University Human Resource Management Research Articles

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.

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.

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.

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.

The Impact of Human Resource Management on University Development

As competition in the education industry intensifies and the knowledge economy evolves, the significance of Human Resource Management (HRM) in university institutions. This study aims to explore how HRM affects the sustainable development and competitiveness improvement of universities. This article begins with a theoretical analysis to define the concept of HRM and its particular relevance within university education. The subsequent analysis examines the multi-dimensional framework of university development, encompassing its connotation, goals, and key influencing factors. The article further elaborates on the positive effects of HRM on university teaching quality, scientific research capabilities, organizational culture, and social services. On this basis, the main challenges currently faced by university HRM are discussed, such as talent mobility, institutional constraints, resource limitations, and internationalization pressure. Finally, optimization strategies are proposed, including building a scientific human resources system, enhancing talent training and development, fostering diversity among teaching staff, and improving decision-making efficiency and transparency. The conclusions of this study aim to provide strategic insights for university education managers to better utilize human resource advantages and promote the comprehensive and sustainable development of 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.

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.

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.

Research on Cultivation of Innovative Talents in Colleges and Universities Based on Fuzzy Evaluation Model

Since the 21st century, the main goal of talent training in China has gradually changed from cultivating compound talents to cultivating high-quality talents with typical innovative spirit and innovative ability. In order to give full play to the value of human resources in college and university function and improve the level of human resource management, this paper used the analytic hierarchy process, fuzzy evaluation model constructed, and the education and management of data analysis, together with the present situation of university human resources development and management, and explored the effective ways to optimize the human resource management in colleges and universities, college should shift from understanding, putting forward to optimize the structure, clear management responsibility, and improve the incentive mechanism and other innovative ideas.

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.

Determinants of Mobility Management in Higher Education: Evidence from Vietnam

Academic mobility is a popular phenomenon at universities, particularly for promoting knowledge exchange, attracts the attention scientific community in recent years, especially in the context of integration and The Fourth Industrial Revolution (FIR). Indeed, FIR is place convergency many dimensions that make mobility flows at universities more advantageous with unlimited connection and interactions, including virtual space and digital tools for mobility. The paper aims at exploring the key determinants of mobility management in higher education to respond to the impacts of FIR. The conceptual model of this study emphasizes mobility management of high-quality human resources following their contribution process: attraction/recruitment, contribution onsite, and return. The model also shows that both individuals and universities have common and unique interests in enhancing mobility flows while creating knowledge transfer regions. It is important to combine these benefits to create active mobility flows. By analyzing some typical mobility flows in a Vietnam national university Hanoi case study, we emphasized that the current philosophy of Vietnamese universities is mostly to focus on solving the lost mobility flows (brain drain) instead of going hand-in-hand with managing the value of high-quality human resource mobility and connecting networks to make to promote knowledge exchange. Thus, it requires Vietnamese universities should change for adapt to FIR’s impacts with academic mobility and manage mobility of human resources follow all their contribution process. This study explores these topics for their impact on FIR to manage mobility flows of high-quality human resources using assessment data which collected snowball methods. Finally, the paper proposes the policy framework supporting mobility management and priority solutions for promoting the knowledge interactions zones and developing smart platforms for university governance and human resource management adapting with the context of the FIR.

Особенности управления кадрами вузов гуманитарной направленности

At present, when education has become a goods in the service market, it is necessary to competently approach the issue of managing the human resources of universities. The value of a university is determined by the value of its human resources. Today, there is a shortage of competent specialists in the humanitarian universities of the Kyrgyz Republic. The main task of the university's human resources management is to attract the most valuable employees to the university who are able to bring educational services to a new level. The article describes the features of human resources management of a humanitarian university, considers the classification of university human resources, studies the elements of university personnel management, such as planning, organization, motivation and control.

An Analysis of Establishing New Staff Education Training System and Mechanism in Colleges and Universities

The importance of university human resource management to the development of universities is self-evident. Whether universities can achieve sustainable development depends on a high-quality human resource management system. University faculty and staff have the dual identities of not only engaging in education work, but also responsible for certain administrative tasks. How to establish a set of education and training systems and mechanisms for new recruits in line with the university’s own development concepts to help new recruits form a correct teaching attitude and cultivate excellence the ability to execute is of great significance, which is also the focus and difficulty of the training of new recruits in colleges and universities.

Conceptual issues of human resources development of higher educational institution

The talent management concept is the most consistent with the task of developing human resources for a higher educational institution. On the basis of the synthesis of theory and practice, the authors have developed a number of practical recommendations aimed at improving the efficiency of the university's human resources management: substantiated the need to create a Coordination Council for the development of the university's human resources; development of the concept of the Center for Personnel Development, designed to provide access to a new level of talent management at the university; the issues that require special attention for the search for management decisions in the field of policy for the development of the university's personnel potential are identified. The current transformations of the domestic system of higher professional education, including the transition to a multilevel model of education, the introduction of new educational standards, the development of innovative methods of organization and management of the educational process, diversification and expansion of educational programs, necessitate strengthening the development of human resources implementation of modernization processes. Thus, the issue of building a management system for the development of higher education staff, which takes into account the specifics of the main categories of employees: teaching staff, scientists and administrative staff. In general, the system of personnel development management as a set of interrelated actions, covering such subsystems as the development of strategies and policies for human resources development, training, work with the human resources reserve, talent management, career planning and support, competence and performance management, requires certain decisions in the field of organizational design. In other words, the effectiveness of the implementation of a systematic approach to the development of human potential of the university depends, among other things, on the degree of rational distribution of areas of responsibility and the performance of relevant functions between its structural units.