scholarly journals Comparing National Innovation System among the USA, Japan, and Finland to Improve Korean Deliberation Organization for National Science and Technology Policy

2019 ◽  
Vol 5 (4) ◽  
pp. 82 ◽  
Author(s):  
Daekook Kang ◽  
Wooseok Jang ◽  
Yoonjo Kim ◽  
Jeonghwan Jeon
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Technology Policy ◽  
Science And Technology ◽  
Innovation System ◽  
Creative Economy ◽  
Current State ◽  
National Science ◽  
Operational Improvement

As the Korean government expands the budget for national research and development, the need for an institute that deliberates, coordinates, and operates research development and its budget has increased. In response to these demands, the National Science and Technology Council (NSTC) was recently established. However, to achieve a creative economy, which is the economic system where value is based on novel imaginative qualities rather than the traditional resources of land, labor, and capital, more efficiently, fundamental research regarding the current state of the Korean national administration system of science and technology in Korea is required. Accordingly, this study first analyzes the function and organizational structure of the NSTC in Korea. Second, it investigates the current state of the NSTC in other countries. Finally, the study derives several implications for improving NSTC operation based on the benchmarking study and suggests an operational improvement plan for NSTC with respect to enhancement of function, operation of organization, human resource management, and improvement of the relationships between other departments. The study contributes to analyze the current state of the NSTC in Korea and science and technology (S&T) Councils in other major countries, systematically and in detail. In addition, based on benchmarking study, this study derived operational improvement of NSTC in Korea with four perspectives, including enhancement of function, operation of organization, human resource management, and improvement of the relationships between other departments.

Research on HRM Based on Knowledge System

2014 ◽  
Vol 687-691 ◽  
pp. 4894-4897
Author(s):  
Xin Zhao
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Rapid Change ◽  
Design Organization ◽  
Resources Management ◽  
Current State ◽  
System Requirements ◽  
Basic Ideas

We are in an era of rapid change and the gradual opening of changes push us to make a lot of new theories and thinking to deal with the problems faced very different from previous close, and open and at the same time so that we can think about making reference to external experience. In this case, how should the planning, design, organization and implementation of both compatible with the current state of the personnel system requirements for the current situation of reform, but also has certain forward-looking human resources management system, is currently engaged in human resource management for all staff challenge. Based on this, the era of knowledge from four aspects of human resource management and knowledge management integration were discussed and presented the basic ideas.

Artificial Intelligence in Human Resource Practices With Challenges and Future Directions

2022 ◽  
pp. 222-230
Author(s):  
Himani Saini ◽  
Preeti Tarkar
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Science And Technology ◽  
Future Directions ◽  
Smart System ◽  
Advanced Technologies ◽  
The Future

Artificial intelligence is a branch of science and technology that has been used effectively over the decades in various fields, and now it has become an indispensable part of organizational practices as it is one of the leading technologies in the current era, and now there is an emerging trend of applying AI technologies within the businesses. The central necessity of human resource management is also majorly based on technological approaches as it became a potential need for any human resources department to perform its role in the development of the whole organization. Technologies based on AI are and will be the smart system of the future and it's also changing the processes of human resource management by making it more dependent on advanced technologies. Through the chapter, the researcher will get to know the artificial technologies being practiced in HR practices and explore the probable and potential of technicality of AI in HRM and also the challenges associated with AI in HRM and its future possibilities.

The regional-innovation cluster policy for R&D efficiency and the creative economy

2017 ◽  
Vol 8 (2) ◽  
pp. 206-226 ◽  
Author(s):  
Donghun Yoon
Keyword(s):  
Technology Policy ◽  
Science And Technology ◽  
Innovation System ◽  
Science And Technology Policy ◽  
Creative Economy ◽  
System Construction ◽  
Cluster Policy ◽  
Regional Innovation ◽  
Content Type ◽  
Innovation Cluster

Purpose This paper aims to discuss and present the regional-innovation cluster policy for R&D efficiency and the creative economy. In particular, the R&D efficiency and creative economy of Daedeok Innopolis are discussed for the science and technology policy of the R&D regional-innovation cluster. In this research, the region cluster policy change, the creative innovation system construction, the manpower system construction and the support unification for R&D and commercialization are presented as policy proposals for R&D efficiency and the creative economy. Design/methodology/approach In this research, the universities, research institutes and enterprises of Daedeok Innopolis were studied. Thirty people from the universities in the area, 30 from the research institutes and 30 from the enterprises were surveyed through the quota sampling of the non-probability sampling method for this research. These survey respondents were science and technology policy specialists for the R&D, industrialization and entrepreneurial activities of Daedeok Innopolis. The methodological material is a questionnaire. The study’s investigation factors were the government’s role, knowledge creation and the network. Also, F-test, ANOVA and chi-square independence test were utilized for the survey data analysis. Findings Regional-innovation cluster construction is a representative method of realizing regional development and competition enhancement. This research was found through the analysis that the government policy is very useful for innovation ecosystem development. The knowledge capability has been enhanced in connection with knowledge creation. Also, the network has been vitalized. New-dimension industry–university–institute collaboration and a human resource management system are needed for R&D efficiency and the creative economy. Daedeok Innopolis needs consistent support for industrialization and foundation. Social implications Movement of and cooperation among humans, goods, knowledge, technologies, etc., occur in many areas (science, the economy, culture, arts, etc.) because of the compression of time and space through informatization and globalization. This has brought about changes in cross-border, regional and national relations and has stimulated competition in the aforementioned areas. To date, a state-dominated system has been operated to deal with these changes, but it has been shown to be inefficient because it cannot reflect the conditions in the region and does not allow quick reaction. The advantages of the region must be identified and utilized to boost the survival and development of the region. Regional-innovation cluster construction is a representative method of realizing regional development and competition enhancement. Originality/value The innovative feature of the study is proposed the science and technology policy (the region cluster policy change, the creative innovation system construction, the manpower system construction and the support unification for R&D and commercialization) for the R&D regional-innovation cluster through the survey data analysis. In this paper, the R&D efficiency and the creative economy of Daedeok Innopolis are discussed for the science and technology policy of the R&D regional-innovation cluster. The science and technology policy for the R&D regional-innovation cluster development is examined for the first time in this paper. This research is expected to make a significant contribution to the establishment of a development strategy for the regional-innovation cluster, and to the decision-making regarding the science and technology policy.

When technology meets people: the interplay of artificial intelligence and human resource management

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yusra Qamar ◽  
Rakesh Kumar Agrawal ◽  
Taab Ahmad Samad ◽  
Charbel Jose Chiappetta Jabbour
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Agenda ◽  
Concept Map ◽  
Ethical Framework ◽  
Original Research ◽  
Content Type ◽  
Current State

PurposeAn original systematic review of the academic literature on applications of artificial intelligence (AI) in the human resource management (HRM) domain is carried out to capture the current state-of-the-art and prepare an original research agenda for future studies.Design/methodology/approachFifty-nine journal articles are selected based on a holistic search and quality evaluation criteria. By using content analysis and structural concept analysis, this study elucidates the extent and impact of AI application in HRM functions, which is followed by synthesizing a concept map that illustrates how the usage of various AI techniques aids HRM decision-making.FindingsA comprehensive review of the AI-HRM domain’s existing literature is presented. A concept map is synthesized to present a taxonomical overview of the AI applications in HRM.Research implications/limitationsAn original research agenda comprising relevant research questions is put forward to assist further developments in the AI-HRM domain. An indicative preliminary framework to help transition toward ethical AI is also presented.Originality/valueThis study contributes to the literature through a holistic discussion on the current state of the domain, the extent of AI application in HRM, and its current and perceived future impact on HRM functions. A preliminary ethical framework and an extensive future research agenda are developed to open new research avenues.

scholarly journals USING ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT PROCESSES

2020 ◽  
pp. 14-21
Author(s):  
A. V. Blinnikova ◽  
D. K. Ying
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Recognition System ◽  
Digital Transformation ◽  
Current State ◽  
Management Processes ◽  
Facial Recognition System

During the digital transformation, artificial intelligence technologies are actively developed and implemented in the organization’s management processes. This trend also applies to human resource management. The purpose of this article is to substantiate the benefits of using artificial intelligence tools in human resource management for organizations. Current state of human resource management has been analysed in the article, its main problems have been defined. The opportunities offered by artificial intelligence technologies offer in the field of human resources as well as the problems companies face in their implementation have been considered. Practical examples of the use of artificial intelligence tools such as chatbots, mood analysis technologies, voice assistants, facial recognition system in the field of human resource management have been given.

PENGEMBANGAN KUALITAS DAN MANAJEMEN SUMBER DAYA MANUSIA PADA BANK SYARIAH

2019 ◽  
Vol 3 (01) ◽  
pp. 8-18
Author(s):  
Anisa Muslima ◽  
Husnul Khotimah Sylvia ◽  
Uswatun Hasanah
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Difficult Problem ◽  
Islamic Banking ◽  
Current State ◽  
Qualitative Descriptive

Bank syariah di Indonesia terus mengalami pertumbuhan baik dari sisi aset, jumlah kantor, jumlah nasabah, dan pangsa Islamic banking in Indonesia continues to experience growth both in terms of assets, the account of offices, the account of costumers, and the market share of islamic banking that exceed 5%. The growth of islamic banking is not followed by adequate human resources both in quantity and quality. Human resources are still a difficult problem for islamic banking now. In the roadmap of islamic banking period 2015-2019 issued to make the Financial Service Authoritz to make human resource issues into things to be resolved. It takes a pattern of human resource management that can create qualified human resources for islamic banking. This paper is qualitative descriptive that will describe the growth of human resources in islamic banking, as well as the important role of Islamic human resource management for human resource in islamic banking. This paper shows the growth of humanresources in islamic banking in the period of December 2016 until Setember 2017 grew bz 2.368%, with the totalhuman resources of islamic banking today as much as 61,389 people. The pattern of Islamic human resource management becomes important for the availability of best quality of human resources in Islamic banking human resource management able to meet the human resource who understand the science of economics and science of  Islamic human resource management covers the entire process of establishing human resource in islamic banking. One of the patterns of Islamic human resource management that is relevant to the current state of islamic banking is Calestial Management. It consist of ZIKR, PIKR and MIKR.pasar bank syariah yang telah melebihi 5%. Pertumbuhan bank syariah tidak diikuti dengan sumber daya manusia yang memadai baik secara kuantitas dan kualitas. Sumber daya manusia masih menjadi maslah yang sulit bagi bank syariah. Pada roadmap perbankan syariah 2015-2019 ang dikeluarkan menjadi Otoritas Jasa Keuangan (OJK) menjadi masalah sumber daya manusia menjadi hal yang harus diselesaikan. Dibutuhkan sebuah pola manajemen sumber daya manusia yang bisa menciptakan SDM yang berkualitas bagi bank syariah. Tulisan ini bersifat kualitatif deskriptif yang akan menguraikan pertumbuhan SDM di bank syariah, serta peran penting manajemen sumber daya manusia islam bagi SDM di bank syariah. Tulisan ini menunjukan adanya pertumbuhan SDM di bank syariah pada periode Desember 2016 sampai September 2017 mengalami pertumbuhan sebesar 2,368%, dengan total SDM bank syariah saat ini sebanyak 61.389 orang. Manajemen sumber daya manusia islami menjadi penting bagi tersedianya SDM bank syariah yang berkualitas baik. Manajemen sumber daya manusia islami mampu memenuhi SDM yang paham akan ilmu ekonomi dan ilmu syariah. Manajemen sumber daya manusia islam meliputi pembentukan SDM di bank syariah. Salah satu pola manajemen sumber daya manusia islam yang relevan dengan kondisi SDM bank syariah saat ini yaitu Calestial Management. Yang terdiri dari ZIKIR, PIKR, dan MIKR.    

Style of Personnel Management in a Digital Economy

2019 ◽  
Vol 8 (1) ◽  
pp. 68-70
Author(s):  
Е. Молчанова ◽  
E. Molchanova ◽  
Н. Захаров ◽  
N. Zaharov
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Leadership Style ◽  
Digital Economy ◽  
Management Style ◽  
Current Status ◽  
Current State ◽  
The Future

The article gives the study the transformation of leadership style in the era of the digital economy. The influence of digital companies, the personality of the manager, the peculiarities of work on the style of human resource management are considered. The article shows the current state, its change under the influence of digital companies, the personality of the leader, the features of work on the style of personnel management. The article specifies current status of people management and its change under such factors like the influence of digital companies, personality of the manager and work specifics. The purpose of the article is to find out the answers to the following questions: what was the management style before? What is the management style of the future? Are such factors like the personality of the manager, the specifics of the work, its importance and complexity, the level at which management is carried out effect on the leadership style? To answer these questions, the leadership style in one of the world’s leading companies was reviewed.

scholarly journals Discrimination of Employees Generational Groups in Selected Human Resource Management Areas

2019 ◽  
Vol 27 (s1) ◽  
pp. 84-92
Author(s):  
Natália Vraňaková ◽  
Augustín Stareček ◽  
Kristína Koltnerová ◽  
Dagmar Cagáňová ◽  
Andrea Chlpeková ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Age Discrimination ◽  
Industrial Enterprises ◽  
Current State ◽  
Skilled Manpower ◽  
Career Growth ◽  
Table Analysis ◽  
Generational Groups

Abstract In the last two decades, globalization trends and the stabilization of the market economy have led to a situation where industrial enterprises are increasingly reporting a lack of skilled manpower. On the other hand, employees of industrial enterprises are increasingly facing the discrimination in finding job or career growth. The main aim of the paper is to analyse the current state of age discrimination in selected human resource management areas in the Slovak industrial enterprises. The research was carried out in the framework of the VEGA project (1/0348/17), whose questionnaire was used in the research. The research sample consisted of the Slovak industrial enterprise’s employees (n = 534). The quantitative statistical methods were used to evaluate the obtained data (pie charts, frequency histograms and the table analysis). The analyses were performed in the software SPSS from IBM and Excel from MS. The most interesting results include the finding that the most common form of age discrimination is employee selection (62) and career progression (62).

Technology for Human Resources Management: Seven Questions and Answers

2002 ◽  
Vol 31 (1) ◽  
pp. 7-20 ◽  
Author(s):  
Sam Ashbaugh ◽  
Rowan Miranda
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
New Technologies ◽  
Resource Planning ◽  
Management Systems ◽  
Digital Government ◽  
Current State ◽  
Functional Features

Public management is slowly being transformed by information technology. Technology today is the driver of new government processes for dealing with citizens and suppliers. But it is also reshaping important functions and processes that only those inside government may care about such as accounting, payroll, and personnel administration. Taken together, the internal and external impact of new technologies is changing the way governments manage and make decisions.1 This article examines the current state and future trends in human resource management systems (HRMS). Such systems are related to a broader “digital government” effort that seeks to apply technology to streamline government processes. The underlying architecture for digital government is the Internet and integrated administrative management systems (which are more commonly known as enterprise resource planning (ERP) systems). This article describes the technology and functional features of such systems and focuses specifically on the business benefits provided by the human resource management system (HRMS) components. Questions examined include: ▪ What are the challenging issues facing HRMS? ▪ What is the current state of HRMS technology? ▪ What is ERP? How is it related to HRMS? ▪ What are the major technology features of modern systems? ▪ What specific functions are encompassed by HRMS? ▪ What are the major business benefits of modern HRMS? ▪ What are some of the major risk factors in implementing HRMS solutions?

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