University Human Resource Research Articles

Applying the Rule of Social Mobility in Identifying Policy Frameworks to Attract High-Quality Science and Technology Human Resources to Universities

The fourth industrial revolution has created a great boost in the development of technology, prompting countries to seek intelligent management solutions in all fields. This also brings opportunities and challenges in attracting and using high-quality human resources for organizations and countries in current global competition. According to Klaus Schwab, who introduced the term Fourth Industrial Revolution, talent, rather than capital, will represent the factor of production. This is both an opportunity and a challenge for organizations and countries in the competition for high-quality scientific and technological human resources. Universities are also on this trend. The article will analyze the need to apply the rule of social mobility in policy identification to attract high-quality science and technology human resources to universities. These research contents initially contribute to providing the arguments for the process of making policies to attract talents or high-quality scientific and technological human resources in universities in the context of the fourth industrial revolution.
 Keywords:
 Social mobility, the Fourth industrial revolution, policies to attract high-quality science and technology human resources.
 References
 [1] K. Swab, The Fourth Industrial Revolution, 2016, pp. 37-48.[2] D.V. Cuong, T.L. Kien, From brain drain to brain circulation: Some theoretical issues and policy implications to attract highly qualified scientists to return to Vietnam (in Vietnamese), https://sokhcn.vinhphuc.gov.vn/noidung/tintuc/Lists/KhoaHocCongNghe/View_Detail.aspx?ItemID=1170, 2015 (accessed on 20 February 2021).[3] T.L. Friedman, The world is flat, Publisher: Farrar, Straus and Giroux, 2005.[4] Kazakh University of Economics, Finance and International Trade. What is Academic Mobility? https://kuef.kz/en/cooperation/mobility/, (accessed on 20 February 2021).[5] OECD, Workshop proceedings: Funding for public research in higher education institutions 2010, p. 9 (in Vietnamese).[6] Ministry of Education and Training, Higher education statistics for the school year 2017-2018 (in Vietnamese), https://moet.gov.vn/thong-ke/Pages/thong-ko-giao-duc-dai-hoc.aspx?ItemID=5877, 2019 (accessed on 20 February 2021).[7] N.V. Ty, Innovation of higher education in the context of the Industrial Revolution 4.0 (in Vietnamese). http://tuyengiao.vn/nghien-cuu/ly-luan/doi-moi-giao-duc-dai-hoc-trong-boi-canh-cach-mang-cong-nghiep-4-0-123652, 2019, (accessed on 20 February 2021).[8] T. Linh, The model of smart university model in the 4.0 era (in Vietnamese). https://giaoduc.net.vn/tin-hiep-hoi/mo-hinh-dai-hoc-thong-minh-trong-thoi-dai-40-post185981.gd, 2018, (accessed on 20 February 2021).

Design and Implementation of Electronic Enterprise University Human Resource Management System

Electronic Human Resource Management System (EHRMS) is a paperless-based system, which plays a vital role in facilitating organizational processes, overcoming all obstacles of a paper-based system, reducing cost, time, and efforts, enhancing the quality of services (QoS), and providing more accurate data. In addition, it is beneficial for competitive advantages and it eases the tasks of the HR managers to make decisions. In this paper, an efficient EHRMS is proposed, designed, and implemented. The system is called Enterprise Electronic University Human Resource Management System (EEUHRMS). The proposed system consists of fourteen modules that provide four groups of services. The first group is related to applicant services: Online Recruitment. The second group is related to staff services: Registration, Acknowledgements/Punishments, Annual Premium, Leaves, Leave Deduction, Archive, Dispatch, Extra Fees, Salary, and Service Summary. The third group is related to institutions and presidency services: Post and Statistics. While the fourth group is related to university services: Authentication and Statistics. The proposed system is evaluated by using the System Usability Scale (SUS) to get results via specific questionnaires that are checked by the university staff. The evaluation score of the questionnaire was about (85) which is considered a good result. The proposed system is developed using the Laravel framework.

Analysis and Application of University Human Resource Management Dependent on Ontology-based Decision Tree Algorithm

In the analysis of teaching arrangements and flow of teachers, traditional manual analysis has problems such as insufficient data and low efficiency. In this paper, the ontology-based decision tree algorithm is used to establish an ontological attribute table, perform categorical data analysis, and use it in the university human resource management (UHRM). The experimental results have suggested the effectiveness of the ontology-based decision tree algorithm in the analysis of UHRM.

Motivational Factors and its Influence on the Job Performance of Non-academic Staff in a University

The human capital is unarguably an important element that completes any organization. With proper motivation, these people work towards quality products and services. Question arises on non-teaching personnel of academic institutions as support staff. This study focuses on the work motivations and job performance of non-teaching personnel in a university. This descriptive research used structured questionnaire for the self-assessment of the 50 administrative and support staff. The results of the study proved that the workplace environment and professional growth and development are considered highly influential motivational factors. Furthermore, there is a positive significant relationship between the motivational factors and job performance as to quantity and quality of work. It also confirmed that professional growth and development has significant relations with the attitude towards work. The results of this study can be an input to the University Human Resource planning. Since the study is focused only on a single university, a comparative study with another higher education institution is recommended.

Identifying the Strategies of Learning Transfer to Workplace in Kermanshah Universities: Content Analysis

Background: The persistent success of any organization depends on the effective and constant learning of its staff, as well as the communication of the learned material to improve job performance. Objectives: The present study aimed to elaborate on the strategies of learning transfer to the workplace based on content analysis in the universities of Kermanshah, Iran, especially Kermanshah University of Medical Sciences. Methods: The sample population included the universities of Kermanshah province, and the participants were 15 faculty members and the specialists in training and improvement of university human resources, who were selected via purposeful sampling. Data were collected via semi-structured interviews, and the validity of the questions was assessed based on the perspectives of the experts. Data analysis was performed using qualitative content analysis, and the findings were validated by member checking and peer debriefing. Results: The strategies to transfer leaning included organizational learning culture, development of participation and the teamwork culture, institutionalizing experiences and expertise in the organization, performance management, career path management, revision and modification of rules and regulations, creating opportunities to apply, improvement of scientific interactions, and promoting the status of training units. Conclusions: By applying the identified strategies, universities will be able to increase the rate of learning transfer, which in turn enhances the effectiveness of organizational training.

The Relationship Between Service Expectations and Service Quality in University Education

Along with the rapid development of the scientific and technological revolution, the countries face many opportunities and challenges brought by globalization. Especially with Vietnam, a developing country, challenges are posed in many fields such as policy, infrastructure, labor, human resource education, information technology, finance. Creating high-quality human resources is urgent at present and in the future in Industry 4.0. However, the education of human resources in universities still has some limitations, and management levels have not adequately recognized the relationship between student service expectations about services that higher education institutions have. The study will provide. Therefore, this study will clarify the relationship between the two above problems in the university education environment.

Retracted: Image Clustering Algorithm and Its Application in Human Resources Management in Colleges

With the popularity of the Internet and the development of digital technology, the amount of image and video data content in human resources management in colleges is also increasing. It is very important to achieve effective management and retrieval of video image data. To this end, this paper takes clustering algorithm as the research object, discusses the image processing of clustering algorithm and its application in human resources management of colleges and universities, in order to provide reference for my country’s colleges and universities to realize the optimal management of human resources. Based on the content of digital images, this paper introduces three traditional digital image calculation methods and calculates their calculation process, including SIFT algorithm, VALAD algorithm and PCA algorithm. On this basis, the traditional algorithm is improved, and the improved Algorithm; and then take a college as the specific research object, through the use of K-means algorithm and improved K-means algorithm to carry out cluster analysis of the school’s professional and technical personnel database, and formulate new Standard, that is, the working hours of the 5th and 6th levels of the sub-high school must be 402 and 378 months respectively, the appointment of the sub-high school must be 165 and 98 months, the total class hours are 1026 and 789 hours, and the scientific research scores are 1402.4 and 785.3 points. The research results show that the clustering algorithm has a significant role and significance for the optimal management of human resources in universities and other enterprises.

Research on the University Human Resources Risk Management Based on RBF Neural Networ

Research on the University Human Resources Risk Management Based on RBF Neural Networ

PENERAPAN CASCADING BALANCE SCORECARD DALAM PEMBUATAN PETA STRATEGI TI (STUDI KASUS: DIREKTORAT SISTEM INFORMASI UNIVERSITAS 17 AGUSTUS 1945 SURABAYA)

The application of IT at the University 17 Agustus 1945 Surabaya has not received special attention because the role of information technology is only seen as a business supporter and not a major business. These conditions cause several problems related to the management of information technology at the University 17 Agustus 1945 Surabaya, namely: (1) the application of information technology governance is not optimal, (2) the function of information technology does not yet have a clear strategic and objective direction, (3) The role and employee responsibilities within the Information Systems Department are clearly defined. The purpose of this study is to create an information technology strategy map by applying the cascading balance scorecard process. In achieving the research objectives, ten cascading balance scorecard stages will be carried out, namely analyzing division objectives, identifying the relevance of divisions, identifying customer divisions, identifying division activities, tabulating outputs, identifying customer outcomes, lowering corporate strategy targets to the Division, compiling a strategy map, and determining KPI as well as strategic initiatives. The results of this study are IT strategy maps that show an increase in information technology user satisfaction that will lead to improved performance in conducting academic / non-academic operational activities. In support of increasing IT user satisfaction, IT mastery strategies are needed by all university human resources and enhancing relationships with IT vendors. Whereas in supporting the improvement of the performance of academic / non-academic operational activities, information systems and optimization of IT asset management need to be supported

Investigating the Association between Sport Motivation with General Health in Faculty Members of Fars University of Medical Sciences (A Cross Sectional-Analytical Study in 2018)

Motivation is one of the main indices in many theories of learning and psychology. Sports psychologists consider a variety of motivations, including the motivation for progress and achievement, the motivation for competition, the motivation for participation, etc. with specific concepts. Therefore, this study aimed to examine the association between sport motivations with general health in Fars University of medical sciences. This study was a cross sectional-analytical research. The research population consisted of faculty members of Fars University of medical sciences. Sampling was done randomly with a sample size of 244 people. Data were collected using demographic information, sport motivation questionnaire, and general health questionnaire. Descriptive statistics and analytical statistics were used to analyze the data using SPSS-16 software. The results of Pearson correlation test showed that there was a significant correlation between general health and sport motivation (P = 0.001, r = -0.252); among the components of sport motivation, only physical recovery dimensions, competition, weight control, and health do not have a significant correlation with the general health. The results of this study indicated an association between general health and sport motivation and some of its components in the study population. Therefore, the applying methods for increasing the athletic motivation to achieve the desired levels of general health and its components by modeling the results can be useful for planners and managers of human resources in universities.

대학생 졸업유예와 인적자원개발에 관한 질적 연구

대학생 졸업유예와 인적자원개발에 관한 질적 연구

Empowering Talented Students: An Italian Experience of an Enriched Curriculum in Engineering

This paper summarizes the design, the activities performed and the main results achieved by an innovative teaching program, set-up for the talented freshmen in Engineering Bachelor's courses at an Italian technical University, the Politecnico di Torino, Italy, starting from 2013.
 The project structure is here detailed, year-by-year, with a focus on both the reinforcement of an Engineering standard curriculum, and to the hybrid activities, also in non-technical areas, such as soft-skills, critical thinking, humanities, and creativity. The strategies and methods for the students' selection have been discussed, and the University human resource efforts and the costs involved are justified. The results achieved during a three-year experience, based on structured survey to collect students' feedback, are then critically analysed with the purpose to suggest implementation and further development.

Social Mobility of High-Quality S&T Human Resources in Universities - Case study: Vietnam National University, Hanoi and Vietnam National University, Ho Chi Minh City

In the context of all countries are moving towards a dynamic and developed economy, it would be impossible not to mention the "labor factor". Obviously, this is an influential factor because the higher quality of labor resources will result in a more conveinent and easier economic development process and vice versa. However, the social mobilization of labor resources, especially high-quality S&T human resources, has become a tough reality. This phenomenon has become more and more popular and complicated within organizations and countries. There are many manifestations of the social mobility phenomenon of high quality S&T human resources, but in this article, the authors focus on two social mobility flows which are social mobility with migration, also known as "brain drain" and social mobility without migration – "internal brain drain". The authors conducted a survey on the current status of social mobility of high-quality S&T human resources in two national universities of Vietnam: Vietnam National University, Hanoi and Vietnam National University, Ho Chi Minh City in order to recognize the highlights and trends of this phenomenon. From that, the authors set out a number of policy suggestions to minimize the negative impacts from social mobility and to improve the efficiency of using high-quality S&T human resources in Vietnam universities today.

The Impact of Strategy Program Devised for the On-the job-training on the Empowerment of Nurses and Staffs of University of Medical Sciences

In the present world, empowerment is regarded as an effective method of improving the quality of the staff and increasing the organizational efficiency. For achieving success in the current changing work environment, organizations need knowledge, views and creativity of their staff. The present study was carried out as a simple review in 2017 and it was considered as the index of empowerment training based on the education of the nurses and medical staff at universities of medical sciences. The data of the present research was collected reviewing the library resources, published papers and valid websites, and looking for the keywords “strategy program, training and empowerment, on-the job-training, nurses” with no language and temporal limitations. According to the research findings, it can be concluded that the plan of devising the strategic plan of on-the job-trainings has much positively affected the empowerment of human resources in universities of medical sciences. The results the present experiment can be useful for the directors, officials and nurses of the medical, health, education sectors, departments of planning and development of human resources at state and private organizations, especially the university of medical sciences.

Strategic priorities for cultivating commitment amongst academic staff: The militating effect of workplace spirituality

Orientation: Organisational commitment remains an ongoing concern for organisations, especially universities that often struggle to retain academic staff. Universities cannot operate or fulfil their mandate to society without the critical competencies of academic staff.Research purpose: This investigation focused on workplace spirituality as a militating factor in enhancing the commitment of academic staff.Motivation for the study: As organisational commitment remains a challenge for universities, this article contributes to a theoretical and empirical understanding of the militating influence of workplace spirituality. The study is underpinned by social learning theory and proposes strategic priorities to universities – informed by an empirical study conducted amongst academic staff members at a South African university.Research approach/design and method: The study employed a quantitative research approach and a structured questionnaire was administered to 285 academic staff members (ranging from junior lecturers to professors) of a South African university. The research design was a survey and, as a single university formed part of the study, regression analysis was used to establish the relationship between workplace spirituality and organisational commitment.Main findings: The empirical findings showed a strong linear relationship between workplace spirituality and organisational commitment. A regression formula was developed to statistically calculate the commitment score of individuals.Practical/managerial implications: The study proposed strategic priorities that may be useful to university management and human resource practitioners to cultivate increased commitment amongst academic staff.Contribution/value-add: The study contributed empirical evidence of the militating effect of workplace spirituality on organisational commitment, implying that workplace spirituality is a predictor for organisational commitment.

Recent university and hiring teachers and human resource development

Recent university and hiring teachers and human resource development

University Management and Human Resource Development

University Management and Human Resource Development

STUDY OF QUALITY CHARACTERISTICS OF TEACHERS OF THE UNIVERSITY

The article was prepared on the basis of the research devoted to qualitative characteristics of teaching and professorial staff of the Russian universities conducted in 2016. During the research analysis of university human resources quality structure was made; level of loyalty and engagement was evaluated; subjective evaluation of own competitiveness was assessed; labor efficacy evaluation was conducted. Gradual university transformation (from university model 2.0. to 3.0. and prospectively to 4.0.) and model differentiation in modern Russian reality suggests the need for forming adequate resource support including quality human resources. The aim of this research article is to define qualitative characteristics of university teaching and professorial staff and evaluate their state in modern conditions on the basis of statistic data and questionnaires analysis. Authors suggest approach to university human resources quality based on three groups of criteria: professional qualities evaluation criteria, labor efficacy evaluation criteria and quality management efficacy criteria. The article presents individual indicators which can be used for evaluating university human resource quality according to the presented criteria. Fragmentary approach testing was made. The research presented the following results: respondents demonstrated high loyalty and support, but medium level of engagement into university work. Universities create favorable environment for development and self-realization, creative activities and communication; respondents have high academic and innovation potential and are ready to conduct research activities; however their labor potential is not used effectively. Respondents have high evaluation of personal competitiveness and only one fifth understands the need to improve it according to new conditions. In general the conducted research allows for defining main trends in managing university human resources quality. The article does not claim presenting a complete picture of the situation with human resources quality at Russian universities but is of interest for university executives engaged in developing methods of managing human resources quality.

MYTH AND REALITY OF ENTREPRENEURIAL UNIVERSITIES IN IRAN

Development of infrastructures and facilities shows has started entrepreneurship journey in Iranian scientific system. Development of infrastructures and facilities represents the beginning of entrepreneurship journey in Iranian scientific system. However, Iranian entrepreneurial university is not myth, but it has not been come true yet, especially in the field of social entrepreneurship. The current situation of university represents or indicates the complex and challenging journey ahead and suggests initiatives to transform Iranian universities into more entrepreneurial institutions. There are two main necessary conditions for this vital journey. One, Iranian universities not only must pay close attention to the coherence between them and the environment, but also, they should avoid the ivory tower attitude and take into careful consideration about the specificities of their context and the needs of the stakeholders. Second, it is need to change academic culture and attitudes and promote and diffuse entrepreneurial culture and entrepreneurial values within each institution. Changing in academic culture and attitudes is second point, universities should promote and diffuse entrepreneurial culture and values within each institution. Turning the traditional university into an entrepreneurial university is a cultural matter, and it needs entrepreneurship training, especially skills training to individuals. Based on this study, shaping and effectiveness of entrepreneurial university don’t possible without systematic development of skill training and entrepreneurial education for students, faculty members, managers and staff, and reinforcement of entrepreneurial attitudes in university human resources. Also, the main weakness of academic entrepreneurship is overemphasis of economic-technical entrepreneurship dimensions and low attention on socio-cultural entrepreneurship. One of the key perspectives of the third generation university is development of professional skills and competences and empowerment of students and faculty in direction of national development process and society problems solving. In the academic entrepreneurship journey, we should eliminate weaknesses, strength strengths and increase universities responsibility and accountability. Entrepreneurial university and the 3G University should serve society in socio-economic dimensions.

Graduates’ employability

The purpose of this article is to investigate the views of university graduates and human resource managers (HRMs) on graduates’ employability in terms of the soft skills required by the labour market. Soft skills (personal attributes that enhance an individual’s interactions, job performance and career prospects) are necessary in the labour market in addition to hard skills (professional knowledge, tools or techniques). In this study, 178 graduates from the Aristotle University of Thessaloniki and 29 HRMs from Greek companies took part. The research tool was a questionnaire exploring participants’ views on the demand for soft skills as a decisive factor in employability. The findings identify differences between the views of the graduates and the HRMs. The graduates tended to overestimate themselves, while the employers argued that graduates lacked the necessary skills. The findings are discussed in relation to the changes needed in higher education institutions and the importance of appropriate interaction and collaboration between companies and universities.