Enterprise Human Resource Management Research Articles

The impact of managers’ IT experience on the enterprises’ digital transformation: Empirical evidence from China

ABSTRACT Digital transformation has become a primary strategic choice of enterprises in recent years. We use Chinese A-share listed companies in Shanghai and Shenzhen as samples, use text analysis to describe the degree of enterprises’ digital transformation, and empirically test the impact of managers’ information technology (IT) experience on the enterprises’ digital transformation. The research results show that the managers’ IT experience can significantly promote the enterprises’ digital transformation and has strong robustness. Heterogeneity analysis shows that only when IT managers have information technology-related work experience, greater power, and stronger salary incentives can their information technology experience effectively promote enterprises’ digital transformation. Further research shows that the IT experience of directors, supervisors, and executives all contributes to the enterprises’ digital transformation. This study guides human resource management in enterprises’ digital transformation in developing countries. Enterprises should focus on diversifying senior management team backgrounds and strengthen the internal training and external introduction of IT management talents.

Research on Digital Transformation of Human Resources in Enterprise Management

Affected by COVID-19 and political factors, enterprises around the world are facing many problems, such as an unstable market environment, stagnant productivity growth, and overcapacity. At the same time, the development and innovation of digital technology indicate the inevitability of digital transformation and point out a new direction for the development of enterprises. This paper studies the digital transformation of human resources in enterprise management. It is found that digitalization still has a lot of room for progress in human resources. During the implementation, the digitalization of human resources still faces many difficulties, such as the lack of strategic planning, the lack of systematic training of digital skills, the failure to cultivate relevant talents, and the failure to combine performance with digitalization. As a result, the scope of transformation is narrow, the efficiency of transformation is low, and the goal of transformation cannot be achieved. This requires the digitization and modernization of the basic elements of human resources, the digitization of talent ability, and the data visualization of the performance management system. Only in this way can digital technology be used to continuously empower the enterprise's human resource management, which is conducive to the enterprise's sustainable competitiveness and thus improve the enterprise's economic benefits.

Factors affecting job turnover intentions of human resources specialist

Nowadays, human resource management in Vietnam is receiving special attention from organisations/enterprises. The salary of a qualified and experienced human resource director or human resources specialist can be up to 50 million VND/month, even for multinational companies or economic groups, the salary of this title can be up to 100 million VND/month. Because of that, stabilizing and developing human resources in the human resources industry also becomes urgent for organisations/enterprises. With the desire to contribute a part of the theory and practice of human resource management in enterprises, the study uses a linear structural model with 328 samples to explore the factors affecting the intention to leave of human resources specialists in Vietnam. The research results show that salary satisfaction, job engagement and work environment satisfaction are three factors that have a direct impact on the intention to quit human resources. Using the results of this study, enterprises can actively develop appropriate human resources strategies to enhance employee engagement or redistribute staff effectively.

Big Data-based Human Resource Performance Evaluation Model Using Bayesian Network of Deep Learning

ABSTRACT Human resource management was of great significance for enterprises to formulate development strategies and improve competitiveness. With the rapid development of new technologies such as knowledge economy and big data, the traditional human resource performance appraisal model had certain limitations and was not objective, which had been difficult to adapt to the increasingly highly integrated development needs of modern enterprises. Therefore, this paper used big data analysis and new technical means to put forward the study of human resource performance evaluation model based on Bayesian network, aiming to provide some theoretical reference for modern enterprise human resource management. First of all, it summarized the related concepts of performance appraisal and its important position in enterprise management, analyzed the characteristics of human resources performance appraisal indicators and their mutual relations, and expounded the common methods and characteristics needed to build a performance appraisal system. Secondly, it summarized the relevant theory of Bayesian network and its advantages in solving complex random problems, and proposed a performance appraisal model based on Bayesian network for the needs of enterprise human resources management. Finally, the balanced scorecard method was used to build a performance appraisal system, and the performance appraisal model proposed in this paper was tested by experiments, and compared with the traditional method. The results showed that the performance appraisal model proposed in this paper had significant advantages and could be better applied to the performance appraisal management of enterprise human resources. The research of this paper can not only provide theoretical guidance for further research on enterprise human resource allocation and management, but also provide reference for performance appraisal in other fields.

STUDY ON ATTRACTING AND RECRUITING TALENTS BASED ON EMPLOYER BRANDING - A CASE STUDY OF VOLKSWAGEN

As China's economy enters a new normal and manufacturing enterprises transform, it has become an irreversible long-term trend for manufacturing industries featuring "cost leadership" to move to second and third-tier cities in China, where manufacturing costs are lower. In a competitive market environment where the demographic dividend is gradually disappearing and the talent competitionis intensifying, how to deal with the challenge of talent attraction in the manufacturing industry, explore new ideas to solve the talent competition challenge, help enterprises attract and motivate and retain talents, and research and construction of employer brand has become an important issue in the practice of enterprise human resource management nowadays. It is also the basis for effective talent attraction and recruitment.
 Based on the research and analysis of the literature on employer brands and factors, this paper selects popular companies in China as research objects and conducts interviews with a group of employees in different cities.
 The results of the study show that there is a difference in the perception of employer brand attractiveness factors between employees in third-tier cities and employees in first-tier cities in Shanghai This difference is also due to the difference in certain characteristics and demands of the employee group At the same time, the employer brand of a company comes from its main body, i.e., employees and the market The employer brand is derived from the feedback of the employees and the market on the unique value and attractiveness of the company, so it is necessary to start from the perspective of employee identification and avoid local perception.

How psychological contract violation impacts turnover intentions of knowledge workers? The moderating effect of job embeddedness

When knowledge workers encounter psychological contract violations, they usually send out biased signals. Their job satisfaction decreases and their turnover intentions increase. However, in the increasingly competitive talent market, employees may not choose to leave when they encounter psychological contract violation. Based on the theoretical research results of the existing psychological contract violation, job satisfaction, turnover intention and job embeddedness, this paper analyzes the internal connections and deep relationships among the key elements by referring to the possible causes and results of the changes in the key elements. Survey technique was utilized while knowledge workers were selected as targeted respondents from specified provinces of China. A total of 392 valid questionnaires were selected by questionnaire survey. Statistical analysis was carried out by SPSS21 and AMOS23, and regression analysis was used to repeatedly verify the relationship between various elements. The results show that psychological contract violation positively predicts the turnover intention of knowledge workers, job satisfaction mediates the positive effect of psychological contract violation on turnover intention, and job embeddedness negatively regulates the positive effect of psychological contract violation on turnover intention. This study has theoretical and practical significance in enriching the theory and methods of organizational management, inspiring knowledge workers to stimulating their work potential, reducing employees' turnover intention, reducing the impact of resignation on the enterprise, and enhancing the enterprise's human resource management of knowledge workers.

Innovative application of big data in enterprise human resource management

In the context of the era of enterprise informationization, big data is constantly infiltrating into the daily life of human beings, providing a more convenient experience for life in a more "understand you" way. Today, big data analysis has become an important aspect of corporate human resource management. The traditional enterprise human resource management model cannot meet the needs of development and reform in the era of big data. This paper first explains the concept of big data and enterprise human resource management and the relationship between the two, then analyzes the problems existing in the innovative application of big data in enterprise human resource management under the background of digitalization, and finally discusses the innovation in enterprise human resource management[1]. The significance of applying big data gives the strategy of innovative application of big data in enterprise human resources management.

Study on Countermeasures and Suggestions for Human Resource Management of Enterprises in the Context of Digital Transformation

Study on Countermeasures and Suggestions for Human Resource Management of Enterprises in the Context of Digital Transformation

Research on Innovative Development Strategy of Enterprise Human Resource Management

Under the market economy system, as the main body of China's national economy, the survival and development of enterprises are closely related to the changes in the market economy, especially the human resource management of enterprises. Currently, under the influence of global economy, human resource management, as the core strategy of enterprise development, has become an important component of modern enterprise management. With the development of information technology and Internet technology, the market competition environment has become more complex. In this context, enterprises must attach importance to human resource management if they want to maintain competitive advantage. Under the new situation, the traditional human resource management model has been unable to adapt to the development requirements of modern enterprises. Only by taking innovation in human resource management concepts as an important content can enterprises achieve sustainable development. This article analyzes this in order to provide reference for relevant staff.

Course Exploration and Practice of Ideological and Political Education in Human Resource Management of Chain Enterprises

Course Exploration and Practice of Ideological and Political Education in Human Resource Management of Chain Enterprises

Retracted: Machine Learning-Driven Enterprise Human Resource Management Optimization and Its Application.

[This retracts the article DOI: 10.1155/2022/2541421.].

The promotion of the concept of sustainable development to the reform of enterprise human resource management

The promotion of the concept of sustainable development to the reform of enterprise human resource management

Retracted: Enterprise Human Resource Management Model by Artificial Intelligence Digital Technology.

[This retracts the article DOI: 10.1155/2022/6186811.].

The promotion of concept of sustainable development to the reform of enterprise human resource management

The promotion of concept of sustainable development to the reform of enterprise human resource management

Analysis of the current situation of human resources management in enterprises and countermeasures

Human resources have become the most important resource in enterprises. This paper analyzes the current situation of human resources management and concludes that there is a shortage of talents and surplus, and the quality of human resources needs to be improved. The personnel management methods of enterprises are outdated and inefficient, and the brain drain of enterprise resources is serious. Lack of much-needed talent Current situation. And put forward the current situation of human resources management. Some measures: Change ideas, strengthen the strategic management of human resources, establish a modern human resources management organization, pay attention to achieving practical results, and improve the talent growth management mechanism. Establish a compensation system with incentive mechanisms, Improve the promotion and elimination mechanism based on scientific evaluation and dynamic adjustment., Improve the training mechanism with lifelong education and job access as the main body.

Discussion on the Reform Strategies of Enterprise Human Resource Management in the Era of Big Data

Discussion on the Reform Strategies of Enterprise Human Resource Management in the Era of Big Data

Review and Prospects of Enterprise Human Resource Management Effectiveness: Bibliometric Analysis Based on Chinese-Language and English-Language Journals

The effectiveness of enterprise human resource management is an important topic of human resource management in academic studies, and it is the key for enterprises to achieve long-term sustainable development. Up to now, fruitful research achievements have been achieved, but there is still a lack of a systematic literature review. Based on 218 research results collected in the CNKI and SSCI databases of the WOS from 1975 to 2021, this paper systematically reviews the enterprise human resource management effectiveness from the aspects of evolution, topic overview, and content sorting by using bibliometrics with Citespace software and a systematic literature review. This paper expounds the concept of enterprise human resource management effectiveness, analyzes the existing research results, and finds out where the research gap is. Based on this, this paper puts forward the prospect of future research topics from the aspects of measurement methods, influencing factors, and results, which not only helps to systematically reveal the overview of the existing research in the field of enterprise human resource management effectiveness, but also provides direction for further research.

Enterprise Human Resource Management Model by Artificial Intelligence Digital Technology.

Artificial intelligence (AI) is a potentially transformative force that is likely to change the role of management and organizational practices. AI is revolutionizing corporate decision-making and changing management structures. The visible effects of AI can be observed in key competencies and corporate processes such as knowledge management, as well as consumer outcomes including service quality perceptions and satisfaction. This study aims to optimize the human resource management (HRM) process, reduce the workload of human resource managers, and improve work efficiency. Based on AI digitization technology, a salary prediction model (SPM) is designed using a backpropagation neural network (BPNN), and the Nesterov and Adaptive Moment Estimation (Nadam) algorithms are integrated to optimize the model. Next, the content information of the resumes are used to predict the hiring salary of the candidates and validate the model. Results show that compared with other optimization algorithms, the final predicted result score of the Nadam optimization algorithm is 0.75%, and the training period is 186 s, providing the best optimization effect and the fastest convergence speed. Moreover, the BPNN-based SPM optimized by Nadam has good performance in the learning process and the accuracy rate can reach 79.4%, which verifies the validity of the SPM. The outcomes of this study can provide a reference for HRM systems based on data mining technology.

Research on Organizational Commitment and Management Development Path under Enterprise Human Resource Management

Organizational commitment is the psychological link between enterprises and employees, and whether employees stay or not is directly related to the development level and organizational structure of enterprises. In recent years, many scholars have studied it. From the theoretical overview, The value of organizational commitment under human resource management, and the strategy of promoting organizational commitment and management development under human resource management are studied. The analysis shows that organizational commitment under human resource management has three values: strengthening market competitiveness, effectively avoiding or reducing employee turnover, and comprehensively optimizing enterprise development environment. Moreover, the following strategies are proposed: to establish a scientific and fair compensation mechanism, to design a sustainable enterprise development plan, and to create a good development atmosphere for enterprises.

Enterprise Human Resources Development and Management from the Perspective of Personnel Management

Enterprise Human Resources Development and Management from the Perspective of Personnel Management