Digital Resource Management Research Articles

Regulating Algorithmic Management at Work in the European Union: Data Protection, Non-discrimination and Collective Rights

In recent years, algorithmic management practices have been widely adopted by employers to monitor remote work, analyse how applicants behave during job interviews, rate worker performance and calculate wage adjustments. As a result, the condition of workers being subjected to the upstream authority of managers has intensified. Employment protection legislation recognizes the importance of curbing the employer’s unilateral discretionary power by deploying several controlling factors. However, the traditional guardrails have now been displaced by the transformative impact of data-driven technologies. As a response to this challenge, several measures implemented by the European Union (EU) could be pragmatically adapted to curtail the expansion of artificial intelligence-based management prerogative. By applying a multidimensional, anticipatory and participatory approach, this paper integrates substantive and procedural rules that contribute to rebalancing informational asymmetries within workplaces and assesses the effectiveness of these rules. Examining case law, administrative decisions and legislative developments, it also discusses the mutually reinforcing relationship between data protection and anti-discrimination measures, which renders automated decisions documentable and contestable. In addition to defensive tactics, this article calls for the involvement of worker representatives in co-designing digital human resource policies. As data are relational, collective bodies are uniquely placed to exchange information, raise awareness and bring claims, with a view to preventing the improper use of algorithms. Employer Powers, Data Protection, Non-Discrimination, Co-Determination, Artificial Intelligence, Management by Algorithm, Right to Explanation, Burden of Proof, EU Law, Digital Transformation

Retracted: Research on Digital Economy and Human Resources Based on Fuzzy Clustering and Edge Computing

Retracted: Research on Digital Economy and Human Resources Based on Fuzzy Clustering and Edge Computing

Enhancing Digital Humanism in English Language Teaching through Digital Humanities

Globally, English Language Teaching and Learning and the communication practices have been undergoing tremendous changes in the 21st-century of the Third Millennium. Digital Age has established itself with a rich source of information through different Applications of social media upto Chat GPT and other Artificial Intelligence tools in the recent times. It reduces strain in teaching and learning and gives emphasis to knowledge-based strategies. Radio, newspapers and television were the main sources of information before the arrival of the internet. Technology has revolutionized information access across all sectors, largely replacing humans in global learning, making it quick and cost-effective. The move from physical to mental labour has also become widespread, as the transformation of man from traditional practices to technological advancements. Today the success of English as a Global Language and the learning of it relies on surplus information and human resources, with data storage at its peak. Microphotography, microform, wireless networking,internet, information sharing, mobile phones, pocket laptops, and digital cameras evolved.Digital Humanities has opened avenues for intellectual activity using Digital Technology to give a new dimension to the various disciplines in Humanities. Digital resources in Humanities give a face-lift in teaching and learning. When there is no urban/rural divide among the teaching community across the globe, all the teachers of English are expected to have a better knowledge in the use of the latest tools to teach English as a language to any kind of learners effectively with the same humanistic approach practised in conventional teaching. Knowledge of Digital humanities is essential to improve the quality of teaching and learning.This paper aims at contextualising English as a global language by teaching its literature through Digital format by converting the print form of literature into eBooks, Digital Archives, Electronic Literature, and Language Games along with Digital Humanism,which is yet another face of Digital Humanities. According to Hannes Werthner, Co-founder, Digital Humanism Initiative, “Digital humanism is a broader approach to designing a digital future with respect to human needs.”

Research on the Design of Digital Teaching Resource Management and Sharing Platform in Colleges and Universities Based on Cloud Storage

Abstract In this paper, after analyzing the structural system of the digital resource sharing model in colleges and universities, a shared storage model based on cloud storage is designed, and a digital teaching resource management and sharing platform for colleges and universities based on cloud storage is constructed on this basis. In order to realize accurate sharing, the sharing behaviors of teaching resources are symbolically illustrated, double behavior aggregation is performed, and a multidimensional preference personalized recommendation algorithm, i.e., DB-CGAT model, is designed to construct the personalized sharing module of teaching resources that integrates the behavioral graph. In addition, three types of experiments are conducted on the personalized sharing module of the platform to test its sharing performance and overall performance. The results show that the accuracy of this model is reduced by 0.04 compared with the traditional algorithm; the 90 percent time of login transaction is 2.44, and the time of query transaction is 1.46, which is all up to the standard value. All the action actions are green, and the number of clicks and throughputs in 5~30ss are around 120. Universities can benefit from the digital teaching resource management and sharing platform designed in this paper, which can improve teaching efficiency.

Driving supply chain performance through digital HRM: The mediating role of green orientation and the moderating role of green innovation

Design/Methodology: This study involved supply chain managers in manufacturing companies in DKI Jakarta and West Java Provinces, Indonesia. The reason is that these two provinces had many manufacturing companies and were two of the largest industrial cities in Southeast Asia. Based on the survey conducted, there were 160 questionnaires distributed. However, the data that meets the requirements is 145 and can be processed further. This study used the Structural Equation Model (SEM) analysis technique using Partial Least Square. Findings: This study has confirmed a number of findings including: (1) Digital HRM had a positive and significant influence on SC performance, (2) Digital HRM had a positive and significant influence on green orientation, (3) Green Orientation had no positive and significant influence on SC performance, (4) ) Green Orientation did not mediate the effect of Digital HRM on SC performance, (5) Green Innovation had a positive and significant influence on green orientation and Green Innovation did not moderate the influence of digital HRM on SC performance.Research Limitation/Implications: This study only focuses on the scope of Digital Human Resource Management (DHRM) on Supply Chain Performance (SCP). The mediating role of Green Orientation and the moderating role of Green Innovation in research findings did not have a significant contribution. The next study is expected to examine the concept of digital HRM which is not only oriented towards green orientation and green innovation in manufacturing companies. Other considerations are needed such as digital entrepreneurship, digital business and digital skills which are currently developing in the world and even in Indonesia. This is because Digital entrepreneurship, digital business and digital skills are one of the supporters of economic growth and company performance in a sustainable manner. Managerial Implication: This study is expected to be a reference for practitioners, especially in the field of Digital Human Resource Management (DHRM) on Supply Chain Performance (SCP). Furthermore, the concept of digital HRM by organizations can be used as an effective alternative in continuously improving SC performance in manufacturing companies in Indonesia. Theoretical Implication: The findings of this research provide a theoretical contribution related to the pattern of relationship between digital HRM and SC performance, although green orientation did not mediate the pattern of relationship between digital HRM and SC performance, likewise, green innovation did not mediate the pattern of relationship between digital HRM and SC performance. However, these two aspects can be an important focus in this research and must be considered for further research. Originality/Value: This study has originality because it examines the role of digital HRM on SC performance which is still very rarely researched especially when it is associated with the mediating role of green orientation and green innovation.

Effects of digital education on human resource development

BACKGROUND: The process of Digitizing Education has experienced significant growth in recent times, particularly under the background of COVID-19. Enterprises have ushered in new transformation needs, and digital education is the foundation of digital management. OBJECTIVE: Based on the entropy value method, it indicates the prominent factors affecting the progress of digital education. Give suggestions on human resource development and educational digitization. METHODS: Using panel data for 32 countries from 2015 to 2022. This study integrates digital technology, digital education economic environment, digital skills, and information literacy to establish an evaluation index system for assessing the level of digital education. RESULTS: The entropy value indicates that digital technology holds a prominent role in affecting the progress of human resources. Well-developed digital education can promote human resource management. CONCLUSIONS: The proposed digital technology has an important impact on the development of digital education and human resource management. Enterprises should pay more attention to the introduction of high-quality information talents to realize the digital transformation of enterprise management. The results open up several avenues for digital education in human resource management in future research.

Examining the role and position of the digital human resource management in economic development

In recent decades, the world of business and human resource management (HRM) has been involved with new changes that have had a major impact on organizations and economic institutions. With the advancement of technology and the expansion of digitalization, the concept of digital HRM has been introduced as a revolution in this field, which has caused major changes in the methods and processes of HRM. The objective of this study is to evaluate the impact of sustainable human resource practices on the economy, society and environment. Also, the intermediary role of digital HRM is investigated in this regard. The current research is a descriptive survey in terms of practical aim and methodology. The studied population of this research includes 5789 companies operating in industrial cities in Indonesia. The results of statistical analysis show that sustainable HRM has a direct and indirect effect on sustainable performance. Although external electronic supply chain strategy is linked to all three dimensions of sustainable performance, the hypothesis related to the effect of sustainable HRM on society with the mediating impact of internal electronic supply chain strategy has been rejected. Based on the findings, recommendations were presented to managerial sections to enhance sustainability and obtain benefits in the third issues at the same time.

Digital Resource Management and Sharing for Teaching and Learning in Higher Education by Integrating Multiple Data Chain Networks

Abstract In this paper, we construct a GCCP multivariate datalink network for teaching and learning resource sharing through the Generalized Control Chaining Primary Protocol (GCCP) combined with mutual cooperative services among the physical, data link and network layers for resource sharing. The solution set is mapped to the distributed dynamic self-organizing network data links through Nash equilibrium. Attribute descriptions for the necessary digital teaching resources are provided in a P2P system for sharing resources in large-scale heterogeneous teaching environments. Finally, simulations are conducted under the Group Service Control Protocol (GCCP) for teaching resource sharing to verify the effectiveness of the scheduling and management model for digital teaching resources. According to the results, the system with a multivariate datalink network maintains an average cluster size of 5 nodes. The response time of the system increases significantly with the increase of scale when RP(k)C-Grid takes k as 10,20,30,40,50 respectively. This paper effectively manages and maintains the entire digital resource management system for teaching and learning in universities, making it more stable and efficient.

Management and Optimization Methods of Music Audio-Visual Archives Resources Based on Big Data

Protecting Oroqen folk songs is not only the only way to reproduce Chinese traditional music culture, but also the only way to rebuild its national spirit and enhance national cultural confidence. In view of the modernity problems of Oroqen folk songs in the current process of inheritance and protection, this paper puts forward the management and optimization methods of music audio-visual archives resources under the background of big data. This paper analyzes and discusses the resource management path of folk music audio-visual archives in Oroqen in the era of big data and designs a set of perfect digital music audio-visual archives resource management platform, which can not only facilitate the collection, storage, management, and utilization of paper files and electronic files in archives, but also optimize the retrieval algorithm of archives. The resource allocation algorithm based on Nash equilibrium solution is used to optimize it. The simulation results show that the proposed method reduces the information resource allocation time and improves the demand satisfaction.

COVID-19 vaccine and test data management – practice report from a university hospital

Abstract Issue The COVID-19 pandemic generated the urgency for creating and implementing new tools, specifically for data collection, sharing. The data governance of healthcare workers (HCW) was layered on top of pre-existing digitalisation issues in health authorities as well as in health facilities. Description of the problem The vaccination act for the German healthcare sector adopted in December 2021, established the compulsory report of HCWs’ COVID-19 vaccination status. The LMU University Hospital management required an overview of the COVID-19 status (illness, isolation, vaccination, infection) of HCWs in order to ensure continuous clinical service. For the timely and accurate report, it was necessary to create a centralised real-time overview of data that were collected and managed by decentralised structures. Results We connected five in-hospital systems into one platform that was being synced three times a day. For each HCW, we created a dataset with three main categories: core personnel data, COVID-19 status and reason for absence. Two user groups were defined: strategic management (1) and operational management (2), where users of group 2 were only given access to their own unit and were required to update and verify data of their team. Overall, the platform contained data of 14,419 HCWs and had 656 users (Ngroup1 = 16, Ngroup2 = 640). Lessons The data merger revealed issues in interoperability and accuracy and thus expedited data standardisation. The decentralised approach facilitated the operational efficiency, digitalisation, service delivery and managerial empowerment at the hospital. The main challenges pertained to data accuracy and to the continuously changing regulatory requirements as well as privacy protection. As all data were previously hosted on different platforms, an exhaustive process of cleansing was needed prior to merging. Each HCW was assigned to an organisational unit with a respective responsible person in order to achieve data quality. Key messages • Dedicated digital human resources solutions in a university hospital pose a specific challenge for the balance between data privacy, availability and interoperability. • To enable a centralised information display, data must be collected where it originates and made available through short paths. Our solution united decentralised collection and centralised management.

Transformasi Digital terhadap Sumber Daya Manusia sebagai Upaya Meningkatkan Kapabilitas Perusahaan

Technological and industrial developments require qualified human resources in every company, strong companies are able to survive all forms of change and challenges of the times. Currently, companies must be able to anticipate and adapt to technological developments and one of the most important assets of a company is its human resources because this affects the survival of the company. The results of the literature review show that human resources have a significant influence on digital transformation, especially through increasing company capabilities. By using an HR quality assessment based on knowledge, skills, expertise and behavior, organizations can accurately determine how to improve the capabilities of each employee. To support objective performance assessment, a balance of qualified human resources is needed, and resource support will facilitate objective performance assessment. In the digital human resource transformation process, the optimization of a company's human resource capacity is measured through the knowledge, skills, expertise and behavior of the company's employees. By paying attention to the impact of performance, businesses can design strategies to achieve goals supported by digital transformation. This research presents an objective view of how to improve a company's human resource capabilities through digital transformation. Focusing on the digital era, this article provides knowledge about the importance of more accurate and effective decision making in human resource management. The aim of this article is to provide an effective combination to improve a company's HR capabilities during this complex digital transformation.

Digital Transformation of Islamic Education in Pesantren Madura

Digital transformation is an inevitability in the era of society 5.0. This study examined the digital transformation of Islamic education of Pesantren in Madura. This study employed qualitative approach, focusing on social education. The study was conducted using interview techniques for K There were three social facts in the digital transformation of Islamic education. First, the digital transformation in Kiai Pesantren Madura Perspective. Second, implementation of digital transformation of Islamic education at Pesantren Madura. Third, opportunities and challenges for pesantren in facing digital transformation in Islamic education. The Kiai in Pesantren Madura who initially practiced traditional Islamic education were following the development of digital transformation. The positive response can be seen from their perspective on the digital transformation of Islamic education and its implementation in facing digital transformation. Also, some Pesantren have prepared digital literacy facilities and human resources. Even though they have great opportunities in implementing digital transformation, they have the challenge of limited human resources and facilities.

The modernization of the human resources management system as a determining factor of national security

Modernization and development are the main factors that contribute to national security, and people are those who bring about change through various methods and techniques. Among the primary systems ensuring national security, the human resources management system plays a decisive role in this process, and its modernization contributes to ensuring and enhancing national security. Modernization necessitates digitalization through the implementation of new informatics systems and processes. To ensure the efficient development of this modernization process, the enhancement of the human resources management system also implies the cultivation of leadership and leaders within organizations. Investing in people is highly beneficial because they are one of the most valuable resources within an organization. By improving human resources activities, an organization can reduce long-term costs. The use of digital human resources management poses a new challenge for every organization.

Do we need Moodle in medical education? A review of its impact and utility

Various learning management systems (LMSs) are available to facilitate the development, management, and distribution of digital resources for both face-to-face and online instruction. In recent decades, these methods have shown potential for greater efficiency compared to traditional "chalk and talk" approaches. Additionally, they have paved the way for the establishment of ubiquitous learning environments, marking a new era in education. In a trend accelerated by the coronavirus disease 2019 pandemic, LMSs have been increasingly adopted to overcome the restrictions inherent to in-person education. In medical education, LMSs such as Moodle, Canvas, Blackboard Learn, and others have been introduced and used to support teaching, learning, and assessment activities. Of these, Moodle stands out as the most popular choice for many medical schools and institutions, primarily due to its flexibility, functionality, and user-friendliness. The learning environment is gradually transforming from traditional in-person teaching to a hybrid educational approach, driven by the need to fulfill diverse educational demands. Numerous research studies have examined the usability of Moodle in medical education, demonstrating its effectiveness in addressing challenges related to adaptive personalized learning, collaborative learning, blended learning, and more. Consequently, Moodle has emerged as a valuable solution for medical educators seeking a versatile and robust platform to enhance their teaching methodologies. The present review focuses on the practical utilization of Moodle in medical education and the advantages it offers to this field.

Stakeholders’ opinions support the people-process-technology framework for implementing digital transformation in higher education

ABSTRACT This article discusses the digital transformation of higher education in Egypt as distance education was abruptly implemented in early 2020. For eight months after that, 38,784 media items were crowdsourced reflecting spontaneous opinions, expectations, sentiments and experiences with the new digital learning. This random sample was drawn from digitised and online news articles, TV and radio programmes, and social media posts by students, parents, academics, education experts and media professionals who represented the media and public opinion. This article recommends the people-process-technology framework for the digital transformation of higher education based on previous research and digital archival research findings. It highlights its components and integrated approach, and discusses its implementation in Egypt and developing countries. Moreover, the framework will be the foundation for further research in higher education’s digital transformation, operations, human resources and information technology.

Pengembangan Keterampilan SDM Melalui Kewirausahaan Digital: Optimalisasi Gastrowisata Tape Singkong Desa Wargamekar

The digital entrepreneurship-based human resource development program has been implemented in Wargamekar Village with the aim of enhancing the potential of cassava tape gastronomic tourism. This article addresses the challenges faced by cassava tape entrepreneurs regarding their limited understanding of the importance of digital technology adoption and branding in business development. The implementation method encompasses activities such as introducing the concepts of gastronomic tourism, digital entrepreneurship, social media marketing, as well as field mentoring. Consultation sessions and coaching provide personal guidance in developing digital skills and branding strategies. The program evaluation results indicate a high level of participant satisfaction. Participants have gained an understanding of gastronomic tourism concepts and the utilization of digital technology to optimize cassava tape businesses. Field mentoring enriches the history of cassava tape and enhances participants' comprehension of local cultural values. Consultation sessions and coaching have successfully developed a stronger brand identity and branding strategy. Recommendations for further activities include expanding field mentoring and broadening the topics covered in consultation and coaching. This program is expected to continue benefiting cassava tape entrepreneurs in Wargamekar Village and enhancing the potential of cassava tape businesses in the digital era.

Consolidating the theoretical foundations of digital human resource management acceptance and use research: a meta-analytic validation of UTAUT

AbstractWith rapid technological progress, the adoption of digital technology in human resource management (HRM) has become a crucial step towards the vision of digital organizations. Over the last four decades, a substantial body of empirical research has been dedicated towards explaining the phenomenon of digital HRM. Moreover, research has applied a wide array of theories, constructs, and measures to explain the adoption of digital HRM in organizations. The results are fragmented theoretical foundations and inconsistent empirical evaluations. We provide a comprehensive overview of theories applied in digital HRM adoption research and propose an adjusted version of the unified theory of acceptance and use of technology as a consolidating theory to explain adoption across settings. We empirically validate this theory by combining evidence from 134 primary studies yielding 768 effect sizes via meta-analytic structural equation modelling. Moderator analyses assessing the influence of research setting and sample on effects show significant differences between private and public sector. Findings highlight research opportunities for future studies and implications for practitioners.

Pengaruh Pemasaran Digital dan Kualitas Sumber Daya Manusia Terhadap Pengembangan Umkm di Kabupaten Demak

This research aims to examine the development of MSMEs in Demak Regency from a review of digital marketing and the quality of human resources. This research uses an explanatory method with a population of MSME actors in Demak Regency and a sample of 100 respondents.
 The results of the study show that: (1) There is an influence of digital marketing on the development of MSMEs in Demak Regency. (2) There is an influence on the quality of human resources on the development of MSMEs in Demak Regency. (3) There is an influence of digital marketing and the quality of human resources on the development of MSMEs in Demak Regency.
 The contribution of digital marketing and human resources variables to the development of MSMEs in Demak Regency is 66.40%, while 33.60% is influenced by other factors outside the research.
 Based on the results of this research, it can be concluded that digital marketing and the quality of human resources are important factors influencing the development of MSMEs in Demak Regency. Digital marketing can help MSMEs to reach a wider market and increase sales, while the quality of human resources can help MSMEs to develop innovative and quality products and services.
 Recommendations that can be given to improve MSME development in Demak Regency are: (1) The government and related agencies need to provide training and assistance to MSMEs to improve digital marketing capabilities and quality human resources. (2) MSMEs need to utilize digital technology to market their products and services. (3) MSMEs need to improve the quality of their products and services in order to compete in an increasingly competitive market

디지털 인재양성을 위한 SW·AI교육 연구동향 분석

Objectives The purpose of this study is to derive educational implications and suggestions by analyzing research trends in SW and AI education to foster digital talent.
 Methods To achieve the objectives of the study, a scoping review methodology was used to identify research questions and search for keywords for the study. For literature selection, we used the PRISMA-ScR guidelines and checklist to select the literature, extract the data, and present the results as of February 2023.
 Results First, as a result of analysing the educational targets of SW and AI education by year, we found that the most studies were conducted on elementary school students from 2018 to 2022, followed by middle school students, university students, and high school students. This was influenced by the mandatory ‘information’ curriculum for elementary and middle school students and the implementation of policies to strengthen SW and AI education for university students. In addition, it was found that SW and AI education is disconnected for high school students, and it was suggested that ‘information’ education needs to be expanded in high schools to solve this problem. Second, the analysis of educational contents for each SW/AI education target was divided into ‘knowledge/understanding’, ‘application’, ‘analysis’, and ‘synthesis/evaluation’ by referring to Bloom's systematic classification of educational goals. To this end, it is necessary to develop a platform to support the cultivation of digital human resources by applying SW and AI education to all curricula by educational target. Third, after analysing the educational results of SW and AI education by content, it was found that the research was focused on the administrative field. Therefore, it is necessary to expand student-centred SW and AI-related curricula and programmes to foster digital talent, and to expand research that can influence student change.
 Conclusions In order to foster digital talent, the linkage of information education from elementary schools to universities should be strengthened and education that can respond to the acceptance of industrial sites should be expanded. In addition, courses and programs that adjust the difficulty of educational content for non-majors and take into account students' interests should be developed, and a teaching and learning model to spread it should be developed to foster digital talent.

Digital literacy of Vietnamese human resources

The comprehensive digital transformation taking place across all aspects of global and Vietnamese societal life is both objective and inevitable. The successful execution of this transformation necessitates the development of appropriate digital human resources. Digital literacy has emerged as a paramount competence of the 21st century. Despite the qualifications and skills of Vietnam’s human resources, digital literacy remains limited. The demand for digital literacy is substantial and represents an urgent requirement for Vietnam in its pursuit of establishing a digital government, society, and economy. This paper explores facets of digital literacy, analyses the current state of digital literacy amongst Vietnamese human resources, and, based on this analysis, proposes recommendations and solutions to advance the digital literacy of Vietnamese workers.