Resource Management In Universities Research Articles

An Initial Exploration of the Reform of Human Resource Management in Universities

This paper aims to explore the issues of human resource management reform in universities and provide some preliminary exploration and suggestions. As important institutions for talent cultivation, universities face new challenges and changes in human resource management, requiring continuous adaptation and improvement. This paper first introduces the background and current situation of human resource management in universities, then discusses the necessity and challenges of reform. Through empirical research and case analysis, it summarizes the key elements and successful experiences of human resource management reform in universities. Finally, it proposes strategies and prospects for the reform of human resource management in universities.

The Relationship between Human Resource Management and Organisational Performance in Universities Combining Multiple Linear Regression

Abstract This paper first explores human resource management and organizational performance and investigates the multiple linear regression model and its hypothesis conditions, parameter estimation, model testing and variable normalization treatment. Then, the evaluation index system of university organizational performance was constructed, and the relationship between human resource management and organizational performance in universities was analyzed in depth through correlation analysis, the relationship between subjects’ basic conditions and organizational performance, analysis of variance explanation of endogenous latent variables, and empirical analysis of the relationship between human resource management practices and organizational performance. The results show that information sharing has a significant positive relationship with research contribution (β=0.293, Sig.=0.084, T=4.67) and based on human resource planning has a significant positive relationship with research input (β=0.55, Sig.=0.023, T=2.362). Therefore, human resource management in universities has a significant impact on organizational performance.

The optimization of human resource management system on alleviation of teachers’ psychological stress in higher education institutions

BackgroundWith the development of modern education, the psychological stress of young teachers in colleges and universities has been highly emphasized.Subjects and MethodsThe research will start from three aspects: performance management system, human resource planning, and teacher career management in the human resource management system of universities. In response to the psychological pressure of teachers, five universities will be selected to analyze and study the current situation of human resource management in universities through a combination of survey questionnaires and interviews. The existing problems and reasons will be analyzed. Based on the analysis results, effective optimization plans will be proposed for the human resource management system in universities.ResultsThe results indicate that the main reasons for the psychological pressure of university teachers are the adherence to regulations in the human resource management system, the lack of quantitative accumulation of human resource data, and the neglect of teacher career management. Based on the analysis results, the study designed optimization plans from the aspects of human resource strategic planning system, salary and welfare management system, and teacher career management system. At the same time, the study also established relevant implementation guarantee measures based on the optimization plan to ensure the feasibility of the optimization plan for the human resource management system.ConclusionsThe study analyzes the relationship between human resource management system and teachers’ psychological pressure in colleges and universities, puts forward the optimization plan of the management system from three levels, and ensures the effective implementation of the optimization plan through the actual work, which is of certain practical reference significance.

Optimization of university human resource management system on faculty members with anxiety

BackgroundDue to outdated work concepts and unscientific performance evaluations, the enthusiasm of university faculty members is not high, and some faculty members experience work anxiety, which affects the normal operation of work. The traditional human resource management system can no longer meet the needs of human resource management in universities and needs to be optimized. In order to stimulate the work enthusiasm of faculty and alleviate their psychological anxiety, research is being conducted to optimize the human resource management system in universities.Subjects and MethodsThe study selected 60 employees with work anxiety and divided them into a control group and an intervention group, with a total of 30 individuals. The former adopts a traditional human resource management system, while the latter adopts an optimized human resource management system with a duration of 6 months. Employees were evaluated using indicators such as the Hamilton Anxiety Scale (HAMA), and SPSS23.0 software was used for data processing.ResultsAfter 6 months, there was a significant difference in work psychological anxiety between the two groups of teaching staff. Compared with the control group, the HAMA score of the intervention group was significantly lower than that of the control group (P<0.01).ConclusionsIt needs to optimize the human resource management system in universities, improve performance evaluation methods, stimulate the enthusiasm of faculty, and ensure that their efforts are treated fairly, then resulting in a significant improvement in their work anxiety.

Dilemmas and Countermeasures of Human Resource Management in Universities under Epidemic Normalization

With the outbreak of COVID-19 epidemic in late 2019, universities can't get away from the involvement of human resource management work from the initial suspension of classes to online teaching to the resumption of offline classes. In the face of the challenge of COVID-19, especially since the epidemic has become normalized, how to do a good job of personnel management, talent introduction, training and development, salary management, job hiring and other human resource management work is an urgent issue for university human resource management practitioners to think about.

Implementation Green Human Resource Management in Universities

The necessity of Green Human Resource Management in Universities cannot be denied, as it combines environmental management with Human Resource Management. Implementation of GHRM practices facilitates the rapid implementation of an EMS system for a University. This paper presents an understanding of the fundamental GHRM practices, as well as the practices that are specific to certain Universities and Higher Education Institutes. It also highlights the significance of implementing them. Proper implementation of a Green Human Resource Management system can raise awareness among staff and management about waste management, resource reduction, and maintaining campus cleanliness. A successful implementation can satisfy stakeholders, including employees, and motivate them to enhance their productivity.

Research on the Incentive System of Human Resource Management in Universities

Based on the actual situation of the establishment of the incentive system for human resource management in universities, the constituent elements and relevant principles of the incentive system for human resources in universities are expounded on, the current situation of the actual needs of the faculty and staff in universities is studied and analyzed, and practical plans for establishing the concept and implementing the incentive system in universities are proposed, with relevant incentive mechanisms for human resource management focusing on differentiated needs developed for reference.

Human Resource Management Decision System University Based on Decision Model

The purpose of university personnel management is to improve the efficiency of running a school by optimizing the allocation of university human resources. Personnel management is one of the most important aspects of university administration, as it plays a key role in the formation of discipline teams and management teams. The use of advanced information technology is to improve the efficiency of personnel management, the establishment of university human resources analysis system, and to promote the school management work. Combining with the achievements of office automation and decision support development, this study analyzes the realization methods and key technologies of human resource management in university decision system, discusses the significance of human resource management in university decision system analysis based on decision model, and constructs human resource management in university decision system. This study first introduces the basic content of human resource management decision model and makes a comprehensive analysis of human resource demand prediction and then constructs a human resource management in university decision model according to the analysis structure. After defining the construction path of the decision‐making model of human resource management in colleges and universities, the human resource grading and promotion analysis is carried out to additionally define the prediction of human resource demand in universities. Finally, the decision system is realized and tested by means of mathematical model.

An Analysis of the University of Social Sciences and Humanities, Vietnam National University Ho Chi Minh City Lecturers’ Research Competence

Improving the scientific research competence of lecturers is a critical necessity for improving the quality of the teaching staff of each higher education institution. The purpose of this study was initially to analyze the theoretical foundations of scientific research competence and the characteristics of scientific research competence among lecturers at the University of Social Sciences and Humanities (USSH, VNU-HCM). The questionnaire was used to perform this study, which included 245 lecturers from various university units, including lecturers, senior lecturers, and upper lecturers. The findings show that most lecturers at the USSH, VNU-HCM have relatively solid professional knowledge and understanding to be able to perform scientific research tasks on their own in most research activities without guidance. Most lecturers achieve the level of depth required to apply their skills in research and training tasks, as well as train others to progress from a low-to-a high-level. Meanwhile, some lecturers get to specialist level in scientific research. Similarly, only few of lecturers have self-evaluations that they are experts in scientific research. In terms of lecturers’ attitudes and awareness of research activities, most lecturers have attitudes and awareness of their scientific research activities. This study might be useful for lecturers, managers in education management, human resources management in universities in general, and lecturers in particular. The findings from this study provide the practical foundations for lecturers at the USSH, VNU-HCM, to construct a framework of scientific research competence, as well as a useful instrument in the management of teaching human resources in the university. Keywords: scientific research competence, lecturer, research competence framework, University of Social Sciences and Humanities. DOI: https://doi.org/10.55463/hkjss.issn.1021-3619.60.20

Research on Improving the Effectiveness of Human Resource Management in Universities in Underdeveloped Areas

The current competition between colleges and universities is actually the competition between talents. At present, there are some problems in the management of talent resources in Colleges and universities in underdeveloped areas, such as the difficulty of talent introduction, the low level of talent education, and the inability to retain talents. This article explore ways to establish a new concept of human resource management, school human resource management service school strategic planning, reform the evaluation and incentive mechanism of human resources, pay attention to teachers' career management, provide multi-level teacher training, and improve the efficiency of human resource management in Colleges and universities in underdeveloped areas.

Approaches to resource management of a modern university in the context of digitalisation

The article considers the evolution of university models, examines in detail the model of a digital university and pays special attention to changing the paradigm of university resource management in the context of digitalization. The transition from managing university resources to managing access to them is substantiated. This problem is relevant, since the Russian economy is faced with the task of overcoming technological dependence in the current conditions of restrictions and Western sanctions. The development of universities of a new quality, integrated with the real sector of the economy, operating on the basis of digital technologies and providing competitive innovative development, could be a solution to this problem. The purpose of the article is to propose a new methodology for the development of the university and the management of its resources in the context of digitalization. In the course of the study the authors solved the following tasks: they analyzed global trends and external risks for higher education; revealed the phenomenon of the digital university; substantiated the new principles of digital university resource management that meet the requirements of the fourth industrial revolution; proposed an approach to the digital development of the university based on the harmonization of the interests and requirements of stakeholders; considered the concepts of infrastructure logic and the strategy of digital transformation of the university. The article used both general scientifc research methods and special ones: frstly, statistical analysis of indicators of global innovation trends in the feld of digitalization of education and the economy; secondly, an institutional approach aimed at identifying effective institutions (rules of the game) that can increase the overall motivation of internal and external stakeholders of the university to ensure an effective digital transformation process; thirdly, the method of multiple thematic comparisons to analyze the scientifc literature and ofcial sources on the digital development of the university and the innovative economy. As a result of the study, the authors formulated a set of recommendations for developing a strategy for the digital transformation of Russian universities based on the author’s methodology for resource management in the digital age for integration into the global innovation process and obtaining leadership positions in global university rankings.

Review on A big data-based innovative knowledge teaching evaluation system in universities

With the widespread use of digital technologies such as big data, cloud computing and artificial intelligence in higher education, how to establish a scientific and systematic evaluation system to turn the traditional classroom with the one-way transmission of knowledge into an interactive space for exchanging ideas and inspiring wisdom has become an essential task for human resource management in universities, and a key to improving teaching quality. However, due to the debate between scientism and humanism in teaching evaluation, studies related to teaching performance have been isolated from human resource management, resulting in the lack of a systematic vision and framework for such studies. Relevant studies are still limited to the evaluation contents of different evaluation subjects. Evaluations also tend to focus only on the teaching process, ignoring the objectives of talent training, making it difficult for evaluations to play a goal-oriented role and hindering the further development of relevant studies. Therefore, this paper draws on human resource management methodologies and analyzes knowledge teaching evaluation system characteristics in colleges and universities in a big data context to construct a “multiple evaluations, trinity and four-step closed-loop” big data-based knowledge teaching evaluation system. “Trinity” represents evaluation from three performance dimensions: teaching effect, teaching behavior and teaching ability. “Multiple evaluations” represents the design of teaching performance indicators based on teaching data, breaking the barriers between different evaluation subjects. “Four-step closed-loop” draws on performance management theory to standardize the teaching performance management process from four aspects: planning, implementation, evaluation, and feedback. This evaluation system provides a systematic methodology for unifying the theory and practice of innovative knowledge teaching evaluation system in universities in a big data context.

Physical Resource Management and Maintenance Culture in Nigerian Universities

This paper deals with physical resource management and maintenance culture in Nigerian universities. Physical resource is the resource that can be seen (tangible). Resource management is the proper utilization and management of resources such that they are adequate and efficient for the needs of individuals in an organization. The importance of resource management in universities is to see whether the human resource is over or under-allocated in a particular faculty in the university to avoid wastage. Maintenance culture refers to the measures taken so that materials and resources are maintained properly. Universities refer to institutions of higher learning whereby an individual seeks to further his education after the secondary school level. The absence/ poor maintenance of physical resources in Nigerian universities would undoubtedly lead to a decline in the productivity of the university. This paper is to provide a means of efficient management and maintenance of physical resource in Nigerian universities. The objective of this paper is to proffer solutions to the challenges of effective management and maintenance of physical resources in Nigerian universities. The challenges facing the effective management and maintenance of physical resources in Nigerian universities were provided in this paper to include inadequate funding, inadequate facilities, and misuse of university facilities, amongst others. A conclusion was made and a way forward for the challenges facing the efficient management and maintenance of physical resource in Nigerian universities were provided. This includes the provision of adequate funds, punishment of greedy administrators that covert funds, provision of adequate modern facilities, proper maintenance of physical resource from time to time, amongst others.

Innovative Thinking of Human Resources Management in Colleges and Universities

The implementation of human resource management in universities is determined by the special nature and strategic position of universities. Good human resource management can improve the level of competition in colleges and universities, fully mobilize the enthusiasm and creativity of faculty and staff, and promote various in-depth reforms within colleges and universities. New models such as parallel management, transposition management, and incentive-driven management based on management objects have become an important way for traditional human resource management to transform to modern management. At the same time, managers are required to strengthen the construction of talent teams, optimize resource allocation, and strengthen job appointment assessment, etc., for construction. A healthy and harmonious human resource management environment in colleges and universities provides strong support.

Strategies of Human Resource Management in Universities in Ebonyi State, Nigeria

This paper examined the strategies of Human Resources Management (HRM) in Tertiary institutions in Ebonyi State. Five (5) null hypotheses were formulated to guide the study, while a population of 570 academic staff of ranks of senior lecturers and above which represented (100%) of the population as respondents. Z-test was used to test the null hypotheses and results indicated that all the null hypotheses were not rejected. From the findings, the following among others were recommended; HRM strategies should he harmonized in both state and federal universities adequate accommodation, teaching materials and conducive organizational climates be provided for staff motivation; all capacity building programmes for staff should be re-invigorated through adequate funding and universities should liaise with international donor agencies/countries to promote staff development through scholarship awards, exchange programmes, provision of research grants and fellowship programmes.Â

European experience in human resource management in higher education institutions

The article examines the experience of the academic staff management as the main force for the implementation of the educational process in higher educational institutions of European countries. Comparative analysis of the key aspects of human resources management in universities of Europe, personnel selection, recruitment, employment and professional development has been made. The purpose of thestudy is to familiarize with the experience of the academic staff formation ways, which are involved inthe educational process, the requirements for the academic staff, their pedagogical load, weekly workinghours, selecting process of them and organization of the training programs, working conditions inEuropean universities. During the research, the authors used common scientific methods and techniqueslike analysis, synthesis, comparison, and generalization of data with corresponding conclusions. Accordingto the results of the study the practice of human resources management experience has differencebetween the countries of Europe due to the different level of socio-economic development of the country,financial capabilities of each University, and the mechanisms for the implementation of strategicplans. For example, Austrian universities select academic staff for vacancies in lower-level positions onan open basis, for associate-level positions on the basis of career growth, and University professors onthe basis of a combination of these two factors. In some countries of the European Union, in particularNorway, Switzerland, Greece, Hungary, Slovenia, academic staff of higher education institutions arerecognized as public servants by law, and this makes it possible to optimally address the issues of theirlong-term employment, favorable working conditions and wages. In Czech Republic, Poland, Slovakiaand Hungary, the title of professor is appointed by the head of the country, while the Italian Ministry ofEducation, University and Research bases on a competitive evaluation committee decision. The practicalsignificance of the study is that in the context of the Bologna process the successful experience andthe best models of European country universities on the academic staff management can be applied inthe higher education institutions of Kazakhstan taking into account the national characteristics of thecountry. It has positive effect on increasing competitiveness of the economy by training a high qualified,smart, and talent professionals.

DESAIN MODEL PEMBERDAYAAN DOSEN DI KOTA MEDAN

Human resource management in universities especially for lecturers needs to be directed to lecturers empowerment which is an activity aimed to maintain and improve the ability, performance and productivity of lecturer's work in their role as academic staff. One of the factors that can encourage the improvement of work productivity is the empowerment of human resources, as one of the organizational resources.In terms of ensuring the success of the learning process in universities, it is necessary to have a model of human resource empowerment that describes a series of processes performed gradually in order to achieve optimal results so that it will succeed in improving the productivity of lecturer work on an ongoing basis.This model is only tailored to the needs of the college and lecturers who work at the college. This research has designed the lecturer empowerment model which is the development of the human resource empowerment model that has been applied for company employees. This research relates to the needs of lecturers and adapted to the tasks of lecturers at a university, especially in Medan.

Practice and Reflection on High-Level Personnel Training and Introduction: A Case Study of Changchun University of Science & Technology

The great cause is based on education, and education is based on human resource. Human resource is the primary resource to revitalize education. To implement the strategy of strengthening the powers and influences of universities based on human resource is the most critical factor to create a high-level university. In this paper, on the basis of the current conditions of human resources in Changchun University of Science & Technology, authors introduces several specific measures concerning the human resource, and put forward some suggestions for discussion with other colleges, in the hope of promoting the human resource management in universities and colleges.

Problems and Measurements for Electronic Human Resource Management in Chinese Universities

Researches on university human resource management have been a popular topic in China. University is a major locus of human resources. In information age, firms increasingly incorporate information technologies (IT) into human resource management (HRM) to cope with technological challenges[1]. HR managers achieve their goals by using analyzed information produced by IT. Besides, with IT evolving, HRM has entered into electronic-HRM (e-HRM) era with characteristics of self-service and intranet. Since e-HRM is gaining more attention nowadays, it is necessary to introduce e-HRM to the human resource management in universities. HRM in universities is of important significance for the development of the universities. In this case, managers should research on human resources development and management in universities practically. They should study university staff development and management issues. To understand human resource management in Chinese university with the overall situation, this article uses literature analysis to analyze university e-HRM in China. Then points out the electronic human resource management problems that Chinese university needs to solve. It also advises some counter measurements for the problems.

Neural Network Model for Performance Evaluation of Academic Staff of Tertiary Institutions

Recent interest in Human Resource management in Universities is to develop model for evaluating performance of academic staff. In this study, Artificial Neural network was used for evaluating performance of academic staff of tertiary institutions. Fifteen Human Resource Metrics were considered which were classified under three main factors namely: Research, Teaching and service. These are the major' Human Resource foci of the tertiary institutions. The datasets were divided into three: train, validation and test data. The train data was presented to Supervised Neural network to approximate the fifteen Human Resource variables. Data from ten (10) randomly selected institutions were used to test and validate the system. The learning parameters for the training and testing of the survey data varied from 0.07 to 0.1 and the momentum parameter approached zero value (0.01 to 0.03). Root Mean Square Error (RMSE) was computed for both the parametric models (Principal Component 0.80 and Factor Analysis 0.15). The result revealed that Multilayer Perceptron Neural Network (MPNN) with' back propagation algorithm got better outcome when compared with those parametric models. Experimental results in this study demonstrated that MPNN based model can closely predict the Human Resource metrics. Considering the maximum percentage of correct output with minimum RSME at 90%, the Performance Evaluation Model was found to be optimal model for predictive power for the academic staff of tertiary institutions.