Enterprise human resource management based on big data mining technology of internet of things

2021 ◽  
pp. 1-7
Author(s):  
He Ma
Keyword(s):  
Data Mining ◽  
Big Data ◽  
Resource Management ◽  
Decision Tree ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Information Technologies ◽  
Mining Technology ◽  
C4.5 Algorithm

Human resource management is an important part of business management. Through a set of scientific and effective management methods, human resource management for all employees and business owners of the enterprise. This research aims to explore how to use a large number of data mining and information technologies to solve the problems existing in the company’s human resource management. This course mainly studies the application of a large number of data mining theories, human resource management theory, the technical background of data mining, data mining process and analysis methods, analysis of their potential relationships, and existing problems, to improve the enterprise human resource management department the decision-making ability provides a reference. First, summarize the characteristics of the human resources market business, and compare the existing data mining algorithms. Here, a C4.5 algorithm in the decision tree algorithm is used to apply the job search information of the company’s recruitment of talents to scientifically analyze the information, during the selection and processing, and then the processing results are given to the C4.5 algorithm, and the corresponding decision tree is obtained. The results of this article show that the use of data mining technology can well solve corporate human resource management problems, such as the wages and benefits of corporate employees. Through big data analysis, it is easy to know that the salary of most doctoral diplomas is about 9,500 yuan, and the most salary for a college diploma is about 3,000 yuan (in remote areas). And according to your diploma, your major and benefits are different. Therefore, the human resources department of the enterprise can better discover talents.

scholarly journals Influence of data mining technology in information analysis of human resource management on macroscopic economic management

PLoS ONE ◽  
2021 ◽  
Vol 16 (5) ◽  
pp. e0251483
Author(s):  
Ai Zhang
Keyword(s):  
Data Mining ◽  
Resource Management ◽  
Decision Tree ◽  
Human Resource Management ◽  
Human Resource ◽  
Classification Accuracy ◽  
Ensemble Classifier ◽  
Economic Management ◽  
Mining Technology ◽  
Tree Algorithms

The purposes are to manage human resource data better and explore the association between Human Resource Management (HRM), data mining, and economic management. An Ensemble Classifier-Decision Tree (EC-DT) algorithm is proposed based on the single decision tree algorithm to analyze HRM data. The involved single decision tree algorithms include C4.5, Random Tree, J48, and SimpleCart. Then, an HRM system is established based on the designed algorithm, and the evaluation management and talent recommendation modules are tested. Finally, the designed algorithm is compared and tested. Experimental results suggest that C4.5 provides the highest classification accuracy among the single decision tree algorithms, reaching 76.69%; in contrast, the designed EC-DT algorithm can provide a classification accuracy of 79.97%. The proposed EC-DT algorithm is compared with the Content-based Recommendation Method (CRM) and the Collaborative Filtering Recommendation Method (CFRM), revealing that its Data Mining Recommendation Method (DMRM) can provide the highest accuracy and recall, reaching 35.2% and 41.6%, respectively. Therefore, the data mining-based HRM system can promote and guide enterprises to develop according to quantitative evaluation results. The above results can provide a reference for studying HRM systems based on data mining technology.

BIG DATA IN HUMAN RESOURCE MANAGEMENT

2020 ◽  
Vol 9 (3) ◽  
pp. 76-80
Author(s):  
D. Bragina ◽  
N. Molodchik
Keyword(s):  
Big Data ◽  
Data Analysis ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Big Data Analysis ◽  
Resources Management ◽  
Employee Data

The article discusses the possibilities of using big data in the field of human resources management, shows the difficulties that can be encountered when introducing these technologies into the work of the company. The main problems of the use of employee data by companies for the analysis, forecasting and improvement production indicators are given. Examples of companies that successfully use big data in their work are shown. Recommendations how to introduce the technology of big data analysis in the field of human resource management are given.

Problems and Measurements for Electronic Human Resource Management in Chinese Universities

2013 ◽  
Vol 411-414 ◽  
pp. 2892-2896
Author(s):  
Bin Wang ◽  
Yan Zhao Qi
Keyword(s):  
Resource Management ◽  
Staff Development ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Information Technologies ◽  
Case Managers ◽  
Chinese University ◽  
Hr Managers ◽  
Development And Management

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.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

G-Hrm, Pq And Usp: The Relevance And Impact In The Area Of Human Resource Management.

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 705-713
Author(s):  
REKHA FRANCIS C
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Major Part ◽  
Working Environment ◽  
Social Conscience ◽  
Corporate World ◽  
Green Practices

Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.

Pengembangan Sistem Penunjang Operasional dan Pengelolaan Sumber Daya Manusia untuk Laboratorium Komputer

2015 ◽  
Vol 6 (1) ◽  
pp. 12-19
Author(s):  
Angellia Debora Suryawan ◽  
Marlene Martani ◽  
Mahenda Metta Surya
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Support System ◽  
Performance Indicator ◽  
Management Support ◽  
Key Performance Indicator ◽  
Literature Study ◽  
Operational Support System

Human resources are an important asset in the entire company operations activity. A human resources management support system should be provided to improve performance in  accordance with the company target. The purpose of this study is to design a model of operational and human resource management support systems that can integrate employee performance data, simplify management of employee data, and generate reports in the form of Key Performance Indicator (KPI) and Binusian Level. Methodology used in this study is using literature study, design, and test a model to make operational and human resource management information system. Index Terms - human resources, operational support system, Key Performance Indicator (KPI)  

Reinventing Public Personnel Administration as Strategic Human Resource Management

1993 ◽  
Vol 22 (4) ◽  
pp. 565-578 ◽  
Author(s):  
Donald Klingner
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Force ◽  
Strategic Human Resource Management ◽  
Public And Private ◽  
Asset Development ◽  
Position Management ◽  
Personnel Administration

Strategic human resource management (SHRM) is an enhancement in the effectiveness of personnel management which has developed out of pressures for change in the way organizations manage human resources. It consists of common elements found in a variety of public and private employers: recognition that human resources are critical; a shift from position management to work and employees; more innovation; asset development and cost control; and a transition from EEO/AA compliance to work force diversity.

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