Appraising the Future of Employee Health and Wellness Programmes in the Fourth Industrial Revolution

Employee wellness is an important aspect of human resource management system that has to be considered in the various phases of industrial revolution. It should be noted that during the industrial revolutions work has been transformed from handmade methods to machines. Work productivity improved, yet at the same time the number for those required for manual labour slightly reduced. In each of the revolutions the need to maintain employees remained significant. Therefore, it becomes imperative in the 4th industrial revolution even though managed heavily by machinery and technology to continue with employee wellness for effective productivity within organisations going forward. This chapter will deal with the employee wellness as a strategy that deals with enabling employee welfare. A healthy workforce enhances employee wellness.

EVALUASI SISTEM MANAJEMEN SUMBER DAYA MANUSIA PADA PENEMPATAN KERJA PETUGAS DI UPT PUSKESMAS MALINGPING

One of the important resources in management is human resources. The importance of human resources needs to be realized by all levels of management. However advanced technology is today, the human factor still plays an important role for the success of a Puskesmas. The study aims to evaluate the HR management system in planning, organizing, directing, and contolling the work placement of officers at Puskesmas Malingping. The type of research used in the research is qualitative fenomenology research, namely observation, in-depth interviews and documentation. The resuls showed that the Puskesmas Malingping reports the shortage to the health office by looking at the vacancies in the health center. Health workers, midwives and nurses who do not have competence in the fields of management, UKP Pharmachy and laboratory analysis are forced to fill the vacancies in these sections due to a lack of manpower. The conclusion of this researcher shows that the human resource management system at the puskesmas Malingping four aspects, namely planning, organizing, directing and controlling and its evaluation shows that the human resource management system in work placements at the puskesmas Malingping has not been maximized due to the lack of health works resulting in placement work that is not in accordance with the disiplince of science

Digital shifts in human resource management in the global economy

This article examines the key issues related to digital shifts in human resource management in the global economy. The purpose of the article is to identify the features and key trends in the introduction of digital technologies on the example of the BRICS countries. The study yielded a number of results. In the course of the research, the theoretical foundations of the digitalization of HR management are analyzed. The current situation and the contemporary level of human development in the BRICS countries is also noted. The features and problematic aspects of digital transformations in the human resource management system are outlined on the example of Russia, China and Brazil. In addition, the main digital technologies that are widely used in the countries under consideration are described.

Human Resource Management System Based on Artificial Intelligence

Objectives: In recent years, human resource management system (HRMS) has increasingly become an effective tool for enterprises to carry out modern human resource management. Methods: The human resource management system is studied based on artificial intelligence. A clustering algorithm based on human resource management is proposed. By comprehensively analyzing the influencing factors of the human resources assessment system, a human resource assessment system is constructed. Results: Aiming at the characteristics of human resource scheduling in software projects, the human resource scheduling model of software project is established. The practical application level of human resource scheduling model is improved by using artificial intelligence technology to introduce proficiency parameters. Conclusion: Then the performance evaluation of system core module is verified by case, which is the specific algorithm and implementation effect of the module.

Perancangan Human Resource Management System pada Perusahaan Daerah Air Minum (PDAM) Kabupaten Lingga Berbasis Web

Human Resource Management System (HRMS) is a system that can simplify the process of handling various human resource management activities in a company in a structured and comprehensive manner. HRMS can assist management in carrying out their duties and assist companies in achieving goals and minimizing the risk of loss due to errors in managing employee data, especially in terms of payroll. The number of components in managing employees in a company will make the management in carrying out their duties a little more complicated and complex. So it is necessary to have a system that can manage all components of employee management in one centralized system. In this study, a web-based HRMS has been designed that can be used by employee management and also the employees themselves. From the results of the study, it is known that the implementation of HRMS at the Regional Drinking Water Company (PDAM) of Lingga Regency can assist employee management in managing all employee data including data collection, planning, management, and directing activities effectively and efficiently and can minimize the human error factor.