Human Resource Management System Research Articles

TALENT MANAGEMENT ISSUES IN THE CONTEXT OF DIGITAL ECONOMY

The article examines the issues of human resource (talent) management in the context of the digital economy. It presents the role of human resources in the formation of the digital economy, the importance of human resource management, the disadvantages of traditional human resource management systems and the need to switch to digital human resources management systems. At the end of the article, it was indicated what the new digital human resources management systems should be, the introduction of artificial intelligence into human resource management at 3 levels was proposed – the recruitment procedure, talents training and support and talents assessment procedure, as well as a description of how this should be implemented. It was also suggested that the Government of the Republic of Armenia become a part of this procedure by providing tax incentives to companies that invest in the creation of a digital human resources management system.

Use of digital technologies in human resources management

The paper is devoted to the study and analysis of modern trends of our time, such as globalization, the transition to a network digital economy, mobility, digitalization that encouraging companies to search for new competitive models of business management. The formation and development of a new strategy integrated with business and HR strategies becomes a prerequisite for future competitiveness by transforming the business from a traditional to a technological company. In today’s reality, digital HR management is inextricably linked to the formation and use of an innovative system for the introduction and dissemination of new knowledge, technologies and products at enterprises of the same region. Digital innovation in the human resources management system is a complete result of creative activity, which should be introduced into the labor market depending on the purpose. The paper identified the main reasons that impede digitalization in the field of personnel management, as well as the possibilities for their further solution, considered and analyzed the features of organizing a personnel management system at enterprises in the context of innovative digital transformation. The paper concluded that in recent year there has been an increase in the competitiveness of enterprises not so much due to new technologies for organizing production in the context of the transition to innovative development, but in terms of the introduction of personnel management methods using electronic digital technologies.

THE IMPA CT OF DIGITALISATION ON THE HR MANAGEMENT PROCESS

The efficiency of using information and communication technologies directly depends on how effectively a company implements these technologies. This highlights the need to develop a comprehensive strategy to achieve a successful digital transformation. The purpose of this study is to examine the impact of digitalisation on the processes of recruitment, training and development management, as well as to identify changes in the motivation and remuneration system. The article has a theoretical foundation based on modern concepts of the theory of updating the process of personnel management in the context of digitalisation. The article uses general scientific methods such as cognition, generalisation, system analysis and synthesis. The study takes into account the scientific works of domestic and foreign scholars related to the analysis of trends in personnel management. The article is concerned with the impact of digitalisation on the process of personnel management. The main trends and tools of digitalisation in the process of personnel management are allocated. The digital technologies in the process of personnel management are presented, which include: HRM system; analytics and artificial intelligence in HR; electronic learning management platforms; electronic time tracking systems; electronic information exchange systems; electronic reward and motivation systems. The article provides recommendations aimed at creating an optimal environment for the use of digital opportunities in the field of HRM. It is determined that for effective personnel management it is necessary to constantly monitor all technological changes, study new methods and innovative digital tools. It is highlighted that the priority task is to study the best practices of using digital technologies by other enterprises. It is noted that it is important to cooperate with the technical support specialists of your own enterprise to determine the optimal set of digital tools that will be most effective for the activities of HR departments. It is also recommended to create a motivational strategy aimed at encouraging employees who use the latest technologies in the performance of their duties. Thus, the use of digital technologies and online tools is a promising direction in the work of HR professionals. However, it is noted that there are open questions regarding the protection of information in cyberspace.

СОВРЕМЕННЫЕ ТЕНДЕНЦИИ В РАЗВИТИИ КОРПОРАТИВНЫХ ОБРАЗОВАТЕЛЬНЫХ СИСТЕМ НА ПРЕДПРИЯТИЯХ

The paper discusses the evolution of business education processes in the system of corporate human resource management. It highlights modern approaches to the development of various competencies of their employees in the context of digital education transformation. Authors define that some corporate educational centers of the largest Russian companies prefer to use online resources in training programs. The distance format of employee training allows to optimize costs, to increase the number of employees trained at the same time, regardless of location, at any convenient time. An analysis of the corporate educational platform structure for a Russian telecommunications company was carried out, the main trends and innovative tools used in the learning process were identified. The key vectors are outlined for the development of corporate human resource management using modern digital technologies in terms of environmental requirements changes.

What are the most important factors affecting job satisfaction? Evidence for Poland from the Bayesian Network model

Job satisfaction and its relationship with other variables determining organizational successes and failures continues to be an important field of research because the role of job satisfaction and its impacts have not been yet sufficiently explained. The issue of job satisfaction is particularly important for countries or regions that are transitioning from emerging to developed status, to a free market system and towards a knowledge-based economies. Despite the topicality of the topic, there is still limited research on the formation of job satisfaction of employees in the emerging Central and Eastern European countries. To properly measure job satisfaction, adapted methods that show adequate validity evidence for the desired context might be used. This study aims to investigate employees’ overall level of job satisfaction using a novel multivariate Bayesian Network (BN). Several discrete variables that affect job satisfaction are incorporated into the model. The graphical representation of the model is supplemented by numeric information about probability based on the questionnaire. The simulations reveal that there is a considerable potential to improve employees’ satisfaction within the Polish companies investigated in this research. The obtained results also have an implication for managers in emerging economies, seeking to improve productivity as it may help them to devise an effective Human Resource Management (HRM) system toward job satisfaction for their employees. This research is valuable in terms of recognizing the best employer strategies to increase the level of employees’ job satisfaction in Polish companies. In the light of the existing literature, the proposed BN approach is quite innovative, and it is an universal one since it can be easily adapted for other economies.

Retracted: Design of Human Resource Management System Based on Deep Learning.

[This retracts the article DOI: 10.1155/2022/9122881.].

Flexibility-oriented human resource management system and employee ambidexterity: a moderating role of psychological capital

Flexibility-oriented human resource management system and employee ambidexterity: a moderating role of psychological capital

СОВРЕМЕННЫЕ ПРОБЛЕМЫ И ТЕНДЕНЦИИ В УПРАВЛЕНИИ ПЕРСОНАЛОМ НАЧГОСУДАРСТВЕННОЙ ГРАЖДАНСКОЙ СЛУЖБЕ

The article presents the current trends in the development of the human resources management system of the civil service in Russia. The main problems related to the development of the civil service and their impact on the process are also considered. Of particular interest the federal project “The State for People”, the purpose of which is the formation of a client-centered culture, the introduction of the principles of client-centricity and the reengineering of inner processes. Conclusions about possible options for further development of the civil service system in Russia are also presented.

An Exploratory Study of the Constraints on an Electronic Human Resource Management System Application in a University

An Exploratory Study of the Constraints on an Electronic Human Resource Management System Application in a University

Family-Work Conflict and Successful Aging at Work of Employees in Manufacturing Enterprises in North China.

Successful aging at work is a new idea for enterprises to develop and utilize older employees under the background of population aging. However, there is a lack of research on the effect of family-work conflict on successful aging at work. This study explored how family-work conflict affective successful aging at work through the mediating roles of occupational future time perspective and the moderating role of flexible work arrangements perception. In study 1 (scenario-based experiment, N=107) recruited full-time employees working through the Credamo platform as experimental subjects, tested the causal relationship between family-work conflict and successful aging at work. In study 2 (questionnaire survey, N=349), questionnaires were distributed to large manufacturing enterprises in North China, and a two-wave time-lagged survey design was used to test the full model. The results show that family-work conflict has a negative impact on successful aging at work; occupational future time perspective plays a mediating role in the relationship between family-work conflict and successful aging at work; flexible work arrangements perception moderated the mediating path via occupational future time perspective, and the indirect effect of occupational future time perspective decreased when flexible work arrangements perception increased. This study enriches the research on the relationship between family-work conflict and successful aging at work in theory, and has important guiding significance for enterprises to build an inclusive and aging human resource management system in practice.

The Reform of Strategic Human Resource Management System for Future Private Enterprises

The Reform of Strategic Human Resource Management System for Future Private Enterprises

СТРАТЕГІЧНИЙ ПІДХІД ДО УПРАВЛІННЯ ПЕРСОНАЛОМ ПІДПРИЄМСТВ

The company's activities, regardless of ownership, size, or other specific features, are carried out by the management in accordance with the overall development strategy. The development and implementation of an enterprise's overall development strategy are based on the identification and effective interaction of certain components. One of the most important components should be the personnel component. The human resources component of a business entity's strategy involves management's participation in reviewing proposals related to the implementation of measures to ensure effective personnel management in order to meet their primary and secondary requirements. Therefore, ensuring an effective human resources management system requires monitoring trends in the use of new models for the selection, development, motivation, and development of the enterprise's managed system. From now on, under the influence of the current business environment (challenges of the COVID-19 pandemic, military events), the issue of transforming the field of human resources management arises. Addressing this issue requires research and evaluation of a strategic approach to human resource management. The article highlights the essence of a strategic approach to human resources management. The main purpose of the study is to determine and substantiate the basic principles of the formation and implementation of a strategic approach to human resources management in today's conditions. As a result, the following tasks have been set: to characterize the personnel management system; to describe the main stages of ensuring a socially oriented mechanism of the personnel management system; to highlight the main advantages of effective personnel management; and to propose a definition of the essence of a strategic approach to personnel management. The article schematically presents the advantages of effective personnel management as a valuable capital. The reasons for actualizing the application of a strategic approach to personnel management are indicated. The main components of the formation and implementation of a human resource management strategy are indicated.

Design of intelligent human resource management system based on cloud computing platform

Design of intelligent human resource management system based on cloud computing platform

ВПЛИВ E-HRM НА РЕЗУЛЬТАТИВНІСТЬ ПЕРСОНАЛУ МІЖНАРОДНИХ КОМПАНІЙ

The article justifies the need to implement a personnel management model – electronic human resources management (E-HRM) as a means of increasing the value of the human resources (HR) function, which is a modern business solution and provides full online support in the management of all processes, data and information necessary for personnel management in a modern company. Aspects of E-HRM are considered, namely definitions and theoretical perspectives on E-HRM. The role of E-HRM is defined, which is a relatively new and large-scale field in which human resources management systems meet web-based technologies, which offer both advantages and challenges for organizations. Electronic HRM is a way of implementing HR strategy, policy, and practice as a company's guideline to an institution's staffing requirements through web technology channels. E-HRM knowledge offers thresholds that allow managers, employees, and HR experts to view, remove, or modify sequences that are critical to an organization's HR oversight. The levels of electronic human resources management are examined and the experience of successful E-HRM in international companies is analyzed. The main functions of E-HRM are defined: e-advertising, e-application tracking, e-recruiting, e-selection, e-learning, classroom and virtual training, e-performance management system, e-compensation and benefits, HRIS and e-communications, e-personal profile, e-tracking and handling complaints, and e-leave, etc. The methods and possibilities of implementing electronic personnel management are proposed, it is proven that its implementation increases the efficiency of personnel management processes due to: the efficiency of the personnel department; reducing administrative costs by automating routine personnel management processes, such as payroll, benefits administration; reducing the time and effort required to complete tasks such as staffing, performance management and employee data management; improving the provision of services in the implementation of the company's business strategy, etc. The relevance of this topic determined the direction of the research, and the proposed results can be used by enterprises in today's circumstances.

УПРАВЛІННЯ ТА РОЗВИТОК ТРУДОВИМИ РЕСУРСАМИ УКРАЇНИ

Labor resources are one of the most difficult objects of management, as they are constantly developing and undergoing changes. The process of managing them in conditions of an unstable external environment becomes much more complicated. Such an environment was formed in Ukraine in 2022 as a result of the full-scale invasion of the Russian Federation. Therefore, the usual mechanisms of labor resource management had to be changed in order to maintain their effectiveness. The study of these changes and the consequences of their introduction determined the relevance of scientific research.The article identifies the problems faced by the domestic management, first in the conditions of the pandemic, and later – in the war. The role of the human resource management system in a modern company is determined. The essence of labor resources management has been studied, the methods by which it is carried out have been determined. The loss of relevance of developed personnel management tools was established due to fundamentally new conditions of their operation. The structure of organizational changes in domestic companies during martial law was analyzed, as well as changes among personnel according to the data of the European Business Association. A number of changes that companies plan to implement in the current year regarding work with personnel have been established. Aspects that must be taken into account in order to maintain the effectiveness of labor resources management are determined: worldview, methodological and applied. Recommendations are offered for solving problems in the field of labor resources management in terms of changing the practice of hiring employees, systematically assessing the state of psychological health, introducing the practice of multi-functionality of personnel, and their continuous training. The changes that have taken place in the field of research since the beginning of the war regarding the growing popularity of remote work, and as a result of the formation of the need to build new mechanisms of communication between employees and the development of a quality control system for such work, are summarized.

The Reform of Human Resource System in the Public Sector under the New Public Management System

The work presented in this paper focuses on New Public Management (NPM) and the public human resource management system. New Public Management (NPM), which has been used in the West for a number of years, is currently being implemented in China to manage various government departments. China is aware of the benefits that NPM may bring to the management of the government. In the context of New Public Management, departments of public human resources will also need to undergo transformations in order to improve talent management and recruitment efforts. This paper identifies the problems with public sector human resource management, including but not limited to the following: the focus of Chinese public sector personnel on achieving public sector goals at the expense of personal goals; the unfairness of recruitment principles due to human relations, which is not conducive to the rational allocation of talent and leads to brain drain; and the outdated management style, problematic promotion system, and inadequate incentives in China's public administration. Increasing the effectiveness of the performance evaluation process is one way to solve these shortcomings. These deficiencies can be rectified by enhancing the performance appraisal mechanism, establishing a flexible system for workers, and aiming for maximum efficiency in order to improve the difficulties in the public sector. This paper offers some references for the improvement of talent management in public organizations.

An exploratory study of the constraints on an electronic human resources management system application in a university

An exploratory study of the constraints on an electronic human resources management system application in a university

Design of Human Resource Management System Based on Cloud Platform

Design of Human Resource Management System Based on Cloud Platform

Design and Application of Human resource management system Based on Data Mining Technology

In order to solve the problem of low efficiency of human resource management in the traditional mode, the author proposes a research on data mining technology. The author applies the technology of data mining to human resource management, and designs the employee performance appraisal algorithm based on the analytic hierarchy process, human resource flow algorithm based on Markov model, human resource management system based on ID3 decision tree employee satisfaction algorithm, and use actual data to test the system. The result shows, in the personnel composition prediction experiment, the system prediction error is less than 0.031, and the prediction accuracy rate is over 95%. The system can predict the future personnel flow of the enterprise; In the actual use experience, the satisfaction with the system is above 75%. Data mining methods are all based on examples, so each enterprise needs to use different methods to analyze the data, and then compare the analysis results, according to the analysis results, find out the method suitable for your enterprise in the follow-up human resource management work. The method adopted by the author integrates data mining into human resource management, it provides a reasonable reference for the changing trend of enterprise personnel structure, but there are systematic and complex problems in actual use, which need further improvement.

A Study of Human Resource Management Practices in Cement Industry

When employees come to work place, they come with not only technical skills, knowledge etc. but also with their personal feelings, perception, desires, motives, attitudes, values etc. Therefore, employee management in an organization does mean management of not only technical skills but also other factors of the human resources commonly known as human resource practices. Managing human resources is very challenging as compared with managing technology or capital and for its effective strength management, organization requires effective human resource management system. It should be backed up by sound human resource practices. For any organization, increase in productivity, increase in employee performance, reduced employee turnover are the result of an effective human resource practices. This research is carried out to find how the organization performance is influenced by set of efficient HRM practices.