Research on Enterprise Human Resource Management Reform Strategy in the Era of Big Data

In the 21st century,with the development of the Internet,mobile devices,and information technology,society has entered a new era:the era of big data.With the help of big data technology,enterprises can obtain massive market and consumer data,realize in-depth analysis of business and market,and enable enterprises to have a deeper understanding of consumer needs,preferences,and behaviors.At the same time,big data technology can also help enterprises carry out human resource management innovation and improve the performance and competitiveness of enterprises.Of course,from another perspective,enterprises in this era are also facing severe challenges.In the face of massive data processing and analysis,it requires superb data processing and analysis capabilities.Secondly,enterprises need to reconstruct their management system to adapt to the changes in the era of big data.Enterprises must treat data as assets and establish a perfect data management system.In addition,enterprises also need to pay attention to protecting customer privacy and data security to avoid data leakage and abuse.In this context,this paper will explore the thinking of enterprise human resource management innovation in the era of big data,and put forward some suggestions on enterprise human resource management innovation.

Evaluation of the Strategic Tolerance Human Resource Management Based on Matter-Element Analysis Method

The main features and connotation of the tolerance human resource management based on strategy are analyzed and summarized. The theory and method of systematic engineering is used to build the evaluation index systems for the tolerance human resource management. On the basis of it, by using the theory of matter-element analysis, the matter-element models are formulated for the evaluation of the tolerance human resource management. Regarding annual tolerance human resource management as the object of matter-dement, the tolerance human resource ：management for two years are analyzed and evaluated through using the matter. element models proposed. A ease study is carried out and the satisfactory results are obtained. A new scientific methed is provided for the evaluation of human resource management based on strategy.

Strategy of Human Resources Localization for Multinational Corpora-tions in China

With the swift growth of China's economy in recent years, the number of multinational corporations in China is increasing rapidly, and during their process of management, the strategy of human resources localization is widely used. Though there are a lot of scholars who have done research on advantages, negative effects and implementation of this strategy, there are still not enough studies have been made about the enlightenments for China. Therefore, this study aims at representing more modern and advanced opinions by stating superiority and inferior of multinational corporations' human resources localization strategy on the basis of predecessors' studies. This study is based on multinational corporation human resources localization theories, research on certain multinational corporations located in China, and data and information from relative journals, books,newspapers and internet. The conclusion of this paper is as below: though human resources localization strategy has obvious advantages, the management shall control the"degree"in case of"over-localization"; secondly, as Chinese corporations, it is necessary to possess their own core technology instead of being a manufacturer only; and last, Chinese corporations should learn from foreign multinationals that balancing between globalization and localization, to maximize the benefits.

The Strategic Role of Human Resources in the Globalization Process

Globalization has contributed to rapid technological development,dominated by the importance of human resources as a key to society’s development and progress.A modern approach to strategic HRM is the most important phenomenon of today,helping to align the skills currently used with the goals the company pursues.A new industry is constantly evolving in the field of human resource management through strategic human resource management(HRM).The data show that human resource efficiency is an important factor that enables a company to have long-term benefits in terms of profits,competencies,and other goals.In the HRM system,this plays a significant role in planning long-term goals and strategies.The skills necessary to fulfill organizational goals are developed by individuals’personal sense of attitude and creativity synergistically related to the needs and desires of employees.The business function or human resources sector today is much more than a form of employment in the future.The efficient use of human resources is needed to provide companies with a competitive advantage and set long-term goals for a successful business,which are just some of the priorities of global business.Human resource management organization(HRM)includes selection,training,evaluation and rewarding of employees,organizational leadership,organizational culture.HRM emerged as a concept in the early 20th century,when researchers began documenting ways to create business value through strategic workforce management.Initially,transactional work dominated,but due to increased globalization,further HRM research today focuses on strategic initiatives,such as talent management,industrial and employment relations,inclusion,and more.Human resource management(HRM)refers to HR and management practices and systems that affect the workforce.The human resources of any organization are made up of all the people who carry out some activities within the enterprise.HRM’s core responsibilities include job design and job analysis,training and development,recruitment,team building,performance management,employee appraisal,etc.HRM affects the management and productivity of the company.It plays an important role in the training and control of employees and the organization.HRM plays a vital role in sustaining the lives,work,and career planning of employees.It helps HR managers resolve conflicts and motivate employees to pursue personal and organizational goals.To achieve organizational goals within HRM,it is important to conduct training and education.Without the ability of good HRM management and employee confidence in leadership,chaos and conflicts arise in the organization.HRM plays a vital role in the organization to achieve organizational goals,solve problems,manage workforce diversity,and the like.

Analysis on The Strategy of Application of StatisticalAnalysis Method in Human Resource Management of Modem Enterprise

The change of the development situation of market makes the competition among enterprises gradually turn totalents,technology, culture and other aspects,talent and technology has become an important embodiment of the core competitiveness ofenterprises.In this context,the role of human resource management is becoming more and more important,which needs to improve and innovatethe traditional human resource management mode in time,so as to improve the management level and management efficiency.The application ofstatistical analysis method in the human resource management of modem enterprises,can give full play to the role and value of various data,toimprove the disadvantages and defects in traditional methods of human resource management,can significantly enhance the level and efficiency ofhuman resource management,this paper makes a detailed analysis on its strategy of specific application, aims to provide guidance and reference.

Analysis on The Incentive Effect of Occupational Pension in The Human Resource Strategy of Private University

Occupational pension can play an active role in the management of human resources at the present stage,and has the good effect.As a human resource strategy,the active application of occupational pension in private universities can effectively improve the traditional salary management work,promote the salary management work smoothly,and provide effective conditions for human resource assessment.In private university human resources strategy,the positive application of occupational pension,need to continue to play its incentive function and effect,to attract more excellent teachers to participate in school construction,to improve the overall teaching achievements.This paper mainly starts with the connotation and the definition of occupational pension,introduces and analyzes the relevant situation of occupational pension comprehensively,and gives a detailed description of the incentive effect of occupational pension in the human resource strategy of private universities.

Influence of climate change and human activity on water resources in arid region of Northwest China: An overview

This study reviews the latest progress in research on climate change and water resources in the arid region of Northwest China, analyzes the cause of water resource changes within the region from the perspective of climate change and human activities, and summarizes future likely changes in water resources and associated adaptation strategies. The research shows that the climate in the region has experienced warming and wetting with the most significant warming in winter and the highest increase in summer precipitation since 1961. Areas with the most significant warming trends include the Qaidam Basin, the Yili River Valley, and Tacheng. Spatially, the increasing trend in precipitation becomes increasingly significant from the southeast to the northwest, and northern Xinjiang experienced the highest increase. Studies have shown a decrease in headwater of Shiyang River because runoff is mainly based on precipitation which shows a decrease trend. But an increase in western rivers was observed such as Tarim River and Shule River as well as Heihe River due to rapid glacier shrinkage and snowmelt as well as precipitation increase in mountain area. Meanwhile unreasonable human activities resulted in decrease of runoff in the middle and lower reaches of Haihe River, Shiyang River and Kaidu River. Finally, recommendations for future studies are suggested that include characteristics of changes in extreme weather events and their impacts on water resources, projections of future climate and water resource changes, climate change attribution, the selection of adaptation strategies relating to climate change and social economic activities, and use of scientific methods to quantitatively determine water resource allocation.

A Multi-Level Evaluation of Policy Integration of Human Resource Development in Agriculture Sector

Human resource development assumes as a golden key for a knowledge-based economy and competitiveness. This study evaluates policy integration of human resource development (HRD) in agricultural sector within the context of multi-level governance (i.e., interdependence of administrative levels in decision making) and suggests means to enhance policy integration in Bangladesh. Conducting a critical review of major policy instruments, key informant interview and two case studies, this study concluded that HRD issue has fairly included and observed consistency (between the aim of HRD and policy) in all policies and strategies;majority of policy instruments have significantly addressed the significance of HRD and added plans for its development;reporting, monitoring and evaluation of policies and strategies are rather weak and there is no adequate flow of financial arrangement that is largely determined by the availability of government project. Based on the findings, the following means should be useful for improving HRD policy integration such as providing a handsome amount of development budget at the sub-district agricultural office, formulating coherent strategies to build effective cooperation, coordination and participation among stakeholders, initiating special capacity building programmes for rural women, young farmers and smallholders and mainstreaming HRD issue in governmental planning and programmes, and accordingly crafting policies and implementation.

The Effect of Applying Human Resources Information System in Corporate Performance in the Banking Sector in Jordanian Firms

This paper aimed to demonstrate the impact of the effectiveness of the Application of human Resources Management System in Corporate Performance which perspective of workers in the Banking Sector in Jordanian Firm, and to achieve the purpose of the study questionnaire was developed to measure the impact of the effectiveness of the Applica-tion of human Resources Management System in Corporate Performance, and the sample consists of the study (500) employees in the banking sector, and used statistical methods appropriate to answer the study questions and test hy-potheses. The study found asset of results, including: 1) There is a significant effect between the quality of the output of human resources information system and institutional performance in banking sector in the Jordanian firm. 2) There is a statistically significant effect between motives and corporate performance in the banking sector in the Jordanian firm. 3) There is a significant effect between training and organizational performance in the banking sector in the Jordanian firm. The study was presented a set of recommendations, including: activating the role of human resources information system, where still the information system performs the function of traditional supply the decision maker authorized one to read the outputs historical information when they want, either directly or after completing a series of routine procedures that enable it, without that, this applies to access information system to avoid problems that many occur later. Must go beyond human resources information system (HRIS) traditional role in the process of selection and appointment of the new human resource to work in the organization, which is merely providing information to decision makers about the people who stepped forward to fill a job order that differentiation among those application. That the ambitious goal of that system to provide a base for data (data bank) includes all of the details of the employment available in the market.

An Empirical Study on Project Management Maturity in Human Resources

The assessment of the Project Management Maturity （PMM） level shows the company how good it is at managing projects. This measurement can be performed in different domains of expertise. In the article, the issue of PMM in the human resources （HR） area is examined. The discussion is based on a world-wide empirical research project conducted in more than 400 companies. The study was mostly focused on the machinery industry as there is a dearth of research on project management topics in this branch of the economy. Therefore, by investigating the PMM level in the HR area, a picture of the state of project management in the machinery industry will be created. For the purposes of comparison, a study was conducted on the construction （CONS） and information technology （IT） industries which, in contradistinction, are very well recognized in the scientific literature related to project management issues. This approach will help to better contextualize and understand the results from the machinery industry. The PMM level measurement was done using the author＇s model which assesses maturity on a scale of one to five, where one is the lowest and five, the highest level of maturity. The results of the study revealed that there were differences among the industries in PMM levels and between Polish and foreign companies.

HUMAN RESOURCE PRACTICES AND FIRM PERFORMANCE IN CHINESE ENTERPRISES

This study uses data from 201 Chinese firms to test two competing theories concerning human resource practices and firm performance. "Best practice theory" is supported for many of the human resource practices examined in the study. Contingency theory is generally not supported for three contingencies: business strategy, ownership and industry.

新形势下三甲医院人力资源管理创新策略探究

为更好地发挥三甲医院医务工作者的主观能动性,提升医务工作者的整体素质,应加速推进医院人力资源管理的变革。基于此,笔者通过对三甲医院人力资源管理的现状进行深入剖析,根据实际情况,从管理理念创新、管理制度创新、管理方式创新等方面有针对性地提出了一些策略。

水资源“量-质-域-流-生”全要素保护体系架构与实施策略

水资源保护是关乎民生福祉和国家安全的重要基础性工作。在新时期生态文明和美丽中国建设背景下,水资源保护亟需向流域化、系统化、生态化方向发展。研究基于对水资源系统多维属性功能的解析,从流域整体视角剖析了人类活动对水资源系统的干扰特征,提出了水资源“量-质-域-流-生”全要素保护策略,明确了水资源全要素保护的概念、内涵及体系架构。进一步,从服务于我国水资源管理实践角度,提出了以“退水还河、退污还清、退地还盆、退堵还疏、退渔还生”为核心的水资源全要素保护策略,明确了东北地区、黄淮海地区、长江中下游地区、东南沿海地区、西南地区、西北地区的水资源保护核心要点。最后,从政策法规、制度建设、监管体系等提出了推进我国水资源全要素保护的对策与措施。研究成果是对传统水资源保护工作的有益发展,为新时期国家治水实践提供了有力抓手。

数字化时代人力资源管理创新技术路径选择

随着数字化技术的快速发展,“全面数字化管理”被推到了企业发展的最前端,传统的人力资源管理模式已经难以满足现代企业的需求。文章概述了数字化时代的特点及人力资源管理的发展趋势,进而分析数字化时代人力资源管理创新案例与启示,并在此基础上从人力资源规划、招聘与配置、培训与发展、绩效管理、薪酬福利及员工关系管理方面提出了相应的数字化创新策略,以顺应数字化时代发展需求,实现人力资源管理的优化升级。

企业文化视角下饲料企业人力资源管理的有效策略

随着市场竞争的日益加剧,饲料企业面临着人才短缺和员工流失等诸多挑战。在此背景下,如何有效地进行人力资源管理,成为饲料企业亟待解决的问题。企业文化作为企业的灵魂,对员工的思想、行为和工作绩效具有深远的影响。因此,本文从企业文化视角出发,分析了企业文化在饲料企业人力资源管理中的作用,并提出了饲料企业人力资源管理的有效策略,力求以高质量的内部管理水平推动饲料企业的可持续发展。

乡村振兴战略下农村人力资本开发对农民增收的影响研究——以湖北省为例

通过对乡村振兴战略下湖北省农村人力资本开发的条件、举措以及成效的分析,结合乡村振兴战略实施前后湖北省农民增收情况,分析农村人力资本开发的素质提升、体质增强与人力流动对农民增收的影响。据此,提出加强农村人力资本开发促进农民增收的策略,建议:从战略高度上注重英才主导与职业主体的一体化培养,在宏观维度上强化社会保障与农村医疗的协同化部署,以及在长远角度上引导返乡创业与支柱产业的本地化发展。

高校人事管理向人力资源管理转变的应对策略

高校人事管理向人力资源管理转变是现代社会发展的必然要求。为发掘教师潜力、推动教育教学整体水平、优化资源配置、解决当前人力资源管理的滞后性与高校高速发展之间的矛盾,从人事管理和人力资源管理的区别入手,对高校人力资源管理的重要性及现阶段发展的困境展开深入探究,并在此基础上提出了高校人事管理向人力资源管理转变的有效应对策略。

基于e-HR的知识型人力资源开发

人力资源开发的过程可以提高知识生产力,即提高组织在产品、流程和服务中产生知识、传播知识和应用知识的能力。给出知识型人力资源开发KHRD(Knowledge-enabled Human Resource Development)的定义,认为KHRD是通过知识管理的方法和工具,挖掘人力资源潜力,通过人力资源开发流程的优化,创造智力资本价值。指出e-HR将带给知识型人力资源开发一种新的工作方法和思维模式,着重探讨如何进行基于e-HR的知识型人力资源开发活动,并给出基于e-HR的知识型人力资源开发的知识框架、理论模型和实施路径。

HRM系统、竞争战略与企业绩效关系的实证研究

战略人力资源管理理论认为人力资源管理(HRM)系统和企业竞争战略之间的匹配关系会对企业绩效产生影响.通过类型学和分类学两条主线归纳并总结了关于 HRM 系统及其与企业绩效关系的研究,提出了 HRM 系统、竞争战略与企业绩效关系的假说,并以133家样本企业为研究对象,对理论假说进行了检验.研究发现,采取内部型 HRM 形态的企业的绩效高于采取市场型 HRM 形态的企业;环境特征(产业技术变革、劳动力市场竞争)对 HRM 系统形态与企业绩效关系的调节效应仅得到部分支持,而企业规模的调节效用没有得到支持;企业的竞争战略对人力资源战略选择的影响很小;HRM 系统与竞争战略匹配企业的绩效高于没有匹配企业的假说没有得到支持.最后,对研究结论进行了讨论,分析了其局限性和未来研究建议.

“HRM-竞争战略”匹配模式对组织适应性绩效的作用机制研究

借鉴复杂适应系统理论(CAS),构建了"内部化HRM战略-防御型竞争战略"和"外部化HRM战略-探索型竞争战略"两种匹配模式,并选取人力资源柔性(功能柔性和数量柔性)作为中介变量,运用Polynomial Regression方法和450份中国企业的调查数据,验证了不同战略匹配模式对组织适应性绩效的影响效果。研究结果发现,"内部化HRM战略-防御型竞争战略"匹配模式对组织适应性绩效有显著的正向影响,且功能柔性在影响过程中具备中介作用;但"外部化HRM战略-探索型竞争战略"的匹配模式对数量柔性及组织适应性绩效的影响作用尚需进一步验证。