Human Resource Management Problems Research Articles

Enterprise human resource management based on big data mining technology of internet of things

Human resource management is an important part of business management. Through a set of scientific and effective management methods, human resource management for all employees and business owners of the enterprise. This research aims to explore how to use a large number of data mining and information technologies to solve the problems existing in the company’s human resource management. This course mainly studies the application of a large number of data mining theories, human resource management theory, the technical background of data mining, data mining process and analysis methods, analysis of their potential relationships, and existing problems, to improve the enterprise human resource management department the decision-making ability provides a reference. First, summarize the characteristics of the human resources market business, and compare the existing data mining algorithms. Here, a C4.5 algorithm in the decision tree algorithm is used to apply the job search information of the company’s recruitment of talents to scientifically analyze the information, during the selection and processing, and then the processing results are given to the C4.5 algorithm, and the corresponding decision tree is obtained. The results of this article show that the use of data mining technology can well solve corporate human resource management problems, such as the wages and benefits of corporate employees. Through big data analysis, it is easy to know that the salary of most doctoral diplomas is about 9,500 yuan, and the most salary for a college diploma is about 3,000 yuan (in remote areas). And according to your diploma, your major and benefits are different. Therefore, the human resources department of the enterprise can better discover talents.

Стратегия работы с персоналом на предприятиях электроэнергетики

Staff management strategy includes a plan on how to optimize employee performance within a company. Other than being compensated fairly, employees need to feel valued, be given feedback, and provided with growth opportunities. This paper examines human resources management problems and strategies at power engineering companies. As an example, 220 kV power substation has been reviewed in regards of staff managing methods and possible solutions. Certain employee management methods, i.e. employee surveys, ratings, and certification have been suggested in order to reduce the incidence of electrical violations during the operation of substations and increase workplace wellbeing at power engineering companies.

Unmasking merger problems from employees’ perspectives: A case of the disestablished Aganang Local Municipality, South Africa

Background: Aganang Local Municipality (ALM) was disestablished, and its municipal area was amalgamated into Blouberg Local Municipality, Molemole Local Municipality and Polokwane Local Municipality on 03 August 2016. The municipality was disestablished with a view to optimise the financial viability of municipalities in the Capricorn District Municipality. This development brought about challenges in a variety of areas as the move meant merging of the disestablished municipality to the other three municipalities.Aim: This article explored the underlying human resources management problems that emanated from the disestablishment of ALM. The guiding question for this article was what are some of the salient human resource management challenges that emanated from ALM’s disestablishment? In addition, what lessons can be drawn for future municipal disestablishment exercises?Setting: The setting for this study was the Polokwane Municipality, South Africa.Methods: A qualitative approach, with interviews being the major data-collecting instrument, was applied.Results: A key finding of this study is that there is a general dissatisfaction among staff from Aganang Municipality who were moved to Polokwane Municipality (PM) because of disparities in remuneration between them and their counterparts working for PM.Conclusion: A major recommendation proffered in this article is that all human-resource-related issues need to be ironed out with staff members of the disestablished municipality before they are moved to other municipalities. This assists in minimising labour disputes in the merging process.

RETRACTED ARTICLE: Optimization of enterprise human resource management model based on Fama–French model and intelligent algorithm

Fama French model is called the application of the combination of theory and practice in modern financial industry. It is based on the whole market and uses the value of assets to calculate the expected return of the target amount of assets, thus confirming the pricing formula of the capital market. Fama French model puts forward three factor models in the research, and thinks that the market risk can not reflect the change mode of the rate of return, except for the risk factors of market conditions, the rest have obvious changes on the rate of return. This paper uses a company's human resource management model as the object of analysis, using the company's existing human resource management problems, from which the corresponding solutions and management mechanism are obtained. This result shows that in the aspect of optimizing management, enterprises should regard performance planning, performance implementation, performance evaluation level and performance reflection as a unity, take performance plan as the starting point of the whole enterprise management mode, and take performance implementation details as the core part of management. In terms of management measures and mechanisms, enterprises need to strengthen the implementation of human resource management ideas, enhance the promotion of the enterprise in the field of culture, and get the attention of leaders to establish a more professional team to lead the company, so as to optimize the company's human resource model for better development.

THE FACTORS IN INFLUENCING THE SUCCESS OF A VIRTUAL OFFICE IN CIVIL ENGINEERING DESIGN INDUSTRY IN SINGAPORE

Virtual offices are becoming increasingly popular in wide range of industries which comes by virtue of its various economic benefits and increased accessibility to the marketplaces. Virtual offices are eliminating the space and time constraints making it possible to work anytime from anywhere. Alongside, it is also helping the environment in multiple ways by cutting down the transportation need, reducing energy wastages. However, virtual office concept is very new to civil engineering design industry in Singapore. This specific industry is depending almost entirely on the traditional office culture where human resource management problems persist typically. Highly competitive working culture in Singapore demands qualified employees and an effective output delivery, keeping the cost incurrence as less as possible to thrive in a business. There is not much research done in the past to build successful virtual office models in Civil engineering design industry in Singapore. This study examines the factors influencing the success of a virtual office in this industry in Singapore. It can be concluded that it is always good to have physically located staffs. Virtual office in civil engineering industry must be present partially which could bring economic and administrative profits.

Developments in the HRM–Performance Research stream: The mediation studies

Testing Human Resource Management (HRM)’s effect on organisational performance has been a core part of HRM research over the past 25 years. Whereas pioneering studies in the field neglected the mechanisms explaining this relationship, treating it as a ‘black box’, in the last decade the focus has been on examining the mediators of this relationship. Most recently, a series of reviews has been more critical of the field, particularly highlighting its diversity and underplaying of employee involvement, a concern central to its inception. This paper assesses these mediation studies in the light of these concerns, which provide criteria by which I summarise them and assess the extent to which they have advanced the field. The analysis demonstrates that the main problems of the black-box studies remain: the misalignment of the use of additive indexes and the theory of synergistic relationships, confusion over analysis methods, inadequate justification of the selection of practices in the empirical investigations, and under-representation of employee involvement. The researchers continue to present the field as a unified one. However, since the majority of studies are centred on high-performance work systems, there is a clear schism across them between these studies and those centred on high-involvement management. The paper reinforces the importance of this distinction, on the basis that a high-performance work system is a technology, a set of sophisticated personnel practices, whereas high-involvement management is a managerial philosophy or orientation towards fostering employee involvement. The paper concludes by suggesting ways of overcoming the recurring problems in HRM–performance research, and how these vary between the two perspectives.

Взаємозв’язок проблем управління людськими ресурсами та кадровою політикою в умовах децентралізації України

The article is concerned with the topical issue of personnel provision for the development of amalgamated hromadas (AHs) in Ukraine. The article is aimed at scientific substantiation of the relationship between problems of human resource management and personnel policy of territorial communities in the context of decentralization of Ukraine. The article identifies and describes the most common problems of human resource management and personnel policy of amalgamated hromadas in the context of the decentralization reform in Ukraine: lack of a system for managing professional development, training and advanced training of the AH population; negative image of employees of local self-government bodies in Ukrainian society; lack of opportunity to realize one’s own professional competence and abilities; crisis of demographic reproduction and migration processes. Among the problems of personnel policy the authors identified the following: insufficient number of qualified specialists; lack of an optimal system of staffing; violation of democratic principles of openness, publicity and justice in the resolution of personnel issues; occurrence of corruption at different levels of government; irrational use of human resources; low prestige of work along with low wages. The cognitive relationship of problems in the field of personnel provision for the development of territorial communities is substantiated. The expediency of taking into account the problems of human resources use and personnel policy management as the main component of the socioeconomic development of amalgamated hromadas is specified. The relationship between human resource management problems and the efficiency of the personnel policy of territorial communities is proved. The authors substantiate expediency of directing the State policy of regional development towards: providing the territory with highly qualified human resources; development of intellectual capital of territorial communities; establishing constructive cooperation between educational institutions, research institutions, and enterprises of territorial communities; stimulating the development of social partnership in the context of decentralization.

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

Due to their own attributes, small and medium-sized enterprises are quite different from large enterprises in various aspects of enterprise management, especially in human resource management. In mature large enterprises, there is a relatively perfect human resource management system, while in small and medium-sized enterprises, most enterprises have a set of human resource management mode, but on the whole, it is not perfect and has many problems. This paper takes small and medium-sized enterprises as the research foothold, studies the problems in human resource management, discusses the relevant research countermeasures, and provides suggestions and reference for the human resource management of small and medium-sized enterprises.

Situational management of human resources as a basis for ensuring the economic security of the enterprise

Introduction. The development of human resource management of the enterprise becomes especially relevant during the pandemic. The acute problem facing HRs across the country requires a comprehensive solution in the process of ensuring the economic security of the enterprise. The main driving force at the enterprise is personnel. Therefore, to effectively ensure the economic security of the enterprise it is necessary to apply situational management of human resources. Adaptation to change should be considered as an opportunity for rapid application of all long-term experience. The purpose of the paper is to study the situational management of human resource in the process of ensuring the economic security of the enterprise. Results. The paper presents the approaches of domestic and foreign scientists to situational management. The authors have developed a model for managing the human resources of the enterprise. An example of personnel management of leading foreign enterprises is given. The author’s vision of solving the problem of human resources management of the enterprise is presented. Conclusions. The generalization of scientific achievements in situational management of domestic and foreign researchers is given. For a better understanding of management in solving the problems of situational management, the authors present knowledge management tools. It is important to promote self-education, self-organization, learn to manage managers first, foremost, be flexible to exogenous, endogenous factors influencing the development of the enterprise. The authors propose a model of human resources management as a basis for ensuring the economic security of the enterprise. This model will provide a clearer idea for managers and HRs about personnel management in terms of situational adaptability. It differs from existing models in its focus on anthropocentrism. Every good successful leader must become a perfect HR.

Efficiency of project human resources management: problems and solutions

Currently, the problem of effective project human resource management is relevant in any company, as not only the creative and social component of the project participants, but also the final results depend on a well-developed human resource management system. The efficiency of human resource management is determined by the degree of implementation of the overall project goals.

Theoretical foundations of human resource management in terms of innovative development

The problems of managing the labor market and the employment of the population are given considerable attention by scientists, economists, philosophers, and sociologists. Despite the versatility of research, the problems of human resource management and improving organizational and economic management mechanisms remain insufficiently developed. Only at the regional level of management can we find effective ways to solve the most acute problems of building high-quality labor potential and rational use of labor resources by developing various programs and coordinating the activities of the relevant services. The main discrepancy between the education system and the labor market comes from the lack of forecasting methods in the workforce and imperfections of the mechanisms of social partnership. This is due to the insufficient funding of educational institutions and lack of job security for graduates. In addition, the low level of education of the economically active population of the region, the insufficiently developed training system for innovative industries, the undeveloped employment system for graduates contributing to the imbalance in the labor market, i.e. with a general quantitative prevalence of labor supply over demand, the most important sectors of the economy were not provided with the required amount of qualified specialists. The purpose of this study is to substantiate the theoretical and methodological aspects of human resources management and labor potential, to develop proposals and recommendations for improving its organizational and economic mechanism.

THEORETICAL FOUNDATIONS OF HUMAN RESOURCE MANAGEMENT IN TERMS OF INNOVATIVE DEVELOPMENT

The problems of managing the labor market and the employment of the population are given considerable attention by scientists, economists, philosophers, and sociologists. Despite the versatility of research, the problems of human resource management and improving organizational and economic management mechanisms remain insufficiently developed. Only at the regional level of management can we find effective ways to solve the most acute problems of building highquality labor potential and rational use of labor resources by developing various programs and coordinating the activities of the relevant services.
 The main discrepancy between the education system and the labor market comes from the lack of forecasting methods in the workforce and imperfections of the mechanisms of social partnership. This is due to the insufficient funding of educational institutions and lack of job security for graduates. In addition, the low level of education of the economically active population of the region, the insufficiently developed training system for innovative industries, the undeveloped employment system for graduates contributing to the imbalance in the labor market, i.e. with a general quantitative prevalence of labor supply over demand, the most important sectors of the economy were not provided with the required amount of qualified specialists.
 The purpose of this study is to substantiate the theoretical and methodological aspects of human resources management and labor potential, to develop proposals and recommendations for improving its organizational and economic mechanism.

ANALISIS KEPUASAN KERJA BUMN DI INDONESIA : STUDI DAMPAK FAKTOR QUALITY OF WORK LIFE

Human resources is able to determine the advance or retreat of an organization and plays an important role in the success of any organization. One of the main problems in human resource management is how to find the best way to achieve employee satisfaction. One way to measure the level of employee satisfaction is to know the feelings of employees towards aspects of the job (Quality of Work Life). The purpose of this study was to determine the influence of quality of work life on job satisfaction of employees of PT A. The method used is a mix method. Data analysis techniques used simple linear regression. The results of the research show that the influence of quality of work life on job satisfaction is included in the strong category with the value of the contribution amounted to 60.84%, meaning that if the quality of work life better then it will improve job satisfaction. Quality of work life is an attempt to achieve self-satisfaction and a work environment that is optimal. If job satisfaction is low will have a negative impact on PT. A such as morale decreases, productivity is low and leads to a social environment that is not healthy as well as declining employee performance.

Implementasi Manajemen Keragaman Sumber Daya Manusia

The purpose of this research is to provide an overview of the implementation, forms of implementation and problems encountered in implementing diversity management in relation to human resource management (HRM) practices at SWCU. This qualitative research conducted through case studies. Key persons in this study were four university leaders and one staff member. Data obtained through in-depth interview process and then analyzed in three descriptive techniques. The results showed that the practice of implementing HR management diversity management was carried out well based on performance, fair and there was no discrimination. The implementation problems encountered at SWCU are divided into two parts, namely practice inside and outside the HRM. Practical problems in HRM occur at the training and promotion stages; and, problems that occur outside the HRM practice such as communication problems and different perspectives.

MANAJEMEN SUMBER DAYA INSANI

Pada dasarnya setiap organisasi tidak akan lepas dari keberadaan sumber daya insani yang dapat membantu melaksanakan serangkaizin aktivitas dalam pencapaian tujuan organisasi. Untuk itu diperlukan pula peran aktif manajer dalam memahami dan mengelola orang-orang yang ada dalam organisasi. Pengelolaan sumber daya insani harus dilakukan secara efektif dan efisien. Manajemen Sumber Daya Insani (MSDI) ini tidak saja mengandalkan pada fungsi manajemen seperti perencanaan, pengorganisasian, pengarahan dan pengendalian, namun pada implementasinya, mengandalkan pada fungsi operasional manajemen SDM seperti rekrutmen, seleksi, penilaian prestasi, pelatihan dan pengembangan, serta praktek pemberian kompensasi.Kata kunci: manajemen, fungsi, organisasi, keberadaan Basically, each organization will not be separated from the existence of human resources that can help carry out a series of activities in achieving organizational goals. This requires an active role of managers in understanding and managing people in the organization. Human resource management must be carried out effectively and efficiently. This Islamic Human Resource Management (MSDI) not only relies on management functions such as planning, organizing, directing and controlling, but in its implementation, relying on operational HR management functions such as recruitment, selection, performance appraisal, training and development, and the practice of compensation.Keywords: management, function, organization, existence

Trends in the formation of state policy in the human resources management in public and local government authorities of Ukraine

This article substantiates the essence and problems of state policy in the human resources management in public and local government authorities of Ukraine. The quality of specialist training for work in public and local government authorities is analyzed and the ways to improve the level of personnel professional competence are determined. The main problems of human resources management in the system of public authorities are covered. They are adaptation of state policy in the human resources management, increase in the demands and responsibility of the civil servant for the quality of tasks performed, etc. The purpose of the human resources management is to provide personnel, organize its effective use, professional and social development. Therefore, the task of this article is to determine the main directions of restructuring the human resources to improve the functioning, to expand the functional responsibilities of employees of relevant services, to increase their independence in solving problems of human resources management. The unresolved parts of the general problem are considered: the creation of a professional institute of public service; ensuring its effectiveness; the issue of improving the functioning of human resources of public authorities in Ukraine given modern achievements of the theory and practice of human resources management remains relevant. The changes in human resources in public authorities for the purpose of modernization of the legislation of Ukraine on public service and service in local government authorities are studied. The directions of improving the modern management system in public authorities to form the effective public policy are proposed.

Enterprise human resource management index based on fuzzy system

Nowadays, with the development of science and technology, the progress of society, and the fierce competition among enterprises in the market, the current market competition has gradually turned into the competition of talents, and the excellent talent reserve of enterprises is a competitive advantage. However, there are many enterprises and many places where human resource management is not in place. At the same time, many imperceptible problems in human resource management, most of which are hidden and uncertain, lead to business problems and related phenomena and threaten the further development of enterprises. Although there are many research methods for these problems, it is difficult to analyze the current situation with this method because of its strong subjectivity. In order to better solve the above problems, this paper studies the standard system of human resource management under the background of the fuzzy system and uses the new structure of human resource fuzzy theory decision-making which has strong theoretical and practical value in human resource system. In the research of this paper, human resource management indicators are divided into comprehensive and professional. Aiming at these two categories of indicators, this paper uses human resource management theory to analyze them systematically and designs a more reasonable indicator system. Then, taking an enterprise as an example, it uses a fuzzy comprehensive evaluation method to combine qualitative and quantitative research to analyze the enterprise. In the analysis, this paper finds that there are some problems in human resource management, such as performance management is not in place, employees’ sense of belonging is not strong, and through the fuzzy comprehensive evaluation of the enterprise situation, it is found that the enterprise human resource management system is good, but still needs to further improve the enterprise management system.

СОВЕРШЕНСТВОВАНИЕ МЕТОДА ОЦЕНКИ ПЕРСОНАЛА В НЕФТЕГАЗОВОЙ ОТРАСЛИ

The problem of human resource management is becoming more and more urgent every year, since highly qualified personnel, a well-organized labor process ultimately directly affect the competitiveness of products, their low cost and high quality. The proper use of human resources is one of the factors determining the effectiveness of an organization. But, before using it, you need to properly evaluate it. The aim of this work is to study the theoretical principles and develop practical recommendations for improving the personnel assessment system for the oil and gas industry using the example of Bashneft-Retail. An annual mass assessment of personnel will be conducted to assess the effectiveness and value of the work of the organization’s employees. The bonus component and promotion of the employee’s career ladder will depend on the result of the assessment. It will improve the efficiency and effectiveness of the employee’s work, will give an impetus to his development and unlocking potential. As a result of the annual mass assessment of employees, the organization can obtain objective data on the available human resources, and will be able to build a clear and focused training and development system individually for each employee. Each employee will be able to get feedback and see the prospects for their further development, while significantly increasing their motivation. The introduction of the proposed model for improving the personnel performance evaluation system increases the interest of employees in the results of their work and the effectiveness of the organization as a whole. This article analyzes the effectiveness of the annual mass assessment of personnel, the mechanism for its implementation, as well as the practical use and analysis of the expected effect after applying the proposed procedure. A theoretical analysis was carried out, the rationale for the use of the annual mass assessment of personnel and suggestions for its improvement in relation to the oil and gas industry. It analyzes the theoretical foundations of personnel assessment and the study of its key methods, as well as the existing methods for the effectiveness of employees of Bashneft.

Mikro i mala preduzeća i očuvanje ljudskih resursa u uslovima pandemije

Micro and small businesses, especially information technology startups, as well as micro and small family businesses engaged in production using high technologies, and innovation, are a very important element of a country's economy. However, in conditions where the owner is usually the manager of the company and when there is no established human resources management sector or a designated position with responsibilities in the field of human resources management, the human management process itself is mostly informal, ad hoc, and subject to frequent changes. Human resource management problems are particularly noticeable in crisis situations such as the COVID-19 virus pandemic. This paper examines the attitudes (in the form of interviews) of managers and owners of small businesses in the field of information technology and high technologies towards the retention of employees in the COVID-19 virus pandemic in the first week of declaring a state of emergency in Serbia and in the first week of May, when the lifting of the state of emergency was announced. Although the sample is small, it can be concluded that small businesses were unprepared for this crisis, but that in terms of human resource management, especially when it comes to retention and rewarding employees, small businesses in the field of information technology have been able, because of the nature of their work, to overcome the crisis much easier than companies engaged in production (although they are utilizing high technologies).

Pengembangan Sistem Informasi Manajemen Sumber Daya Manusia

A human resource management is an integrated system important to a company, resulting in a need for better employee attendance and the need for more informed decision-making regarding new employee recruitment management, employee appraisal, position placement, employee training, employee service, and employee dismissal. Because of these, an integrated system is needed in handling the attendance process until the employee termination. So as to meet the needs of the company in the management of data attendance of employees better by minimizing the occurrence of fault, reduce paper use and worktime of HR department in attendance recording and help HR managers on making more appropriate decisions related to existing processes in company such as helping on determining appropriate employees occupy positions based on position qualification with the employee ability. This Information System Development using System Development Lifecycle methodology (SDLC) begin with designing Fishbone Diagram, Data Flow Diagram (DFD), PIECES Diagram, system interface design, Microsoft Visual Studio 2012 as input, Microsoft SQL Server 2012 as data storage and SAP Crystal Reports as output in reports. The authors hope, the results of this information system development can help companies to deal with existing problems in human resource management.