University Human Resource Management Research Articles

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.

Innovative Thinking of Human Resources Management in Colleges and Universities

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

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.

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

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

DESAIN MODEL PEMBERDAYAAN DOSEN DI KOTA MEDAN

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

The Mediating Effect of Career Success on HRM Practices and University Performance: A Study from Public Sector Universities of Pakistan

The main aspiration of the current study is to explore the determinants of university performance. The study also explored the mediating effect of career success between human resource management practices and university performance. Data were collected from 265 faculty members working in public sector universities of Punjab, Pakistan; by online survey, using Google docs through random sampling. The results demonstrate the partial mediation of career success between human resource management practices and university performance. Structural equation modelling-Partial least square (SEM-PLS) technique has been applied to acquire the results. The results will be helpful for policy makers in devising policies for universities and monitor the university performance. The results will also be helpful for faculty members working in public sector universities of Pakistan to know about their career success. Perceived university performance and human resource management practices have been found associated positively with university performance and individuals’ career success. In the study both motivation and skill enhancing practices are included to acquire accurate results.

An Adaptable University Human Resource Data Management

Data management is the foundation of the University Human Resource Management Systems (UHRMSs). The data collected by the different departments in university human resource systems is distortion, logical confusion and unstructured. In order to overcome these defects, we design an adaptable university human resource management system. In the system, the technology of adaptive computing is adopted to enhance the selfmanagement capability of UHRMS and decrease the complexity of management. Experimental results show that the proposed adaptable UHRMS has a lower transaction response time and a higher throughput than the traditional methods.

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

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

Design and Implementation of University Human Resources Management Platform Based on YII

University human resources management is an important part of school management. To summarize, teachers can be managed through a set of scientific and effective method to strengthen the school connotation of the construction of the strategic target. For numerous schools, facing more challenge and competition, in the "survival of the fittest", the "fittest" under the natural law of survival and development, to learn the advanced management experience and management technology, has become urgent and important task of school. In the center of the "people-oriented", "humanistic management" of today, human resource management has become an important factor of success of the school connotation development. Evaluation model is widely used in our common life, which can undertake assessment of a decision and personnel factors, and assessment or evaluation algorithm types are also abundant, including the factor method, fuzzy comprehensive evaluation [, the analytic hierarchy process (ahp), and some algorithm based on artificial intelligence (ai), all these algorithms are effective to solve part of the problem domain. The evaluation of teachers' professional ability involve more factors, including some subjective factors, such as personal moral, lifestyle, ambition, etc., and some objective factors such as working length of service users, specialty, education, scientific research, honors won, etc. If we only use the grade staff to do so, the measurement result of a grade may be affected because of personal emotions, and if we simply evaluate from the objective factors, which may lead to stylized, strengthening the results, lighting the evaluation of the masses .So for teachers' evaluation, we do from these two aspects at the same time, setting subjective and objective factors according to each assessment scheme. For subjective factors, we invite the marker personnel to score by our measurement system based on the subjective factors of scores, and for the objective factors, automatic gradings of staff are done according to the set of weights of objective factors, score, and accumulative number of grading in the scheme of the measurement. We adjust the proportion according to the previous results, as well as the evaluation scheme, to get the sorting and evaluating list of the measured personnel.

Problems and Measurements for Electronic Human Resource Management in Chinese Universities

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

La universidad como factor de desarrollo local sustentable.

Ante una realidad nacional donde se localizan zonas de alta marginación y pobreza, nos proponemos analizar la participación de la universidad como gestor del desarrollo local, considerando que ella es generadora del conocimiento, capaz de procesarlo desde lo global a lo local y desde lo local a lo global. Para lograr que el desarrollo local sea eficiente, es necesario proponer estrategias entre los actores locales del desarrollo y las instituciones públicas y privadas; entre ellas la universidad con sus recursos humanos y cognitivos puede ser gestora del desarrollo local. Este trabajo tiene como objeto realizar una revisión conceptual de los planteamientos teóricos del desarrollo local, o endógeno, del funcionalismo institucional, establecer una relación entre las necesidades, los agentes del desarrollo y la universidad. En tal sentido, Boisier (2001) plantea que el desarrollo endógeno más que un modelo de análisis, es una interpretación orientada a la acción en políticas públicas, en la que los actores locales, a través de sus decisiones e iniciativas, marcan la senda del desarrollo. En este marco, la universidad como generadora y difusora del conocimiento debe definir su papel de gestora del desarrollo local, lo cual respondería a la tercera misión que la sociedad contemporánea le ha asignado (García, 1999).

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

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

The Study on Optimum University Human Resource Management based on Modern Statistics Analysis Method

In this paper, it involves some deficiency in the relationship between teacher’s human resource management practices and overall performance of sports universities, human resource management system transmission mechanism as well as the representative of the survey questionnaire. We will overcome shortcomings and problems in the next research. This study also found that the affective commitment of teachers in the current teacher’s human resources management system has a negative correlation between service performance and social research. For example, some sports universities has given more emotional concern on teachers that have a certain development potential, or have made outstanding achievements in scientific research, but still facing the problem of brain drain, so the role of current emotional commitment mechanisms on the retention of staff is limited.

The Design and Implementation of University Human Resources Management Systems Based on SOA

The Design and Implementation of University Human Resources Management Systems Based on SOA

Corporate Performance and CEO Turnover: The Role of Performance Expectations

We are grateful to Lynch, Jones, and Ryan, Inc. for use of the I/B/E/S data base and to Lawrence Brown, James Meindl, Jerry Newman, Gerald Salancik, participants in the Northeastern University Human Resources Management research seminar, and the ASQ reviewers for their valuable comments. We would also like to thank Linda Pike for her editorial insights. The authors are listed in alphabetical order. This paper proposes that the inconsistent findings in previous studies of the relationship between corporate performance and CEO turnover may be due to insufficient attention to the type of performance indicator used by the individuals responsible for making CEO turnover decisions, namely, the board of directors. We argue that the board develops expectations of corporate performance, which it then uses to judge the CEO's performance. The study reported here analyzes financial analysts' forecasts of corporate performance, as a surrogate for the expectations board members could be expected to have, and then examines the relationship of forecasts to turnover. The principal finding is that turnover occurs when reported annual earnings per share fall short of expectations. For a sample of 408 CEOs under the age of retirement, this measure of corporate performance is a predictor of CEO turnover, whereas mechanical algorithms of abnormal security returns and historical accounting ratios are not.'