信息集成故事

那天，公司领导通知我说，有一家银行委托我们开发一套定制的CRM软件，因为银行是我个人认为较典型的CRM需求客户，所以欣然而往。在宽敞明亮的银行大厦内，见到负责此项目的一位副行长，就软件的需求我作了详尽的询问，了解到这套CRM的需求产生，完全是为了配合他们行内推行的关怀服务而产生的。银行希望     

变相的“炫富”新时代

时下中国大陆时兴炫富,豪宅、名车、象牙床应有尽有,富豪活动中心、富姐俱乐部等奢侈场所遍及天南海北,以致有人说中国成了"富翁大国"、"世界经济中心"。这当然没有什么不好,毕竟是经济繁荣的象征,非同昔日的"越穷越光荣"。在2007年结束进入倒计时的时候,又一个好消息传来:"中国500富豪榜中榜"在香港发布。据统计,中国已成为亿万富豪人数排名第二的国家,     

Web服务:颠覆性的创造力

Gartner观点:Gartner的专家们认为直至2003年Web服务才能真正发展起来。2003年全球40%的电子商务贸易将利用Web服务来完成,2004年这一数字将超过50%,而交易时间将大大缩短。2003年大约80%的开发平台将支持Web服务体系,Web服务将代表下一代软件开发平台的发展方向。据调查显示,在创建Web服务应用程序时,有78%的人使用的是J2EE,并且认为它是最有效的创建和配置Web服务的平台;而使用微软.Net的人为22%。从中我们似乎可以看出哪一个平台更适合于Web服务,哪一个平台又更适合于大多数的开发者。这两个平台的竞争,在2002年愈演愈烈。     

人才测评九步法

人才测评选择、实施的主要程序如下:1.进行工作分析工作分析是将一项工作分解为对于工作业绩至关重要的各种不同的活动 以确定出人才测评应该预测的领域。2.选择一项专业的人才测评一项良好的人才测评应该准确、一致地对那些对工作成功至关重要的知识、技术、能力和态度进行衡     

不必在意那些“好消息”

正值北京奥运会即将开幕之际，又有好消息不失时机地传到中国：一是，由于南非世界杯组委会在场馆以及资金方面不断出现麻烦，国际足联主席布拉特表示，他已经通知了英、美、澳在关键时刻接替南非承办2010年世界杯，在最佳候选国名单中，还有今年将举办奥运会的中国；二是，美国智囊团“卡内基国际和平基金会”目前公开的一份报告预测，     

The economic law of population distribution and migration

"The economic law of population distribution and migration has been studied chiefly based on the Chinese situation. The distribution and development of productive forces decide the distribution and migration of population, and in turn, the latter influences the former. The population distributions in three different stages of social development, namely agricultural, industrial and information society, are described. A new concept in population economics is introduced, i.e. population economic density, which is different from the concept of population density. The formula of population economic density is P(population)/R(resources). Many kinds of migration are analysed, and it is believed that the main efficient cause of migration is economy."     

Economic humidity control: an alternative to reheat

Heat pipe technology will have a significant impact on the power consumption of many manufacturing industries, the installation costs of new or replacement air conditioning systems, and on electric utility peak demands.     

Are you a strategist or just a manager?

Perhaps the greatest strategist of all time was not a business executive but a general. Helmuth von Moltke, chief of the Prussian and German general staffs from 1858 to 1888, issued "directives" to his officers rather than specific commands. These guidelines for autonomous decision making encouraged Moltke's subordinates to show individual initiative. In this article, Hans Hinterhuber and Wolfgang Popp translate Moltke's example into business terms. According to Moltke, strategy is applied common sense and cannot be taught. The authors suggest that good entrepreneurs and managers--along with generals--are born with the qualities that make them successful. But even if managers have the potential to be good strategists, they must develop and hone their natural talents. And CEOs and top management can help by identifying and promoting such talents in their employees. Hinterhuber and Popp have created a questionnaire that helps measure strategic management competence. Managers and entrepreneurs take this test themselves, answering ten questions such as, "Do I have an entrepreneurial vision?", "Do I have a corporate philosophy?", and "Do I have competitive advantages?" Using the questionnaire, company management can evaluate managers being considered for a promotion. At the same time, those who take the test can use it to determine their own performance as strategists. Strategic managers provide subordinates with general guidelines, just as Helmuth von Moltke issued directives to his officers. And outstanding entrepreneurs create a corporate culture in which their vision, philosophy, and business strategies are implemented by employees who think independently.