Resource Management Mode Research Articles

Digital Innovation of Red Cultural Resource Management Mode in Shanxi

Abstract In this paper, we explore the mechanism of managing red cultural resources enabled by digital technology. We developed a digital communication model for red culture and proposed an innovative pathway for the management of digitally-enabled red cultural resources. Then, a regression analysis model was established to assess the effects of digital management of cultural resources through model estimation and significance testing. Based on the one-way ANOVA model, we explored the differences in the evaluation of digital management of red culture in Shanxi by different students’ genders. We tested and regressed the correlation between digital red resource management and students’ sense of political efficacy and political emotion. The results show that the correlation coefficients between digital red education and intrinsic political efficacy and extrinsic political efficacy are between (0.5 and 0.6). The correlation coefficients of digitalized red resource management with students’ sense of intrinsic political efficacy and extrinsic political efficacy r are all greater than 0, p=0.000. They are significantly positively correlated under the condition of α=0.01. This study effectively promotes the high-quality development of digital transformation in red culture and builds a new pattern of digital inheritance and innovation in red culture.

Research on Human Resource Management Mode of Foreign-invested Enterprises under Diversified Employment Mode

In order to be invincible in the fierce market competition, enterprises must break the long-term and stable labor relations and adopt more flexible and flexible employment methods. With the diversification of employment methods, various employment methods appear constantly. In the process of modern enterprise system change and management innovation, diversified employment methods have been rapidly developed and widely used. In practice, no matter what point of view, the focus is on how to distinguish traditional employment from atypical employment. Most of the employees of FIE (Foreign-Invested Enterprises) are Chinese employees. In the past, many FIEs focused on the quality of products and the management of production, but did not pay enough attention to HRM(Human Resource Management). Taking diversified employment as the breakthrough point, this paper expounds the influencing factors of FIE HRM on the basis of summarizing the related concepts of diversified employment, and focuses on the construction of FIE HRM mode under diversified employment mode, with a view to providing reference for the development of enterprises.

Optimizing the influence of human resource management on relieving the psychological stress of employees

BackgroundHuman resource management is an important field that directly impacts the development of enterprises and the quality of employees’ work. With the rapid growth of society and the intensification of competition, enterprises are facing more and more pressure, and employees are also under more work pressure. Therefore, optimizing the enterprise’s human resource management system to relieve the psychological pressure of new and old employees has become an urgent research topic.Subjects and MethodsBased on the analysis and dismantling of the existing human resource management model, this study improves the structural modules that can be optimized, such as the suitable working environment and resource support provided by the company, the promotion system obtained by employees, and reasonable welfare benefits. The improved and optimized human resource management mode was compared with the traditional one under the same conditions, and SPSS23.0 software was used for correlation detection. This paper explores the relieving effect of the optimal management mode on the psychological stress of employees.ResultsThe employees who accepted the optimal management mode were more satisfied, the number of employees with psychological stress decreased significantly, and the self-evaluation score was higher. The difference was significant (P<0.05). Employees who accept the traditional management mode have no noticeable effect on relieving psychological pressure and low overall satisfaction.ConclusionsThe optimal human resource management model proposed in this study explicitly affects the psychological pressure of new and old employees and improves job satisfaction and performance.

Energy transition in China: It is necessary to increase natural gas utilization

In order to achieve carbon peaking and carbon neutrality, China must speed up its energy transition. To increase natural gas consumption in the next 15–20 years is the most practical choice for China to realize energy transition and fulfill its commitments. To achieve the dual carbon goal, it is necessary to address the questions of ” How much natural gas is needed in China?” and ”How can natural gas be widely developed and utilized?” The authors established a relational model of economy, energy and environment, calculated China’s natural gas demand under the scenario of achieving the dual carbon goal, and analyzed the measures that need to be taken in terms of resource acquisition, infrastructure construction, market expansion, management mode and other aspects based on the characteristics of China’s natural gas industry. The relational model established in this study can quantitatively analyze the energy consumption composition under the scenarios of certain GDP and carbon emissions. The analysis data and conclusions can provide effective information for China’s energy transition and the direction of natural gas development and utilization, and provide methods and means for academic analysis and policy formulation.

Analysis on the Type of Enterprise Human Resource Management Mode

In modern enterprises, human resource management occupies a very important position, which has a direct impact on the operation efficiency and cost of enterprises. In the enterprise human resource management, there are many different management modes, suitable for different situations, the choice of human resource management mode is an important factor to determine the development of enterprises. This paper briefly expounds the mode of human resource management, and discusses the constraints of mode selection, so as to provide reference for the progress of enterprise human resource management.

Research on Innovative Dynamic Allocation of Human Resources for University Teachers

The research on the human resource management mode of university teachers has great practical significance, and innovating the human resource management mode of university teachers has increasingly become the core of internal management in universities. The dynamic allocation of human resources for university teachers covers basic content such as planning, recruitment, training, and development. The four parts together constitute the management module of resource dynamic allocation. The core to solving the allocation imbalance is to expect a quantifiable proportion of teachers, and to maximize the role of each individual is the ultimate goal of the dynamic allocation of human resources for university teachers. Among the influencing factors of the dynamic allocation of human resources for university teachers, external factors include the socio-economic environment and ideological environment, while internal factors mainly include the proportion of teachers, the ratio of students to teachers, the proportion of senior professional titles, the proportion of doctoral students, and the proportion of full-time teachers. The recruitment, training development, and development positioning of universities should have strategic operational norms, and the three aspects should be practical and feasible in university practice.

Forest Transition and Fuzzy Environments in Neoliberal Mexico

Although deforestation remains a continuing threat to both the natural world and its resident human populations, a countervailing land cover dynamic has been observed in many nations. This process of landscape turnaround, the so-called forest transition, holds the potential of regenerating ecosystem services by sparing land from agricultural activities and abandoning it to forest succession. Here, we present a case study of a long-term process of forest transition that is ongoing in the Patzcuaro watershed of the state of Michoacán, Mexico. The research to be discussed comprises a remote sensing analysis designed to (1) capture the land cover impacts of a multidecadal process of trade liberalization (1996–2018); (2) ascertain the role that land tenure plays in land use dynamics affecting forest cover, and (3) resolve forest cover types into native forest, secondary vegetation, and “commodity” covers of fruit trees, in this case, avocado. Mexico presents a useful case for addressing these three design elements. Our analysis, undertaken for both private property and collective modes of resource management in five communities, reveals a forest transition annualized at 20 ha-yr−1, or a gain of eight percent for the period. This translates into a relative rate of forest transition of 0.39%-yr−1 which is three times faster than what is occurring in the temperate biome on a national scale (0.07%-yr−1). Most of the forest transition is occurring on private holdings and stems from field abandonment as farming systems intensify production with avocado plantations and cow–calf operations. As this study demonstrates, forest transitions are not occurring ubiquitously across nations but instead are highly localized occurrences driven by a myriad of distal and proximate factors involving disparate sets of stakeholders. Consequently, policy makers who are keen to expand forest transitions to fulfill their national climate action commitments under the Paris Agreement must first promote research into the complexity of landscapes and drivers of land change at regional and local scales.

Management Research of Secondary Warehouse of Medical Consumables in Operating Room by Using TRM Method under Support of Smart Healthcare

To explore the application effect of the team resource management (TRM) mode in the management of the secondary warehouse of medical consumables in the operating room based on the support of smart healthcar. Using the TRM management method， a new mode of intelligent management of medical consumables in the operating room was implemented to form a complete closedloop management process of medical consumables through the unique identification (UDI) and radio frequency identification (RFID) scanning technology of smart medical. The average purchase amount of high-value consumables for each operation in the operating room of the hospital decreased by 6.2%, the proportion of low-value consumables used decreased by 32%, and the efficiency of supplier distribution increased by 11.7% in 2021. The cumulative reduction in medical costs is more than 40 million CNY. Based on the new management model of the secondary warehouse of medical consumables in the operating room by using the TRM method under the support of smart healthcare, the team cooperation has been strengthened, and the management level of medical consumables in the operating room has been effectively improved.

Research on the Innovation Path of Human Resource Management Mode in the Era of Big Data

In the era of big data, enterprises can make full use of technology for model innovation in human resource management, but many enterprises still have traditional management models in practical work. Therefore, this paper mainly explores and analyzes the problems and deficiencies in the human capital management mode under the background of big data era. On this basis, explore the specific innovation strategy of human resource management model, respectively from the management concepts and management methods to launch a specific discussion, in order to ensure reasonable management thinking, efficient working methods and more effective management of personnel at all levels.

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.

Evaluation and analysis of human resource management mode and its talent screening factors based on decision tree algorithm

Evaluation and analysis of human resource management mode and its talent screening factors based on decision tree algorithm

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.

Effects of traditional harvest and burning on common camas (Camassia quamash) abundance in Northern Idaho: The potential for traditional resource management in a protected area wetland.

The bulbs of common camas (Camassia quamash) were a staple food of Indigenous Peoples of western North America for millennia. Camas harvesting site productivity was encouraged through intense management. Common camas is considered a facultative wetland species, and populations have declined due to contemporary wetland drainage and land conversion. Conservation of existing habitat, as well as restoration of degraded systems, is necessary. Traditional ecological knowledge (TEK) and resource management (TRM) are often promoted as viable modes of contemporary resource management but are rarely tested or implemented. We designed a controlled experiment, informed by a born‐in‐the‐tradition specialist, to evaluate the response of common camas populations to traditional bulb harvest, burning, and a combination of harvest and burning. We recorded camas plant counts of three life stage classes of camas plants (single‐leaf seedling, multiple‐leaf adult, and flowering adult) over the course of 6 years in arrays of plots and subjected to treatments or left undisturbed as control. Harvesting removed plants (>800 bulbs) and reduced aboveground counts of camas densities (X¯ ~ 50% of control, p < .05). Burning contributed to a reduction in single‐leaf plants but had an overall positive effect (X¯ ~ 150% of control, p < .05) on adult camas and flowering plant abundance, and ameliorated the digging impacts. Treatment impacts tapered over the course of the study, and results indicate that a sustainable harvesting return interval of approximately 5 years may be possible when combined with fire to reduce litter and competition from pasture grasses and to accelerate the recovery of camas. Our findings support the hypotheses proposed by traditional knowledge specialists and ethnobotanists that digging and burning reduce intra‐ and interspecific competition and stimulate the growth of unharvested adult plants. More generally, our study supports the integration of traditional ecological knowledge into the evidence base available for protected area wetland prairie management.

Research on Enterprise Human Resource Management Innovation in Big Data Era

With the rapid development of computer technology, the emergence of new media and intelligence has changed the traditional way of production and life. While bringing convenience to us, it also produces massive data. Therefore, big data technology emerges as the times require. Through the data integration and analysis ability of big data, it has an important impact on the development of enterprises, especially in the management of human resources, higher requirements. Therefore, this paper puts forward the research of human resource management innovation in the era of big data. This paper makes a detailed study on the traditional human resource management mode of enterprises, and finds that the existing management mode has obvious shortcomings such as incomplete overall planning and unreasonable performance appraisal. The big data technology can make up for these shortcomings. Based on big data technology, this paper puts forward an innovative attendance analysis algorithm. According to the actual needs of the existing enterprise human resource management, combined with the advantages of big data analysis, the algorithm solves the unreasonable problem of existing attendance analysis. In order to further verify the actual effect of big data human resource management mode, relevant investigation and evaluation are carried out. According to the survey results, the enterprise human resource management mode based on big data technology has been significantly improved in rationality, fairness, scientificity and so on, which can better meet the needs of enterprises for human resource management.

Human Resource Management Mode Based on Big Data

With the rapid development of Big Data(BD), more and more scholars of human resource management pay attention to its huge business opportunities and information value, so they begin to study and explore the innovation and reform of the company’s human resource management mode, in order to break through the difficulties in the traditional human resource management mode. In the process of motivating knowledge-based staff in Colleges and universities, university managers are based on BD platform to provide support for improving the competitiveness of the University, promoting the overall development and long-term progress of the University, and realizing the modernization of management. Based on this background, this paper analyzes the reform of BD into enterprise human resource management mode Sever database as an example, by calculating the efficiency of two kinds of human resource management and investigating the satisfaction of the company’s employees, this paper shows the role of two kinds of human resource management modes for enterprises and employees with practical data, reflects the advantages of human resource management mode based on BD platform, and discusses the specific reform and application of BD in human resource management mode.

Research on the Global Human Resource Management Model of Multinational Enterprises Base on Big Data Analysis

According to the analysis of big data, Faced with the continuous innovation and transformation of the human resource management mode of the current global multinational enterprises, the relevant business strategies and organizational structure of the enterprise have different degrees of transformation. In this regard, this paper conducts in-depth research and analysis on the global human resource management mode of transnational enterprises and then analyzes the global human resource development management mode brought by the localization of enterprise employment and the combination of enterprise organizational structure from a unique global perspective.

Treating Employees Equally or Differently? Towards a Theory of Idiosyncratic Human Resources Management

Under the environment of VUCA (Volatility, Uncertainty, Complexity, Ambiguity), organization’s development is increasingly relying on human resources with specific skills and abilities. But it is becoming more and more challenging to manage such employees. The traditional standardized human resource management (HRM) mode, which pays attention to the "best fit" or "best practice" has been unable to play its role effectively any more. In the past several years, scholars have proposed the idea of differentiated management (Marescaux &amp; Sels 2013) used to direct the management of talent resources. However, there still lacks an in-depth investigation of differentiated HRM, especially from the perspective of employees' characteristics. This research aims to develop a theory of idiosyncratic HRM which implements differentiated management to different people (or groups) in recruitment and selection, training and development, performance appraisal, salary and welfare, and employee relationship according to employees’ personality and need characteristics. This research not only provides a new perspective for HRM research, but also has practical significance for the reform and innovation of organization's HRM system. Keywords: best fit, best practice; idiosyncratic human resource management DOI: 10.7176/EJBM/13-3-01 Publication date: January 31 st 2021

Intelligent Communication Management Terminal in the Construction of Human Resource Management Mode

With the rapid development of the economy, the integration of corporate strategic management and human resource management has become an issue of concern. This research mainly discusses the role of intelligent communication management terminal in the construction of human resource management mode. In this research, the system development process of this research mainly uses the class library in the software architecture layer to support the software development process. The main development language of Android, JAVA, is to install the Android Develop Tools plug‐in on eclipse and install the Android SDK in the computer operating system to build the Android development environment. The development and application of the system not only make the enterprise managers more convenient and efficient in the process of managing the enterprise but also smooth the operation of the enterprise while reducing the human resource investment and also gives the employees more right to know and the right to participate in the enterprise construction. By creating more value while reducing human resource input, enterprises will enable it to obtain more benefits, and thus enter a cycle of good development and contribute to society. The system has the functions of personnel management, recruitment management, attendance management, training management, work management, and salary management. The recruitment management function of the system is mainly composed of recruitment plan management, recruitment information management, and talent pool. In the system’s recruitment plan management function, important information such as the recruitment part, the number of recruits, personnel requirements, and the specific arrival time of the personnel must be clarified. The personnel in charge of the enterprise personnel department shall conduct corresponding regulations according to the specific needs of the enterprise and shall be experienced by the personnel department. The review is carried out, and all parts of the enterprise are coordinated and completed at the same time. In the platform performance test, when the number of concurrent users reaches 50000, the request time is about 6 seconds, which meets the requirement that the response time of 10000 people per second is less than 10 seconds. This research puts forward suggestions and countermeasures for the optimization of human resource management, which can not only improve the efficiency of Y company’s human resource management but also provide useful reference and reference for other enterprises facing the same problem.

Retracted] Social Governance Structure Construction and Resource Allocation Methods under the Management Mode of the Internet of Things

Aiming at the problems in the social governance structure level under the management mode of the Internet of Things, this paper designs a network agent based on the idea of service grid construction that has the functions of service resource configuration discovery, load balancing, and protocol conversion. Using it as a service governance infrastructure reduces the coupling between business services and service governance, and the network agent will intercept the service call traffic within the platform to achieve cross‐protocol and cross‐frame service communication. Through the proposed global query decomposition strategy and algorithm, a global query mapping is realized, which solves the problem of global query decomposition based on the global data model. We designed the unified management mechanism of two commonly used IoT databases based on XML. This process involves the realization of heterogeneous Internet of Things database resource configuration, data mode conversion, and global query mapping. Among them, in the process of data schema conversion, the conflict of the data in the schema mapping is resolved, the XML Schema is generated, the schema mapping metadata is established, and the XML document of the data is generated. We build a framework for optimal allocation of cloud computing resources based on load forecasting and propose an adaptive elastic control system for resource allocation based on resource status monitoring and demand forecasting. In view of the low resource utilization problem caused by the resource management mode of single virtual machine serving single user adopted by Internet of Things service providers, this paper constructs a new public cloud architecture with a five‐layer structure. On the basis of this architecture, an adaptive configuration mode of virtualized resources based on a single virtual machine serving multiple users is proposed. This mode can automatically search for optimal virtualization resources for application resource requests made by different users and run different applications on the same virtual machine without affecting the quality of service, so that IoT providers can guarantee services. At the same time, it improves the utilization efficiency of IoT resources and reduces energy consumption.

Innovation Strategy of Enterprise Human Resource Management under the Background of Big Data

With the development of social economy, the era of big data has quietly arrived. Under this background, the demand for talents of enterprises will increase, and the management of human resources in enterprises will face huge amount of data, as well as more opportunities and challenges. From the perspective of big data, this paper introduces the meaning and characteristics of big data technology, briefly analyzes various problems existing in the traditional human resource management mode under the background of big data, and expounds how to innovate with the help of big data technology, make up for deficiencies in human resource management, explore the direction of human resource reform in the era of big data, seek a new mode of human resource management in the era of big data, and use big data technology to help enterprises develop and realize economic benefits.