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.

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.

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.

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.

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。

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。

平台化组织柔性人力资源管理的内涵及测度研究

在数字经济时代背景下,组织平台化转型的趋势对传统的柔性人力资源管理提出了新的挑战。目前有关柔性人力资源管理的研究仅聚焦于传统组织,无法体现出组织平台化转型背景下管理边界、管理单元和管理流程等方面的特点。因此本文选取平台化组织中人力资源管理部门负责人作为研究样本,通过扎根理论探讨平台化组织柔性人力资源管理的结构维度,并在此基础上开发并检验测量量表。研究结果表明,平台化组织柔性人力资源管理包括“结构柔性人力资源管理、资源柔性人力资源管理和过程柔性人力资源管理”三个维度,共13个题项。同时,因子分析结果亦表明,本文所开发的量表具有良好的信度和效度。

数字经济时代下人力资源管理模式的创新发展研究

文章旨在探讨数字经济时代下的人力资源管理模式的创新发展。首先,文章指出,在数字经济时代,传统的人力资源管理模式面临着诸多挑战,包括理念相对落后、制度执行力不足和人力资源配置计划不够合理等问题。针对这些挑战,文章提出了构建数字化人力资源管理的关键要素,即技术基础设施建设和人才储备培养,进一步探讨了招聘与选拔、培训与发展以及绩效管理的数字化创新实践,以提高人力资源管理的效率和质量。最后,文章提出了数字经济时代下人力资源管理模式创新发展的对策,包括加强数字技术人才培养和引进以及推动技术与人力资源管理的融合,有望为企业在数字化转型中优化人力资源管理提供有益的指导。

大数据时代职业院校人力资源管理信息化建设探析

信息技术有效融入职业院校人力资源管理工作有利于改善职业院校人力资源管理,从而让职业院校在人力资源管理探索和改革领域获得提升优势,促进职业院校高质量的跨越式发展。通过分析信息技术在职业院校人力资源管理中的现状和意义,丰富了职业院校人力资源管理的内涵,提出了职业院校人力资源管理信息化建设的策略。

信息化时代人力资源管理对企业经济发展的影响

伴随着信息化时代的迅速发展,信息技术早已经广泛融入各个行业中。人力资源管理作为企业中极其重要的一环,必须紧跟时代追求其发展步伐,充分利用各种数字化技术对管理模式进行优化和创新。企业应对传统人力资源管理进行创新和变革,确保自身能够紧随时代潮流,在变革中寻求机遇,促进企业经济的长期发展。

AI时代饲料企业人力资源规划与财务管理协同发展研究

随着饲料行业竞争加剧以及市场规模不断扩大,传统粗放式管理已不再符合饲料企业的经营需求。在AI时代背景下,饲料企业人力资源规划与财务管理协同发展能为企业发展提供源源不断的核心动力。当前,饲料企业人力资源规划与财务管理协同发展仍面临一系列的不确定性,如缺乏对多部门协同发展的重视,缺少AI技术开发和运营资金,缺失有效的内部管理协同机制等。针对以上问题,建议从以下途径推动AI时代饲料企业人力资源规划与财务管理协同发展,包括转变企业管理者的思想意识,实现物力资源向智力资源的转化,以及构建有效的企业内部协同发展机制。

新时代应用型大学人事档案管理模式探究与实践

人事档案是高校加强人力资源建设的重要参考依据,是支持应用型大学人力资源发展的关键资源。通过对当前应用型大学人事档案管理现状的分析,以北京联合大学为例,围绕人事档案工作制度化、规范化、科学化及信息化,从规范建设、高效管理、强化服务3个维度,深入探讨“从严管档、数字建档、提升服务”的策略,旨在为人事档案规范化、科学化管理模式开辟新途径,更好地服务于学校各项事业的建设与发展。

高质量发展背景下公立医院战略人力资源管理实施路径研究

公立医院高质量发展,是新时代党和国家事业发展新阶段的内在要求,也是更好满足人民日益增长的医疗卫生服务需求的必经之路。医院作为知识密集型组织,人力资源是医院发展的原动力,只有人才队伍的高质量发展,才有医院的高质量发展。在高质量发展阶段,需要将人力资源作为一种战略资源,充分了解战略性人力资源管理的内涵,改善医院人力资源管理方面存在的问题。应针对医院人力资源特点,实施战略性人力资源管理,将人力资源管理与医院高质量发展战略目标相融合,从而促进高质量发展目标的实现。

高质量发展视域下图书印装质量管理和提升路径

探讨图书印装质量管理和提升的路径,以促进出版高质量发展。文章基于实际工作经验,从图书印装质量管理视角探讨出版单位提升图书印装质量的路径,包括建立专业团队、完善制度建设、制定规范流程、有效管理原材料、建立承印企业评价与考核机制、加强质检环节设置等,以供同行借鉴。

人力资源管理专业培养方案对比研究

人力资源管理对企业发展有着重要作用。随着我国社会经济的发展,社会各界对人力资源管理专业人才尤其是复合型和应用型人才的需求日益提升。本文旨在通过调研不同高校的人力资源管理专业培养方案的情况,分析培养特色、课程学分设置、课程体系设置、人才培养模式以及课程思政建设的情况,总结了人力资源管理专业人才培养的建议,以期进一步推动人力资源管理专业人才培养工作的开展。