491 Abstract— In this paper, we offer a new strategic portfolio model for national IT R&D project selection in Korea. A risk and return (R-R) portfolio model was developed using an objectively quantified index on the two axes of risk and return, in order to select a strategic project and allocate resources in compliance with a national IT R&D strategy. We strategize using the R-R portfolio mode...

Decision making inside a company is usually performed by means of decision support tools at three different levels (strategic, tactical and operational) according to the working horizon. Unfortunately, the consequences of any decision at the strategic level are propagated to the tactical and even the operational levels. In order to support highly efficient flexibility while avoiding infrastruct...

The lack of solid economic fundamentals in Indonesia has prompted the government to build an structure by taking into account presence Micro, Small and Medium Enterprises (MSMEs) international market. This sector been proven provide jobs opportunities for SMEs develop community. existence MSMEs cannot be doubted because they have able survive become driver, especially after crisis. On other han...

Strategic alignment involves the development and reconfiguration of information technology (IT) to support business strategies. This paper applies the dynamic capabilities perspective to analyze the strategic information system alignment process. The paper further argues the approach is constructive in understanding and overcoming difficulties in achieving and sustaining alignment. From a longi...

Probabilistic uncertainty is caused by ‘‘chance’’, whereas strategic uncertainty is caused by an adverse interested party. Using linear impact functions, the problems of allocating a limited resource to defend sites that face either probabilistic risk or strategic risk are formulated as optimization problems that are solved explicitly. The resulting optimal policies differ – under probabilistic...

High performance work practices (HPWPs) are human resource management practices aimed at stimulating employee and organisational performance. The application of HPWPs is not widespread in small organisations. We examine whether the implementation of coherent bundles of HPWPs (aimed at employee ability, employee motivation or at the opportunity to perform) depends on the scarcity of resources, a...