ICHC Framework

2022 ◽  
Vol 10 (1) ◽  
pp. 0-0
Keyword(s):  
Big Data ◽  
Human Resources ◽  
Cultural Heritage ◽  
Human Resource ◽  
Data Model ◽  
Different Types ◽  
Distributed Operations ◽  
Relational Aspect ◽  
Data Context ◽  
Huge Variety

The Goal in this paper is to propose a cultural heritage data model and evolve towards the creation of a framework based on MongoDB that will allow to manage a JSON model representing the cultural heritage of a city ICHC (Intelligent Cultural Heritage of a City). This manuscript per the authors noticed that during the census of cultural heritage, the presence of human resources linked to heritage is not something that is represented in a smart engine of a framework. Which is why the goal is to integrate the human resource and therefore add a relational aspect to the NoSql documents so that the resulting framework can have a smart engine to link data.This model is a set of ICHD (Intelligent Cultural Heritage Document) which are JSON documents that represent of the different types of cultural heritage entities. Those documents will be managed in a MongoDB repository architecture that will allow to them, so that the microservices-based ICHC framework can offer a big data context that can handle a huge variety, volume and velocity of data and be based on distributed operations.

scholarly journals Parallel Classification Algorithm Design of Human Resource Big Data Based on Spark Platform

2021 ◽  
Vol 2021 ◽  
pp. 1-10
Author(s):  
Wang Zhouhuo
Keyword(s):  
Big Data ◽  
Human Resources ◽  
Human Resource ◽  
Data Clustering ◽  
Ant Colony Algorithm ◽  
Algorithm Design ◽  
Large Data ◽  
Classification Algorithm ◽  
Classification Rule ◽  
Fuzzy Genetic

In order to solve the problem of large data classification of human resources, a new parallel classification algorithm of large data of human resources based on the Spark platform is proposed in this study. According to the spark platform, it can complete the update and distance calculation of the human resource big data clustering center and design the big data clustering process. Based on this, the K-means clustering method is introduced to mine frequent itemsets of large data and optimize the aggregation degree of similar large data. A fuzzy genetic algorithm is used to identify the balance of big data. This study adopts the selective integration method to study the unbalanced human resource database classifier in the process of transmission, introduces the decision contour matrix to construct the anomaly support model of the set of unbalanced human resource data classifier, identifies the features of the big data of human resource in parallel, repairs the relevance of the big data of human resource, introduces the improved ant colony algorithm, and finally realizes the design of the parallel classification algorithm of the big data of human resource. The experimental results show that the proposed algorithm has a low time cost, good classification effect, and ideal parallel classification rule complexity.

scholarly journals Skills and Human Resources Development in Improving Employee Performance

2021 ◽  
Vol 8 (1) ◽  
pp. 74-83
Author(s):  
Nurhaeda Zaeni ◽  
Shandra Bahasoan ◽  
Haeranah Haeranah
Keyword(s):  
Human Resources ◽  
Cultural Heritage ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Resource Development ◽  
Civil Servants ◽  
Heritage Preservation ◽  
South Sulawesi ◽  
Cultural Heritage Preservation

This study aims to test the influence of Skill and human resource development on the performance of Civil Servants at the Cultural Heritage Preservation Center of South Sulawesi. The data used questionnaires that were distributed to respondents. The data collected using the list of questions (indicators) submitted as a measuring instrument using modification of the likert scale. The sample of this study was a group of employees at the South Sulawesi Cultural Heritage Preservation Center of 100 respondents. Where all employees have different charateristics from high school education level to magister (S2) and based on work experience. Data analysis was conducted qualitatively and quantitatively using multiple linear regression methods. This method is used when conducting analysis on the influence of Skill and Human Resource Development on the Performance of Civil Servants at the Cultural Heritage Preservation Center of South Sulawesi. The result show that skill and development of human resources have a positive and significant effect on employee performance and, should routinely provide that Skill to its employees and has more attention to the performance of its employees. Employees who are considered to be under-performing, it is best to develop the employee.

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.

Big Data and People Management

2019 ◽  
pp. 127-153
Author(s):  
Daria Sarti ◽  
Teresina Torre
Keyword(s):  
Big Data ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Future Research ◽  
Key Points ◽  
Hr Managers ◽  
The Impact ◽  
Offer Suggestion

This chapter investigates the role of big data (BD) in human resource management (HRM). The interest is related to the strategic relevance of human resources (HR) and to the increasing importance of BD in every dimension of a company's life. The analysis focuses on the perception of the HR managers on the impact that BD and BD analytics may have on the HRM and the possible problems the HR departments may encounter when implementing human resources analytics (HRA). The authors' opinion is that attention to the perceptions shown by the HR managers is the more important element conditioning their attitude towards BD and it is the first feature influencing the possibility that BD can become a positive challenge. After the presentation of the topic and of the state of the art, the study is introduced. The main findings are discussed and commented to offer suggestion for HR managers and to underline some key points for future research in this field.

Human resource′s function

1993 ◽  
Vol 5 (3) ◽  
Author(s):  
A. Wilkinson ◽  
M. Marchington ◽  
B. Dale
Keyword(s):  
Quality Of Service ◽  
Human Resources ◽  
Human Resource ◽  
Research Project ◽  
Different Types ◽  
Relative Neglect ◽  
Resource Function

Looks at the different types of role that the human resource function has to play in TQM and where it fits in at key stages. Describes the research project. Asserts a link is increasingly being made between the quality of service, product or process, and the quality of staff. Discusses the role of HR in TQM and the potential pitfalls. Concludes that human resources has a key contribution to make and that the role is increasing in significance. Considers that a possible major reason for the lack of success of some TQM initiatives is too much emphasis on systems and techniques to the relative neglect of HR considerations in the conceptual and planning stages of TQM. Suggests that HR professionals become more closely involved in TQM.

scholarly journals Penerapan Pengembangan Sumber Daya Manusia Islami pada Unit Usaha Syariah

2018 ◽  
Vol 13 (1) ◽  
pp. 19
Author(s):  
Tri Mulato
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Commercial Bank ◽  
Human Resources Development ◽  
Islamic Banks ◽  
Business Unit ◽  
Recruitment Pattern ◽  
Different Types ◽  
Conventional Bank

Shari'ah banking currently has a strong legal law with the presence of law number 21 of 2008 on shari'ah banking. It is very influential on the existence of sharia banking is increasingly in demand by many circles. Shariah banking continues driven in order to innovate in developing products to be able to reach a targeted market share of 5%. There are three types of sharia banking in Indonesia, namely Shariah Commercial Bank, Shariah Business Unit, and People's Bank of Sharia Financing. Of the three different types of Islamic banks are Shariah Business Unit itself, because not stand alone still follow the conventional bank, so much influence from the parent. Particularly related to the human resources of syariah banks, the syariah business unit is still in the shade of its parent, which is conventional bank, whereas both of them should be different. In this paper discussed about the implementation of Islamic human resource development in the Islamic business unit. The type of research conducted is a research or research by taking data from various sources that are then processed and drawn conclusions related to Islamic human resources. The results of this paper show / conclude there are some things related to the process of developing resources in Islamic banks are in line with the development of Islamic human resources. However, it is found that the application of Islamic human resources development has not been in line with the recruitment pattern of shariah business unit that has not been able to perform its own recruitment but still follow its conventional parent provisions. So that related to the criteria to be tb sharia bank has not been fulfilled.

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.

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 

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