University Human Resource Research Articles

Human Resource Planning Strategy to Improve the Quality of Online Library Management Information Systems (E-Libraries) of Higher Education in the Industrial Era 5.0

Library management information systems in universities are essential for managing e-libraries in universities. The world of education will face one of the challenges after 2030: the use of information technology or robotics in various sectors of human life, one of which is university libraries. This research was conducted using a literature approach by collecting data from various relevant theoretical sources about human resource management and higher education management information systems in the context of university library human resource planning strategies. This article delves into the practical application of library human resource planning strategies in universities. It discusses the formulation of university library human resource planning and the development of human resources in the era of Society 5.0. Furthermore, it explores the challenges and opportunities in implementing these strategies, such as change management, adaptive higher education management information system policies, and the development of librarians' professionalism in the era of society 5.0. This study uses a literature approach by collecting data from relevant theoretical sources about library human resource management and higher education management information systems in the educational context of university library human resource planning strategies. Data is analyzed through systematic literature synthesis to identify university library human resource planning strategies that can improve the quality of management e-library in the era of Society 5.0. In this era, adaptive and technology-oriented human resource management strategies are the key to improving the quality of university e-library management.

Research on Digitalization of Personnel Archives to Address the Challenges of University Human Resource Management

Currently, there are several issues within human resource management in universities, such as mismatches between personnel and positions, challenges in quantifying performance evaluations, and the frequent departure of top talent. These problems are often linked to the underutilization of personnel archives. By integrating big data principles into the digitization of personnel archives at universities, we can enhance the "intelligent" aspects of human resource management and decision-making. This approach enables science-based management through digital quantification, fully leveraging the potential of university human resources. The article delves into the digitization of personnel archives using big data principles to address the challenges faced by university human resource departments and to foster the advancement and progress of various university initiatives.

Feasibility Analysis of the Integration of Guangdong Online Dispute Resolution (ODR) Mechanism and University Talent Resources

In recent years, online dispute resolution mechanisms have penetrated people's lives with the development of the Internet. Online dispute resolution mechanism not only efficiently solves the disputes of various contradictions of the parties, but also greatly alleviate the pressure of the court due to the lack of judicial resources and high cost, at the same time, the online dispute resolution platform is also faced with the dilemma of the lack of high-quality mediation talents. This paper mainly analyses the feasibility of the introduction of local university human resources into the Guangzhou ODR online dispute resolution platform by the local judicial department according to the development and operation status of the ODR online dispute resolution service platform in Guangzhou, Guangdong Province, and provides a feasible reference plan to alleviate the current situation of the lack of talents in China's online dispute resolution platform.

Maximizing Efficiency in University Human Resources Management for Lecturers

In today's dynamic academic landscape, effective human resource (HR) management is essential for the successful operation of universities. This paper explores the critical role of HR practices in shaping the academic environment and institutional culture, focusing on recruitment, development, retention strategies, and performance management of lecturers. Recruitment strategies are crucial for attracting qualified candidates who align with institutional goals. Development and training programs ensure lecturers remain innovative and productive, with a focus on pedagogy, research, leadership, and mentorship. Retention strategies, including fair compensation and benefits, foster a supportive work environment and promote job satisfaction. Performance management systems, emphasizing goal-setting and professional development, enhance lecturer effectiveness and contribute to overall academic achievements. In conclusion, effective HR planning is vital for universities' prosperity and survival, fostering a culture of excellence, innovation, and continuous improvement. By investing in their lecturers, universities can fulfill their fundamental mandate of knowledge dissemination and societal contributions.

Analysis of the Effect of Hard Skills, Soft Skills and Self Efficacy on the Quality of Human Resources in Universities in Region 3 Cirebon

Analysis of the Effect of Hard Skills, Soft Skills and Self Efficacy on the Quality of Human Resources in Universities in Region 3 Cirebon

Fundamental of theories on human resource quality improvement in the universities and lesson learned

The development of human resources in education and training is becoming more important, and the roles of human resources have become necessary to contribute to all sectors of national development. This study aims to codify the fundamental theories on human resources quality improvement in universities and draw lessons learned for Svay Rieng University. As a methodology, the research results are mainly collected from the published information, and descriptive statistics are the principal analytical method used in this article. The study presents the basic concepts of human resources, human resources quality, human resources management structure in universities, and the rational structure of human resources in universities. As lessons learned, in order to develop the quality of lecturers as well as human resources at Svay Rieng University, first of all, it must have proper, reasonable, and objective assessments so that it can clearly find out the strengths, weaknesses, and constraints of human resources quality improvement. After accurately assessing these issues, it is necessary to have regulations, policies, and strategies for human resources development; therefore, human resources can constantly improve their quality and quantity to meet the vision and mission of the university in the next period.

The Current Status and Strategies of University Human Resources Management

With the continuous development of my country's economy and society, university education has become an important part of national development, which also makes the cultivation of university talents and the improvement of education quality an important content. Our country’s education system is constantly changing, universities must carry out institutional reforms in a timely manner. As a place for cultivating talents, human resource management (HRM) plays an important role in universities. University HRM focuses on treating faculty as a resource with potential, emphasizing the construction and training of talent teams, and promoting the coordinated development of various tasks through scientific management. The article elaborates on the university faculty, talent training, performance evaluation and international competition, analyzes the current status of HRM in universities in my country, and puts forward suggestions on how to improve university HRM.

Prioritizing components of university brands by using the integrated Delphi and AHP methods

Branding is a crucial strategy for universities to gain an advantage over their competitors in the face of increased competition in higher education, especially in admission activities. This study aimed to identify and prioritize the university brand components that influence the attraction of prospective students. In this study, the Delphi method is combined with the analytic hierarchy process (AHP) to identify eight factors, comprising 31 subfactors that constitute the university's brand. These factors and subfactors are then prioritized in attracting prospective students. The data were gathered through four rounds of interviews with experts who were leaders or individuals with extensive experience in communication or enrollment at member universities of Vietnam National University, Hanoi. The research findings indicate that the five factors considered to be the highest priority in attracting potential learners are the university's training program, reputation, human resources, financial policies, and communication activities. Additionally, this study presents the priority rankings of 31 subfactors.

THE CRITICAL ROLE OF HRM IN THE WORLD OF HIGHER EDUCATION

Purpose: In the 21st century, higher education is experiencing significant changes driven by technological advancements, shifting student demographics, financial constraints, and evolving teaching methods. Amid these complexities, Human Resource Management (HRM) has become a crucial factor in higher education institutions. The academic sector is increasingly viewed through a business perspective in todays globalized education landscape, including India, leading to heightened competition within the academic field. Managing human resources in universities involves challenges similar to those faced by corporate entities in this fiercely competitive market. Despite many universities and affiliated institutions offering courses in human resource management to better prepare students for managing large corporations, the universities themselves often struggle to efficiently manage their own human resources. The objective is to analyse the current state of HRM procedures in higher learning institutions, focusing on a comprehensive examination of the HRM techniques employed by these advanced educational establishments. Design/Methodology/Approach: This essay delves into the current state of human resource management (HRM) in higher education, shedding light on its challenges, impact, and emphasizing why HRM is a critical issue. The study seeks to analyse the present status of HRM practices in higher learning institutions, identifying the most significant hurdles faced by HRM professionals in the realm of higher education. Findings/Result: The research aims to enumerate how effective human resource management influences the overall operations of educational institutions. Offer recommendations for improving human resource management in higher education to align with the evolving expectations of the 21st century. Originality/Value: The findings of the research showed that the majority of educational institutions in the higher education sector use traditional recruitment approaches. However, several educational institutions have begun recruiting potential faculty and staff members through the use of digital platforms and social media. Paper Type: Critical Analysis KEYWORDS: Difficulties, Higher Education, HRM, and Human Resource Technology, Inferences.

Optimization Of Motivation To Improve The Research Performance Of Lecturers In The Midwifery Department

Introduction: Motivation from lecturers can improve research performance supported by Good University Governance (GUG) and Supervision in carrying out Research, Revealing data on improving lecturer research performance through motivation optimization. Objectives: The population in this study is all lecturers and education staff in the Midwifery Department of Semarang Poltekkes, consisting of 5 campuses. The sampling was lecturers and education staff who had conducted multi-stage research, as many as 82 people. Methods: This questionnaire is an instrument for Google Forms data Analysis analyzed with Path analysis. Results: significant the influence of GUG on research performance through. Motivation obtained a value of 0.15. The direct impact of Supervision on research performance received effective results with results of 0.929. The indirect influence of Supervision through Motivation on Lecturer Performance is known to have no significant effect, with a value of 0.28. Gug and Supervision through Motivation have no direct impact on research performance. Conclusions: Provide additional theories of Motivation related to the research performance of midwifery lecturers and decision-making in developing human resources in universities, especially in the field of research in the Midwifery Department.

Labor Involvement of Employees of Higher Education Institutions: Based on Corporate Projects

The article examines the concept of «employee involvement» in organizational management, presents the key characteristics and determinants of this involvement, shows how to manage labor involvement. The authors analyze the connection between labor alienation and employees’ «burnout», the advantages of high and the risks of low labor involvement.The research focuses on the involvement of staff in the academic field. Given the ongoing processes of modernization and transformation of the higher education sector, which also cover Russian universities, a high level of employees’ engagement can potentially help to effectively cope with new challenges.We analyze theoretical concepts of personnel involvement in the work of the organization and present the results of a longitudinal sociological study based on our questionnaire. Four monitoring waves were carried out: in 2018 (N=708), in 2019 (N=840), in 2020 (N=522), and in 2022 (N=552). The research is aimed at studying the involvement of scientific and pedagogical staff in the activities and corporate projects of the university (in comparison with other categories of employees). There are found out the types of employee involvement and the key factors determining the change in the level of their involvement in the activities of the organization and in the implementation of individual corporate projects. We have identified three types of employee involvement: high (unconditional), medium (labile) and low (avoidant) involvement. The highest labor involvement is noted among senior staff and line managers.The study of employee involvement is of practical importance for researchers and practitioners in the sphere of human resource management. The article might be of interest for federal and regional authorities in the field of education, for heads of higher education institutions, for university human resource departments, and for university staffin general.

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.

Organizational Behavior of Private University Library Professionals: A Developing Country Perspective

The main aim of the study is to explore the organizational behavior of selected private university library professionals in Dhaka, Bangladesh. A standardized questionnaire was used to conduct a survey among 80 library professionals from five chosen private university libraries. Organizational behavior can also assist librarians in assessing a potential job applicant’s abilities and attitude during the recruiting process, enabling private university human resources to find the most suitable library staff for the university’s library to meet the research objectives. From primary and secondary data sources, efforts were made to gather necessary research data. Frequencies were shown in terms of percentages and factor analysis through eigenvalue, which determined the level of organizational behavior for private universities rank or rating. Descriptive statistics, such as mean and variance, and multiple correlation analysis for ANOVA testing have been calculated using SPSS Version 22. A total of 30 variables were taken into consideration for analysis, followed by six factors along with their loading. The loading factor amounts to a total variance of 75.59%. The library of East West University ranks first in four factors: structure, working conditions, reward and warmth, and interpersonal relations. The BRAC University Library is ranked second, while the ULAB Library, DIU Library, and Stamford University Library are ranked third, fourth, and fifth, respectively. This study made certain recommendations and limitations inside Bangladesh’s private university libraries, which will spark further research in the future. For this analysis, most of the variables are the organizational behavior of private university libraries.

Implementation of Management Strategies and Academic Staff Retention in Private Universities in Southwest, Nigeria

Implementing management strategies to retain staff is an important issue for universities as it impacts the institution's quality of teaching, research, and administrative services. The study examined the implementation of management strategies and their impact on academic staff retention in nine selected private universities. The research sample comprises 1,736 academic staff members from these institutions. The study investigated the various management strategies employed by private universities to retain their academic workforce and explored their effectiveness in promoting staff retention. The paper utilized a mixed-methods approach, combining both quantitative and qualitative data collection techniques. A survey questionnaire was distributed among academic staff members to assess their perceptions of management strategies and their impact on retention. Additionally, in-depth interviews were conducted with key university administrators to gain insights into the specific strategies employed and their rationale. The findings highlighted the management strategies that private universities adopt to retain academic staff and the implications of enhancing their staff retention efforts. The findings also informed university administrators and human resource professionals about the strategies that can greatly impact academic staff retention if implemented properly.The study concluded that formulation and effective implementation of management strategies will improve academic staff retention. By identifying successful practices and addressing areas for improvement, universities can enhance their ability to attract and retain talented academic staff. This, in turn, will contribute to the overall quality of the universities.

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.

How to Get a Job Offer from a Smaller Joint Teaching‐Research Mission University and What to Do Once You Have It

How to Get a Job Offer from a Smaller Joint Teaching‐Research Mission University and What to Do Once You Have It

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.

Attributes which Improve the Employer Brand of Private Universities in Afghanistan: An Instrumental-Symbolic Perspective

Employer brand has become a topic of concern for scholars and policymakers recently. The primary aim of this study is to unveil attributes that constitute a higher education institution as an employer brand. The study at hand is a qualitative inquiry designed to unveil an employer brand's instrumental and symbolic components. This study was conducted in the context of private universities in the eastern zone of Afghanistan. Data was collected from the faculty members of seven private universities by conducting semi-structured interviews and focus group discussions of lecturers working in various departments of the selected institutions. Thematic analysis was performed using NVivo-12 for data analysis. The findings revealed eight instrumental or job-related and eight symbolic or trait-related themes perceived to represent a university as an employer brand. Moreover, the study offers recommendations for university administration and human resource officials engaged in policy formulation.

POSITIVE IMPACT OF SELF-ASSESSMENT FIRST YEAR EXPERIENCE ON ACADEMIC ACHIEVEMENT AMONG INTERNATIONAL STUDENTS

The academic aspect plays a vital role as a 'transformative' element in bringing change into the life of each individual. One of the main goals of students continuing their studies abroad is to obtain a high-quality education. The first-year experience is considered an important phase involving self-assimilation, emotional change, cultural shock and social values that can influence the academic achievement of international students. The discussion of this paper elucidates the factors that contribute to the more meaningful first-year experience differences by comparing the process of self-assimilation and academic achievement of international students. In-depth interviews with 40 international students from four Malaysian public universities were conducted using a qualitative method approach that used objective sampling techniques. The findings lead to a self-reflection on the nature of international students, which is expressed through a narrative outpouring of emotions that describe the excitement, desire, and hope. The elements of transformation and self-assimilation of students in this study are interconnected with (i) the reputation of Malaysian public universities as a prestigious educational destination, (ii) the quality of a more comprehensive and 'versatile' higher education system, (iii) the flexibility and dynamics of the academic programs offered, and (iv) contemporary and ‘market driven' academic programs. The empirical data from this study is hoped to be useful information for the university's human resource management, which relies heavily on international student enrolment. This effort is in line with Malaysia's National Strategic Plan for Higher Education or PSPTN, which was created to transform the country into a global hub of higher education excellence.