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.

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 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.

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 Reform and Innovation of Enterprise Human Re-source Management

Judging from the current development of China's enterprises,there are many shortcomings and problems in the management of human resources in enterprises,which have a certain impact on the economic benefits of enterprises.Therefore,in order to effectively improve the economic advantages of enterprises and promote the stable development of enterprises,it is imperative to analyze the reform and innovation of human resources management.

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.

The Changing Labour Relations during the Period of Economic Reform:A Case Study of Chinese Township and Village Enterprises in Yangtze River Delta

The economic reform launched in the People's Republic of China(China) led to a rapid growth in non-state sectors.Various forms of corporate governances and ownerships emerged during the last two decades,especially the Township and Village Enterprises owned by local residents.This article is conducted on the changing labour relations in Chinese Township and Village Enterprises(TVEs) despite their increasing contributions to China's transition from planned economy to market economy,and studies the labour market and the Labour Law to understand the unique labour mobility and to test the relationship between Human Resource Management(HRM) practice and the performance among TVEs.

柔性人力资源管理对高科技企业技术创新的影响研究

为更有效地推进高科技企业技术创新,基于自我决定理论,以员工的基本心理需要、内部动机为中介变量,构建柔性人力资源管理影响高科技企业技术创新的理论分析框架,并运用层次回归分析和Bootstrap方法,对360位高科技企业员工的样本数据进行实证检验,研究柔性人力资源管理对高科技企业技术创新的影响及作用机制。结果表明,柔性人力资源管理对高科技企业技术创新具有显著的正向影响;基本心理需要和内部动机不仅在两者之间分别独立地起到中介作用,而且还共同地发挥了链式中介作用。结合分析结果,高科技企业应发挥柔性人力资源管理的战略作用;高科技企业管理者和人力资源从业者应重视研发人员的基本心理需要;高科技企业人力资源管理活动应注重对员工内部动机的培养。

数字化转型背景下的人力资源管理者胜任特征模型建构

数字经济时代,人工智能、区块链、云计算、大数据等数字化技术的应用对人力资源管理者的任职条件提出了新的要求。文章基于网络文本分析法和典型案例分析法,构建了包含专业知识、职业技能、通用能力和个人特质4个因子27个条目的胜任特征模型。其中,数据分析能力、云平台及大数据操作管理技能、快速学习能力、场景迁移能力等胜任特征体现了数字化转型背景下的人力资源管理者胜任特征新要求。企业要进行数字化转型,应重视数字化实践中人力资源管理者的配置与培训,通过新的胜任特征模型建立人才画像和人才评估标准,运用大数据技术提升人力资源管理部门工作效率。