Corporate entrepreneurship and HR management system: evidence from Chinese State Owned Enterprise

2015 ◽  
Vol 2015 (1) ◽  
pp. 15722
Author(s):  
Ke Rong ◽  
Gordon Liu ◽  
Wai Wai Ko
Keyword(s):  
Management System ◽  
Corporate Entrepreneurship ◽  
Hr Management ◽  
State Owned Enterprise ◽  
Chinese State

scholarly journals Exploring the Changing Role of Chinese Entities in WMD Proliferation

2016 ◽  
Vol 225 ◽  
pp. 50-72 ◽  
Author(s):  
Daniel Salisbury ◽  
Lucy Jones
Keyword(s):  
Chinese Government ◽  
Chinese Companies ◽  
State Owned Enterprise ◽  
Chinese State ◽  
Number Of Publications ◽  
Changing Role

AbstractThis paper seeks to provide an original examination of the nature of the proliferation of sensitive materials and technologies by Chinese entities. A number of publications have attempted to understand the issue of proliferation stemming from businesses based in China, with many having commented on the efforts undertaken both by international actors and by the Chinese government to prevent it. However, relatively few scholars have sought, in any systematic and sustained way, to understand the types of Chinese companies involved in proliferation and the evolution of their behaviour. This paper seeks to argue and account for the declining role of, and concern regarding, Chinese state-owned enterprise in the global proliferation problem. Different accounts for this change, and the relating proliferation challenge posed by China, are examined.

Transformation of the Personnel Management System in the Conditions of Digitalization of HR Processes

2021 ◽  
Vol 39 (6) ◽  
Author(s):  
Sergii Kholod ◽  
Valentyna Pavlova ◽  
Anhelina Spitsyna ◽  
Yuliia Maistrenko ◽  
Oksana Anufrieva ◽  
...  
Keyword(s):  
Artificial Intelligence ◽  
Personnel Management ◽  
Digital Technology ◽  
Management System ◽  
Digital Data ◽  
Ability To Work ◽  
Hr Management ◽  
Innovative Solutions ◽  
Personnel Management System ◽  
The Impact

Human capital is the driving force behind the digital economy. The use of digital technology has a significant impact on the entire life cycle of personnel in an organization, including hiring, onboarding, and firing. The authors examined the essence of the personnel management system, various models for building a personnel management system in an organization, and studied applying a particular model for a specific organization. The authors studied and visually presented the features of objects, subjects and goals of the personnel management system. The authors also examined the impact of digitalization on the personnel management system, what requirements are imposed on personnel's professional competencies, and new and already used trends in HR automation and recruiting that will help to work better and more efficiently. Generalization of theoretical and empirical experience, cognitive technologies based on the use of artificial intelligence and digital data in HR management allowed the authors to highlight innovative solutions and propose an algorithm for transforming the personnel management system in the context of digitalization of HR processes. Besides, the authors proposed criteria and a scale for assessing the effectiveness of the transformation of the personnel management system in the context of the digitalization of HR processes. Thanks to this, as well as the use of such elements in the framework of personnel management as cloud technology, the ability to work remotely, big data, social media and artificial intelligence, companies, can increase their lead over competitors.

scholarly journals A Review of Methods for Processing Unstructured Data in the Assessment of Mining Personnel

2020 ◽  
Vol 174 ◽  
pp. 04040
Author(s):  
Anna Barbara ◽  
Alexander Pimonov ◽  
Lyubov Sluder
Keyword(s):  
Performance Evaluation ◽  
Management System ◽  
Cognitive Modeling ◽  
Evaluation System ◽  
Creative Thinking ◽  
Unstructured Data ◽  
Expert Performance ◽  
Successful Operation ◽  
High Quality ◽  
Hr Management

Skilled staff, as well as conditions for their development and motivation, are key conditions for the successful operation of the company. Creation of a high-quality Human Resources (HR) personnel management system would allow to solve this problem. For the achievement of the ultimate goal - the most effective formation and development of the personnel potential of the enterprise requires the creation of conditions for all employees allowing the maximum use and increase of labour potential, as well use of creative abilities and creative thinking. Labour competences and competence evaluation represent real challenges for companies. When modelling a high-quality HR management system, it is important to take into account features such as presence of uncertainty and a large number of unstructured data. When evaluating personnel, the cognitive abilities of the decision-maker are involved and the use of fuzzy cognitive modeling (FCM) seems to be the most promising. In addition, cognitive models allow us to present complex relationships between investigated parameters revealing influence on each other. This paper considers an expert performance evaluation system based on competency model and a fuzzy logic model. The FCM based management personnel system’s is proposed. There are many performance evaluation methods; however, none is universal and common to all companies. This work brings contributions to HR management solutions, finding new ways to apply artificial intelligence (AI) techniques to processes that typically were performed by humans.

Communication in Employees’ Motivation and Remuneration System

2011 ◽  
Vol 22 (4) ◽  
pp. 0-0
Author(s):  
Monika Podkowińska
Keyword(s):  
Young People ◽  
Management System ◽  
Communication Process ◽  
Remuneration System ◽  
Hr Management ◽  
A Company ◽  
The Way

This article refers to the significance of the communication process for the HR management system on the example of motivating and remunerating employees . Communication combines all the HR actions, complementing and supporting the implementation of particular tasks carried out within the adopted HR policy . In the article, the author emphasises the motivating function of all the remuneration components and the way in which the employees define remuneration . The author presents the results of her own survey carried out among the students of several Warsaw universities, which help her to answer the question of what remuneration is for young people, how they perceive it and what considerations they include in the remuneration received from a company .

Sign in / Sign up

Export Citation Format

Share Document