Human Resource Management Problems Research Articles

The correlative factors of enterprise culture and enterprise human resource based on data analysis and federated learning

Under the current big topic of enterprise management, how to cultivate, use, and maintain talents is the critical problem of modern human resource management. Based on big data mining, cloud computing, and other related model optimization technologies, this study explores the crucial significance of enterprise culture construction and enterprise human resource management in achieving the business objectives of the entire enterprise. The establishment of this model also means that the enterprise’s profit margin and business indicators have been improved and developed under a certain model. The case results demonstrate that the optimized competency model is significant to studying corporate culture management system behavior, policy analysis, and improving corporate human resource management policies.

Strategies to Improve Employee Engagement and HR Quality at M Educational Institution Jakarta

The development of education is no less important than the economic and social world. However, in recent years the workforce in the world of education has experienced significant turnover which has hampered the development of teaching. Therefore, it is necessary to analyze and discuss the level of employee engagement and the quality of human resource management using the example of the educational institution M Educational Institution Jakarta. This research was conducted by conducting interviews and distributing questionnaires to educational personnel as subjects. In this study, we identified the core concepts of employee engagement in educational institutions, designed an engagement questionnaire and a satisfaction questionnaire, and conducted a survey. Getting the results from this research, there are problems such as incomplete human resource development mechanism, high human resource mobility, serious exit of high-quality human resources, unbalanced faculty staffing structure, and incomplete performance evaluation and incentive mechanism. Analyzing the problems and their causes, it is necessary to propose constructive solutions and countermeasures, identify common problems in employee participation and human resource management in educational institutions, and improve strategy development and policy adjustment depending on the problems. The result of this research is that increasing employee engagement and the quality of human resources is very important. In the development of the M Educational Jakarta institution, it requires the implementation of a scientific and rational human resource management mechanism, with the concept of project management as a systematic implementation framework, which can also be a guide in managing HR in educational institutions, and ensuring the effectiveness of HR operations.

Relationship between perceived human resource management system strength, thriving at work, and employee's turnover intention in Chinese hotels

AbstractThe high turnover rate of employees is one of the core problems of human resource management (HRM) in the hotel industry. We aim to propose a fresh perspective on hotel HRM by examining the impact of HRM system strength on employees' turnover intentions from a motivational process perspective. Introducing thriving at work as a mediator, we argue that employees' perceived HRM system strength not only provides a basis for rational judgment but also elicits affective evaluation through thriving at work to reduce turnover intention. Grit, a motivation‐related personality trait, is also considered a moderator. Data from 420 Chinese hotel employees showed that perceived HRM system strength (distinctiveness, consistency, and consensus) reduced turnover intention. Thriving at work partially mediated the relationship, while employee grit moderated the link between HRM strength and thriving. The theoretical and practical implications are discussed.

Development and implementation of human resources management policies and strategies in the Romanian public administration

Human activity seen from various perspectives: social, economic, political, administrative is carried out by people organized in collectives, depending on its importance. The administrative approach comes to order the logic of activity in a community entrusted to an authority that carries out planning, organization and control actions, in order to achieve the social mission and the purpose of the establishment and operation of public administration institutions. In this context, we propose a brief, specified approach to the need to streamline the activities of public administration authorities. The problem of human resources management in public administration requires a specified approach to the objectives of streamlining the activities of public administration authorities based on a human resources management strategy, which would contribute to the creation of a professional, transparent, flexible and responsive public function to the needs of society. The policies in the field of public office and civil servants represent a particularly important and always current key issue for ensuring the competitiveness and success of any public institution, even more so of the public administration.

Evaluation of Human Resource Potential of Organizations of Sanitary and Epidemiological Service of the Republic of Kazakhstan

Main problem: At the present stage of life, workforce plays a special and very important role in the activities and development of any organization. Human resources need to be managed. Management itself is a process of streamlining, regulating a particular activity. Managing an organization means defining the main directions of its development, setting goals for it and contributing to their achievement. Human resources are the face of a company, a component derivative, without which its existence is impossible. Any promising and self-respecting company assigns the formation of its staff to one of the leading directions of its own policy. Currently, in the context of social and economic transformations, the management of the activities of healthcare organizations is changing significantly, and therefore it is necessary to improve personnel management approaches that contribute to improving the quality of services provided and labor productivity. Taking into account the peculiarities of personnel management of a medical institution at the present time, the issue of reforming the personnel policy of healthcare, improving the image of institutions, forming a corporate culture, developing and implementing criteria for the motivational process is acute. Solving these tasks will help managers in the personnel management process. Purpose of this article is to assess the state of human resources of organizations of the sanitary and epidemiological service in the Republic of Kazakhstan and identify the main problems in the personnel management system of the organization using the example of the activities of the State Institution “Committee for Sanitary and Epidemiological Control of the Ministry of Health of the Republic of Kazakhstan”. Methods: The work used general scientific methods of comparative systemic, vertical and horizontal analysis, structural and functional the method, analytical techniques, economic and statistical research methods. Results and their significance: the authors have defined the human resource management system of a healthcare institution, analyzed the current personnel management system using the example of the State Institution “Committee for Sanitary and Epidemiological Control of the Ministry of Health of the Republic of Kazakhstan”. The assessment of the state and movement of labor resources of the Sanitary and Epidemiological Control Committee was carried out. Based on the conducted research, the authors identified the main problems of human resource management of a healthcare institution and developed proposals that can be used as recommendations for further reform and development of the personnel management system in the healthcare sector.

The study of human resource management in Chinese SMEs

With the rapid development of China's economy, small and medium-sized enterprises (SMEs) play an important role in promoting national economic growth, creating job opportunities and promoting technological innovation. However, at present, there are many problems in human resource management in China's SMEs, which limit their development potential and competitiveness, such as the lagging management concept, imperfect training mechanism and high employee turnover rate in human resource management. This paper puts forward the corresponding solutions, such as establishing the people-oriented management concept, increasing the training input, optimizing the salary and welfare system and establishing a good promotion mechanism. At the same time, SMEs should adjust and optimize according to their actual conditions to ensure that these strategies can effectively improve the level of human resource management and provide support for the sustainable development of enterprises.

IMAGE ASPECTS OF THE FORMATION OF HUMAN RESOURCES OF ENTERPRISES IN THE HOTEL AND RESTAURANT SECTOR

The image of hotel and restaurant enterprises is, first of all, the image of this organization and the attitude of society to its activities and products based on the established values. The image of enterprises in this area is influenced by many factors. It is necessary to take into account the philosophy of the image, the sociology of the image, the economics of the image, the philological problems of the image, the design of the image, the psychology of the image, the image image, the image image, etc. Human resources occupy an important place in the activities of hotel and recreation enterprises. In today's conditions, such activity requires from the enterprises of the restaurant and recreation industry to intensify entrepreneurship, increase the efficiency of production, the competitiveness of its products and services on the basis of effective forms of management and production management, as well as the introduction of achievements of scientific and technological progress. Accordingly, in order to form a proper attitude to work, it is necessary to create such conditions that the staff perceives their work as a conscious activity, which is a source of self-improvement, the basis for professional and professional growth. The effectiveness of the hotel and recreation enterprise is significantly influenced by the economic aspect in personnel management. It is related to the organization of remuneration, the formation of the number of personnel, their professional and qualification composition (related to the use of equipment, technology, organization of production and labor), the effective use of personnel by qualification, level of education, etc. To study and consider the problems of managing the human resources of hotel and restaurant business enterprises, the following tasks were set: the characteristics of the personnel potential of hotel and restaurant enterprises are considered; The methods of planning human resources at the enterprises of the hotel and restaurant industry are considered; the number and composition of personnel at enterprises of this type are analyzed; an analysis of the effectiveness of the use of human resources was carried out and the process of managing the human resources of Zlata LLC was evaluated; The problems of human resources management have been identified, as well as recommendations for its management have been provided.

Prospects and Problems of Electronic Human Resource Management in Banking Sector -An Evidence from Kerala

Purpose: The purpose of this paper is to discuss the prospects and problems of electronic human resources management practices in banking sector of Kerala, in addition to these four dimensions of "Electronic Human Resource Management" are identified in the study. Design/Methodology/Approach: This paper presents the perspectives of managers in selected private and public banks in Kerala. Study participants included State Bank of India, Canara Bank, ICICI Bank, and HDFC Bank. Geographical scope of study is limited to Malappuram District of Kerala. Findings: This study identifies the areas of electronic human resources management in banking sector of Kerala along with Public and private banks are compared in terms of their practices, prospects, and problems with "Electronic HRM". Results of the study indicates that both public and private sector banks implement E-HRM, but private banks face more implementation problems than public sector banks. Conclusion: E-HRM is implemented by both public and private banks, but private banks have more problems when implementing it. Banks in the public and private sectors don't rely on traditional HR processes to manage performance, employee self-service and compensation Among them, "Electronic Human Resource Management" was implemented with 100% accuracy, followed by others with 90% accuracy.

Prospects and Problems of Electronic Human Resource Management in Banking Sector -An Evidence from Kerala

Purpose: The purpose of this paper is to discuss the prospects and problems of electronic human resources management practices in banking sector of Kerala, in addition to these four dimensions of "Electronic Human Resource Management" are identified in the study. Design/Methodology/Approach: This paper presents the perspectives of managers in selected private and public banks in Kerala. Study participants included State Bank of India, Canara Bank, ICICI Bank, and HDFC Bank. Geographical scope of study is limited to Malappuram District of Kerala. Findings: This study identifies the areas of electronic human resources management in banking sector of Kerala along with Public and private banks are compared in terms of their practices, prospects, and problems with "Electronic HRM". Results of the study indicates that both public and private sector banks implement E-HRM, but private banks face more implementation problems than public sector banks. Conclusion: E-HRM is implemented by both public and private banks, but private banks have more problems when implementing it. Banks in the public and private sectors don't rely on traditional HR processes to manage performance, employee self-service and compensation Among them, "Electronic Human Resource Management" was implemented with 100% accuracy, followed by others with 90% accuracy.

An Analytical Exploration of the Problems of Human Resource Management in Multinational Enterprises in the Context of Internationalisation

An Analytical Exploration of the Problems of Human Resource Management in Multinational Enterprises in the Context of Internationalisation

СИТУАЦІЙНИЙ ПІДХІД В УПРАВЛІННІ ПЕРСОНАЛОМ СУЧАСНИХ БІЗНЕС-СТРУКТУР

The article is devoted to the study of the peculiarities of HR management in modern business structures from the point of view of the situational approach. The topic is relevant, as the existing challenges of the macro environment force managers to reconsider traditional approaches to human resources management. Situational management is increasingly being successfully implemented in practice, as exemplified by the cases offered on the official web portal Diia.Business. The purpose of the article is to define the tools of situational personnel management as a factor in the development of business structures in the face of uncertainty in the external environment. To achieve this goal, general scientific and special research methods were used: the method of system analysis – to clarify the essence of the main categories of research; the method of generalization – to identify the main problems of human resources management and situational management tools that can be used to solve them; methods of analysis, synthesis, and classification – to identify specific situational management techniques for certain categories of employees which emerged as a result of military aggression and martial law; empirical method – to identify situational management technologies which have emerged in modern conditions; tabular and graphical methods – to visualize the results of the study. It is determined that the main tools of situational HR management are: HR data analysis; communication tools; online learning platforms; Change Management; health and well-being programs; diversity and inclusion management programs. The authors provide examples of the use of situational personnel management by leading foreign enterprises. The article also draws attention to current domestic trends in personnel management. The article proves the advantages of using situational management for Ukrainian enterprises: this approach will allow preserving human resources in the face of economic shocks. The need for continuous improvement and updating of situational management tools leaves room for further research in this area.

A Study of Human Resource Management Problems in a Healthcare Organization in India

A Study of Human Resource Management Problems in a Healthcare Organization in India

The problem of strategic human resource management in healthcare in Poland

Objective — to study the basic principles of the strategic human resource management in healthcare, to analyze the features of human resource management in healthcare organizations, to analyze the long‑term trends of the human resources in the healthcare in Poland and to propose the recommendations for the implementation of measures for strategic human resources management in healthcare organizations.
 Results. The problems of the long‑term and short‑term tendencies of human resources in the healthcare in Poland are discussed in the article. The age, gender and regional distribution of the human resources in the healthcare are shown and the main factors influenced on the dynamics of these indicators are described. Taking into account different problems in the healthcare in Poland the importance of the strategic human resource management is presented and the general recommendations for health institutions are given.
 Conclusions. Strategic management and analysis of human resources development are crucial in Polish healthcare. Health institutions need strategic plans and performance assessments for medical facilities. The expanded strategic management of medical organizations involves assessing both the external and internal environment, considering macroeconomic changes, regional shifts, market dynamics, mobility, qualifications, motivation of medical personnel, and evaluating the organization’s image among patients and public entities. In strategic human resources analysis, key factors include strategic intentions, forecasting challenges, positioning, and prioritizing human resources management. Given the complex macro environment of medical organizations, it’s crucial to identify the most significant factors, evaluate their potential impact, and formulate response measures within the organization’s strategy.

Human Resources as the Main Direction of the Development of Public Administration of Technological Development in the Context of Digital Transformation

Relevance. The economic success of any state is inextricably linked with the development of education, science and innovative technologies based on them, which contribute to the growth and development of the country as a whole, as well as the creation of conditions for further human development. Attention to the problem of human resource management has increased in recent years, due to the increasing gap between ongoing changes in production (orientation towards innovative development) and their actual state.The development of new technical principles and technologies requires certain models of thinking and action, which are put into practice through the human resource development system. Therefore, when determining the role of human resources in the technological development of countries, it is necessary to pay special attention to education, which is a powerful engine of economic growth that increases the efficiency and competitiveness of national economies. The ongoing changes will require people to develop fundamentally new skills and competencies necessary to participate in the creation and dissemination of digital technologies.The purpose of the study is to identify the relationship between human resources and technological development of the state.Objectives: to analyze the quantity and quality of human resources of the Russian Federation and countries close in terms of technological development, to consider the level of education and the level of economic activity of the population in the Central Federal District and the Kursk region.Methodology. The study is based on a review of the works of domestic economists, analysis of statistical data.Results. In the course of the work, the place of the Russian Federation in the global innovation rating was analyzed, a comparative analysis of the quantity and quality of labor resources with countries in similar positions of the rating was carried out, a more in-depth analysis of the labor resources of the Russian Federation and the Central Federal District was carried out, the influence of human capital on the technological development of the region and countries as a whole was proved. Conclusions. Based on the results of the study, it can be concluded that human capital is recognized as an integral factor of economic growth.

MANAGEMENT OF HUMAN RESOURCES DEVELOPMENT IN SMALL AND MEDIUM-SIZED ENTERPRISES - THEORETICAL REVIEW

Talent is the most important resource in the 21st century, and human resources play a crucial role in the survival and development of small and medium-sized enterprises. However, due to various reasons such as the weak strength of small and medium-sized enterprises themselves and the lack of advantages in the external environment, there are many problems in human resource management of small and medium-sized enterprises. This article analyzes the current situation of human resource management in small and medium-sized enterprises in China, and analyzes the problems that exist in human resource management: inadequate awareness of human resource management among managers, non-standard human resource planning, inadequate professionalism of human resource management personnel, lack of necessary human resource management evaluation after human resource management, narrow channels for human resource management, insufficient investment in funds, and lack of competitive advantage. And analyze the causes of the problems and propose corresponding specific improvement measures.

Methodology for ensuring employee engagement in the context of enterprise digital transformation

The implementation of strategic priorities of domestic enterprises digital transformation actualizes the tasks of employee engagement in this process. It necessitates the development of methodological approaches to the study of employee engagement in strategic decision-making to improve the quality of processes and production activities of the enterprise. The purpose of the study is to present the results of research on methodological approaches development that reveal the content and features of employee engagement management in the activities of the enterprise. The research methodology includes logical substantiation of essence of the processes under study, data from scientific and analytical publications on the problem under consideration. In the course of the research interrelation between the problems of ensuring employee engagement and leadership of enterprise management has been revealed, and criteria for evaluating the actions of different categories of personnel in ensuring and increasing employee engagement developed. Active and passive approaches to involvement management determining interests of managers and employees and their influence on business results and organizational changes have been identified. The model of employee engagement in enterprise’s activities has been created considering the content of digital transformation processes, application of which allows motivating personnel to manifest digital initiatives and participate in the activities of project teams. The conclusions obtained by the authors are of a theoretical and applied nature. They will contribute to development of scientifically based approaches to developing a strategy for managing employee engagement in digital transformation processes. The results of the research can be useful to scientists and practitioners dealing with the problems of human resource management in innovations and digital standards of industrial enterprises implementation.

공기업 인적자원관리 현황 분석 및 개선 방안에 관한 연구

The purposes of this case study are (a) to systematically review the current state of human resource management of Kangwon Land, which has been a subject of social interest among public enterprises for which previous studies have been relatively lacking, and (b) to find problems and seek improvement plans based on them. Data related to the human resource management status of Kangwon Land, the subject of the case study, was collected online using the institution’s homepage and public institution ALIO system. This study used the public sector strategic human resource administration (management) system map as a framework for the analysis. Focusing on the main components of human resource acquisition, movement, motivation, and performance evaluation, human resource management status and problems of Kangwon Land were reviewed step by step. Based on the research results, implications for the direction of human resource management of Kangwon Land were suggested, especially in terms of ethical human resource management. The direction of follow-up research to supplement the limitations of the study was discussed as well.

Problems and Countermeasures of Human Resource Management in Small and Medium Enterprises

At present, due to the characteristics and advantages of China's small and medium-sized enterprises, such as relatively small scale and flexible operation methods, although the number of small and medium-sized enterprises has decreased after the epidemic, they still occupy a certain proportion in China's market economic competition, and It plays an irreplaceable role in promoting stable economic growth, increasing employment, and encouraging entrepreneurship. In the process of development, SMES also have many problems, the most prominent one is the difficulty of human resources management for SMES. How to solve their own human resource management problems and promote the further development of small and medium-sized enterprises has become an urgent problem for small and medium-sized enterprises. Through the analysis of human resources management of small and medium-sized enterprises, this article specifically introduces the problems and deficiencies in the human resource management of small and medium-sized enterprises, and promotes the better development of small and medium-sized enterprises by putting forward corresponding suggestions and opinions.

Human Resource Management and Financial Problems in the Workplace: Systematic and Conceptual Review

Human Resource Management and Financial Problems in the Workplace: Systematic and Conceptual Review

RANCANGAN SISTEM PENDUKUNG KEPUTUSAN PENENTUAN KARYAWAN TERBAIK DENGAN METODE PENILAIAN 360 DEGREE FEEDBACK BERBASIS WEB PADA PT. INDONESIA MARINE TRANSPORTATION

PT. Indonesia Marine Transportation is a company engaged in shipping services via sea. This company has several problems in human resource management, one of which is employee assessment. The employee appraisal process is still subjective and manual, so determining the best employee takes time. The formulation of the problem discussed is: how to design the best employee appraisal decision support system application using the 360 degrees feedback assessment method. This method is a multi-source assessment that involves appraisals from managers, subordinates, co-workers, oneself, and even customers. The purpose of this study is to design a decision support system application for evaluating the best employees by applying the 360-degree feedback assessment method.