Enterprise Human Resource Management Research Articles

WORK – LIFE BALANCE JAKO PRAKTYKA KONCEPCJI SPOŁECZNEJ ODPOWIEDZIALNOŚCI BIZNESU

Artykul dotyczy problematyki Work - Life Balance (WLB), jako instrumentu spolecznej odpowiedzialności biznesu (CSR). Programy CSR skierowane do pracownikow stanowią jeden z istotnych elementow strategii zarządzania kapitalem ludzkim w przedsiebiorstwie. WLB, czyli zachowanie harmonii miedzy zyciem prywatnym a zawodowym pracownikow jest wyzwaniem dla przedsiebiorstw stosujących koncepcje spolecznej odpowiedzialności biznesu. Celem artykulu jest analiza idei WLB w odniesieniu do CSR, ukazanie jej korzystnego wplywu na przedsiebiorstwo i pracownikow, a takze zaprezentowanie dobrych praktyk.

High-performance human resource management and firm performance

Purpose– Human resources have become a key issue in relation to the strong competition between service firms. Therefore, the purpose of this paper is to explore the relationship between high-performance human resource management (HRM) within this field to firm performance, making a useful attempt to explore the “black box” of enterprise human resources management effect on firm performance.Design/methodology/approach– In order to validate the relationship between high-performance HRM and firm performance, Chinese service industry samples were collected. Structural equation modeling and regression are adopted to estimate the direct effect of high-performance HRM on firm performance and the mediating role of innovation.Findings– The results show that the impacts of high-performance HRM on firm performance are significant. Moreover, innovation plays a partial mediating role between them. Training, work analysis and employee participation has a significantly positive impact on firm performance, while effects of profit sharing, employee development and performance evaluation on enterprise performance is not significant. The results strongly support the hypothesis that innovation holds intermediary variables between high-performance HRM and firm performance.Practical implications– Studying the relationship between high-performance HRM and firm performance can help Chinese enterprises more reasonable and effective learning foreign advanced management ideas and methods. And then can help Chinese enterprises to establish a high-performance HRM system that is suitable for Chinese enterprises; the research can help enterprises to identify meaningful practice of human resources management, outstanding keys, and perfect the HRM system of enterprises; research on innovation and innovative thinking is conducive to develop employees’ innovation motive, promote employee’ innovative behavior, and improve firm performance.Originality/value– This paper takes innovation as a mediating variable into the model and studies the intermediary role of innovation.

Book Review: Bei Lei, Entrepreneurship, Management and Human Resource Management in Chinese Small and Medium-sized Enterprises: Focusing on the Diversity of Privatized Enterprises (in Japanese)

Book Review: Bei Lei, <i>Entrepreneurship, Management and Human Resource Management in Chinese Small and Medium-sized Enterprises: Focusing on the Diversity of Privatized Enterprises</i> (in Japanese)

Research on Process Control of Human Resource Management Based on Visualization Technology

With the development of computer and multimedia technology, social media platforms are widely used in various fields, so this paper introduces the design of network multimedia platform in the human resources management system, and designs a kind of new human resources management computer system. In order to improve the level of human resource management, it can introduce more talents and rational allocation human resources for enterprises, so we must improve the user generated content quality of social networking platform, eliminating spam behavior, and improving the social network human resource platform reputation. This paper establishes the security mechanism related mathematical model of social network human resources system. Through the VB programming control, it can implement the security of social network content, the automatic removal of rubbish short message and the optimal audit mechanism of system human resource management, which provide innovative solutions for the enterprise human resource management.

The Design and Implementation of Corporate Human Resources Management Information System

The paper discusses the current application status of enterprise human resource management information system (EHRMIS), and presents the design objective and function structure of the EHRMIS. A practical solution is designed for the implementation of system function based on modularization. The successful implementation of this human resource management system realizes the seamless coalescence with OA system, effectively integrates company's resource, and improves informatization of company's human resource management. In addition, it also facilitates the company to attract and retain talent, and make the training of staff and performance assessment more convenient.

The Empirical Inquiry between Organizational Commitment and Employee Performance - with X Company as an Example

In the context of economic globalization, the key of the enterprise’s sustainable development is the rational utilization of human resources, to enhance the employee's job performance and form core competitiveness. In the many factors that affect employee performance, employee attitude has always been the focus of many researchers at home and abroad. This study selects an important aspect of employee attitude, organizational commitment, to explore the effect of organizational commitment in employee performance. However, most previous research studies respectively employee performance and organizational commitment. In order to explore the relationship between organizational commitment and employee performance, this paper analyzes the relationship on the basis of summarizing the predecessors’ research, and applies the results of study to the practice, to provide the reference to the enterprise human resources management. The paper is based on the samples consisted of 206 employees in X company, and use the empirical research methods, to explore the relationship between organizational commitment and job performance. The conclusion is: the organization normative commitment, ideal commitment, and economic commitment are positively correlated, and the opportunity commitment is a negatively correlation. The emotional commitment is not obvious, except that few employees’ emotional commitment is related with the employee performance.

Design of Functions and Framework of Enterprise Human Resource Management Information System

Design of Functions and Framework of Enterprise Human Resource Management Information System

Research on Structural Dimensions of Ethical Dilemmas in Enterprise Human Resources Management in Chinese Context

This paper did a Native exploratory research on Structural Dimensions of Ethical Dilemmas in HRM. Through exploratory factor analysis, the author derived the structure of ethical dilemmas and formed a structure model; Then used confirmatory factor analysis validated the structure model and finally comes to a conclusion that the ethical dilemmas of Human Resources Management in Chinese enterprises includes four dimensions: the use of right, the manipulation and coercion, the system supervision, and the neglect and violation of the interests of employees.In addition, the model of ethical dilemma in HRM concluded in this study provides a tool for enterprises to find or prevent ethical problems in HRM so as to enhance the staff’s sense of justice and a sense of belonging.

Intercultural HRM Study on “Culture Clash” from Chinese Enterprises Investment in Brazil

With the advent of globalization, the enterprises in our country are increasingly diverse and multicultural. This study will see that the enterprise human resource management (HRM) must be knowledgeable about intercultural communication on both the domestic and abroad. By promoting training in intercultural communication competencies throughout the enterprises in our country, the enterprises human resource can better serve the company successfully to achieve its mission and goals. Therefore, the article takes Chinese enterprises’ “Culture Clash” in Brazil for the case study, deeply analyzes the intercultural conflicts that the Chinese enterprises in Brazil have met, discusses the reasons why the Chinese enterprises still have met from an intercultural communication perspective, and then put forward some suggestions to improve intercultural communication competences for human resource management in the Chinese enterprises and promote the development and cooperation between the Chinese and Brazilian enterprises, so as to make the enterprise leaders and managers in our country pay much attention to the this hot topic and to training in intercultural human resource management.

Enterprise Human Resource Management using Hybrid Recognition Technique

Abstract Human resource management is bringing the various changes with the IT technology. In particular, if HRM is non-scientific method such as group management, physical plant, working hours constraints, personal contacts, etc, the current enterprise human resources management(e-HRM) appeared in the individual dimension management, virtual workspace (for example: smart work center, home work, etc.), working time flexibility and elasticity, computer-based statistical data and the scientific method of analysis and management has been a big difference in the sense. Therefore, depending on changes in the environment, companies have introduced a variety of techniques as RFID card, fingerprint time & attendance systems in order to build more efficient and strategic human resource management system. In this paper, time and attendance, access control management system was developed using multi camera for 2D and 3D face recognition technology-based for efficient enterprise human resource management. We had an issue with existing 2D-style face-recognition technology for lighting and the attitude, and got more than 90% recognition rate against the poor readability.In addition, 3D face recognition has computational complexities, so we could improve hybrid video recognition and the speed using 3D and 2D in parallel.

Research on Evaluation Index System of Management Effectiveness on Hospital Human Resource Based on Balanced Scorecard

Abstract Based on the balanced scorecard theory as a foundation and with the reference of enterprise human resources management theory, this thesis will establish a set of evaluation index system of management effectiveness on hospital human resource combining with the hospital human resource characteristic. The index system can be used to evaluate the effect of hospital human resource management, in order to promote hospital strategic target realization to provide important basis for decision-making.

Facing the Development of SMEs Based on Human Resources Management

SMEs are important part of the national economy. The level of human resources management in an enterprise ultimately determines the competitiveness of enterprises and effective development and scientific and rational management of human resources is the key to the business success. Therefore, how to strengthen and improve the enterprise human resources management are the urgent issues in the development process of current enterprises. The article analyzes the prominent problems in SMEs’ human resources management from human resource perspective, taking Zhengzhou Wuhua Lamp Company for example. It puts forward how to strengthen and perfect the SMEs’ human resources management and gives some countermeasures and suggestions, also highlights the importance of "people-oriented" concept of modern human resources management and provides valuable suggestions for SMEs’ health development.

Strategy Study on Enterprises to Implement Effective Pay Management

pay management, which is an important function of human resources management in enterprises. Enterprises pay gets relationship with effective management of the entire enterprise human cost of reasonable control, overall satisfaction of staff and internal management of enterprises in the fair and so on, all kinds of problems. This article states the contents of salary management and the function of incentives and analyzes the mistake and reasons in pay administration, and establishes some ways to solve those problems. At the same time, it also analyses a fair and effective pay system to attract and retain the talented in order to encourage employees' enthusiasm for work and improve enterprises' overall performance.

The talent management and its usage at human resources management in enterprises

The article describes the nature, content, significance and benefits of talent management and its processes - the acquisition, development and retention - in the context of human resources management in the organization. It is based on a prerequisite that a well-adjusted and working system of talent management can make it possible for the organization to survive and grow in the current competitive, global business environment. The text also brings information of talent management utilization in Moravia and Silesia regions’ organizations.

The talent management and its usage at human resources management in enterprises

The article describes the nature, content, significance and benefits of talent management and its processes - the acquisition, development and retention - in the context of human resources management in the organization. It is based on a prerequisite that a well-adjusted and working system of talent management can make it possible for the organization to survive and grow in the current competitive, global business environment. The text also brings information of talent management utilization in Moravia and Silesia regions’ organizations.