Human Resource Management Information Research Articles

Adoption of Blockchain Technology for Data Management of Human Resource Demands in Organizational Enterprises

Human resource data accuracy has become a significant factor in assessing the effectiveness and performance of human resource management (HRM) in businesses. Numerous human resource hazards originating from asymmetric information continue to cost firms money and even put companies out of business despite the rapid progress of mobile technology and Internet technology. Blockchain is a transaction platform that makes use of the immutability qualities of immutable data records. Because of the dispersed nature of this technology, it has a broad variety of applications in numerous industries. Seeing the potential of this new technology, we picked the HRM sector since this data must be kept private and secret while still having great research value. This research presents a unique blockchain-based encryption method for establishing an HRM data method that decreases the danger of HRM data integrity. The data is authenticated using smart contracts, and data is encrypted using the proposed Improved Identity-based blowfish encryption algorithm (IIBEA) with Particle Swarm Optimization (PSO). New blocks are verified using the Proof of Work (PoW) consensus process. The suggested model's metrics are examined and compared to traditional encryption approaches. This model solves the lack of difference in the authenticity of HRM information, and it will give real and effective information to the HRM of organizational companies.

기후기술 인재관리 정보체계 수립을 위한 전문가 인식유형 연구

기후기술 인재관리 정보체계 수립을 위한 전문가 인식유형 연구

HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEMS IN SCHOOLS: LITERATURE REVIEW

Human resource management (HRM) is the most important factor in the world of education. HRM is connected to the formation of educational staff and educators, both of which are important components in preparing educational programs. The COVID-19 pandemic, which spread to various parts of the world for several years and reached Indonesia, has made digitalization in the Indonesian education sector, namely schools, adapt more quickly to the era of digitalization than before. Current technological advances have had a positive impact on the world of education, which is inseparable from the management of human resources in schools. This research uses a literature review method by looking for previous research in journals that discuss HR management in organizations (such as schools) and related HRM issues. The purpose of this literature review is to identify related journals and factors that can help in answering the objectives of this research. The data used in the literature review is from 2018 to 2023. By searching on Google Scholar for keywords used by information systems, HRM, and schools, The data collection for this literature review was from national journals. A total of 55 national journal articles were selected based on the key, and after selecting based on the article topic, relevance of the title, and analysis results, there were 15 articles that were suitable. The results of this literature review are that there are several benefits obtained by installing an HRM information system in schools, including: increasing efficiency both in terms of time and performance; improving data management so that data expands more quickly and is more accessible; and educational issues that can focus more on strategic work.

Retracted: “Internet + Artificial Intelligence” Human Resource Information Management System Construction Innovation and Research

Retracted: “Internet + Artificial Intelligence” Human Resource Information Management System Construction Innovation and Research

Construction of Hospital Human Resource Information Management System under the Background of Artificial Intelligence.

Under the background of artificial intelligence (AI), a human resource information management system was designed to facilitate hospital human resource management and improve hospital management efficiency. Based on AI, SOA was constructed and Java2 platform enterprise edition (J2EE) was combined with Java to design and research hospital human resource information management system. In addition, the function and performance required by the system were tested. The results showed that the designed system showed high safety in requirement analysis and performance. The function focused mainly on the systematic analysis of personnel management, recruitment management, organization and personnel management, and patient medical information. The constructed system could work normally and achieve the efficiency of hospital human resource management. The evaluation response time of system home page access was less than 1 second when 300 users were concurrent, and the utilization rate of service CPU was lower than 50% without abnormal memory fluctuation. The concurrent response time of all 20 managers online was less than 5 seconds, and the utilization rate of the service was lower than 70%. When the information of 100 employees in the system was queried concurrently, the average CPU utilization of the database server exceeded 90%. After performance optimization, the test result showed that the transaction response time was reduced to 0.23 seconds, which met the target requirement. In conclusion, the proposed intelligent human resource management system could reduce hospital management cost and the high sharing of human resource information provided a reference for the decision-making system of hospital leaders.

Research on Flexible Management of Human Resources under the Background of Wireless Communication and Internet of Things

With the continuous progress of communication technology, the country has also proposed a new strategy for the development of wireless communication and the Internet of Things, with the purpose of promoting the development of the intelligent connection of all things, the digitization of enterprise communication, and the development of intelligent new industries. The integration of wireless communication and the Internet of Things has also put forward higher requirements for management talents in various industries. Adopting appropriate human resource management methods to meet the needs of talents in the digital transformation of various enterprises has become the focus of scholars and enterprises. In order to solve this focal problem, this paper starts from the meaning of flexible management of human resources in various industries and combines wireless communication and Internet of Things technology to design a system that conforms to the flexible management of human resources in various industries. Firstly, this paper analyzes the latest research situation of flexible management of human resources in various industries, analyzes the current basic concepts and main characteristics of “wireless communication,” “Internet of Things technology,” and “flexible management of human resources,” and summarizes the human resources in various industries in my country, the development status, and existing problems of resource management. Secondly, collect the influencing factors of flexible human resource management in various industries through field visits and online questionnaire surveys, then classify and analyze the collected questionnaire data, and finally summarize the influencing factors of flexible human resource management in various industries. There are different levels of flexible management of human resources; finally, the flexible management system of human resources in various industries is designed from the data obtained at different levels, and the feasibility verification of the flexible management is completed. In order to study the correlation between different variables, according to the content of the questionnaire, this paper adopts the correlation analysis method to analyze the human resource flexible reward, human resource flexible assessment, human resource flexible training, human resource flexible planning, human resource information management, flexible corporate culture, and human resources. The related variables such as the enterprise flexible management system are analyzed, and the least square regression equation is established, in which the variables involved can be mapped to the formula itself. From statistical data analysis, it is found that the flexible management of human resources has positive significance for the development of various industries. The seven points of human resource flexible reward, human resource flexible assessment, human resource flexible training, human resource flexible planning, human resource information management, flexible corporate culture, and enterprise flexible management system play a key role in the implementation of flexible human resource management. The human resource flexible management scheme designed by seven key action points is highly feasible and can bring significant positive benefits to the implemented enterprises.

Design of enterprise human resources decision support system based on data mining

The management and development of human resources have become one of the core contents of enterprise management. It is from the initial use as an auxiliary tool in human resources business management to the later development of a relatively independent and functional sub-system for the processing of personnel matters between modules, and then to achieve the integration of various sub-systems to form a relatively complete set of human resources information management system. In recent years, with the rapid development of data mining technology, more and more enterprises have begun to attach importance to the assistance of computer information systems to manage the completion of various decision-making activities in operation. This paper designs an enterprise human resource decision support system based on data mining to more effectively support human resource management business information, data standardization, intelligent decision analysis, optimize human resource business processes, improve human resource management business efficiency, provide more effective decision support for enterprise operation and promote enterprise development. Results of the study show the effectiveness of the research.

Meta-heuristic algorithm-based human resource information management system design and development for industrial revolution 5.0

Meta-heuristic algorithm-based human resource information management system design and development for industrial revolution 5.0

“Internet + Artificial Intelligence” Human Resource Information Management System Construction Innovation and Research

Human resources are the cornerstone of operational operation. Good management of human resource information can enable businesses to operate effectively. However, for the time being, most enterprises still use traditional methods of allocating human resources, which are difficult to meet the development needs of enterprises. In order to find the optimal allocation of human resources in an enterprise, this article is based on “Internet + artificial intelligence,” using methods such as case analysis and literature analysis to collect data from databases such as CNKI, Wanfang Database, and SSCI, and uses fog computing to build a model for the optimal allocation of human resources which is proposed, and a large number of relevant literature studies are read and analyzed through the literature survey method. According to the research needs, through the research and summary of the content of the literature, the research structure found that there are many problems in the current human resource information management system. After the optimization of models and algorithms, the allocation of human resources has been greatly improved. The matching rate of personnel and job positions has increased by more than 50%. The operation efficiency index of the enterprise is above 0.8, an increase of about 30%. This shows that “Internet + artificial intelligence” can effectively optimize the enterprise human resource information management system, promote the greater use of its human resource value, bring higher economic returns to the enterprise, and provide assistance for the long-term stable and healthy development of the enterprise.

Research on Automation Processing of Human Resource Management System in Energy Enterprises

In order to improve the work efficiency of human resources in energy enterprises and realize the integration of internal resources, the paper designs a human resources information management system. Combining with the actuality of human resources in energy companies, the paper uses UML modelling tools to analyse system functions; uses MVC mode to design the overall system architecture to reduce the coupling between layers; the paper uses ASP. NET to deploy the development environment; at the same time the paper uses the WEB browser as the client. Finally, through the test, the information management of employees’ attendance, salary, performance and other aspects was realized, which greatly improved the efficiency of human management of energy enterprises.

RETRACTED: Human resource management structure of communication enterprise based on microprocessor system and embedded network

In the past few years, human resource management (HRM) has undergone significant changes. The focus from administrative tasks to become strategic partners into the organization's overall strategy, mainly in the field of development of information technology, has given strong support. The technology support using Microprocessor System and Embedded Network to help handle the HRM knowledge process. Long-term use of information systems today have a significant impact on how to manage HRM. The Human Resources (HR) processes and practices within the organization; in other words, the collection of information, storage, use, and sharing method have changed completely. The Microprocessor System using to store the condition base data and then communicate with internet support. Part of the HRM process becomes more efficient; due to these improved service levels, it can now be more participation. Human resources of this new business strategy in business strategy have a significant impact on the human resources function and its experts. This chapter reviews the existing literature on this topic and considers the advantages and benefits of HRM information systems. It also outlines some of the technical applications in the functional areas of HRM in the organization.

Значення стратегічного управління людськими ресурсами для підприємств морського транспорту

The article emphasizes that many maritime accidents have been reported over the last few decades, due to the lack of skills of naval officers to control both resources and crisis. Consideration of human resources management is gradually seen as a core part of the human error management approach. The International Maritime Organization has raised the issue of the need to develop human resource management skills on board ships, but the standards of competence and criteria for their assessment have not been fully established. The article shows that most organizations recognize that their human resources are a source of competitive advantage. This recognition, coupled with increased environmental uncertainty, increased cost control and increased government regulation, have enhanced the strategic role of human resource management. It is emphasized that where human resources are a source of competitive advantage of the organization, their management plays a crucial role in providing "best practices" to the strategic planning process at the corporate level. Personnel planning provides another important link to organizational strategy, making critical work accessible and adding time to addressing staff shortages or redundancies. Another strategic value of the human resources function includes environmental scanning and competitive analysis to prove the role and importance of strategic human resource management for enterprise competitiveness. It has been proven that enterprise human resources are a source of competitive advantage and are proposed at the level of strategy development, aligning staff practices, policies and programs with organizational strategy so that desirable employee roles and behaviors support different strategies (eg innovation, quality improvement, cost reduction). The importance of human resources management in the formation of the organizational strategy of the company is established and the practice of strategic management of human resources of advanced enterprises is analyzed. The practical significance of the results obtained is to prove the role of human resources for strategic management. As a result, the involvement of human resources management in strategy formation has increased. It is recommended to use the appropriate components of the human resources planning procedure to address human resource shortages. The article underlines that another important aspect of strategy formulation is the international human resources strategy, which addresses the human resources issue of transferring them to the state as a result of international alliances. Consideration of the practice of applying international alliances has revealed the relationship between international company strategies and human resource planning, as there may be major differences in approaches to human resource management. Factors affecting the level of integration, which include industry differences, shifts in economic activity, technology change, and changing demographics, are considered. Finally, human resources managers must develop the personal skills necessary to participate in formulating a strategy.

The influence of Human Resource Management Information System (HRMIS) Application towards Employees Efficiency and Satisfaction

The transformation of human resource information management activities from traditional practice to urban computerization method in some way lead to dissatisfaction amongst some government employees. However, this transformation is necessary in E-Government era as its allow employees to accomplish human resource function in more effective and efficient manner. In response to this emerging trend, government has introduced HRMIS application for government organization. HRMIS application is one of the integrated e-government services that provide single interface for government employees to perform human resource function and act as a central database for public sector. In relation to this, a study is conducted to investigate the influence of Human Resources Management Information Systems (HRMIS) towards employees’ efficiency and satisfaction after the implementation of the system. The study involves 191 employees from different departments at Terengganu Police Contingent. A simple random sampling was used to collect the data and were analysed using reliability analysis, descriptive frequency analysis, and Pearson’s correlation analysis. When these variables were tested simultaneously, the result shows that HRMIS application, user characteristics and organization support have positive influence on Terengganu Police Contingent employees’ satisfaction. The study also provides valuable insight to various stakeholders particularly to the policy makers, and organizational members about the importance of HRMIS enforcement in the organization.

Signaling or experiencing: Commitment HRM effects on recruitment and employees' online ratings

Even though existing studies on website information have focused on e-commerce views such as product information and customer responses, firms and employees also frequently dispatch information on websites regarding the firms' human resource management (HRM). Using signaling theory as well as findings from strategic HRM, the present research explores the causes and effects of HRM information flow on websites. Data were collected with a longitudinal and multisource frame of two HR manager surveys and two website analyses. Path analyses using AMOS provide evidence that (1) firms implementing commitment HRM signaled more detailed HRM information on their websites, (2) firms' website signaling had a significant effect on recruitment trends as a before-experience outcome but no effect on employees' web ratings as an after-experience outcome, and (3) website ratings by employees were significantly influenced by firms' actual use of commitment HRM. A discussion of the theoretical contributions and practical implications is included.

Žmogiškųjų išteklių padalinys informacinės visuomenės kontekste

The relationship between a human resource management department and information society has become an integral part in the process of creating the knowledge economy. In order to adapt to global economic changes, accelerating globalization and challenges related with the transformation of societies, the new requirements / demands for a human resource management department are raised. In the era of information society, the new – Y – generation is entering the labour market and human resource management departments as well. This requires fundamental changes to adapt to the new challenges of information society, including the characteristics and expectations of the Y generation. In order to find out how human resource management departments of Lithuanian companies are corresponding to the challenges of information society, a quantitative analysis based on the questionnaire method was conducted. The research included 160 respondents (human resource managers and professionals) from 92 Lithuanian business firms. Based on the empirical results, it was indicated that the human resource management departments of Lithuanian companies still have not faced a strong need for a change, but the near future will require a fundamental revision of the role and functions of human resource management departments.

Implementasi Reformasi Birokrasi Bidang Perizinan Pananaman Modal di Kabupaten Kuningan

Bureaucratic reform is essentially an attempt to reform and fundamental changes to the systems of governance in order to reach the goal of bureaucratic reform to accelerate achievement of good governance and efforts to improve support for local government in Increasing performance. Bureaucracy reform program running which consisted principally of institutional reform, human resources management reform and information technology support in the licensing process. Institutional reform is to establish a new agency that handles the licensing process in the past, integrated licensing process to go through the different agencies and with the reform of the bureaucracy in the licensing process united in one body that is unified, improve human resources through training and increase the transparency of information through the management information technology support. Bureaucratic reform in investment licensing and the area is already under way in an effort to improve service to the community that good governance is not just adream and soon became a reality.Keywords: Licensing, Service, Bureaucratic Reform.

The Practice of Optimization and Improvement of Human Resource Management Informatics in State Grid Company

We carry out research on the practice of optimization and improvement of human resource management informatics in State Grid Company, in order to improve human resource information harvest and enhance the depth and breadth of management. Being the creed file of the system, this paper describes the overall technology framework, deployment scheme and application integration scheme. The SG-ERP human resource information management system is an information platform that is transverse integration and lengthways transfixion, covering the whole business and staff. It also upgrades the scope of the human resource information system and the support capability, both interior and exterior information, for human resource operation.

An Architecture for Human Resource Information Management Using Cloud Computing

Cloud computing, with its powerful capability of computing and storage and with its large- scale data resource, provides unprecedented opportunities for management and application of human resource information. How to support complex and even unpredictable human resource services as well as manipulate large scale data at the same time to provide good quality of human resource information, is one of the crucial and fundamental problems for cloud-based human resource information system. This paper proposes establishing a general framework for human resource application and services based on cloud. As a type of compact, structured, and knowledgeable human resource information representation, and publish to the user by Internet. Moreover, the case is evidenced by an application example. Cloud computing, which not only brings the new environment for the application of human resources information management but also makes a far-reaching impact on it and its application with the power computing capacity, storage capacity and its vast amounts of data. First of all, powerful cloud computing capacity, storage capacity and pay-as-you-go service mode provide a different mode of processing for the vast and heterogeneous human resources data to make people no longer worry about complex calculations involved and mass storage which related with applications. Thereby, reducing the human resources data source originally isolated problem. Secondly, cloud serves as a unified computing, storage and access platform for human resources data application with transparent access characteristics. People can experience high-quality information service as long as access to the cloud whether PC or mobile phone. More importantly, cloud provides innovative solutions to management and discovery human resource knowledge with its extremely abundant data resource. Many important resources in the hands of specific employees when every enterprise operates accumulated a lot of knowledge, skills, and solutions. The traditional processing method which based on model requires for kinds of modals obtained by trained then classified and recognize the models. However, the trained model often not applicable when applied to the new scene for the limitation by the training data. The model based method is sometimes difficult to conquer the problems such as multiple instance, diversity and multimodal for not fully mining the link between data. Therefore, a variety of human resources information processing method of data driven gradually becomes the mainstream which based on large data in recent years. Cloud has huge amounts of data resources, and the data resource part of which labeled by the users contains abundant knowledge and information.

Veiklos duomenų integravimas: Problemos, ypatumai ir metaduomenų svarba

This article explores the integration process of an enterprise data from the viewpoint of metadata management. This article also presents modern problems of data integration, various important aspects of integrated information management and new integration needs. Moreover, the reasoning on the metadata used for the administration of data integration, and metadata approach (integration and architectural capabilities), which easily allows collecting, processing, organising and, most importantly, integrating activity information from different data sources and applications. Lastly, this paper presents an empirical research in the enterprise of the data integration view (i.e. in the domain of human resource information management). The current information management situation of human resources is also graphically revealed and shown in this paper. This is a good practical tool for the development and optimisation of human resource processes and data integrations.Today, when many enterprises do not live and exist without data integration, the integration quality (of activity information process and information) could be improved by using more flexible methods and effective decisions of data integration. Therefore, integration has to change and new integration activities should be developed or the existing ones should be changed, e.g. choosing (or creating their own) specific management tools, practices or techniques of integration that help defining, identifying and understanding the integration processes and the content of integration. Otherwise – to provide the necessary knowledge on integrated business objects and data, whereas ensure trust of data users in the integrated data. This adequate form of integration management (and information creation) can be suitable to support the environment of today‘s business world (i.e. when the complexity of integration increases and there is a thriving requirement for information integration needs), integration based on (controlled by) activity (enterprise) metadata and its management.This research showing that metadata – an essential element of data quality and safety integrity – can help constantly optimise and improve the information services and adapt them to the real (local) business needs of the enterprise. However, it is a daunting task – the metadata requirements are difficult to obtain and organise, because metadata is often very specific to different enterprise sectors, perceived differently and always need to be collected and exploited. Moreover, one must need and be able to deeply understand the semantics of the data, the scheme of the data source and to describe the schemes (a unique metadata). One also needs to work with several types of applications or tools (with modelling, integration, acquisition, storage, analysis, provision). Despite these and other difficulties in the work discussed, the necessity fact – the integration process needs to be provided with metadata information elements (e.g. with domain knowledge of activity/process, knowledge of activity expert). This is so because without metadata information, data integration cannot be designed effectively and qualitatively.

Implementation of an HRIMS at the Personnel Board of Jefferson County, Alabama: A Case Study in Process Reengineering

This paper presents a case study of how a human resource information management system (HRIMS) was implemented in a civil service agency. The paper first describes the five-phases of the business reengineering process used to implement the HRIMS. It concludes with lessons learned for implementing an HRIMS in public sector organizations.