Enterprise Human Resource Management Research Articles

Work Emotion Intervention and Guidance Training Method for Enterprise Employees Based on Virtual Reality.

Objective Improper management of employees' emotions has a great impact on work status and work efficiency, and emotional management has increasingly become a very important part of corporate human resource management. How to adjust the various emotions of employees, so that employees can work in a fuller and more passionate attitude, is a problem that enterprise managers need to consider. From the perspective of employees themselves, a good mood will also bring happiness and satisfaction to life and work. Only in this way can the company and the employees be satisfied with each other and continue to maintain the good development momentum of the company. Method This paper proposes a new method of using virtual reality scenes to induce human emotions. Based on computer science and psychological cognitive science, a scene library of “virtual reality emotion induction system” is constructed. Emotion induction based on virtual reality scenes has better interactivity and generalization, as well as stronger immersion and user operability. Its emotional arousal is high, the data is reliable, and the interference of environmental factors in the induction process is weakened, and relatively objective emotional data can be obtained. The factors affecting the emotional management of the enterprise are investigated by means of a questionnaire survey, statistics and problems are found, and the objective problems existing in the emotional management work of the company are determined. According to the analysis, the problems are summarized, and it is believed that the company still has certain room for improvement and improvement potential in terms of corporate culture construction, emotional counseling system construction, and human resource career planning. In the research of this paper, through the combination of theory and practice, the enterprise's emotional management work has been comprehensively analyzed, and the practical problems existing in its emotional management work have been found through questionnaires. Results/Discussion. In the field of enterprise human resource management, emotion management is always an eternal topic worthy of our attention. But unfortunately, emotional management has not been given enough attention by managers. Most companies often think that emotions are their own business. Employees should self-regulate, control, and tolerate themselves. They should not bring personal emotions to work and even think that emotional work is unprofessional. This kind of misunderstanding has led to the fact that emotional management has not received due attention and affirmation in many enterprises.

Thinking about the response and optimization of enterprise human resource management under the influence of information technology

With the continuous development and maturity of information technology, its application scope in enterprise human resource management has become more and more extensive. However, most thesis currently holds overly positive views and expectations about the participation of information technology in human resource management. However, in fact, as the use of information technology continues to deepen, the excessive development of information technology for corporate human capital often leads to irreconcilable conflicts between the company itself and its employees. Therefore, this article will take the delivery platform as an example. Starting from real events, through the analysis of data, it is proved that the application of information technology has brought great efficiency improvements to enterprise human resource management. But at the same time, a series of problems have emerged, and we are trying to find reasonable solutions to these problems.

Human Resource Management of Energy Companies Based on Big Data Analysis

Human resource management mode refers to a comprehensive summary of management objectives, processes, content, methods, and other elements. The more common two modes are control mode and commitment mode. The enterprise human resource management model has many different types. The generation pair promotes the development of enterprise human resource management from the traditional model to the platform model, processing complex data with the help of data-based technical means, and realizing the integration and sharing of resource data. This paper takes an energy company as an example to carry out a detailed study. The article takes the big data as the background and the company as the research object. From the perspective of human resource management, this paper tries to find out the performance management, compensation and benefits management, and other issues of the company in human resource management under the background of the big data era and puts forward corresponding solutions for the current problems. In particular, the company gave certain opinions on how to build a human resource management system in the context of the current big data era. By conducting field research on the company and issuing questionnaires, this paper finds out the current problems of the company in human resource management and proposes corresponding solutions for these problems.

Optimization for the Human Resources Management Strategy of the IoT Industry Based on AHP.

Since the twenty-first century, new things are emerging in the market economy; the Internet is one of them. Internet of things (IoT) is a new thing, which combines computer, Internet, and mobile communication network after the third wave of information industry, the development of huge application prospect, has been listed as one of the five emerging strategic industries. With the rapid development of digital technology and market economy, to accelerate the competition in the market economy, intense competition in IoT industry also exists. Effect of human resource management to a certain extent determines the strength of the market competitiveness of an enterprise; the research about human resource management of the IoT industry is carried out in this paper, by analysis of the basic characteristics of the Internet industry and combining Internet enterprise competitiveness, and it is directly related to human resource of a number of factors and applies the AHP method to establish the Internet enterprise human resources management quality and the effect of the evaluation model. Finally, an IoT enterprise is taken as the study object, the human resources management quality assessment model studied in this paper is used to evaluate enterprise's human resources management, and its existing human resources management strategy and its optimization are studied, which provide certain theory support to enhance its market competitiveness.

Status Competition and Implicit Coordination: Based on the Role of Knowledge Sharing and Psychological Safety

Implicit coordination is an important research topic in the field of social cognition. Previous studies have studied implicit coordination behavior from the perspective of team mental model but ignored the internal mechanism of individual status competition motivation on implicit coordination behavior. Based on the differences of status competition motivation, the individual status competition motivation is divided into prestige-type and dominant-type. With knowledge sharing as the mediating variable and psychological safety as the moderating variable, this research constructed a process model of the influence of status competition motivation on implicit coordination behavior. The empirical study was carried out with a sample of 367 employees of 44 enterprises. The research results show the following findings: (1) Status competition has a differentiated impact on implicit coordination. Prestige-type status competition has a significant positive impact on implicit coordination behavior, while dominant-type status competition has a significant negative impact on implicit coordination behavior. (2) Knowledge sharing plays a mediating role between status competition (prestige-type status competition and dominant-type status competition) and implicit coordination. (3) Psychological safety positively moderates the relationship between prestige-type status competition, dominant-type status competition, and knowledge sharing. The research results provide a new perspective for the field of implicit coordination; reveal the mechanism of status competition motivation in implicit coordination, which is of great significance to the practice of enterprise team management and human resource management.

Brief Analysis of the Innovation of Salary Management in Enterprise Human Resources Management

Brief Analysis of the Innovation of Salary Management in Enterprise Human Resources Management

Discussion on the Problems and Countermeasures of Salary Management System in Modern Enterprise Human Resources Management

Discussion on the Problems and Countermeasures of Salary Management System in Modern Enterprise Human Resources Management

Happy work: Improving enterprise human resource management by predicting workers’ stress using deep learning

Recently, workers in most enterprises suffer from excessive occupational stress in the workplace, which negatively affects workers' productivity, safety, and health. To deal with stress in workers, it is vital for the human resource management (HRM) department to manage stress effectively, bridging the gap between management and stressed employees. To manage stress effectively, the first step is to predict workers' stress and detect the factors causing stress among workers. Existing methods often rely on the stress assessment questionnaire, which may not be effective to predict workers' stress, due to 1) the difficulty of collecting the questionnaire data, and 2) the bias brought by workers' subjectivity when completing the questionnaires. In this paper, we aim to address this issue and accurately predict workers' stress status based on Deep Learning (DL) approach. We develop two stress prediction models (i.e., stress classification model and stress regression model) and correspondingly design two neural network architectures. We train these two stress prediction models based on workers' data (e.g., salary, working time, KPI). By conducting experiments over two real-world datasets: ESI and HAJP, we validate that our proposed deep learning-based approach can effectively predict workers' stress status with 71.2% accuracy in the classification model and 11.1 prediction loss in the regression model. By accurately predicting workers' stress status with our method, the HRM of enterprises can be improved.

An Investigation Report on the Practice of Human Resource Management in Enterprises and the Motivation of Older Workers

This paper is based on the current population ageing problem in China and is based on the concept of life-long development and the SOC model of selecting compensation, from the perspective of older employees’ self-perception, this paper makes a qualitative study on the role of human resource management practice in the motivation of older employees. This paper investigates some senior employees in a large state-owned enterprise by means of semi-structured interview. It is found that different types of senior employees have different perceptions of human resource management practices in enterprises. In addition, the human resource management practices provided by enterprises, in particular, human resource management practices that are conducive to the career development of older employees have a positive impact on the work input of older employees, and help older employees to achieve “Successful aging” in the organization. At the same time, older employees are also more likely to expect the company to provide more human resource management practices on the career development of older employees.

Design of Distributed Human Resource Management System of Spark Framework Based on Fuzzy Clustering

The construction of human resource management system is a key part of enterprise management and control. A perfect human resource management system is conducive to the long-term development of enterprises. Aiming at improving the current situation of enterprise human resource management, a distributed human resource management system is proposed in this paper based on Spark framework. Aiming at the disadvantages of traditional k -means algorithm in processing massive data, such as low computational efficiency and high time complexity, an improved k -means algorithm based on Spark computing framework is proposed. Through the spatial location relationship with the cluster center, redundant calculation is reduced and the ability of processing massive data is improved for the system. Combined with the actual situation of the enterprise, the human resource management system architecture is designed by using Java EE human-computer interaction. The proposed system can achieve user management, employee information, attendance, evaluation, performance, salary, personnel change, and other business management. The experimental results demonstrate that the system can effectively reduce the time complexity of calculation and improve the system efficiency.

Problems and Countermeasures of Salary Management System in Modern Enterprise Human Resource Management

Problems and Countermeasures of Salary Management System in Modern Enterprise Human Resource Management

Relationship Model between Human Resource Management Activities and Performance Based on LMBP Algorithm

The research on the relationship between human resource management activities and performance is an important topic of enterprise human resource management research. There are some errors between the relationship between human resource management activities and performance and the real situation, so it is impossible to accurately predict the performance fluctuation. Therefore, the relationship model between human resource management activities and performance based on the LMBP algorithm is constructed. Using the Levenberg–Marquardt (LM) algorithm and BP (back-propagation) neural network algorithm to establish a new LMBP algorithm, control the convergence of the new algorithm, optimize the accuracy of the algorithm, and then apply the LMBP algorithm to predict the risk of performance fluctuation under human resource management activities of enterprises, the indicators of human resource management activities of enterprises are determined, to complete the mining of enterprise performance data, the grey correlation analysis is combined, and the relationship model between human resource management activities and performance is built. The experimental samples are selected from CSMAR database, and the simulation experiment is designed. Using different algorithms to forecast the fluctuation of enterprise performance, the experimental results show that the LMBP algorithm can more accurately reflect the relationship between enterprise HRM and performance.

Innovation Paths of Enterprise Human Resources Management in Digital Economy Era

Innovation Paths of Enterprise Human Resources Management in Digital Economy Era

Analysis on Innovation Path of Enterprise Human Resources Management in the Era of Shared Economy

Analysis on Innovation Path of Enterprise Human Resources Management in the Era of Shared Economy

Research on the Relationship among Enterprise Human Resource Management, Enterprise Innovation and Organizational Performance in China

With the accelerating process of global economic integration, knowledge economy has become the main economic feature of the 21st century. This paper mainly introduces the problem of enterprise human resource management, first expounds the concept and composition of human resource management, then discusses the important role of innovation in enterprise human resource management, and finally puts forward some suggestions on how to improve enterprise human resource management. With the rapid development of market economy, technology and information, the process of global economic integration is accelerating, and knowledge economy has become the main economic feature of the 21st century. Under the condition of knowledge economy, the winning factor of enterprises in the competition is no longer the possession of material resources, but the continuous development and application of human resources that undertake the development, dissemination and application of knowledge. Talents have become the basic source that determines the value creativity of enterprises in the 21st century. Based on this, under the background of knowledge-based economy with economic globalization and international competition in the 21st century, the traditional human resource management mode can no longer meet the requirements of the development of knowledge-based economy. It is necessary to innovate the management concept, management mode, management system and management methods of human resources in order to improve the competitiveness of enterprises and promote the sustainable development of enterprises.

Green Human Resource Management, Employee Work Values, and Enterprise Environmental Performance.

China's economy is developing rapidly, and enterprises are paying more and more attention to environmental protection in the process of economic development. However, relatively speaking, the environmental awareness of enterprises and employees needs to be further improved. This paper investigates the impact of green human resource management on environmental performance by questionnaire survey. A total of 372 questionnaires were distributed to front-line employees and human resource supervisors, 357 of which were valid. Using descriptive statistics, correlation analysis, regression analysis, and mediating effect test, this paper studies the relationship between green human resource management and environmental performance, and tests the mediating role of employees' work values between green human resource management and enterprise environmental performance. The conclusion of the empirical study has some inspiration for the green human resource management of enterprises, provides some references for the development of relevant theories, and provides practical significance for the green development of enterprises.

Discussion on the Construction and Application of Performance Appraisal in Human Resource Management under the Background of Big Data

With the arrival of the big data wave, data has become an important information asset. With information about data, we have the opportunity to gain insight into market conditions and strengthen management. Using big data technology to count, analyze and extract massive information can make information resources play an important role in the accuracy of enterprise strategy and decision-making. In this context, the application of big data technology to the evaluation of enterprise human resource management performance is an important problem faced by enterprises today. Therefore, based on the big data background, it is very important to build the performance appraisal of human resource management. Based on big data technology, this paper designs a performance appraisal framework of human resource management. Firstly, it discusses the traditional methods of human resource management and performance appraisal. On the basis of the original theory, it creatively uses the data mining technology in big data technology to construct the framework of performance appraisal, and then designs the specific content of performance appraisal. Finally, through analysis and discussion, the following suggestions for the application optimization of performance appraisal are obtained. According to the ability and quality indicators of enterprise employees, appropriate posts are allocated to promote the best match between posts and people, so as to achieve the strategic objectives of the enterprise and improve the level and efficiency of the organization.

Performance Appraisal System and Its Optimization Method for Enterprise Management Employees Based on the KPI Index

Enterprise human resources management plays an important role in enterprise development, and it is an important support for the resisting the risk of market competition. The quality of enterprise managers and whether the performance appraisal is reasonable and effective directly affect the operation status and overall benefits of enterprises. Therefore, in order to enhance the competitiveness and achieve the development goals of the enterprise, the enterprise needs a set of scientific performance appraisal systems for enterprise management personnel. By combining the characteristics and research status of enterprise managers’ performance evaluation, the shortcomings of the current popular enterprise managers’ performance evaluation system were analyzed and pointed out in this paper, and the optimization method of enterprise managers’ performance evaluation system based on KPI indicators was studied and put forward, which can provide a certain theoretical support for enterprises to improve their management level and market competitiveness.

Research on Optimization of Management System of Small and Medium-sized Enterprises Based on Key Performance Indicators

Performance management is an important part of enterprise human resource management, which helps enterprise managers to review the past period of enterprise operation and development, dynamically and continuously monitor the realization of the organization’s expected goals, and realize dynamic two-way communication, communication and evaluation among all levels and departments of the enterprise. Based on the KPI (Key Performance Indicators), this paper further optimizes the management system of small and medium-sized enterprises. In fact, performance appraisal is only an important part of performance management, and it is a local link and means in the management process. At present, the company’s performance management, by comparison, pays more attention to the results and ignores the management process. In an enterprise, the performance of employees is embodied in the quantity, quality, time, cost, etc. The establishment of KPI can provide an objective and fair judgment basis for the enterprise’s value evaluation and value distribution system, and can accurately measure whether and how much employees have contributed to the value creation of the enterprise.

A Study on the Relationship between Training Structure and Training Pass Rate in Human Resource Related Issues

In the competition of market economy, enterprises gradually transform from resource dependence to talent endowment. Human capital is the core advantage of enterprise development, and the development and training of human resources will to a large extent become the competitive advantage of enterprises in the market. The comprehensive optimization of the distribution of human resources, the strengthening of talent training and ability development, and the rational use of talent advantages are conducive to the realization of the strategic planning of enterprises. Therefore, the training of talents has become an important part of the enterprise's human resources management. This paper analyzes the relationship between training structure and training pass rate from three aspects.