Analysis of Human Resource Development and Management in Regional Economic Development

At present,China’s economic growth model has gradually shifted from high-speed growth to high-quality development.Under the era of digital economy,a steady and sustainable economic development has become the main goal of the country’s development.The practice of modern economic development has shown that human resource is not only the premise of regional economic development,but also one of the important sources of regional economic growth.The coordinated development of human resource and economy is not only an inevitable requirement for high-quality development,but also the first task to assume to solve the imbalance in regional economic development.Based on the interaction mechanism of human resource development and management and regional economic development,this paper selects data from the 2021 China Statistical Yearbook,takes the 2011-2020 national population census data as samples,analyzes the current status and existing problems of human resource development and management in China’s regional economic development from three dimensions(human resource quantity,quality,and structure),as well as explores the path of human resource development and management in regional economic development,such as increasing investment and improving the quality of human resource,allocating human resource in a reasonable manner and improving the human resource structure,allocating talents in different regions in a balanced manner,coordinating the shortage and saturation of talents,etc.,so as to promote a balanced development between regional economic development and human resource development and management.

The Impact of Human Resource Management on University Development

As competition in the education industry intensifies and the knowledge economy evolves,the significance of Human Resource Management(HRM)in university institutions.This study aims to explore how HRM affects the sustainable development and competitiveness improvement of universities.This article begins with a theoretical analysis to define the concept of HRM and its particular relevance within university education.The subsequent analysis examines the multi-dimensional framework of university development,encompassing its connotation,goals,and key influencing factors.The article further elaborates on the positive effects of HRM on university teaching quality,scientific research capabilities,organizational culture,and social services.On this basis,the main challenges currently faced by university HRM are discussed,such as talent mobility,institutional constraints,resource limitations,and internationalization pressure.Finally,optimization strategies are proposed,including building a scientific human resources system,enhancing talent training and development,fostering diversity among teaching staff,and improving decision-making efficiency and transparency.The conclusions of this study aim to provide strategic insights for university education managers to better utilize human resource advantages and promote the comprehensive and sustainable development of universities.

The Impact of Human Resource Management on Regional Economic Development

A company that does a good job in human resource management will promote the process of regional economic development,and related enterprises will develop rapidly as a result.In future work,enterprises should carefully study the relationship between the two,and innovate their human resource management and development methods while fully considering the needs of talent development and regional economic development,in order to fundamentally optimize the regional economic development status.

Optimization Analysis of Human Resource Management Strategies of Nantong University,a Local Comprehensive University in China

This study analyzes the current situation and challenges of Nantong University amid the rapid development of higher education,addressing aspects such as faculty structure,administrative management efficiency,and promotion mechanisms.Through questionnaire surveys and field research,coupled with SWOT analysis and various theoretical methods,a comprehensive analysis was conducted on Nantong University’s internal and external environment.The study proposes an improved comprehensive development strategy and implementation measures,which include updating management concepts,strengthening professional training,optimizing employment conditions,and improving salary systems.Ultimately,this study provides practical strategies for human resource management and the transformational development of Nantong University and other local comprehensive universities.

Research on Human Resources Development of Rural Public Service Departments in New Countryside Construction

On the basis of defining related concepts concerning human resources in rural public service departments,this paper analyses the overall status quo of human resources in China's rural public service departments and points out the problems existing in human resources in China's rural public service departments during new countryside construction as follows:first,the constitution structure is not rational;second,the cultural quality of staff is universally low,and the business capacity remains to be promoted;third,the improvement of human resources development environment lags behind,and the supporting reform is short.In the context of new countryside construction,the opportunities faced by the human resources in China's rural public service departments are as follows:China has elevated strengthening new countryside construction and rural talents construction as important state development strategy;the ideas of service-oriented government and learning-oriented government are put forward;civil servant system is overhauled.Therefore,I advance the development strategy of human resources in China's rural public service departments as follows:implement elastic personnel system reform in public service departments(including civil servant positions in department),to form the public service personnel system of "able one comes in,mediocre one moves over and shiftless one steps down";audaciously promote young and middle-aged grass-roots cadres with strong business ability,high political quality,acute judgement and decision-making ability;build learning-oriented grass-roots public service organization,to make the staff in rural pubic service departments study assiduously and progress;broaden horizon,and build the human resources development system geared to international standards;in developed regions,the human resources in grass-roots public service departments should introduce enterprise competition model.

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.

Talent Management to Support the Transformation of Human Resource

This paper discusses talent management to support Human Resource （HR） tranformation and analyzes the role and the function of Human Resource Management （HRM）, how it is expected to be in the future for any organization. The discussion about the relation between HRM, talent management/talent pool, training and development, and HR preparation for leader＇s candidates （succession） required by every organization to maintain its existence and competitive advantage, is raised in this paper, using literatures/content analyzes and descriptive explanation. Based on the analysis, HRM in the future should be involved more directly in overall people-related business process in order to support the competitive advantage of organization. The role of HRM is no longer limited to the administration, but has shii^ed into a strategic partner and change agent. Talent management can be applied to the fields of business and education in order to achieve superior performance. Appropriate talent management can be used as a strategy to improve organizational performance. Talent management application that is consistent with the goals, strategies, and values of the organization will provide a positive impact on organizational performance.

From the aspect of enterprise recruitment to analyze the trends of human resources management

With the globalization of the economy and the further development of the market, multinational companies are constantly stepping up the pace to catch up with the trend of the times. However, at the same time, the employee turnover rate of the enterprise is increasing with their respective development, namely job-hopping phenomenon that is quit common occurrences. How to stabilize the hearts of employees and cultivate their loyalty will naturally become a hot topic with a constant temperature of contemporary human resource management .This paper will use the analysis method that combines theoretical analysis and case-related to explore the importance of human resource management from the aspect of human resource recruitment, and the enterprise employee recruitment has a very important position in the whole process of business management and development even business survival and on the basis of it to analyze the future development trends of human resource management for the development of enterprise to enhance persistence and sustainability, so that the enterprises enable to compete successfully in the dynamic changes.

Human Resource Management Theory in the Context of Economic Development Transformation from the Perspective of the Social Productive Forces

This paper explores the development of the human resource management theory from the perspective of social productive forces,deeply analyzing the development of the current social productive forces and the characteristics of the socio-economic development.It can be concluded that the development of the human resource management theory is closely related to the socio-economic development pattern.The twenty first century is a knowledge-driven era,and"eco-friendly"and"low-carbon"are the basic characteristics of the socio-economic development of the era of the knowledge-driven economy,which has great influence on the subject,aim and content of human resource management.Green human resource management conforms to the trend of the transformation of the socio-economic development.Based on the management of"human",it creates an eco-friendly,low-carbon and sustainable environment for enterprises,which promotes the transformation from extensive growth to intensive growth of the macro management of enterprises.

Mechanism Construction of Human Resource Management based on Blockchain Technology

The traditional human resource management system is faced with such problems as the quality of staff recruitment can not be guaranteed,the training performance is not consistent with the actual performance,the enterprise performance appraisal is unfair,and the salary distribution is unfair,which seriously affects the enthusiasm and loyalty of employees and threatens the survival and development of enterprises.In view of the current situation and problems of human resource management system,combined with the technical characteristics of blockchain,this paper proposes a human resource management mechanism based on blockchain technology,in order to achieve the company’s human resource management system accurate,efficient,open and transparent.It is found that there is a good coupling between blockchain technology and human resource management system.This paper constructs a human resource management mechanism based on blockchain,innovates the application scenarios of blockchain technology,and provides certain guiding significance for the establishment of human resource management system and process improvement in the future.

Human Resource Management of Public Institutions from the Perspective of Sustainable Economic Development

At this stage,the sustainability of human resources in China is becoming more apparent.As vital units of social development,public institutions are facing fierce competitions under the appalling situation of today’s market economy,and the problem of human resource management is increasingly significant.In order to improve their potentiality for sustainable development and enhance their core competitiveness,public institutions must pay attention to human resource management.At present,the human resource management of public institutions,whether from the micro level of employees and managers,or the regional differences at the macro level,all show significant problems,such as the flawed employee management system,the serious phenomenon of difference and mismatch,as well as the lack of professional knowledge among managers.Based on this,this paper takes the coordinated relationship between human resource management and sustainable economic development as a breakthrough and proposes several measures for the problems that exist in the human resource management of public institutions,so as to continuously improve the level of their human resource management as well as promote the sustainable development of public institutions and social economy.

Human Resource Management:A Case Study of the Air Traffic Controller Strike in 1981

The article discusses several hemispheres of human resource management based on a typical case review. The study presents the main problems of the case from both employees and organizations; the issued problems involve compensations and benefits,restructuring,job design,and training. Based on the analysis of the case,two alternative solutions state that the potential routes for the organizations to avoid serious negative results. The study introduces a number of recommendations that can be used as a reference for other organizations to avoid similar risks.

Research on performance management of PN company

To establish scientific and effective performance management system is one of the important tasks of establishing a modem enterprise human resources management. Based on modern management concept of human resources, this thesis discusses how the newly set-up Chinese private high-tech manufacturing enterprise effectively import performance management system, design and implement the system and put it into application. With application of performance management related theory, the thesis analyzes the characteristics of current stage of enterprise development, designs the construction process of performance management system, and illustrates the detailed implementation method.

Dazed and Confused:The Impact of Multinational Firms on Local Labor Markets

In this high-speed globalization era,the opportunities for multinational companies(MNCs)have become vast.In such situation,these companies can obtain maximum profit only if they know how to use workforce properly.This paper aims at analyzing how these MNCs can use international workforce without violating ethics,universal labor rights,and human resource rules.For this purpose,two most favored countries i.e.,China and Indonesia have been taken and compared throughout the paper.The first part of this paper deals with the introduction of the profile of above mentioned two countries and opportunities to the MNCs.The second part deals with the roles of institutions in dealing with labor workforce.The third part indicates divergent paths and the convergence of the globalization with its impact over host countries.The final part concludes the entire discussion in a few paragraphs.The entire paper has been developed keeping the scholarly work,journal articles and critical analysis factor under consideration.

我国信息资源管理一级学科发展历程探析:名实源流

[目的/意义]2022年图书情报与档案管理一级学科名称正式改为信息资源管理,是学科建设和教育改革的标志性事件。目前对信息资源管理一级学科认知还存在某些混乱和困惑。文章系统全面地梳理和回顾我国学术界对信息资源管理学科探索与认识的历程。[方法/过程]从我国早期信息管理学科改革的独特价值、21世纪后信息资源管理学科建制的成熟完善、一级学科更名的理论探索与争论等方面对该学科的转型发展进行深入分析。[结果/结论]我国早期信息资源管理学科改革具有独特的历史意义和现实价值,为信息资源管理学科建立奠定了良好基础。进入21世纪后,信息资源管理学科教育和研究的制度化趋于成熟完善,但实际学科更名过程较为曲折。文章论述了一级学科更名推动学科整合扩容的重要作用,对不同的争议观点加以评述;提出加强信息资源管理学科的抽象规律研究,以促进新时代信息资源管理自主知识体系建设;讨论了学科改革史带来的启示并提出了对学科未来发展的建议。

职业韧性在发展型人力资源管理实践与护士建言行为间的中介作用

目的探讨发展型人力资源管理实践与护士建言行为的关系,以及职业韧性的中介作用。方法便利抽取河南省7所三甲医院的328名护士,采用发展型人力资源管理实践量表、职业韧性量表和建言行为量表进行调查。采用AMOS26.0软件建立中介效应模型。结果发展型人力资源管理实践、职业韧性、建言行为总分分别为68.70±6.26、94.16±8.80、33.65±8.35。职业韧性在发展型人力资源管理实践与护士建言行为之间起部分中介作用,中介效应占总效应的54.5%。结论护士建言行为、职业韧性及医院发展型人力资源管理实践均处于中等水平;发展型人力资源管理实践可直接促进或通过职业韧性间接影响护士的建言行为。医院应采取发展型人力资源管理策略,提升护士的职业韧性,从而提高其建言行为。

医院人力资源管理信息系统的发展历程与建设策略分析

人力资源信息化管理是医院长远发展的关键性因素之一,分析了不同时期医院人力资源管理信息系统的特点、功能和存在的问题,有助于进一步规划建设医院人力资源管理信息系统,为今后的发展奠定基础。文章从其发展历程及建设中面临的问题入手分析,结合分析结果提出建设策略,巩固医院人力资源管理信息系统的成熟性、有效性及稳定性作用。

信息资源管理学科的区域战略支撑与协同发展——2023年第一届西北高校信息资源管理学科建设联盟工作会议暨2023年学术年会纪要

2023年12月1-3日,第一届西北高校信息资源管理学科建设联盟工作会议暨2023年学术年会在陕西西安顺利召开,信息资源管理领域的200多位学者、研究人员参加了会议。本次会议以“信息资源管理学科的区域战略支撑与区域协同发展”为主题,设置了主旨报告、高端对谈、分论坛报告等环节,与会学者共话学科区域合作发展与服务创新实践,共谋信息资源管理学科高质量发展。

公立医院多院区人力资源一体化管理的实践与思考

公立医院的多院区建设发展,大大增加了人力资源管理的难度。对此,各地积极探索多院区人力资源一体化管理,积累了不少经验:以需求预测为基础,进行人力资源一体化规划与储备;以组织架构为依托,进行人力资源一体化管理与调配;以“内培外引”为抓手,进行人力资源一体化开发与培养。在此基础上,后续还需做好需求预测、加强数字化建设、平衡“共性”与“个性”的关系等,进一步提升人力资源管理的精细化水平。

公立医院人力资源管理信息化建设探析

规范的人力资源管理工作是推进公立医院高质量发展的重要基础,开展人力资源管理信息化建设是提升管理水平的有效途径之一。从时代背景出发,分析天津某公立医院人力资源管理信息化现状,提出实现人力资源管理信息化建设的对策与建议。