国职业经理人的涵义着笔,分析了我国职业经理人的薪酬现状及其需求,在此基础上提出了我国职业经理人薪酬战略选择-递延股票薪酬。     

An international comparison of the determinants of retail gross margins

In this paper we compare the results of applying a new economic framework for the analysis of retail gross margins to 1982 interindustry retail data for France, Germany, and the U.S. Use of the same theoretical framework and econometric methodology separately for each of the three bodies of data yields robust empirical regularities with respect to functional form and the role of distribution services in explaining retail gross margins. An interesting feature of these results is that they arise despite substantial differences in classification and in the retail environment of the three countries.We thank E. Hoffnar and P. MacNeill for excellent research assistance. We acknowledge the financial support of INSEAD's R&D department for project R2135. We also thank the CSC at Maryland for support. Earlier versions of this paper were presented at the MIT Northeast Marketing Colloquium, the Simon Graduate School of Management at the University of Rochester, the Graduate School of Business at the University of Chicago, the Yale School of Organization and Management, the School of Business Administration at the University of Washington, and the Bureau of Economics of the Federal Trade Commission. We thank the participants in these seminars for their constructive criticisms. We are especially indebted to Peter Rossi of the University of Chicago, who provided us with helpful written comments, and to Herr Krockow of the Statistisches Bundesamt Wiesbaden, who provided us with unpublished data.     

中国旅游业IT技术使用情况调查及对策研究

通过对中国旅游业多位经理人IT技术使用情况的调查，深入分析了IT技术运用过程中的问题，参考各方资料，结合自己经验，提出合理化建议，并着重分析了IT技术在酒店中的发展，提高IT部门效能，通过IT提高酒店经营管理效益。     

The Distribution of Information among Institutional and Retail Investors in IPOs

This study examines investor performance in IPOs using a unique database comprising 85,384 investors and 29 offerings from Finland. The evidence indicates that on average institutional investors do not obtain larger initial returns than retail investors, as the incentive to acquire information is limited by allocation rules which favour small orders. This result is in contrast to findings by Aggarwal et al . (2002), who show that institutional investors perform better in a bookbuilding environment. Within each investor category, however, large orders are associated with the best performance, suggesting that information differences figure more importantly within rather than between categories.     

Valuing and Pricing Retail Leases with Renewal and Overage Options

We consider retail leases with landlord overages options, with tenant renewal options, with both and with neither. We illustrate how the ratio of initial expected sales to the sales threshold can be manipulated to equate the value of the landlord overage options to that of the tenant renewal option at the same initial rent. Not only are the values equal, but the cumulative distributions of potential IRRs on the two leases are nearly identical, suggesting that these leases are equally attractive to risk-averse investors and thus that the same risky discount rate can be used in valuing the leases. In contrast, the appropriate risky discount rate for the overage lease is calculated to be 75–160 basis points greater than that for the renewal lease.     

健全国有商业银行客户经理激励约束机制的思考

目前国有商业银行客户经理激励约束机制的现状呈现明哲保身、角色错位、越权操作、徇私舞弊这4大特征。其根本原因是授权机制尚不完善,角色定位出现错位,监督机制尚不健全,激励约束机制失效。针对这些问题,作者提出了完善国有商业银行客户经理激励约束机制的建议:在激励机制的选择上,要建立物质性激励模式、非物质性激励模式及因人而异的激励模式等多元化的激励组合;在约束机制的选择上,要从制度、技术、文化三个层面建立有效的约束组合;商业银行激励约束机制选择的最终目标是通过两者的最佳组合,建立一个合规、高效的激励环境,实现银行经营目标。