Resource Management Model Research Articles

ЦИФРОВЫЕ ТРАНСФОРМАЦИИ КАК ИНННОВАЦИОННЫЙ ПУТЬ РАЗВИТИЯ В ИНДУСТРИИ ГОСТЕПРИИМСТВА

The increase in the number of enterprises in the hospitality industry puts the issue of increasing competitiveness on the agenda. Digitalization makes it possible to solve the problem of increasing competitiveness comprehensively. However, in the literature, this issue is considered either from the point of view of competitiveness or only the technologies used are considered. The analysis of the literature allowed us to assert that the applied innovations in the hotel business are represented by consumer trends, virtual/augmented reality, smart technologies. The article shows the ways of using a variety of technological innovations to increase competitiveness. The use of various technological innovations allows you to organize a “check-in” service, provide information about the hotel, and perform the functions of a “guest relationship”. In addition, to stimulate the volume of sales of services, manage the revenues of the hotel company and reduce the cost of resource consumption, change the models of human resource management. Along with this, there is an opportunity to offer a variety of novelties that are not presented in other hotels, which increases the attractiveness of the enterprise for the consumer. The use of digital technologies is a costly event. Depending on the tasks and financial capabilities, each company can choose its own option. The difficulties of implementing digital technologies at Russian hotel enterprises are due to economic factors.

Research on Strategic Decision Model of Human Resource Management based on Biological Neural Network

Research on Strategic Decision Model of Human Resource Management based on Biological Neural Network

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.

Labrador Inuit resilience and resurgence: embedding Indigenous values in commercial fisheries governance

Increasingly there is recognition of the need for new governance and decision-making models in natural resource management that uphold the rights and knowledge systems of Indigenous peoples. These models would support access to and sovereignty over natural resources including fisheries and wild harvested foods. However, research in northern Indigenous communities continually focuses on country foods and subsistence harvests and does not consider the important role of commercial fisheries. It is key to investigate how Inuit cultures and commercial fisheries are linked to understand how fisheries governance should be directed. Through an iterative interview process, we identify values and principles held by Labrador Inuit fishers and fisheries managers regarding the commercial fishing industry, outlining an interconnected set of values that ground how Labrador Inuit relate to the fisheries today. Drawing on the literature, we contrast the current fisheries management paradigm with the values that arise from this study. By identifying and articulating a system of values held by Labrador Inuit in relation to the commercial fishing industry, we articulate a set of principles to inform a desirable and just future for commercial fisheries. This represents a new conceptual model for Inuit commercial fisheries, one that speaks to the resilience of Labrador Inuit, and frames the industry as having value beyond its material dimensions, to include political self-determination, traditional use, and cultural identity.

Discussion of Practical Application of Virtualization Technology in Computer System

In recent years, with the gradual development of information technology, most industries in China began to pay attention to the advantages of information technology, especially in the enterprise resource management and business model management, which can bring advanced management ideas and models for enterprises. Traditional information technology is no longer satisfactory, in this case, the application of virtual technology and computer system can greatly improve the computer productivity and system stability. In the era of highly developed information technology, the innovation of information system and the use of virtualization electronic technology to realize the urgency of effective integration ability to solve some common problems in computer system to improve the working quality of computer system, with the development of computer technology, virtualization technology application in computer system will gradually increase, the role of the enterprise will be more obvious.

Research on the Impact of Internet Finance on Human Resource Management in Banks

In the process of continuously improving the level of information technology, internet finance information technology is gradually maturing, bringing development opportunities to banks, while human resource management also faces severe challenges. This article will provide an overview of the impact of internet finance on banks in various aspects, including trading platforms, product homogenization, and management concepts. It is believed that the human resource management of banks in the context of internet finance has problems such as weak management awareness, single talent recruitment, incomplete assessment, reward and punishment mechanisms, salary mechanisms, and incomplete employee training systems. Propose optimization strategies for bank human resource management, which require innovative thinking in internet finance management, enhancing the rationality of talent employment, constructing a human resource management model, improving performance reward and punishment mechanisms, and increasing training to enhance professional abilities.

Evaluation of the Spatial Heterogeneity of the Pacific Oyster <i>Magallana gigas</i> (Thunberg, 1793) Cultivation Conditions Using the FARM Marifarm Management Model in Voevoda Bay

In the present study, using the Farm Aquaculture Resource Management (FARM), farm aquaculture resource management model, we calculated the potential productivity of plantations of the oyster Magallana gigas (Thunberg, 1793) (Bivalvia: Ostreidae) in Voevoda Bay (Sea of Japan, Peter the Great Bay, Russkiy Island). When calculating the productivity of cage and bottom plantations of M. gigas, we used the previously obtained results of numerical modeling of bay’s dynamics of hydrological parameters using the open software Delft3D-Flow, taking into account the inflow of fresh water into the bay in 1990–2019. To demonstrate the heterogeneity of growing conditions for M. gigas, three sites 100 × 100 m in size were selected, located in Kruglaya and Melkovodnaya Bays, as well as in the central part of Voevoda Bay. For each plot, modeling of 28 growing periods, lasting 22 months each was performed. The maximum values of oyster yield for the se-cond year of cultivation, expressed in tons of total wet weight, were selected, and distribution histograms for each area were presented. It was shown that, according to hydrological and biological indicators, the growing conditions even in small Voevoda bay are heterogeneous. It has been established that the variability in the productivity of M. gigas is associated mainly with the extreme uneven redistribution of primary production in Voevoda bay under the influence of hydrodynamic factors.

Research on Innovative Development Strategy of Enterprise Human Resource Management

Under the market economy system, as the main body of China's national economy, the survival and development of enterprises are closely related to the changes in the market economy, especially the human resource management of enterprises. Currently, under the influence of global economy, human resource management, as the core strategy of enterprise development, has become an important component of modern enterprise management. With the development of information technology and Internet technology, the market competition environment has become more complex. In this context, enterprises must attach importance to human resource management if they want to maintain competitive advantage. Under the new situation, the traditional human resource management model has been unable to adapt to the development requirements of modern enterprises. Only by taking innovation in human resource management concepts as an important content can enterprises achieve sustainable development. This article analyzes this in order to provide reference for relevant staff.

ВЛИЯНИЕ ДЕГЛОБАЛИЗАЦИИ НА УПРАВЛЕНИЕ ЧЕЛОВЕЧЕСКИМИ РЕСУРСАМИ

Deglobalization is not synonymous with withdrawing from the world economy. It is a process of restructuring the world economic and political system in such a way that the latter builds up the potential for growth and the national economy and does not complete it. Deglobalization means the transformation of the global economy into an economy, an all-encompassing environment around transnational corporations, an environment, an all-encompassing environment around people, peoples and communities. Elective deglobalization valuations that capture customers with inflated performance, quality and cost expectations, but in a more challenging environment. It also matters to the Human Resource Management function to adapt to changing organizational characteristics and to add many transporters. This article first looks at global trends, the role of HRM, and the implications of deglobalization and culture for HRM. Ulrich’s predetermined human resource management model and Hofstede’s model are models of individual cultural characteristics. Knowledge, understanding of local employment practices, technical skills and innovations are becoming increasingly important, especially in multinational corporations, with influence directed against some countries and their citizens.

Research on the construction of enterprise human resource allocation model based on multi-objective particle swarm optimisation algorithm

The irrationality of human resource allocation and the unfitness of talent positions make it difficult for the original human resource management model of the enterprise to give full play to its actual effect to a certain extent, which has a negative impact on the overall economic benefits of the enterprise. Therefore, this research combines the perspective of multi-objective problems and the particle algorithm with the characteristics of fast convergence, simplicity and parallel search, makes a systematic study of multi-objective optimisation and introduces matrix criteria to the configuration model for testing. The results show that, the improved multi-objective particle swarm optimisation algorithm has the highest accuracy of 98.54% on the data set, and the classification performance and combination mode of the algorithm have good application results. At the same time, the human resource model under the algorithm makes the maximum enrolment rate reach 9% and the maximum decline of turnover intention reach 10%. The optimisation of enterprise human resource allocation model can realise the high efficiency of the overall system of the enterprise and promote its long-term benign development.

Human Resource Management Model of Large Companies Based on Mathematical Statistics Equations

Abstract The article applies mathematical statistics to the dynamic analysis of the demand for talents in large companies. Prediction of the overall demand for talents through the use of deep learning models. We use the theory of diminishing marginal utility to solve the degree of enterprise human resource investment under each index. Based on the analysis of traditional human resource management methods, this paper uses the three-dimensional fuzzy model to construct a new three-dimensional fuzzy model of human resource management model. The research found that the algorithm proposed in this paper can improve the quality of data training and improve the matching of people and posts.

Retracted: Enterprise Human Resource Management Model by Artificial Intelligence Digital Technology.

[This retracts the article DOI: 10.1155/2022/6186811.].

Research on the influence of social responsibility oriented human resource management on employees' organizational citizenship behavior

Socially responsible HR is a human resource management model aiming at sustainable development, emphasizing the coordination of various stakeholders and having a significant impact on the development of the company. At the same time, corporate citizenship is also voluntarily participated by employees. It can maintain and improve the internal environment of the enterprise, enhance the functions of the enterprise, improve the operation efficiency of the enterprise, and maintain the good interpersonal relationship of the enterprise. The organizational citizenship behavior that employees spontaneously carry out for the benefit of the organization determines the company's attitude towards its employees to a certain extent, which is directly related to the company's human resource management. Therefore, it is very important to explore the role of human resource management based on corporate social responsibility in enterprises. This paper uses human resource management, organizational identity, organizational citizenship behavior, and group behavior as the main indicators to make a questionnaire. Through empirical research, it is found that: 1) HRM based on social responsibility has a significant positive effect on organizational citizenship behavior of corporate employees; (2) HRM based on social responsibility has a significant positive effect on corporate identity; (3) Organizational identity There is a significant positive correlation with organizational citizenship behavior; (4) the impact of organizational identity on human resource management and corporate citizenship behavior; (5) collective orientation has a significant positive correlation with organizational citizenship organizational identity.

A human resource management model based on blockchain technology

A human resource management model based on blockchain technology

Innovative application of big data in enterprise human resource management

In the context of the era of enterprise informationization, big data is constantly infiltrating into the daily life of human beings, providing a more convenient experience for life in a more "understand you" way. Today, big data analysis has become an important aspect of corporate human resource management. The traditional enterprise human resource management model cannot meet the needs of development and reform in the era of big data. This paper first explains the concept of big data and enterprise human resource management and the relationship between the two, then analyzes the problems existing in the innovative application of big data in enterprise human resource management under the background of digitalization, and finally discusses the innovation in enterprise human resource management[1]. The significance of applying big data gives the strategy of innovative application of big data in enterprise human resources management.

A machine learning-based human resources recruitment system for business process management: using LSA, BERT and SVM

PurposeStudies on mining text and generating intelligence on human resource documents are rare. This research aims to use artificial intelligence and machine learning techniques to facilitate the employee selection process through latent semantic analysis (LSA), bidirectional encoder representations from transformers (BERT) and support vector machines (SVM). The research also compares the performance of different machine learning, text vectorization and sampling approaches on the human resource (HR) resume data.Design/methodology/approachLSA and BERT are used to discover and understand the hidden patterns from a textual resume dataset, and SVM is applied to build the screening model and improve performance.FindingsBased on the results of this study, LSA and BERT are proved useful in retrieving critical topics, and SVM can optimize the prediction model performance with the help of cross-validation and variable selection strategies.Research limitations/implicationsThe technique and its empirical conclusions provide a practical, theoretical basis and reference for HR research.Practical implicationsThe novel methods proposed in the study can assist HR practitioners in designing and improving their existing recruitment process. The topic detection techniques used in the study provide HR practitioners insights to identify the skill set of a particular recruiting position.Originality/valueTo the best of the authors’ knowledge, this research is the first study that uses LSA, BERT, SVM and other machine learning models in human resource management and resume classification. Compared with the existing machine learning-based resume screening system, the proposed system can provide more interpretable insights for HR professionals to understand the recommendation results through the topics extracted from the resumes. The findings of this study can also help organizations to find a better and effective approach for resume screening and evaluation.

MODEL MANAJEMEN SUMBERDAYA LOKAL BERBASIS ECOPRENEUR DI KABUPATEN BIMA

Bima Regency is one of the regencies in West Nusa Tenggara Province that has abundant natural resource potential, but the utilization of these natural resources is still not optimal and many people still live in poverty. Therefore, this research aims to develop an ecopreneurship-based local resource management model in Bima Regency. The research method used was qualitative research with data collection techniques through in-depth interviews and field observations. The results showed that Bima Regency has abundant natural resource potential, such as agriculture, fisheries, and tourism. However, there are still obstacles in the utilization of these natural resources, such as lack of market access and limited technology. The results also show that the concept of ecopreneurship can be an alternative for community empowerment and sustainable economic development in Bima Regency. Through this concept, the community can utilize natural resources sustainably by producing value-added and environmentally friendly products. The ecopreneurship-based local resource management model developed in this study covers four main aspects, namely product and service development, financial management, human resource development, and marketing.

Zero Waste as a Determinant of Shaping Green Economy Processes on the Example of Communes of Eastern Poland in 2010–2020

The green economy is a form of economic progress. It promotes environmentally sustainable, low-carbon, and inclusive development. It ensures environmental sustainability and preserves the conditions for social progress. The current model of resource management is not sustainable and puts pressure on the environment. The proposed steps toward a green economy are intended to benefit both the environment, the economy, and society. The aim of the study was to assess the spatial differentiation of the relationship between the green economy and the zero waste concept of Eastern Poland’s municipalities. The assessment was performed using a synthetic measure. The choice of variables was determined by the availability of data in the Bank of Local Data of the Central Statistical Office (BDL GUS) for the years 2010–2020 in spatial terms (709) municipalities of Eastern Poland. The synthetic measure of green economy ranged from 0.28 to 0.56 in 2010 and from 0.28 to 0.59 in 2020; and for the waste management measure, from 0.19 to 0.55 in 2010 and 0.32 to 0.53 in 2020. Spatially, the essence of the green economy or zero waste stems from the desire to reduce the burden on the environment by creating attractive conditions for living and business activities. The development of the green economy is to shape the aspect of the environment, while ensuring economic security and quality of life.

Fostering Employee Ambidexterity: The Role of High-Performance Work System and Ambidextrous Leadership

Objective: This study aims to empirically investigate the moderating effect of ambidextrous leadership in the relationship between high-performance work systems (HPWS) and employee ambidexterity. Design/Methods/Approach: By integrating social exchange theory and the abilities, motivation, and opportunity (AMO model of human resource management), using a sample of 387 non-supervisory sales representative employees of Ethio-Telecom in Addis Ababa, Ethiopia. The proposed hypotheses were examined using structural equation modeling, SPSS plus AMOS software. Findings: The study reveals that HPWS has a positive and significant effect on employee ambidexterity. In addition, ambidextrous leadership moderates the relationship between a high-performance work system and employee ambidexterity. Furthermore, at the high level of ambidextrous leadership, the effect of a high-performance work system on employee ambidexterity is stronger. Originality: This study adds ambidextrous leadership as a moderator in the relationship between HPWS and employee ambidexterity, creating a new theoretical framework. Similarly, in stressing an evident gap in the relationship between HPWS and employee ambidexterity, this paper attempts to explain further how ambidextrous leadership moderates the effect of HPWS on employee ambidexterity. Practical/Policy implication: The study result reveals that the supervisors' high ambidextrous leadership behaviors and well-crafted HPWS enhance the sales representative's desire to engage in exploitative and exploration activities. In light of this, it makes sense that ambidextrous leadership is necessary to greatly affect HPWS and employee ambidexterity, enabling the organization to guide its leadership selection and development.

"Human resource management model of mega sporting events —— the Beijing Winter Olympics as an example"

With the accelerated pace of globalization, the frequency and number of major international sports events are gradually increasing. The human resource management model has also been considered in this context, playing a more important role. In order to discuss this issue in depth, this paper will take the 2022 Beijing Winter Olympic Games as a case study, and discuss the changes and upgrades of HRM model in detail from the perspective of recruitment and management in human resources, from the surface way to the deep content. First of all, in the recruitment, Beijing Winter Olympic Games has a unique way of recruitment, through many media and Internet resources to promote the unprecedented effect. The mass adoption of recruitment on the Internet has attracted talents from all over the world to participate. Secondly, in the management, for the volunteers, due to the epidemic, a longer period of closed management was adopted, and the Beijing Winter Olympic Organizing Committee also focused on the psychological state of the staff and volunteers. In order to ensure people's life and living in a positive and effective way, in order to achieve a more efficient human management. In the end, the author summarizes the changes in the model of human resources management in the Winter Olympics, summarizes the characteristics of large international sporting events, refines the universal model with high feasibility, and summarizes the experience with the actual.