Human Resource Management Problems Research Articles

Human Resource Management of Public Institutions from the Perspective of Sustainable Economic Development

At this stage, the sustainability of human resources in China is becoming more apparent. As vital units of social development, public institutions are facing fierce competitions under the appalling situation of today’s market economy, and the problem of human resource management is increasingly significant. In order to improve their potentiality for sustainable development and enhance their core competitiveness, public institutions must pay attention to human resource management. At present, the human resource management of public institutions, whether from the micro level of employees and managers, or the regional differences at the macro level, all show significant problems, such as the flawed employee management system, the serious phenomenon of difference and mismatch, as well as the lack of professional knowledge among managers. Based on this, this paper takes the coordinated relationship between human resource management and sustainable economic development as a breakthrough and proposes several measures for the problems that exist in the human resource management of public institutions, so as to continuously improve the level of their human resource management as well as promote the sustainable development of public institutions and social economy.

Human Resource Management Problems for Private Madrasah Aliyah Teachers in Regency

Management is the process of utilizing all the resources owned by the organization to achieve the goals that have been set. management in a broad sense is planning, organizing, directing, and controlling organizational resources to achieve goals effectively and efficiently. The objectives of this study are to describe the problems of teacher human resource management at private madrasah aliyah in Sampang regency. This study uses a qualitative approach, which aims to explain the problem of human resource management for private Madrasah aliyah teachers, a qualitative approach is considered a research procedure that produces descriptive data in the form of words from observations, interviews and documentation. Data collection techniques by reviewing documents, interviews, and observations. It is analyzed through the following stages: data reduction, data presentation, and verification. The results of this study indicate that the problem with teacher human resources is that the number of teachers who teach is not in accordance with their academic qualifications because the management function of teacher human resources in madrasah aliyah does not run optimally starting from planning, management, procurement, procurement, development, assessment, control, compensation and dismissal. and the causes of the problem of teacher human resources are divided into two factors, namely internal factors, the character of teachers, lack of teacher innovation, lack of motivation and indifference to various changes, limited funds available while external causes such as Madrasah environmental conditions and conditions of socio-cultural development of the community, lack of continuous support from organization in teacher HR Management.

Application Research of Particle Swarm Algorithm in Bank Human Resource Management

In the era of knowledge economy, human resources as the first resource of enterprises have long become a consensus. However, human resource management in my country is still in its infancy. There are few studies on the relationship between the two, and the research conclusions are inconsistent. There are very few subjects for research. As the core of my country is banking industry, state-owned commercial banks affect the development direction of my country’s banking industry, and their human resource management has its own unique features. However, due to my country’s special national conditions, state-owned commercial banks have not been fully market-oriented, lacking a certain degree of independence and autonomy, and the impact of administrative intervention has led to human resource management in state-owned commercial banks that have not been developed as they should be. In a series of questions, in today’s turbulent global financial environment, state-owned commercial banks need to improve their human resource management to enhance their sustainable competitiveness. Based on combing the research on the relationship between human resource management and corporate performance by domestic and foreign scholars and analyzing the status quo and problems of human resource management of state-owned commercial banks, this paper collects data through questionnaires and analyzes the reliability and validity of the data. Then use empirical analysis methods to study the relationship between human resource management of state-owned commercial banks and corporate performance. The research results show that there is a significant positive correlation between the human resource management practices of state-owned commercial banks and corporate performance, that is, improving the level of human resource management can promote the improvement of corporate performance.

Research on Human Resource Management Problems in Small and Medium-sized Enterprises -- Taking A Enterprise as an Example

Research on Human Resource Management Problems in Small and Medium-sized Enterprises -- Taking A Enterprise as an Example

Research on Human Resource Management of Equipment Manufacturing Industry under the Background of Replacement of Old Drivers for New Ones

According to the basic theory and requirements of the replacement of old drivers for new ones, it points out the new requirements of the equipment manufacturing industry in the process of traditional drivers upgrading and new drivers cultivation. Based on the existing problems of human resources management in the equipment manufacturing industry in terms of knowledge level, professional quality and age structure, supporting strategies are provided to promote the replacement of old drivers for new ones from three aspects: the introduction of high-level talents, the improvement of the quality of all staff and the cultivation of innovative ability.

Retracted] Latest Lessons from the Bankruptcy of State‐Owned Enterprises (SOEs) in China: An Interpretative Structural Model (ISM) Approach

State‐owned enterprises (SOEs) play an important role in China. During the transformation from a planned to a market economy, plenty of Chinese SOEs fell into trouble. Dalian machine tool group (DMTG) who was once a leading enterprise in the Chinese machine tool industry bankrupted in 2017. To explore the causes of its collapse, we employ the interpretative structural model (ISM) to investigate the reasons for its failures from multi‐aspect and at different levels. The results indicate that the root cause of this bankruptcy is the top manager’s mismanagement; the lack of a reasonable strategic positioning and long‐term product planning are also important factors of DMTG’s failure, and the problems of human resource management accelerated the bankruptcy. Findings provide lessons to be learned from the bankruptcy for SOEs and offer managerial insight into SOEs.

Design and Implementation of Human Resource Management System Based on B/S Mode

At present, China's economy is developing rapidly, and the trend of economic globalization is becoming increasingly obvious. As a small and medium-sized enterprise with insufficient market competitiveness, how to deal with these challenges is an urgent problem to be considered. Especially in human resource management, small and medium-sized enterprises still use the traditional management mode, which can not meet the new requirements of human resource management under the current information conditions. Therefore, on the basis of being familiar with the main technologies of the system, this paper analyzes the requirements of human resource management system from the aspects of system role, system function, system non function, etc., and expounds the design and implementation process of the system in detail from the aspects of system overall design, system function realization, etc. The results show that the system meets the needs of enterprises, the system interface is beautiful and easy to use, the operation is fast and convenient, and the functions are complete and powerful, which is very conducive to improving the human resource management level of enterprises, and the economic benefit is relatively high. Hope to help small and medium-sized enterprises solve some problems in human resource management.

Analysis on Intelligent Management of Human Resources in Urban Community under Normalized Epidemic Prevention and Control

As the basic unit of social governance grid in China, urban community plays an active and important role in the promotion of comprehensive ability of social governance in China while the intelligent management of human resources within community management organizations and the effective integration of external human resources plays a decisive role in improving the overall level of social governance. This paper analyzes the three problems of human resource management in urban community under conditions of normalized epidemic prevention and control, such as unreasonable personnel allocation, large internal consumption of human resources, less strength of personnel reserve, weak integration ability, imperfect supervision mechanism and insufficient human resource incentive mechanism. It is concluded that only by adhering to the thinking of intelligent guidance, technology empowerment and information platform, can the community effectively promote the modernization of social governance.

Constraints and Problems of Human Resource Management in the Public Sector in Bangladesh: A Qualitative Study

Constraints and Problems of Human Resource Management in the Public Sector in Bangladesh: A Qualitative Study

Performance Evaluation of Tourism Human Resource Management Based on Fuzzy Data Mining

Tourism human resources performance management is an important means of enterprise core competitiveness; the assessment results is good or bad will directly affect the staff's work enthusiasm and attitude; the use of tourism human resources, configuration, and performance carries on the scientific, reasonable, and effective comprehensive evaluation and can fully stimulate the potential of employees. To continuously improve the work efficiency, quality, and level of staff, which has certain application value and practical significance for the long‐term and healthy development of tourism industry, this article analyzes the current situation of tourism human resource performance management, introduces the data mining technology and fuzzy data mining technology, and then gives the fuzzy data mining algorithm and detailed fuzzy data mining steps, through the fuzzy data mining technology to evaluate the performance of tourism human resource management. It also analyzes the key factors and existing problems of human resource management in tourism industry and puts forward innovative thinking countermeasures for the performance management of human resources in the tourism industry.

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.

Analysis on the status quo and countermeasures of human resource management in energy enterprises under the new situation

With the arrival of the new era, China's industrial structure has entered strategic transformation, and the development of energy enterprises is faced with many challenges. In order to help the sustainable development of enterprises and improve the core competitiveness, we must spare no effort to exert the role of human resource management.At present, there are many problems in human resource management of energy companies.In this paper, the current situation and existing problems of human resource management in energy enterprises are analyzed and discussed, and then solutions to the corresponding problems are obtained.This paper discusses the key points of human resource management from the aspects of staff recruitment, training and performance appraisal.

The Role of Diversity in Company Productivity: The Case of the Bank Sector in Kosovo

Importance to identifying how diversity affects individual and group productivity in todays globalized world is increasing. The purpose of this research lies in the phenomenon of diversity and further analysis of the impact that diversity has on the work environment. To conduct this research, I interviewed 20 managers and 30 employees of the banking sector regarding the composition of their staff with emphasis on diversity. The data were processed using the statistical analysis of SPSS program. Human resources have positively influenced the increase of success, productivity and has eased problem solving, bettered performance, training, salary, and diversity of employees. This study will have practical significance in the easier approach of problems in human resource management and their motivation.

A Study of Data-Driven Enterprise Human Resource Management Model

With the deepening of diversified and professional business philosophy in large enterprises, enterprises play more and more abundant social functions in society. Sense of mission and honor play an important role in the healthy development of enterprises. With the in-depth integration of enterprise management and computer technology, some human resource management problems related to corporate social responsibility often appear in this process. From the traditional human resource management paradigm to people-oriented social responsibility human resource management, “strengthening effectiveness” has become the main research direction of enterprise management in the electronic age. On this basis, through the discrete modeling method of a large amount of data, this paper creatively puts forward the coupling correlation between corporate social responsibility and enterprise human resource management based on grey correlation algorithm. Compared with the management mode based on trapezoidal data analysis and cluster center adopted in the current mainstream enterprise human resource management research, the innovation of this algorithm is to analyze the dynamic data of corporate social responsibility and enterprise human resources and establish a coupling model related to corporate social responsibility. It can not only realize the dynamic tracking of human resource data, but also make full use of the relevant characteristic information of the coupling relationship between enterprise human resource management and corporate social responsibility. According to the dynamic big data such as employee welfare, employee compensation, employee training, employee overtime, and timeliness of transaction processing, this paper analyzes the social problems such as corporate social responsibility evaluation index, employee turnover rate, and enterprise income, so as to provide theoretical support for enterprise business strategy.

Changes in Human Resource Management Practices in a Pandemic: Insurance Companies

The purpose of this study is to analyze changes in human resource management practices in a pandemic using the example of insurance companies. The study presents approaches to the main differences in the concepts “personnel management” and “human resource management”. Based on the analysis of secondary sources, the problems of human resource management in insurance companies in a pandemic were identified, and options for solving them were provided. In the conclusion, the authors determined that in the context of the COVID-19 pandemic, the HR function in an insurance company should be implemented by leveling the problems that arise during the transition to teleworking, developing digital skills of employees and moral and psychological support and maintaining stable relationships, as well as applying measures to maintain and increase the level of staff involvement, strengthening control measures and changing internal communications.

Application of Incentive Theory in Hospitals’ Human Resource Management

In recent years, the modern medical system has achieved deepening reforms, and the management systems of domestic hospitals have changed accordingly, which has improved the level of modern management to a certain extent. However, the development of hospitals is easily affected by many factors, which gradually highlights the problems of internal human resource management. This is not conducive for improvement in terms of the enthusiasm and initiative of internal employees in addition to restricting the quality of medical services. Based on this, in hope to provide assistance, this article uses incentive theory as the main research object and focuses on its specific application in hospitals’ human resource management.

HUMAN RESOURCE MANAGEMENT IN IMPROVING THE QUALITY OF TEACHERS IN INDONESIAN ISLAMIC PRIMARY EDUCATION INSTITUTIONS

Human Resource Management (HRM) problems are familiar at all educational institutions, such as the Islamic Basic Educational Institution. This study aims to reveal and introduce the concept of HRM in improving the quality of teachers at the SDI (islamic elementary school) Qurrota A'yun Tulungagung, Indonesia, to show the importance of HR in improving the quality of teachers in Islamic Primary Educational Institutions. Furthermore, this research involves ten informants, including a school principal, teachers, committees, parents, and community leaders. Subsequently, data were collected through in-person interviews (via telephone and online by WhatsApp messaging services), participant observation, and documentation. The results show the process of human resource management in improving the quality of teachers through planning, training, and evaluation. Firstly, the planning strategy is conducted through pre-service education or recruitment, while the training strategy is conducted by making on-the-job and off-the-job training programs. Lastly, Every week, semester, and year, the evaluation is completed, and rewards are given. In conclusion, the findings imply that human resource management has an important role in determining the quality of teachers.

Problems of Human Resource Management in the Civil Service System of the Republic of Kazakhstan in the Context of the Theory of Generations: Results of an Empirical Study

Despite the fact that the daily problems that generate intergenerational relations, this is not given significant attention in the scientific community or in public administration. Generational management as a special phenomenon can serve as a basis for reviewing some of the problems of the modern system of public service, understanding reality, and making new decisions. As part of the research project, a survey was conducted with the participation of experts, the results of which were supported by additional methods of qualitative analysis. The article considers and formulates the issues of turnover in the civil service, conflicts in the team, and the value system of civil servants.

HUMAN RESOURCES CHALLENGES FOR THE NEXT 10 YEARS: CASE STUDY OF TURKEY

Today, it is critical for businesses to utilize their resources to gain and sustain competitive advantage by having skilled workforce, retaining, and using employees in line with their business objectives and strategies. Therefore, possession of skilled workforce is recognized as one of the determining factors in the success of enterprises in today's competitive environment. It is important to emphasize that this can be achieved only with effective management policies and practices. The concept of globalization will not be missing within next 10 years considering that it has been one of the most important phenomena of the recent decades. In this context, human resources managers, who continue to remain “local” in terms of their knowledge and experience, need to improve themselves by learning new markets, new legislation, new cultures and different norms required by the changing business conditions. In the past, while practices known as employee record keeping, social work duty, personnel management were constituting the main understanding of Human Resource Management (HRM), following the industrial relations, HRM processes have started to be subject to major change and transformation. Currently, HRM has become a critical topic for the organizations due to its significance and impact on their strategic management. Within this context, application, and transformation of HRM is the focus of this study within the projections about its future considering the potential problems may have been encountered during this transformation process. Therefore, this study will examine the difficulties and challenges that may be experienced by HR managers within the next 10 years. Firstly, the current problems of HRM and the main discussions on this subject in the literature will be examined together with the predictions for the next 10 years. Later, in line with the survey results conducted to the HR managers in the Istanbul region, the discussions in the literature will be compared with the predictions of the local HR managers. Considering the complexity of human resources that derives from its own nature and the environment in which it operates, the everyday challenges experienced by HR professionals while handling their routine tasks should be discussed thoroughly by encouraging everyone to share their ideas and to put their best effort to improve their HR processes, policies, and practices.

Current status of human resource management in China and EU

This paper studies the situation of human resource management in the construction industry between China and the European Union. According to the analysis, it shows the importance of human resource management. It summarizes the current situation and existing problems of human resource management in China and the European Union. Corresponding measures are proposed to facilitate the sustainable and healthy development of human resource management.
 Since the establishment of diplomatic relations between China and the EU, bilateral relations have developed smoothly. Later, the two parties established a strategic partnership. Subsequently, trade cooperation in various fields continued to develop. China proposes to implement the "One Belt One Road" initiative, and the European Union actively participates in the "One Belt One Road" framework agreement. The two parties' research on human resource management in the construction industry will be of great significance to promote further in-depth cooperation between the two parties in the field of construction and human resource management, and to expand and create a broader development space.
 Suggested deepen the reform of teaching content and curriculum system in accordance with the modern development of human resources. Emphasized that education investment for developing human resources and improving the quality of workers is not a simple consumption, but a long-term productive investment. emphasis is placed on the personnel appraisal system establishment of its the guarantee for the stability of the management staff.