Digital Transformation of Enterprise Human Resource Management Enabled by Big Data

With the continuous development of big data technology,the digital transformation of enterprise human resource management has become a development trend.Human resources is one of the most important resources of enterprises,which is crucial to the competitiveness of enterprises.Enterprises need to attract,retain,and motivate excellent employees,thereby enhancing the innovation ability of enterprises and improving competitiveness and market share in the market.To maintain advantages in the fierce market competition,enterprises need to adopt more scientific and effective human resource management methods to enhance organizational efficiency and competitiveness.At the same time,this paper analyzes the dilemma faced by enterprise human resource management,points out the new characteristics of enterprise human resource management enabled by big data,and puts forward feasible suggestions for enterprise digital transformation.

Exploration of Human Resource Management in Enterprise Business Management

Human resource management is an integral part of enterprise operation and management,contributing to the avoidance of financial risks,alleviation of performance problems,promotion of organizational development,enhancement of operational efficiency,and fostering sustainable enterprise development.Enterprise management should prioritize attention to human resource management by establishing an independent human resource management department and strategically planning human resource management tasks.This involves building an information management platform,developing a professional human resource management model to mitigate market risks,actively recruiting human resource management talents to form a competent team,and enhancing the human resource management and supervision system.These measures are essential for comprehensively improving the level of enterprise operation and management.

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 the Status Quo and Countermeasures of Human Resource Management Outsourcing in China’s Pharmaceutical Enterprises

Objective To explore the current situation of human resource management outsourcing in China’s pharmaceutical enterprises,and to put forward some suggestions for enterprises and the government.Methods The current situation of human resource management outsourcing in China’s pharmaceutical enterprises was analyzed through the method of literature research.Results and Conclusion At present,the status of human resource management outsourcing in China’s pharmaceutical companies is that the level of human resource outsourcing companies is not high,and there are no relevant industry norms and laws.The information asymmetry between pharmaceutical enterprises and outsourcing companies results in adverse selection and moral hazard.Besides,the different culture of pharmaceutical enterprises and outsourcing companies leads to inefficient communication between enterprises and employee.To solve these problems,the government should promote and improve industry norms and laws to regulate the market.In addition,enterprises should clarify the motivation for outsourcing and make good decision on the outsourcing content.Meanwhile,enterprises should strengthen communication with employees to eliminate employees’concerns.

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.

Exploring the Digital Path of Human Resource Management in Innovation and Entrepreneurship Enterprises

The digitization of human resource management functions can enhance the adaptability of human resource management and promote the comprehensive digital development of innovative and entrepreneurial enterprises.This article first summarizes and evaluates the connotation and research status of the digitalization of enterprise human resource management.Secondly,it analyzes the influencing factors of digitalization of human resource management in innovative and entrepreneurial enterprises from three aspects:employee factors,organizational factors,and technological factors.Finally,it designs a digitalization plan for human resource management in innovative and entrepreneurial enterprises from four aspects:analyzing the current situation,preparing thoroughly,designing plans,and building systems.It emphasizes the value of digitalization of enterprise human resource management for innovative and entrepreneurial enterprises.

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.

Research on the Relationship Between Human Resource Management and Corporate Environmental Responsibility

The significance of human resource management in enterprise management is steadily growing,especially as businesses today are expected to shoulder their share of social responsibility.Among these responsibilities,corporate environmental responsibility assumes a pivotal role.This paper aims to investigate the interplay between human resource management practices and corporate environmental responsibility.The study employs various factors of human resource management practices as independent variables,using the current environmental status quo and environmental innovation capacity as intermediary variables,and adopts multiple regression analysis to scrutinize the influencing factors of corporate environmental responsibility.The findings underscore that when the working environment is favorable,enterprise human resource management practices can effectively enhance corporate environmental responsibility.Furthermore,when supported by environmentally responsible behavior,these human resources practices exhibit a positive influence on a company’s environmental responsibility.Consequently,this study provides practical recommendations for enhancing corporate environmental responsibility.

Application and Experience of Putting People First in Hospital Human Resource Management

The recent years have witnessed the rapid economic growth of our country.The medical industry has also come to a new era.The number of hospital staff continues to increase,while some problems of managing human resource have gradually emerged.These problems have a bad impact on the functions of the hospital.We must attach great importance to solve them.In the process of managing the human resources of hospital,we must insist to put people first.That is how we can better boost the working initiative of medical staff,setting the foundation for the development of hospital in a long run.This article has conducted deepening research on this issue.First of all,it briefly introduced the theory of putting people first.And then it stated the connotation of the theory of putting people first applied in managing human resources of hospital.At last,it explored the strategies on applying the theory of putting people first in managing human resources of hospital in accordance to the concrete conditions.

The Status and Role of Competency Model in Enterprise Human Resource Management

The competency model is a widely-used human resource management tool that can be applied to human resource management in different regions,different fields,different enterprises,and positions of different nature,which can improve the objectivity,reliability,authenticity and fairness of enterprise human resource management,give full play to the promotion of human resource management to the development of enterprise operations,and help enterprises achieve development and manage-ment goals.

The Role of the Fundamental Attribution Error in the Context of Human Resource Management

Attribution theories are well established in the field of social psychology.However,the transfer to the context of human resource management is still developing.Only recently,the understanding of the importance of psychological insights in this field has begun to grow.The research takes a closer look on the way individuals locate the causes of their actions.It can potentially influence important decisions in the context of human resource management.This article sheds light on the theoretical foundations,causes,and effects.

The Implementation of Human Resource Management Information System

Human resource management has begun to conduct information technology to enhance the efficiency of human resource work.The research objectives are:(1)Does the implementation of human resource management information system enhance work efficiency?(2)What are key factors to influence the implementation of human resource management information system?This research adopts case study with in-depth interviews at W University of Science and Technology.The interviewees of this study were mainly one director and four staffs working at the Department of Human Resource.The research results show that the system quality is acceptable and the system security is perfect.All users have consistent opinions on the bad quality of information and they spend more time to check the data at work.The system use frequency of each user is different,mainly depending on the content of their work.Users who are used less have higher user satisfaction in human resource management information system.Most users perceive that the personal benefit is increased,and feel that this system can enhance personal benefits and improve the organization benefits for personnel management.

Application of Incentive Theory in Hospitals' Human Resource Management

In recent years,the modem medical system has achieved deepening reforms,and the management systems of domestic hospitals have changed accordingly,which has improved the level of modem management to a certain extent.However,the development of hospitals is easily affected by many factors,which gradually highlights the problems of internal human resource management.This is not conducive for improvement in terms of the enthusiasm and initiative of internal employees in addition to restricting the quality of medical services.Based on this,in hope to provide assistance,this article uses incentive theory as the main research object and focuses on its specific application in hospitals*human resource 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 and Quality Assurance System to achieve Competitive Advantage

This study aims at the role of human resources management and quality assurance system to achieving the competitive advantage for the organization.Human resource management are the most important component among the organization’s components,because,even an organization owns all other resources(materials,financial,technological)without the appropriate,skilled and experienced human resources,failure will be the expected result.Addressing By the Mobilis Telecom company,the study and through exploring the recruitment resources and methods that used by the company,in hiring the best employees,and the role of these methods in achieving the competitive advantage in Telecommunications sector.The findings of the study were that the company success in the recruitment process was relying on the employment agencies,firstly and on the universities,secondly.Also the company aimed on maintaining quality assurance system through recruiting method that based on Telecommunications experience and advancement in studying.In order to achieve the competitive advantage,the Company focused on innovation and creating new products and services for its clients.The statistical analysis proved that there is a strong relationship between recruitment resources used by the Company and achieving the competitive advantage,Also a relationship between the quality assurance system of the employees and the ability to gain the competitive advantage.

Ethics of Human Resources Management in the Cameroonian Health System, Medical Nomadism and the Ineffectiveness of the Fight against High Blood Pressure

Context/objectives: The fight against Chronic Non-Communicable Diseases (NCDs) is a long-term undertaking, which requires available, motivated and well-managed human resources (HR). The administrative management of skills on both qualitative and quantitative levels is one of the essential functions of a health system. To better implement policies of fight against High Blood Pressure (HBP) and other chronic diseases, it is important to establish strategies to retain health personnel. This loyalty requires favorable working conditions and consideration of the contribution-reward couple. Good working conditions are likely to reduce the phenomenon of medical nomadism;conversely, poor HR management can contribute to their exodus towards exotic “green pastures”, thus leading to an additional crisis in the Cameroonian health system. The fight against HBP is a complex, multifaceted and multifactorial reality that requires appropriate management model for all types of resources mainly HR. The main objective of this research is to show the impact of poor management of human resources in Cameroon health system on medical nomadism and the ineffectiveness of the fight against High Blood Pressure. Method: A cross-sectional descriptive survey among five hundred (500) health facilities in the center region of Cameroon has been conducted. A stratified probabilistic technique has been used, and the number of health facilities to be surveyed has been determined using the “sample size estimation table” of Depelteau. The physical questionnaires have been printed and then distributed to data collectors. After data collection, the latter were grouped during processing in Excel sheets. The Chi-square test was used for data with a qualitative value and that of Kolmogorov-Sminorf for data with a quantitative value to assess the normality and reliability of data. The Crochach’s Alpha reliability test allowed us to have a summary of the means and variances and then to search for intragroup correlations between variables. Descriptive analysis was possible with the XLSTAT 2016 software. Results: 43.60% of Health Facilities (HF) managers were unqualified. 82.20% of HF managers have staff in a situation of professional insecurity. They are mainly contractual (49.00), decision-making agents (24.40%), casual agents (08.80). The proportion of unstable personnel is average of 22.00% and very unstable, 12.00%.

Research on the Ideological and Political Education in the Curriculum of Human Resource Management in China

Based on the teaching concept of “Ideological and Political Education in the Curriculum”, taking the curriculum of “Human Resource Management” as an example, this paper explores the reform of ideological and political education design from the perspective of moral education objectives and teaching contents. The course takes “carrying forward the craftsmanship spirit” as the main line, and takes” constructing a pattern of high-quality education” as the main task, which not only cultivates students’ professional skills in human resource management, but also integrates ideological and political elements into all modules of human resource management, pays attention to students’ ideological trends and attaches importance to students’ ideological education. In the teaching content, the course introduces ideological and political elements such as craftsmanship spirit, entrepreneurship spirit and Chinese traditional culture. In the recruitment and selection section, the importance of craftsmanship spirit is emphasized, and talents who strive for excellence and excellence are advocated for selection. In the performance management section, combined with entrepreneurial spirit, the value of innovation driven and efficient execution is explored. When discussing about employee development, it is important to integrate socialist core values and balance individual and collective interests. In the chapter of corporate culture, we will delve into the essence of traditional Chinese culture, such as team harmony, integrity, and professionalism to cultivate a good organizational atmosphere. Ideological and political education in the curriculum of Human Resource Management uses case analysis, group discussions and other forms to enhance students’ political identity, ideological identity and emotional identity, so as to deepen students’ professional ideal and ethics education.

Countermeasures and Suggestions for Strengthening Human Resource Management in China’s Pharmaceutical Industry

Objective To provide reference and enlightenment for the development of human resource management in China’s pharmaceutical industry and to put forward some suggestions to promote the further development of pharmaceutical industry.Methods The method of literature review was used to analyze the current situation and existing problems of human resource management in China’s pharmaceutical industry.Results and Conclusion Only by continuously improving the human resource management skills and innovating management methods can pharmaceutical enterprises achieve long-term benefits with sustainable development.The formulation of human resource management strategy in pharmaceutical industry must be conducive to the realization of the business goals of enterprises.To achieve this overall goal,the human resources management department of enterprises must make the plan from a strategic perspective,formulate talent strategic planning which serves the overall strategic goal of the enterprise.As a result,human resource management will play an important role in the development of China’s pharmaceutical industry.

Cycle Evolution of the Impact of Ability-Enhancing,Motivation-Enhancing,and Opportunity-Enhancing Strategic Human Resource Management on Product Innovation in Science and Technology Enterprises

This study is based on the Ability-Motivation-Opportunity(AMO)model.Through two sub-studies,it explores the influence of ability-enhancing,motivation-enhancing,and opportunity-enhancing strategic human resource management(SHRM)in science and technology enterprises,on product innovation performance(PIP).It also reveals the dynamic evolution that influence from the perspective of the enterprise lifecycles.Sub-study 1 analyzes 441 questionnaires from managers of science and technology enterprises,using a qualitative comparative analysis method to determine the differences in the lifecycles of different enterprises.A qualitative comparative analysis of the questionnaires identifies the configurations of AMO SHRM,organizational emotional capability(OEC),and organizational human capital(OHC)that affect PIP at different lifecycles.Sub-study 2 empirically validates the dynamic capability path and resource-enhancing path of the impact of AMO SHRM on PIP using 444 questionnaires from managers of science and technology enterprises.The outcomes make the following revelations.(1)There are two possible configurations for product innovation during the startup stage,and opportunity-enhancing SHRM(OSHRM),OEC,and OHC are necessary conditions for impacting product innovation.There are three possible configurations for product innovation during the growth phase,and three possible configurations during the mature phase.(2)OSHRM in the startup stage affects product innovation through human capital,while ability-enhancing SHRM(ASHRM)and motivation-enhancing SHRM(MSHRM)do not significantly affect product innovation.ASHRM and OSHRM in the growth stage affect product innovation through OEC and OHC,while MSHRM has a significant impact on product innovation.AMO SHRM in the mature stage affects PIP through OEC and OHC.The study compares the impact of AMO SHRM on PIP from the perspectives of dynamic capability and resource-enhancing paths,and longitudinally analyzes the adaptability of the two paths in different stages of the enterprise life,providing reference for science and technology enterprise management practices.