基于随机前沿函数的铁路行业生产效率分析

采用超越对数形式的时变技术效率随机前沿生产函数模型,对我国铁路行业的全要素生产率进行五个维度分解和实证研究.研究表明:铁路行业全要素生产率增长缓慢,前沿技术进步出现较小幅度的上升趋势,相对前沿技术效率变化始终为负值,铁路资源配置效率显著,铁路行业不存在规模经济.因此,铁路行业应适度控制新增、再建项目规模,通过加大科技研发、应用高新技术提高技术水平和加快铁路管理体制改革、合理配置铁路资源才是实现铁路和谐和可持续发展的有效途径     

浅谈运输企业循环经济的实现

介绍了某大型运输企业全方位实施精细化管理的经验,该企业形成轮胎回收、翻新及使用的良性循环,由资源循环促进运输企业循环经济的实现,具有深远的经济效益及社会效益,为运输行业提供了先进的管理经验。     

公路施工企业人力资源管理初探

人才是最宝贵的资源,人力资源从未像今天这样成为经济社会发展最为核心的要素,优化人力资源管理体制与模式是当代企业管理的核心。文中对人力资源管理的六个模块进行了论述,并从实践的角度阐述公路施工企业的人力资源管理。     

浅谈交通行业人力资源的“四化”建设

人力资源已成为当今社会最有价值的资源,谁能利用好人力资源,谁就会在21世纪经济浪潮中稳操胜券。为此,对人力资源管理的研究从未停止。文中结合政府管理职能和交通行业特点,从建设交通行业人力资源的智能化、信息化、市场化、制度化等方面,谈一谈运用新技术新手段,突破传统的、单一的人事管理模式。     

沥青砼路面施工资源配置及工艺技术控制

着重介绍沥青砼路面施工资源配置、路面试验路段施工要求、工程材料质量、施工质量与技术控制方法,可为确保沥青砼路面施工质量提供参考。     

国土资源管理理论体系的构建

国土资源理论研究关系到一国经济和社会的发展。文章通过对建立国土资源管理理论体系的必要性分析,提出了体系的基本架构,并对理论体系研究的路径选择提出建议。     

电厂绩效考核管理存在的主要问题及解决办法

根据多家电力企业实施绩效考核的前期调研信息,总结出国内发电企业推行绩效考核管理时存在的若干普遍性问题及问题根源,并据问题根源给出了解决方向,以供各发电企业推行绩效考核管理时借鉴.     

中远集团远程教育系统架构的研究

远程教育使得培训在对象、时间、空间都实现了突破,人们可以突破时空的限制进行自主的学习.远程教育系统需要统筹考虑能够为全体员工提供多层次、多样化的在线教育服务,以满足远程教学和培训的需要.远程教育系统由资源库、提供远程教学的平台和评价体系等构成.远程教育系统不同类别的用户有各自不同的权限,学员用户可以进行远程学习,参加远程考试,进行远程互动,浏览远程资源.     

"和谐"号载人深潜器的研制

为了满足中国大洋矿产资源研究开发协会(COMRA)在国际公海区域进行深海资源勘探的要求,国家科技部在"十五"期间立项研制出了大深度载人深潜器--"和谐"号.该载人深潜器的研制在国内是一个技术跨越非常大的项目,研制过程中需要解决许多关键技术问题以及克服国际合作过程中存在的各种问题.目前,"和谐"号潜水器已完成总装,正在进行水池试验.水池试验结束后就可以进行海上试验.本文主要介绍"和谐"号载人深潜器的研制过程,重点介绍设计思想和设计过程中解决的主要关键技术问题.     

Institutional and Conceptual Barriers to Climate Change Adaptation for Coastal Cultural Heritage

Climate change is increasing the speed at which tangible coastal cultural heritage is changing in character or being lost through weathering, erosion, and inundation. Damages to coastal archeological sites, loss of access to historical sites, and the alteration of cultural landscapes will force changes in the way researchers can study sites, tourists can enjoy places, and descendant communities who have lived in particular areas for time immemorial, and local community members can utilize and relate to landscapes. In the USA, the National Park Service is a primary coastal cultural resource management organization. The National Park Service has been working on climate change adaptation for cultural resources for over a decade; however, there are few examples of parks in which long range climate change adaptation plans for cultural resources have been implemented. Building from 20 semi-structured interviews with cultural resource managers in three parks, we found that institutional structures within the National Park Service, as well as historical conceptual framings specific to the research, recreational, and interpretive values of cultural resources act as barriers to managers’ ability to design and implement climate change adaptation plans. Institutional barriers managers discussed include the dependence of climate change adaptation decisions partnership projects and the leveraging of budgetary and staff resources within NPS that may affect climate change adaptation capacity. We found that park managers often saw impacts in parks that may be associated with climate change, but found it difficult to separate normal maintenance from climate change affected deterioration, which may lead to status quo management actions rather than revised planning for a changing future regime. Conceptual barriers managers discussed revealed a conflict between preservation needs of research versus interpretive uses and while NPS guidance recommends prioritization of cultural resources for preservation at the park level, regional managers were more focused on this topic than park managers. As NPS moves forward with climate change adaptation planning, opportunities to develop and improve cultural resource preservation with new technologies, improved prioritization schemes, and include public input in resource preservation may help coastal managers overcome these barriers.