浅谈电力企业人力资源方面的福利管理

人力资源管理概念起源于西方发达国家，并随着经济的快速发展，逐步变更为人力资源战略和人力资源管理。随着市场经济的逐步成熟，在市场的影响之下，企业也开始意识到员工也是人力资源管理的主要对象。经过企业人力资源管理概念的逐步发展和成熟，人力资源管理在企业的发展过程中发挥的作用也越来越大。福利管理作为其重要组成部分，对其实现优化管理尤其重要。基于此，本文将着重分析探讨电力企业人力资源方面的福利管理，以期能为以后的实际工作起到一定的借鉴作用。

酒店第三方人力资源服务的发展趋势

酒店通过非核心人力资源管理业务的外包,将会有力提升酒店核心竞争力,是未来酒店人力资源管理的发展趋势。酒店人力资源管理业务的外包(第三方人力资源服务)是把资源集中于那些与酒店的核心能力有关的活动上,其有助于人力资源管理从作业性、行政性的事务中解脱出来,更多地从事系统性、全局性的战略性事务。

An Analysis of the Factors Impacting Employee’s Specific Investment

The amount of specific investment from employees is limited,and the reasons of the under-investment from employees are analyzed in this paper.Based on the relationship of the specific investment and the employee demission,an empirical study has been conducted focusing on the factors influencing the employee turnover and the specific investment.A theoretical model of the factors influencing employee's specific investment is given.

Coupling dimensions of human resource archetypes and organizational learning modes

In order to provide channels of human resource management in promoting organizational learning,structural equation models were used for identifying the differences in the coupling dimensions between human resource archetypes and organizational learning modes based on sample data of 219 manufacturing firms with more than 100 employees.It is found that the coupling of the cooperative human resource archetype and exploitative learning is reflected in the mechanistic structure dimension;the coupling of the cooperative human resource archetype and exploratory learning is reflected in the two dimensions of the mechanistic structure and specialist cognition;the coupling of the entrepreneurial human resource archetype and exploitative learning is reflected in the two dimensions of generalist cognition and cognitive trust;the coupling of the entrepreneurial human resource archetype and exploratory learning is reflected in the dimension of generalist cognition.When manufacturing firms pursue exploitative learning,it is suggested that they pay attention to the structure dimension management of the collaborative human resource archetype and the cognition and affect dimensions management of the entrepreneurial human resource archetype.When manufacturing firms pursue exploratory learning,it is suggested pay attention to the structure and cognition dimensions management of the collaborative human resource archetype and the cognition dimension management of the entrepreneurial human resource archetype.

Simplex of HR： Talent Management With Simplex Methodology

This study searches for use of simplex theory in talent management. It is a research topic belonging to this study. Human resource management （HRM） can be described with performance focus and talent management. This study presents a new perspective in talent management. Firstly, Talent management may be described with fulfilling organizational positions by bets talents, because talents further performance of departments and performance of firm. Firm has departments, such as production department, marketing departments, finance department, and etc.. This study suggests simplex method for talent management for practitioners. It identifies research question and has two propositions that simplex may be used in talent management. Secondly, study depicts linear of American HRM It is based on a relationship among human resource （HR） systems, various HRM practices, and organizational performance. Linear proposition of study is that, HRM practices as a system have an impact on firm performance （goal function）.

Activity Based Costing Adoption Among Manufacturing Companies in Nigeria

The study examines the extent of adoption of Activity Based Costing （ABC） among naanufacturing companies in Nigeria. The primary data were sourced through questionnaires administered to the Management Accountants of 40 selected manufacturing companies in South Western part of Nigeria. Descriptive statistics was employed to analyze the data. The study reveals that inability of the traditional cost systems to provide relevant cost was the most highly ranked reason in their decision to adopt ABC. Traditional methods of allocating overhead were therefore believed to be deficient in terms of improving global competitiveness. Also, 60% of the respondents have adopted ABC due to increased ranges of products, competition and increased overhead. Familiarity with and adoption of ABC was found to be across the manufacturing, more than half of the sample are familiar with it. The 40% of respondents who have not adopted ABC cited the cost and complexity involved with implementation as the main reason in non-adoption. However, cost of implementing ABC was enormous which hinder the small scale manufacturing from adopting it. This result may reflect the fact that larger firms are more likely to have the diverse mix of products or services that makes the use of ABC advantages. Consequently, the study recommends that the companies who have not adopted ABC because of its high cost of implementation should endeavor to consider its adoption because in the long run the benefits derive from it will outweigh its cost. It helps to identify inefficient products, departments and activities and helps to allocate more resources on profitable products. In conclusion, the senior management should also give their utmost support to the implementation and success of ABC.

Fuzzy synthetic evaluation on layoff mechanism for human resource

According to the modern theory of human resource management, the condition of buyout mainly depends on two variables of an employee: his interior value of product and exterior work reward. There exist shortages in evaluating the value of the employees in an enterprise. Consequently, a lot of employees might be laid off. Hence, this paper puts forward a two-stage method for decision-making to carry out a selective plan of buyout, based on the fuzzy synthetic evaluation involing many factors impacting on human resource. Moreover, a positive analysis is also given.

The comparison and integration analysis of Strategic Performance Management assessment tool

Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human resources circles always hold a controversy on the effectiveness of performance management. In fact, there are problems on the methods and assessment scales. I personally think that a lot of companies use performance appraisal problem mainly occurs due to the presence misunderstanding the purpose of business resulting from the introduction of performance appraisal. For example： taking the wrong assessment methods, there is no breakdown of the work in advance, nor performed posts and responsibilities ; performance appraisal way to take a negative incentive, the employees complained of performance ; lack of strategic height of human resource management, performance appraisal that can not be linked with the actual situation. The following analysis of several performance evaluation methods and its influence is from the perspective of human resources. Each has its advantages and disadvantages, and also has different emphases. I want to share it with everyone and hope everyone can learn something from it.

Factors Influencing the Effectiveness of Bilingual Educational Programs The Prospects of Pilot Programs in Georgia

Multilingual Education Programs Regulation was adopted and the implementation of bilingual educational reform started in Georgia in 2010. The paper presents research results on readiness of non-Georgian schools to implement multilingual educational programs effectively. The research studied the important factors influencing the effectiveness of bilingual educational programs, specifically （1） type of program, （2） human resources of schools and teachers professional development, （3） bilingual education as shared vision for all school stakeholders, and （4） community and parental involvement in designing and implementation of bilingual educational programs. The following research methods were used during the research： （1） quantitative and qualitative content analysis of bilingual educational programs of 26 non-Georgian schools of Kvemo Kartli and Samtskhe-Javakheti regions of Georgia, （2） quantitative survey of non-Georgian school principals through questionnaires, and （3） quantitative survey of non-Georgian schools＇ teachers of different subjective groups through questionnaire. The study revealed that schools are implementing mostly ＂weak＂ bilingual educational programs. The schools implementing bilingual educational programs do not have sufficient human resources, bilingual education is not a shared vision for all school stakeholders and parents and community are not actively involved in designing and implementation of the programs.