College Human Resource Management Research Articles

Research on the Path of Digital Construction of Human Resource Management in Colleges and Universities in the Context of Digital Transformation

With the in-depth promotion of digital transformation, the field of higher education also ushers in unprecedented changes. The digital construction of human resource management in colleges and universities can effectively improve the management effectiveness of colleges and universities, and then optimise the allocation of human resources in colleges and universities. In this regard, based on the background of digital transformation, this paper analyses the necessity of the digital construction of human resource management in colleges and universities, describes the direction of the digital change of human resource management in modern colleges and universities, and explores the path of digital construction of human resource management in colleges and universities, in order to provide more reference to the digital transformation of human resource management in colleges and universities.

An Exploration of the Use of Incentive Mechanisms in Human Resource Management in Colleges and Universities

An Exploration of the Use of Incentive Mechanisms in Human Resource Management in Colleges and Universities

Impact of Place/Space on Rural Community College Human Resource Management: A Systematic Review

In the following systematic review, the author examines how rural community college leaders address the unique challenges and strengths of working in a rural environment as they strive to retain, support, develop, compensate, and invest in their employees. Factors such as geographic isolation, small population sizes, and close-knit social networks require the rural leader to rely more heavily on locally available resources and existing infrastructure to support leadership decisions. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses alongside Flora and Flora’s 2008 Community Capital Framework, this systematic review synthesizes research that addresses human resource issues and explores human capital investment strategies employed by rural community college leadership. This article has important implications for future leadership development and training strategies across the community college sector, making clear the need for contextualized, strengths-based research that utilizes the experiences of rural community college leaders.

Research on Teaching Human Resource Management in Colleges and Universities Based on Vocational Competence Development

With the rapid development of social and economic changes, enterprises have made great changes to human resource management positions, which also put forward higher requirements for students of human resource management in colleges and universities. Based on deepening theoretical teaching, human resource management teaching in colleges and universities should cultivate the students' vocational ability and improve their comprehensive quality. This paper mainly analyzes the teaching of human resource management in colleges and universities based on the cultivation of vocational ability and puts forward some corresponding solution strategies for commonly existing problems.

Human Resource Management Decision System University Based on Decision Model

The purpose of university personnel management is to improve the efficiency of running a school by optimizing the allocation of university human resources. Personnel management is one of the most important aspects of university administration, as it plays a key role in the formation of discipline teams and management teams. The use of advanced information technology is to improve the efficiency of personnel management, the establishment of university human resources analysis system, and to promote the school management work. Combining with the achievements of office automation and decision support development, this study analyzes the realization methods and key technologies of human resource management in university decision system, discusses the significance of human resource management in university decision system analysis based on decision model, and constructs human resource management in university decision system. This study first introduces the basic content of human resource management decision model and makes a comprehensive analysis of human resource demand prediction and then constructs a human resource management in university decision model according to the analysis structure. After defining the construction path of the decision‐making model of human resource management in colleges and universities, the human resource grading and promotion analysis is carried out to additionally define the prediction of human resource demand in universities. Finally, the decision system is realized and tested by means of mathematical model.

Research on Improving the Effectiveness of Human Resource Management in Universities in Underdeveloped Areas

The current competition between colleges and universities is actually the competition between talents. At present, there are some problems in the management of talent resources in Colleges and universities in underdeveloped areas, such as the difficulty of talent introduction, the low level of talent education, and the inability to retain talents. This article explore ways to establish a new concept of human resource management, school human resource management service school strategic planning, reform the evaluation and incentive mechanism of human resources, pay attention to teachers' career management, provide multi-level teacher training, and improve the efficiency of human resource management in Colleges and universities in underdeveloped areas.

Research on Cultivation of Innovative Talents in Colleges and Universities Based on Fuzzy Evaluation Model

Since the 21st century, the main goal of talent training in China has gradually changed from cultivating compound talents to cultivating high-quality talents with typical innovative spirit and innovative ability. In order to give full play to the value of human resources in college and university function and improve the level of human resource management, this paper used the analytic hierarchy process, fuzzy evaluation model constructed, and the education and management of data analysis, together with the present situation of university human resources development and management, and explored the effective ways to optimize the human resource management in colleges and universities, college should shift from understanding, putting forward to optimize the structure, clear management responsibility, and improve the incentive mechanism and other innovative ideas.

Data-Driven Optimal Scheduling Algorithm of Human Resources in Colleges and Universities

At present, the development process of human resource management in Colleges and universities in China has gone through a period of time. In the whole process, the mode of human resource management in colleges and universities is gradually maturing, but there are also some problems. In this paper, data-driven stochastic optimal scheduling algorithm and robust optimal scheduling algorithm are used to model and analyze the human resources. Then, the two models are applied to the human resource management of Nanjing University and Southeast University. The data optimization results show that the robust optimal scheduling algorithm is helpful to the management of new teachers, while the random optimal scheduling algorithm can improve the management of teachers who have been in service for a long time, but there are still some disadvantages. If the combination of two data-driven scheduling algorithms is adopted, it can manage the human resources of colleges and universities well. In short, this paper provides some theoretical and experimental support for the specific application of data-driven human resources optimal scheduling algorithm in colleges and universities.

On The Construction of Teaching Team in Chinese Application-Oriented Universities

Teachers are the base of education plans. Teachers of application-oriented universities are engaged in educational teaching and academic research, and they are the main body of human resource management in colleges and universities. The “construction of the teaching team” in application-oriented universities is to, based on school positionings, build a rationally structured and high-quality teaching team and an improved training and evaluation incentive mechanism, continuously improve teachers’ professionality and morality and strengthen the stability of teaching staff.

Current Situation and Challenges in Undergraduate Professional Talent Cultivation Curricula in Human Resources Management

Higher education is the bridge between the cultivation of modern talents and the development of enterprises. Whether the subject education can keep up with the times and follow the progress of the times, respond to the industry's current situation, and cultivate talents that meet the needs of the industry is a major issue. Therefore, this research is aimed at five universities in the Guangdong-Hong Kong-Macao Greater Bay Area of China that provide complete human resource management undergraduate professional personnel training courses, Zhaoqing University (ZU), Guangdong University of Finance (GUF), Guangzhou University (GU), Jinan University (JU) and Shenzhen University (SU) are used to compare and analyze the issues of curriculum planning, type modules, credit structure, and study among the various schools, and analyze the problems that appear in the process of studying this professional knowledge, to put forward relevant reflections and suggestions. The study found that: (1) ZU and GU have the highest requirements for the graduation total credit planning; (2) The order of emphasis on course types varies from school to school. ZU places too much emphasis on general education and practical courses while neglecting professional courses; (3) Planning, and compared with the four schools, the curriculum lacks an international perspective. The research results are useful for reference in curriculum planning in the field of human resource management in colleges and universities, and can also provide a reference for colleges and universities to establish relevant departments or categories of education and training.

On the Application of Computer Aided Technology in the Reform and Innovation of Teaching Paradigm of Human Resource Management Courses in Colleges and Universities

Promotion of computer technology, it has promoted the rapid upgrading and upgrading of traditional industries and created a new form of business. At the same time, it is bound to require the emergence of "Internet +" thinking training mode. For this reason, "Internet + Education" has also set off a subversive wave of reform. "Internet +" thinking embodies openness, initiative, innovation, integration and inclusiveness, which brings new impetus to the reform of university curriculum. Facing the opportunities and challenges brought by computer technology, universities need to fundamentally innovate and transform the teaching paradigm of traditional human resource management courses. Based on the limitations of the traditional human resource management teaching paradigm, this paper proposes a way to reform the teaching paradigm of human resource management in colleges and universities with computer-assisted technology to analyze the teaching concepts, teaching objectives, teaching system, teaching content, teaching methods and assessment standards.

Analysis on the Dilemma of Performance Appraisal in Colleges from the Perspective of Game Theory

College performance appraisal is the foundation of human resource management in colleges, and the result of performance appraisal is an important basis for the personnel decision. However, there are some passive phenomena such as nominal appraisal and not obvious incentive effect in the actual execution of performance appraisal in colleges. In this paper, we use the game theory to analyze the game between the college leader as a principal and the middle-level leader as an agent, and analyze the game between the middle-level leader and the teachers, reveal the dilemma of the performance appraisal in the colleges, and put forward some corresponding strategies and suggestions.

Application and Improvement of the Network Simulation Platform

Network teaching platform for the major of human resource management in colleges was studied with the method of literature review. Firstly, the definition and the composition of network teaching platform were described. Secondly, the advantages of network teaching platform were summarized, which included training the students of human resource management major comprehensively, reducing the barriers of human resource management automation, spreading the HRMIS, etc. Thirdly, some suggestions to the network teaching platform were made. These suggestions could be classified into two aspects: some suggestions are for system itself, the others are for the system users. The aim of this paper is expected to propel forward the application of network teaching platform in colleges.

A Strategic Management Learning Laboratory: Integrating the College Classroom and the College Human Resource Management Environment

This capstone course extended the classroom to include practitioner-focused research projects and presentations to senior-level campus management. The course served as a student learning laboratory for experiencing working-world settings, problems, and expectations, using the controlled environment of a college human resource management office, working with the Director of Human Resource Management. Learning outcomes included 1) effectively using multiple business communication skills, 2) applying quantitative and qualitative reasoning for problem solving to integrate, synthesize and apply complex information for addressing practical problems; 3) experience in adapting to a real-life, changing environment, and 4) making management decisions that reflected the dynamic interrelationships of the major functions of business to achieve the mission of the organization. Finally, students reported a heightened sense of task identity, personal commitment to their college and their education, and a legacy of contri...