简介:Companiesthatnotonlyabidebyenvironmentalregulations,butalsodiscovernewtechniquesandadoptnewmanagementmethodstoreducenegativeenvironmentalimpactsoftenhavepositiveeffectsoncorporateprofitability.Inordertomeettheneedsofsustainabilityofenterprisesandprotectenvironment,theconceptofgreenmanagementisdevelopedandregardedasanimportantdirectionofmanagementtheoryofthe21stcentury.Thoughtherearemanytheoriesandpracticesaboutgreenmanagementinwesterncountries,theyarebuiltbasedonthedevelopedmarketeconomy,whicharenotsuitableforChineseenterprisesabsolutely.Byanalyzingtheviewpointsandmodelsoftheoverseasanddomesticexpertsandscholars,combiningcharacteristicofChina’smarketeconomy,thispaperpointsouttherealconnotationofenterprisegreenmanagement-thecombinationofecologicalharmony(harmonybetweenhumanandnature)withhumanharmony(harmonyamongpeople),establishesa3Dtheoreticalmodel,pointsoutthedefectsofenterprise’sgreenmanagementinChina,reanalyzesandredesignedenterprisegreenmanagement,whichpavesthewayforthedeeperandbroaderdevelopmentofgreenmanagement.
简介:摘要:电气设备作为重要的基础设施,电气设备制造公司的发展与创新直接关系到国家相关产业的竞争力和可持续发展。当前,致力于电气设备制造的D公司在人才队伍建设方面面临新的挑战和机遇。随着制造行业的快速发展,国家对制造行业的节能、创新和智能制造等方面要求越来越高,对专业技术人才的需求日益增长,特别是在电气设备生产、应用技术研发、环保节能等关键领域,对高层次、高技能人才的需求尤为迫切。因此,构建完备的人才梯队,对于D公司响应国家环保政策、实现绿色可持续发展具有重要意义。人才梯队建设是D公司实现长远发展的关键。通过系统的人才盘点,可以全面了解公司现有人才结构、专业技能水平和潜力,为制定科学的人才培养计划和梯队建设策略提供依据。这不仅有助于优化人才配置,提升人才使用效率,还能为公司培养一批具有创新能力和实践经验的后备力量,确保公司在激烈的市场竞争中保持领先地位。
简介:WiththedeepeningofelectricpowermarketreforminChina,themonopolyedgeofthestate-ownedelectricpowerenterpriseswilllose.Onthebasisoftheexistingpostperformancesalarymechanism,ChinesepowerenterprisesneedtooptimizetheincentivemechanismofR&Dstaff,toarousetheR&Dstaff’senthusiasmandcreativity,toadapttothenewmarketcompetitionandfurtherimprovemarketvalue.WhilsttheincentivemechanismoptimizingprocessingneedstoconsidernotonlythechangingmarketenvironmentbutalsothepersonalandworkingcharacteristicsofR&Dstaff.ThispapersummarizesthecharacteristicsofthecurrentChinesepowerenterprises’R&Dstaff:staff’stheoryqualityishigh,butinsensitivetothemarket;theyareconfrontedwithheavyworkloadanddiversifiedjobchoices;managerscanobservetheirbehaviorchoicesornot;besides,theprocessofR&DiscomplexandthemarketreactionsofR&Dachievementsareuncertain.Basedonthepremiseoftheabovefeatures,twoincentivemodelsareestablishedinthispaperfromthepointofviewofenterprisemanagers.Oneisforthesituationwhenstaff’sbehaviorchoicescanbeobserved;theotherisforthesituationwhenstaff’sbehaviorchoicescannotbeobserved.Throughsolvingthemodel,weanalyzetheoptimizationpathofelectricpowerenterprisesR&Dstaffincentivemechanismundertheseconditions:(1)whenstaff’sbehaviorchoicescanbeobserved,managerscanpaymoretotheR&Dstaffwhodevelopproductswithhigheroutputvalue,inordertoencouragethemtoworkharder.(2)whenstaff’sbehaviorchoicescannotbeobserved,managersshouldtakereasonablestrategiesaccordingtothedifferentsituations:a.whenR&DstaffincentivetotallydependonthemarketvalueoftheR&Dachievements,managersshouldallocateworkloadrationallyaccordingtotheirdifferenttechnicallevels;b.whenthemarketreactionsofR&Dresultsbecomemoreprecarious,managersneedtoreducetheincentiveintensitywhichbasedonthemarketvalueandraisetheirfixe
简介:本文讨论了外商在大陆的R&D投资与中国自主创新的相互关系,及如何实现内外资R&D支出的平衡。近年来,中国的R&D投入迅速增长,科技实力不断增强。同时,随着跨国公司R&D全球化的迅猛发展,外资在中国的R&D投资影响日益扩大,研发经费占中国企业研发投入的比重达27%。在一些科技实力较强的国家,这一水平基本在30%左右。而科技实力最强大的美国和日本,这一比值更低,分别不超过15%和5%。因此,外资R&D的快速发展对中国自主创新战略提出了严峻挑战。本文在分析了近年来科技创新与外资R&D发展背景的基础上,着重讨论外资R&D在中国创新体系中的地位和作用,并封平衡外资与本土创新提出了政策建议。