scholarly journals Design and development of human resource management computer system for enterprise employees

PLoS ONE ◽  
2021 ◽  
Vol 16 (12) ◽  
pp. e0261594
Author(s):  
Tianqi Wang ◽  
Ning Li ◽  
Houran Li

Client-Server (C/S) application is always used in the existing Human Resource Management System (HRMS) as the system architecture, which has the problems of complex maintenance and poor compatibility; and cannot use professional database and development system, making the system development difficult and the data security low. To solve the above problems, the overall demand is analyzed, as well as feasibility and key technologies of the enterprise HRMS system. Then a HRMS is designed and developed, based on the user’s key functional requirements and related technologies, which is reasonable and easy to maintain. The system is supported by Browser-Server (B/S) structure, with the current popular Java 2 Platform Enterprise Edition (J2EE) multi-level structure as the overall architecture. The mature Microsoft SQL Server 2008 introduced by Microsoft is used as the database platform. Combined with Model View Controller (MVC) design pattern, this system can be used by users without geographical restrictions and system maintenance. In this system, performance logic and business logic are separated, which makes it convenient for the development and maintenance of the system. The system mainly includes six modules: personnel management, organizational management, recruitment management, training management, salary management and system management, which integrates enterprise information and realizes the functions of easy access and easy query of information database. Its interface is simple, easy to understand, and easy to operate, with low investment, low cost, high safety, good performance and easy maintenance, which help to improve the work efficiency and modern management level of enterprises. In the end, the operation performance of the system is tested. The results show that the throughput of the main functional modules in the system is greater than 100 times/s when dealing with the business, and the success rate of event processing is greater than 99%. The average response time of the business end is less than 0.4 s, and the average response time of the terminal side is less than 0.5 s, which all meet the standards. System CPU occupancy rate can be basically controlled below 30%, and memory usage rate is below 30%. In summary, the system designed here has the basic functions but also to ensure good performance, suitable for enterprise personnel management, organizational management, recruitment management, training management and salary management. The design and development of this system aims to provide technical support for the service quality of enterprise human resource management business, to improve the overall efficiency, promote the pace of enterprise strategic development, and enhance the market competitiveness of enterprises.

Author(s):  
Tony J. Watson

This article aims to identify the contributions that have been made by ideas from organization theory to our understanding of the organizational activity of human resource management — and its earlier ‘personnel management’ manifestation. Attention is also given to ways in which greater use might be made of organization theory in the analysis of HRM activities and processes in the future. HRM processes are organizational processes. They occur within all work organizations and they cannot be understood separately from the way in which organizations themselves are perceived.


Author(s):  
María José Crisóstomo-Acevedo ◽  
José Aurelio Medina-Garrido

Telemedicine requires a new type of worker: the health care teleworker. Nevertheless, physicians remain wary of adopting telemedicine. This work examines the sources of the resistance to incorporating telemedicine. We adopt a focus centering on the difficulties that human factors have in accepting the practice of telemedicine. Employees’ resistance to change comes mainly from the inertia that perpetuates traditional routines and methods of working. The success of telemedicine projects will be determined by these human factors as well as by an adequate use of information technology and an appropriate organizational management. This work also offers some practical implications in human resource management for managers of telemedicine projects to consider.


2017 ◽  
Vol 6 (2) ◽  
pp. 11-14
Author(s):  
Тавасиева ◽  
Z. Tavasieva ◽  
Позмогов ◽  
A. Pozmogov

In modern conditions of managing in the organizations introduction of innovative technologies in the sphere of human resource management becomes an urgent task. The most important factor of realization of innovative solutions of the tasks arising in modern collectives are personnel innovations. They are based on need of close interrelation of the development strategy of the company with planning of personnel; to assessment of extent of influence of costs for work with shots on economic indicators of production; formation of necessary amount of competences, professional skills for effective work in labor market. The main directions of innovative personnel technologies, and also forms of their realization in a control system are defined. The model of work with innovations in a personnel management system is offered. Dependences of introduction of innovations in human resource management with the solution of specific objectives, and also their basic orientations are established. It is claimed that a main goal of in human resource management, is providing the organization by the employees capable to the innovative ideas and technologies of their embodiment.


10.12737/2635 ◽  
2014 ◽  
Vol 3 (1) ◽  
pp. 71-75
Author(s):  
Рулёва ◽  
Yulia Ruleva

The paper describes how the Personnel Management Department in Ryazan State University named for S.A. Yesenin have been developed and shows the role of the Department in the growth of vocational training in the field of human resource management in the Ryazan region.


The Oxford Handbook of Human Resource Management aims to provide an authoritative account of current trends and developments in Human Resource Management (HRM). HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in personnel management, industrial relations, and industrial psychology. People Management and High Performance teams have become key functions and goals for managers at all levels in organizations. The text is divided into four parts: foundations and frameworks; core processes and functions; patterns and dynamics; and finally measurement and outcomes.


2012 ◽  
Vol 2 (5) ◽  
pp. 1-7
Author(s):  
Alok Kumar Goel ◽  
Geeta Rana ◽  
Chitra Krishnan

Subject area Human resource management, Training and development, Competency development and team spirit. Study level/applicability The case is intended for MBA/PGDM level students as part of a human resource management curriculum. The case is more diagnostic in nature and should be discussed in the same spirit. The case is suitable for developing conceptual thinking and community orientation of professionals aspiring or pursuing a career in the area of human resource management. Case overview The case examines the imperatives behind Sterling Tools Limited (STL), a leading fasteners manufacturing Indian company's decision and strategy adopted to inculcate team spirit through outdoor experiential training (OET). The case explores in detail the process undertaken to execute the OET at STL. The case also briefly mentions the tangible benefits of OEL. The case is structured to enable readers to: understand the basic objectives of OET; understand the innovative approach adopted by STL; and understand how an organization responds to changes and challenges in the external environment. Expected learning outcomes This case is structured to enable students to: understand the meaning and significance of outdoor experiential training (OET); analyze the challenges faced by HR managers in modern day organizations; learn the conceptual framework and understand the principles of OET; examine the measures that can be taken by management to ensure a smooth induction and socialization process of employees; and understand the need of inculcating team spirit among employees. Supplementary materials Teaching notes are available.


2021 ◽  
Author(s):  
Penka Goranova ◽  

World practice shows that human resources in agribusiness are subject to management and this is an extremely effective and useful way to combine with other resources of the company to achieve its goals. Moreover, when we talk about human resources, we mean the perspective of their development, while when we talk about staff, we mean the one available in an agricultural company. Human resource management is a targeted impact on the object "people" to transform their suitability and motivation on the product, on productivity, profitability, efficiency, market position, profit, growth. We can point out that this is both a strategy and current management, which sets the framework for how to attract, support and motivate people in their activities. The purpose of the report is to highlight the differences in perceptions of personnel management and human resources management in certain directions and to outline the potential opportunities, the chances for success of agricultural firms at the present stage.


2021 ◽  
Vol 2 (1) ◽  
pp. 1-8
Author(s):  
Bianca Laiu ◽  
Sara Voicu

This article aims to discuss personnel management in terms of needs-oriented recruitment planning aspects in organizational development. The determinant of the success of a company is human or labor. Even labor provides the largest contribution to the success of a company compared to other factors such as capital, raw materials or machinery. However, not all workers can become productive workers. This workforce must be selected, placed, trained and assessed for their achievements and given appreciation for every achievement that they have contributed to the company. If the conditions of a company allow it to provide benefits or insurance to each of its workers, this will increase the workforce productivity. During its development, the company will face increasingly complex manpower problems, thus human resource management must be carried out professionally by a separate department within a company, namely the Human Resource Department. Human Resource Management or better known as Personnel Management is management that specializes in the field of personnel or in staffing.


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