scholarly journals Intelligent Communication Management Terminal in the Construction of Human Resource Management Mode

2021 ◽  
Vol 2021 ◽  
pp. 1-14
Author(s):  
Shumei Wu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Process ◽  
Management Mode ◽  
Communication Management ◽  
Management Function ◽  
Intelligent Communication ◽  
Plan Management ◽  
Personnel Department

With the rapid development of the economy, the integration of corporate strategic management and human resource management has become an issue of concern. This research mainly discusses the role of intelligent communication management terminal in the construction of human resource management mode. In this research, the system development process of this research mainly uses the class library in the software architecture layer to support the software development process. The main development language of Android, JAVA, is to install the Android Develop Tools plug-in on eclipse and install the Android SDK in the computer operating system to build the Android development environment. The development and application of the system not only make the enterprise managers more convenient and efficient in the process of managing the enterprise but also smooth the operation of the enterprise while reducing the human resource investment and also gives the employees more right to know and the right to participate in the enterprise construction. By creating more value while reducing human resource input, enterprises will enable it to obtain more benefits, and thus enter a cycle of good development and contribute to society. The system has the functions of personnel management, recruitment management, attendance management, training management, work management, and salary management. The recruitment management function of the system is mainly composed of recruitment plan management, recruitment information management, and talent pool. In the system’s recruitment plan management function, important information such as the recruitment part, the number of recruits, personnel requirements, and the specific arrival time of the personnel must be clarified. The personnel in charge of the enterprise personnel department shall conduct corresponding regulations according to the specific needs of the enterprise and shall be experienced by the personnel department. The review is carried out, and all parts of the enterprise are coordinated and completed at the same time. In the platform performance test, when the number of concurrent users reaches 50000, the request time is about 6 seconds, which meets the requirement that the response time of 10000 people per second is less than 10 seconds. This research puts forward suggestions and countermeasures for the optimization of human resource management, which can not only improve the efficiency of Y company’s human resource management but also provide useful reference and reference for other enterprises facing the same problem.

Career Pathways as an Integrative Framework for Talent Management Systems

2020 ◽  
pp. 125-145
Author(s):  
Jerry W. Hedge ◽  
Gary W. Carter
Keyword(s):  
Life Cycle ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Talent Management ◽  
Career Pathways ◽  
Development Environment ◽  
Integrative Framework ◽  
Management Function ◽  
Management Architecture

Interest in how researchers and practitioners approach the management of talent has grown in recent years. Effective management of the talent life cycle begins with implementation of a talent management architecture—that is, the combination of systems, processes, and practices developed and implemented by an organization to ensure that the management of talent is carried out effectively. This chapter explores today’s career development environment and describes a career pathways framework as a viable “architecture” and philosophy for effectively managing talent. The chapter provides a brief overview of current perspectives on talent management, describes a career pathways system in greater detail, and discusses how building and implementing such a system as part of a broader human resource management function can pay dividends for an organization’s talent life cycle.

scholarly journals Systemic approach to knowledge and skills management in the context of education administration

2015 ◽  
Vol 2 ◽  
pp. 562
Author(s):  
Juris Firsts
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Process ◽  
Education Administration ◽  
Learning Goals ◽  
Transfer Of Knowledge ◽  
Medical Education Program ◽  
The Relationship

Much has been written on the significance of knowledge management, the challenges facing organizations, and the relevant human resource management activities involved in assuring the acquisition and transfer of knowledge. Higher education plays an important role in preparing students to assume the knowledge management and human resource roles so necessary to organizations. The authors examined the relationship between knowledge management, human resource management, and typical knowledge learning goals of an accredited medical education program. The work is based on the relationship between knowledge management, human resource management and competence development process.

scholarly journals Problems and Countermeasures of Human Resource Management in Small and Medium Sized Enterprises

2021 ◽  
Vol 235 ◽  
pp. 01058
Author(s):  
Yingdong Chen ◽  
Jian Xing ◽  
Xiaocheng Sun
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Management Mode ◽  
Enterprise Management ◽  
Relevant Research ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Large Enterprises

Due to their own attributes, small and medium-sized enterprises are quite different from large enterprises in various aspects of enterprise management, especially in human resource management. In mature large enterprises, there is a relatively perfect human resource management system, while in small and medium-sized enterprises, most enterprises have a set of human resource management mode, but on the whole, it is not perfect and has many problems. This paper takes small and medium-sized enterprises as the research foothold, studies the problems in human resource management, discusses the relevant research countermeasures, and provides suggestions and reference for the human resource management of small and medium-sized enterprises.

scholarly journals The Strategy of Small and Medium Enterprises in the Implementation of Green Human Resource Management in Bandung Regency

2020 ◽  
Vol 3 (4) ◽  
pp. 3341-3352
Author(s):  
Ivan Gumilar Sambas Putra ◽  
Andhika Ligar Hardhika ◽  
Neneng Susanti
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Process ◽  
Training And Development ◽  
Important Process ◽  
Job Description ◽  
Workforce Management ◽  
Highest Weight ◽  
Green Human Resource Management

Workers as the main actors of SMEs need to understand environmental management as an aspect in order to increase business productivity. Green Human Resource Management (Green HRM) is a tool that can be used to manage the SME workforce by involving environmental aspects. The purpose of this study is to determine the priority of Green HRM criteria for SMEs in Bandung Regency. It is hoped that by producing Green HRM criteria for SMEs and the level of importance for each criterion, strategic steps can be formulated in optimizing Green HRM for SMEs in Bandung Regency. In this research, the research method used is descriptive qualitative method. The method of data collection is done by using a questionnaire with a scale of comparison, interviews and field observations. The data analysis technique was performed using analytical hierarchy process (AHP). The results showed that the implementation of green HRM in SMEs was carried out in an organized manner starting from the recruitment process, selection, training and development, performance evaluation, awards, job descriptions of the workforce and workforce management based on the green concept. Among these processes, the training and development process has the highest weight, which shows it is the most important process in implementing green HRM in SMEs. job description of manpower and manpower management which is based on the green concept. Among these processes, the training and development process has the highest weight which shows it is the most important process in implementing green HRM in SMEs. job description of manpower and workforce management based on the green concept. Among these processes, the training and development process has the highest weight which shows it is the most important process in implementing green HRM in SMEs.

scholarly journals The Influence of Delicacy Management on the Development Direction in Minor Enterprises

2020 ◽  
Vol 4 (1) ◽  
pp. 4
Author(s):  
Jingxin Yan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Financial Management ◽  
Marketing Management ◽  
Management Mode ◽  
Enterprise Development ◽  
Development Direction ◽  
Internal Management ◽  
Speed Up

<p align="justify">This article will focus on the analysis of key difficulties in the development of minor enterprises on the basis of delicacy management mode which is widely concerned in China. It will discuss the application of delicacy management on the internal management of enterprises from the aspects of financial management and human resource management, consider the influence of delicacy management on the shaping of the competitiveness from the aspect of marketing management, and try to explain how to better speed up the enterprise development.</p>

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