跨国公司主导的国际贸易格局下 国贸人才培训服务研究

跨国公司主导的国际贸易格局下,跨国公司贸易型地区总部和贸易支撑性国际专业服务公司成为"与贸易有关"的跨国公司的主要类型。本文通过分析跨国公司"与贸易有关"部门的核心职能,指出国际贸易知识集成能力成为跨国公司所需的国贸人才的核心能力;并在分析跨国公司"与贸易有关"部门所需的国贸人才特质的基础上,对国贸人才培训服务进行研究。     

Timing is money: managing the floor in sales interaction at street-market stalls

Abstract

This article considers ‘pricing’, that is, offers and requests for the price of sales items, as a communicative practice deployed by vendors and customers during sales interaction on street markets. It examines the organisation of sales interaction by pursuing the question of how and when market participants, vendors and customers alike, embed offers and requests for price information within their interaction. The analysis suggests that pricing is deployed as a technique to manage the ‘floor’ and the interaction at the stall. For example, offers for items are being tailored to customers’ display of interest and commitment to particular items, and requests for price information are deployed in ways that challenge anticipated offers, that is, offers that are about to be made by a vendor. The data, field observation and video-recording have been gathered at market stalls in London and Berlin.     

Realising competitive advantage through HRM in New Zealand service industries

An emerging source of competitive advantage for service industries is the knowledge, skills and attitudes of their employees. Indeed, achievement of a ‘service quality’ culture, considered imperative for competitive advantage in service organisations, supposedly results from the use of best practice human resource management (HRM), and from a strategic approach to their implementation. This paper empirically explores the use of these dimensions of HRM as a source of competitive advantage. It finds high-performing service organisations actively engage best practices across the areas of recruitment and selection, training and development, communication and team working. Evidence of a strategic approach to the implementation of these practices is also found.     

顶岗实习期大学生心理危机预警和干预机制构建

心理危机严重影响了顶岗实习期大学生的正常学习、工作和生活。顶岗实习期大学生心理冲突比较剧烈,容易出现各种心理危机,它的产生与个体、学校、企业等因素息息相关。构建包括心理危机应对的组织制度、监控体系、信息系统、及时灵活的处理措施等心理危机预警和干预机制,对于有效预防心理问题,保障顶岗实习任务的完成,促进大学生的发展,具有重要的意义。     

实践教育体制下财经类专业人才评价体系研究

经济和信息的全球化,给我国经济快速发展带来了新的机遇,同时也给我国财经类人才培养带来了全新的挑战。财经类专业作为应用型和实践性很强的专业,应侧重于高层次、应用型经济管理类人才的培养。在实践教育体制下,构建财经类专业人才培养评级体系必须突破现行评估体系结构性问题限制。高校应加快推进教育改革,优化人才评价方式,更新人才评价内容,扩大人才评价主体,建立科学的评价过程,使学生的知识、实践能力和综合素质满足经济社会发展需求。     

浅析基于工作过程为导向的室内人体工程学课程开发与实践

文章分析了改革中职学校家具专业室内人体工程学课程的必要性,阐述了课程培养目标和课程设计的基本思路。从课程的内容设计,课程的教学组织和课程考核方案等方面阐述了课程开发和实践的具体做法和思路,以便进一步提高教学效率,增强教学效果,使教学内容、方法、手段也能与时俱进。     

基于控制目标的企业内部控制体系框架设计与实践

企业内部控制体系设计的起点是选择控制目标,从业务流程入手,以风险的识别、评估和应对为主线,重整流程,施以信息化应用,推动配套的制度重整、组织架构重整和管理模式重整,设计内部控制评价作为制度保障,并用S公司的案例论证了风险管理为主线,流程管事、制度管人的设计路径的可行性和合理性。同时,在内部控制设计中,还应注意领导重视、会计部门地位高低和企业文化建设等问题。     

Organizational communities of practice: Review,analysis, and role of information and communications technologies

Information and communications technologies (ICTs) play a key role in supporting Communities of Practice (CoPs). A review of the extant literature reveals six factors that facilitate or constrain the development, sustenance, and effectiveness of CoPs that, in turn, enable generative and degenerative structures and behaviors that affect epistemic environments within Organizational Communities of Practice (orgCoPs). OrgCoPs are accepted as beneficial organizational learning structures and need to be deliberately designed and cultivated. The materiality of ICTs that is used to support orgCoPs may play a role in supporting or opposing seeding structures. The literature review further reveals five material properties that describe the relationship between the orgCoPs and the technologies used to support it. We argue that these distinct but intersecting properties are germane to understanding the role that ICTs play in supporting orgCoPs and propose that the future work on orgCoPs could be nuanced if examined through the lens of ICTs’ materiality.     

Establishing a system for innovation in a professional services firm

Professional service firms are facing new competitive challenges in a global market with more value-focused clients, service commoditization, regulatory changes, and new Internet-enabled business models. They increasingly need to improve competitiveness through sustained innovation of the value they provide and the efficiency with which they provide it. But how can firms establish an effective and sustainable innovation system? This Executive Digest shares a best practice model for innovation based on academic research and honed by a decade of practical experience in application across professional service firms in consulting projects. This work covers how to develop innovation strategies by establishing processes and organization to support innovation, providing innovation training, developing new services, and re-engineering existing services. The author, Alastair Ross, details the practices required and shares some of the challenges encountered in realizing them. This article draws heavily on his latest book, Innovating professional services: Transforming value and efficiency.     

人力资源管理系统构型差异性、组织心理所有权与员工创造力

“人力资源管理系统能否促进创新”是目前的研究热点,但却未获一致研究结论。人力资源管理系统内部不同性质的人力资源实践能满足员工不同类型的需求及其综合效果,因此可能会催生不同的员工创造力。根据绩效导向和维持导向两维度,本文将人力资源管理系统分成四类：高绩效高维持、低绩效高维持、高绩效低维持、低绩效低维持。选取江苏、安徽企业中的362个员工样本,结果表明：与其它三种类型的人力资源管理系统相比,高绩效高维持型人力资源管理系统员工的组织心理所有权最高,从而员工创造力最高。研究结果不仅进一步拓展了人力资源管理系统对员工创造力的影响研究,而且揭示了人力资源管理系统影响员工创造力的机制。