Convergence or Divergence Between European Human Resource Management and American Human Resource Management

Major indicator of firm performance is business performance. Aims of firms and managers are to achieve firm performance. Human resource management （HRM） aims to achieve individual performance in order for firm performance. Because individuals （professionals） may have an impact on business performance. European HRM is adopting principles of American HRM. This is convergence. There are two factors that may affect divergence between Europe and USA. Divergence factors are social awareness and economic viewpoint difference. First of all, European firms consider social partners in HRM. Secondly, EU is regulated market economy and USA has liberal market economy. That may create divergence between Europe and USA.

Research on organizational performance in human resource management practices

In this paper, we analyzed the status of human resource management practices in western China state-owned and state holding enterprises azld private enterprises, and found that there are differences in the nature of the business combination of different patterns of human resource management practices.

A Self-Attention Based Dynamic Resource Management for Satellite-Terrestrial Networks

The satellite-terrestrial networks possess the ability to transcend geographical constraints inherent in traditional communication networks,enabling global coverage and offering users ubiquitous computing power support,which is an important development direction of future communications.In this paper,we take into account a multi-scenario network model under the coverage of low earth orbit(LEO)satellite,which can provide computing resources to users in faraway areas to improve task processing efficiency.However,LEO satellites experience limitations in computing and communication resources and the channels are time-varying and complex,which makes the extraction of state information a daunting task.Therefore,we explore the dynamic resource management issue pertaining to joint computing,communication resource allocation and power control for multi-access edge computing(MEC).In order to tackle this formidable issue,we undertake the task of transforming the issue into a Markov decision process(MDP)problem and propose the self-attention based dynamic resource management(SABDRM)algorithm,which effectively extracts state information features to enhance the training process.Simulation results show that the proposed algorithm is capable of effectively reducing the long-term average delay and energy consumption of the tasks.

Resource management at the network edge for federated learning

Federated learning has been explored as a promising solution for training machine learning models at the network edge,without sharing private user data.With limited resources at the edge,new solutions must be developed to leverage the software and hardware resources as the existing solutions did not focus on resource management for network edge,specially for federated learning.In this paper,we describe the recent work on resource manage-ment at the edge and explore the challenges and future directions to allow the execution of federated learning at the edge.Problems such as the discovery of resources,deployment,load balancing,migration,and energy effi-ciency are discussed in the paper.

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%.

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 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.

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.

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.

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.

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.

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 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.

Resource management framework for manufacturing grid

Based on open grid service architecture (OGSA) and Globus Toolkit 3. 0 (GT3), a manufacturing grid (MG) is proposed to realize resource sharing and collaborative working among manufacturing enterprises. Nevertheless, resource management in MG is much more complicated than that in other grid applications due to the geographically distributed manufacturing resources, which range from CAD, CAPP and CAE to various kinds of machine tools. With the interaction of manufacturing grid information service (MGIS, developed by ourselves) and globus resource allocation manager (GRAM, provided by GT3), a resource management framework is presented to perform the functions of resource encapsulation, registry, discovery and monitoring. Furthermore, the application architecture and an example are depicted to illustrate the utilization of the resource management system.

Ontology and metadata for online learning resource repository management based on semantic web

An ontology and metadata for online learning resource repository management is constructed. First, based on the analysis of the use-case diagram, the upper ontology is illustrated which includes resource library ontology and user ontology, and evaluated from its function and implementation; then the corresponding class diagram, resource description framework （RDF） schema and extensible markup language （XML） schema are given. Secondly, the metadata for online learning resource repository management is proposed based on the Dublin Core Metadata Initiative and the IEEE Learning Technologies Standards Committee Learning Object Metadata Working Group. Finally, the inference instance is shown, which proves the validity of ontology and metadata in online learning resource repository management.

Blockchain-enabled resource management and sharing for 6G communications

The sixth-generation(6G)network must provide better performance than previous generations to meet the requirements of emerging services and applications,such as multi-gigabit transmission rate,higher reliability,and sub-1 ms latency and ubiquitous connection for the Internet of Everything(IoE).However,with the scarcity of spectrum resources,efficient resource management and sharing are crucial to achieving all these ambitious requirements.One possible technology to achieve all this is the blockchain.Because of its inherent properties,the blockchain has recently gained an important position,which is of great significance to the 6G network and other networks.In particular,the integration of the blockchain in 6G will enable the network to monitor and manage resource utilization and sharing efficiently.Hence,in this paper,we discuss the potentials of the blockchain for resource management and sharing in 6G using multiple application scenarios,namely,Internet of things,deviceto-device communications,network slicing,and inter-domain blockchain ecosystems.

A Game-Theoretic Perspective on Resource Management for Large-Scale UAV Communication Networks

As a result of rapid development in electronics and communication technology,large-scale unmanned aerial vehicles(UAVs)are harnessed for various promising applications in a coordinated manner.Although it poses numerous advantages,resource management among various domains in large-scale UAV communication networks is the key challenge to be solved urgently.Specifically,due to the inherent requirements and future development trend,distributed resource management is suitable.In this article,we investigate the resource management problem for large-scale UAV communication networks from game-theoretic perspective which are exactly coincident with the distributed and autonomous manner.By exploring the inherent features,the distinctive challenges are discussed.Then,we explore several gametheoretic models that not only combat the challenges but also have broad application prospects.We provide the basics of each game-theoretic model and discuss the potential applications for resource management in large-scale UAV communication networks.Specifically,mean-field game,graphical game,Stackelberg game,coalition game and potential game are included.After that,we propose two innovative case studies to highlight the feasibility of such novel game-theoretic models.Finally,we give some future research directions to shed light on future opportunities and applications.

A simulation-based two-stage interval-stochastic programming model for water resources management in Kaidu-Konqi watershed,China

This study presented a simulation-based two-stage interval-stochastic programming （STIP） model to support water resources management in the Kaidu-Konqi watershed in Northwest China. The modeling system coupled a distributed hydrological model with an interval two-stage stochastic programing （ITSP）. The distributed hydrological model was used for establishing a rainfall-runoff forecast system, while random parameters were pro- vided by the statistical analysis of simulation outcomes water resources management planning in Kaidu-Konqi The developed STIP model was applied to a real case of watershed, where three scenarios with different water re- sources management policies were analyzed. The results indicated that water shortage mainly occurred in agri- culture, ecology and forestry sectors. In comparison, the water demand from municipality, industry and stock- breeding sectors can be satisfied due to their lower consumptions and higher economic values. Different policies for ecological water allocation can result in varied system benefits, and can help to identify desired water allocation plans with a maximum economic benefit and a minimum risk of system disruption under uncertainty.