抓基础 炼内功 不断提高信贷经营管理工作水平——六安市皖西路支行加强信贷管理纪实

六安市农行皖西路支行注重强化信贷基础管理，着力提高风险防控能力。9月下旬，六安分行在该行召开了信贷内控升二级工作现场会，现场参观了该行信贷档案室，省分行党委委员，副行长甘能平和信贷处负责同志出席了会议，对该行在信贷基础管理工作中经验和做法予以充分肯定。现将该行的发言刊发，供各行借鉴。[编者按]     

商品混凝土企业应收账款管理问题探析

伴随着我国商品混凝土行业的快速发展,其应收账款的管理出现许多新问题.本文在分析商品混凝土应收账款管理问题的基础上,尝试提出一些相应的管理建议.     

2001年广东省政府采购工作加大力度

据广东省政府采购中心统计，截止到2001年第三季度，全省共完成政府采购25，424次，政府采购金额25，674．64万元，共节约资金32，133．15万元，资金节约率为11．14％，其中省级政府采购共完成政府采购22，696．8万元，节约资金2，104万元，资金节约率为9．27％。值得注意的是，2001年第三季度全省的政府采购资金已超去年全年24．88亿元的资金采购额，全省资金节约率由去年的9％左右提高到11％左右，省级政府采购资金额更是出现了大幅增长。     

Manipulations for Inner Employees＇ Shares

After analyzing 262 corporations when their inner employees＇ shares （IES） become tradable from 1999 to 2003, we find that under-line items and probability of issuing stock dividend are significantly higher for firms with IES than firms without IES. In the two years before IES become tradable, corporations with IES tend to manipulate profit through under-line items and are more probable to issue stock dividend.     

浅谈砂石桩处理饱和软土地基效果的经验

砂石桩加固软土地基的应用已有几十年的历史,此方法应用于岩溶地区处理软土不乏成功的案例,笔者就此方法在实践中的成功经验与失败教训与大家共同探讨.     

延安宝塔区:"净菜专递"进小区

在新的一年来临伊始，延安宝塔区20个净莱配送点进驻延安市各大居民生活小区。配送点令人垂涎的新鲜蔬莱、低廉的价格、统一着装笑脸相迎的服务员和崭新的货柜，都成了这些小区的景点，从而引得顾客盈门。     

The Expanding Analysis of Enterprise＇s Human Capital Investment Value

Value is the scale that appraises whether the comparison between a certain thing and its realization which we need to consume is rational. The paper appraises the investment value and incomes of human capital by applying value engineering method. It elaborates the investment structure and contents of human capital first, and then analyzes and summarizes various functions of enterprise＇s human capital. It educes the production function and the optimum equilibrium solution of human capital on this basis. Finally, it appraises the investment value of human capital by applying VE method. Thus we will apply a new method in the human capital field.     

Statistical Discrimination and Gender Wage Gap: A Model

In this paper, I extend the model in Coate and Loury (CL) (1993) to show how statistical discrimination by employers can help create gender wage gap for men and women with equal earning potentials. Given that employers do not perfectly observe a worker’s skill type and partly rely on the average skills level of his (her) peers for inference purpose, employers’ differential treatment of male and female workers can create different skill-investment incentives for them, which in turn justify employers’ discrimination in the first place. The second result of this paper which is not possible within the original CL framework is that I point to the possibility that there exist circumstances under which the gender wage gap can not be eliminated without the formerly advantaged sex being negatively affected.