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Zeitschriftenartikel zum Thema „Human Resources System“

Autor: Grafiati

Veröffentlicht am 28. Juni 2021

Zuletzt aktualisiert am 1. Februar 2022

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1

A.R., Akhmedjanov. „Competency-based Human Resources Management System at Service Enterprises“. Journal of Advanced Research in Dynamical and Control Systems 12, SP7 (25.07.2020): 144–49. http://dx.doi.org/10.5373/jardcs/v12sp7/20202092.

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VELYCHKO, Ya. „ASSESSMENT OF HUMAN RESOURCE RISKS IN THE SYSTEM OF HUMAN RESOURCES MANAGEMENT“. Economics of the transport complex, Nr. 32 (10.12.2018): 123. http://dx.doi.org/10.30977/etk.2225-2304.2018.32.0.123.

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3

Pokynchereda, Vitalii, Nataliia Gudzenko und Mariya Nastenko. „Human resource accounting in the system of value-based business management“. Investment Management and Financial Innovations 14, Nr. 2 (21.08.2017): 386–93. http://dx.doi.org/10.21511/imfi.14(2-2).2017.10.

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Modern economic conditions are characterized by dynamism and complexity, in¬creased competitive confrontation at product markets, rapid changes of the market environment that leads to intensification of the search for advanced approaches to human resource management. Employees, their qualifications and experience are one of the most important factors, without which any prospects of economic growth are neutralized. The purpose of this paper is to substantiate the essence of human resources as a category of accounting, which is a prerequisite for formation of theoretical and methodological basis of their representation in the context of value-based business management implementation policy. The article substantiates the essence of human resources as the total number of employees at the company, who are carriers of human assets accumulated in themselves and inseparable from themselves, such as physical abilities, education, experience and professional knowledge that, in conjunction with using the elements of accounting method, creates the basis for presentation of human assets as the company’s right to use them as a part of intangible assets. Implementation of suggested approach to understand accounting nature of human resources, based on recognition of company’s right to use human assets carried by employees, creates a prerequisite for displaying information about them in the system of accounts and reports of the company that meets the needs of value-based management.

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Asfahani, Ahmed M. „The Complementary Relationship between Human Resources Accounting and Human Resources Information System“. Open Journal of Accounting 10, Nr. 02 (2021): 30–41. http://dx.doi.org/10.4236/ojacct.2021.102004.

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5

Yazlyuk, Borys Olehovych, Ruslan Feoktystovych Brukhanskyi und Maryna Borysivna Nahara. „FORMATION OF SYSTEM OF HUMAN RESOURCES MANAGEMENT OF TOURIST ENTERPRISE ON COACHING BASE“. SCIENTIFIC BULLETIN OF POLISSIA 2, Nr. 1(13) (2018): 29–35. http://dx.doi.org/10.25140/2410-9576-2018-2-1(13)-29-35.

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Vrabcová, Pavla, und Hana Urbancová. „Use of human resources information system in agricultural companies in the Czech Republic“. Agricultural Economics (Zemědělská ekonomika) 67, No. 5 (20.05.2021): 173–80. http://dx.doi.org/10.17221/452/2020-agricecon.

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High-quality information systems explicitly focused on working with people help companies meet the increasingly complex requirements for registration of attendance, forms, employment contracts, and much more. The article's main goal is to identify areas of human resources management for which agricultural companies in the Czech Republic use information systems to increase the efficiency of processes and evaluate the development of their usage with regard to the support of digitisation. The data, which were subjected to factor analysis, were obtained via a questionnaire survey from selected 70 agricultural companies in the Czech Republic and via qualitative research (focus group, n = 7). The largest share of monitored agricultural holdings is using IT systems in the area of personal data, while the smallest share of monitored agricultural holdings is using software for monitoring education and knowledge transfer. Factor analysis identified 4 factors that characterise agricultural companies according to the use of information and communication technologies (ICT) in human resource management. The results show that in terms of the current shift of the entire agriculture towards digitisation, the use of ICT in staff management of companies cannot be neglected. The outbreak of the COVID-19 pandemic exacerbates the use of ICT.

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Chlivickas, Eugenijus, Palmira Papšienė und Arnas Papšys. „HUMAN RESOURCES: STRATEGIC MANAGEMENT ASPECTS“. Business, Management and Education 8, Nr. 1 (20.12.2010): 51–65. http://dx.doi.org/10.3846/bme.2010.04.

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The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with organization strategy. “Four-C” model competence, commitment, compliance and cost efficiency is helpful in assessing the effectiveness of organization human resources policies conformity with its strategy.

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Li, Ping Fen, Yuan Xiu Xiang und Yu Xiang Guo. „Architecture Research and Implementation of Human Resource Management Information System“. Advanced Materials Research 926-930 (Mai 2014): 4150–53. http://dx.doi.org/10.4028/www.scientific.net/amr.926-930.4150.

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The main objective of this paper is to design and implement an accord localized, low price, fully functional, human resource management information system for people to use the habits and characteristics of the situation. Human resources management information system has become service providers, employee care and human resources consultant. Help enterprises to complete the functions of strategic human resource management.

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Adewole, David Bamidele, Oluwole Charles Akinyokun und Gabriel Babatunde Iwasokun. „Hybrid human resources localization and tracking system“. Artificial Intelligence Research 8, Nr. 1 (21.01.2019): 1. http://dx.doi.org/10.5430/air.v8n1p1.

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Organizational success and productivity depend on the effective and efficient utilization of Human Resources (HR). In view of the importance of HR, organizations put high premium on their safety, wellbeing and adequate monitoring. Several researchers have come up with solutions for monitoring HR movements but the major challenge has been the inability of a single technique to adequately and comprehensively monitor and provide accurate positioning data due to the changing environments of the workplace. This paper presents the implementation of a hybrid HR monitoring system using Global Positioning System (GPS), Radio Frequency Identification (RFID), cameras and sensors. The model is implemented using Python programming language as frontend and MySQL database management system as backend. Case study of the monitoring of selected staff of Information and Communication Technology Application Centre (ICTAC) of Adekunle Ajasin University, Akungba-Akoko, Nigeria was used to test the adequacy and practical functions of the model. Obtained data on positioning accuracy, signal sensitivity, cost of deployment and coverage area formed the basis for evaluation and comparative analysis.

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Kolesnichenko, Elena, Yana Kulikova und Albina Berdikova. „WAYS TO IMPROVE HUMAN RESOURCES MANAGEMENT SYSTEM“. Вестник Северо-Кавказского федерального университета, Nr. 1 (2020): 66–73. http://dx.doi.org/10.37493/2307-907x.2020.1.7.

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Nurasiah. „Path Analysis for Implementation Analysis Of Human Resources Information System On Human Resources Planning“. Journal of Physics: Conference Series 1477 (März 2020): 022011. http://dx.doi.org/10.1088/1742-6596/1477/2/022011.

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Yanti, Yanti, und Jurike V. Moniaga. „KNOWLEDGE MANAGEMENT SYSTEM DESIGN AT HUMAN RESOURCES DIVISION“. CommIT (Communication and Information Technology) Journal 3, Nr. 1 (30.05.2009): 34. http://dx.doi.org/10.21512/commit.v3i1.510.

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The Human Resources Division of a company is a vital division. Most of the time, they perform their work manually, and therefore creating limitations to their capacity. The knowledge contained is very important for human resources development and subsequently for developing the company. In order to manage this knowledge well, the company shall require a knowledge management system. This knowledge management system would be a solution to be used for the company to manage all knowledge contained in that particular division. Phases in designing knowledge managements starts from analyzing knowledge sources of the company, knowledge identification and definition, and determining knowledge goals. Knowledge management systems contain many functions such as collecting, recording and managing the knowledge and sharing this to all related employees easily. The company may also use knowledge management systems to share and inform employees regarding updates of information, news and/or activity regarding the employees themselves. Information from knowledge management systems may also be used by employees to monitor their performance and thereby increasing it. Knowledge management systems may also help employees in their learning activities.Keywords: knowledge management, human resources, employee

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Bali, Annpurna Sharma. „An analytical study of applications of human resource information system in modern human resources management“. International Journal of Sustainable Agricultural Management and Informatics 5, Nr. 4 (2019): 216. http://dx.doi.org/10.1504/ijsami.2019.10026318.

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Bali, Annpurna Sharma. „An analytical study of applications of human resource information system in modern human resources management“. International Journal of Sustainable Agricultural Management and Informatics 5, Nr. 4 (2019): 216. http://dx.doi.org/10.1504/ijsami.2019.104617.

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Kossek, Ellen Ernst, Willard Young, Debra C. Gash und Victor Nichol. „Waiting for innovation in the human resources department: Godot implements a human resource information system“. Human Resource Management 33, Nr. 1 (1994): 135–59. http://dx.doi.org/10.1002/hrm.3930330108.

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Xiao, Han. „Application of Information System in Human Resource Management“. Economics and Management Science 1, Nr. 1 (30.09.2019): 15–25. http://dx.doi.org/10.36012/ems.v1i1.959.

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With the development of China's economy, more and more Chinese companies have appeared. And with the emphasis on the role of human, these companies are paying more and more attention to human resource management. The development of informatization has brought many benefits to the human resources management of enterprises. This article focuses on the concept and advantages of human resource information systems, and how to scientifically establish a human resource management system.

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Snegireva, Tatyana, Gennady Kayachev, Albert Falaleev und Sergey Kurgansky. „Human Potential in the System of Sustainable Development“. E3S Web of Conferences 134 (2019): 03014. http://dx.doi.org/10.1051/e3sconf/201913403014.

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The essence of sustainable development is that the progress of the current generation does not go against the interests of future generations. In the classical definition, the balance between generations is understood as the balance of needs. However, the word “needs” can be interpreted differently. First, we can talk about the ability to meet the needs in the context of the availability of natural resources. This means that we must leave to future generations the same amount of resources that we have, so that they can meet their needs with these resources. Secondly, we can talk about the ability to meet the needs as a standard of living. This means that for future generations it should be at least the same as the standard of living of our generation. At the same time, it is absolutely not necessary that this be achieved due to the availability of natural resources. For example, we can now invest some resources in the development of human capital and knowledge, and future generations will provide a higher standard of living through the growth of knowledge. Consequently, the factor of human capital, determining the pace of introduction of innovative technologies and moving away from resource-intensive industries, will determine sustainable development in the process of transition to a post-industrial economy.

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Zeng, Zhen, und Longqi Qi. „“Internet + Artificial Intelligence” Human Resource Information Management System Construction Innovation and Research“. Mathematical Problems in Engineering 2021 (19.03.2021): 1–11. http://dx.doi.org/10.1155/2021/5585753.

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Human resources are the cornerstone of operational operation. Good management of human resource information can enable businesses to operate effectively. However, for the time being, most enterprises still use traditional methods of allocating human resources, which are difficult to meet the development needs of enterprises. In order to find the optimal allocation of human resources in an enterprise, this article is based on “Internet + artificial intelligence,” using methods such as case analysis and literature analysis to collect data from databases such as CNKI, Wanfang Database, and SSCI, and uses fog computing to build a model for the optimal allocation of human resources which is proposed, and a large number of relevant literature studies are read and analyzed through the literature survey method. According to the research needs, through the research and summary of the content of the literature, the research structure found that there are many problems in the current human resource information management system. After the optimization of models and algorithms, the allocation of human resources has been greatly improved. The matching rate of personnel and job positions has increased by more than 50%. The operation efficiency index of the enterprise is above 0.8, an increase of about 30%. This shows that “Internet + artificial intelligence” can effectively optimize the enterprise human resource information management system, promote the greater use of its human resource value, bring higher economic returns to the enterprise, and provide assistance for the long-term stable and healthy development of the enterprise.

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Suryawan, Angellia Debora, Marlene Martani und Mahenda Metta Surya. „Pengembangan Sistem Penunjang Operasional dan Pengelolaan Sumber Daya Manusia untuk Laboratorium Komputer“. Jurnal ULTIMA InfoSys 6, Nr. 1 (01.06.2015): 12–19. http://dx.doi.org/10.31937/si.v6i1.274.

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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)

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Adeola, Oladele Stephen, und Adesina Rafiu Ganiyu. „A Fuzzy System for Evaluating Human Resources in Project Management“. International Journal of Technology Diffusion 11, Nr. 1 (Januar 2020): 66–95. http://dx.doi.org/10.4018/ijtd.2020010105.

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The key lubricants for the necessary functioning of any organization are money, machines, time, and humans. Human resources is the most important ingredient among them. Most projects fail because of ineptitude of those who administer the project, notably in government projects. Alternatively, advertisement for expert positions suffers as a result of poor coverage, late responses, non-transparency, and subjective selection during recruitment process. This work proposes a fuzzy system for the evaluation of human resources for the management of projects in core areas where professional services are expedient for supervision. It exposes the level of experience on the job, core competencies, exposure, and knowledge scope. A prototype fuzzy system for evaluation of human resource for project management, consisting of a user friendly menu-driven interface, was developed for evaluating the suitability of professionals for different roles within a project team. At the end of the work, it is expected that governments, companies, and various donor agencies would find the system useful when embarking on projects for an optimal result.

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Joshi, Upasna. „Human Resource Accounting System in Selected Indian Companies“. Journal of Social and Development Sciences 3, Nr. 2 (15.02.2012): 69–76. http://dx.doi.org/10.22610/jsds.v3i2.687.

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The human resource may be seen as the most fundamental of all available resources to an economy or an organization. Human resources are energies, skills, talents and knowledge of people that are or can be potentially applied to the production of goods and services. Corporations cannot run by machines or systems alone, however smart those may be. The human element in it is inevitable, even for knowledge based lean organizations of the 21st century. It is an irony that valuation of this important asset is not reflected in the books of accounts. However to enhance goodwill and attract investors, need is being felt for human resource accounting. In our present paper, an attempt has been made to do the comparative study of the human resource accounting practices of CCI, HPCL, Infosys and Rolta India Limited. The variables that are important for the purpose of human resource accounting are identified and by analyzing, the annual reports of these selected companies scores are assigned to the organizations and mean scores for these organizations were calculated. Ranks to the organizations are also given based upon the extent of the HRA information reported in their annual reports.

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Zengping Cheng, und Yanshou Chen. „Data Mining Applications in Human Resources Management System“. Journal of Convergence Information Technology 7, Nr. 8 (31.05.2012): 262–71. http://dx.doi.org/10.4156/jcit.vol7.issue8.30.

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Sabrina Jahan, Sabrina. „Human Resources Information System (HRIS): A Theoretical Perspective“. Journal of Human Resource and Sustainability Studies 02, Nr. 02 (2014): 33–39. http://dx.doi.org/10.4236/jhrss.2014.22004.

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Hikmawan, Try, und Budi Santoso. „HUMAN RESOURCES INFORMATION SYSTEM TO IMPROVE EMPLOYEE PERFORMANCE“. Dinasti International Journal of Management Science 1, Nr. 4 (12.03.2020): 578–84. http://dx.doi.org/10.31933/dijms.v1i4.194.

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Today employee performance is a fundamental element for the progress of the institution. Along with the changing times demanded in increasing employee performance in order to achieve the objectives to be achieved. The discussion of this study regarding the decline in employee performance is characterized by a decrease in the percentage of achievement of work program targets. In this study, there are two variables, namely human resources information system variable (X) and employee performance variable (Y). This study aims to determine the effectiveness of human resources information system and the level of employee performance. This research method uses descriptive method using the type of explanatory survey research. Data collection techniques used were interviews and questionnaires that used a rating scale measurement scale. Data analysis techniques using simple regression analysis. The population in this study is employees. Based on the results of the study, showed that the respondents' perceptions of performance appraisal in the effective category were in the very high category. Hypothesis testing shows that human resources information system has a positive and significant influence on employee performance

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Ihara, Tohru, und Kosuke Niwa. „Innovation Spread-able Production System : Human Resources Distribution“. Proceedings of the JSME annual meeting 2002.5 (2002): 395–96. http://dx.doi.org/10.1299/jsmemecjo.2002.5.0_395.

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Aimono, Eriko, und Hiroshi Nishihara. „Required Human and System Resources for Genomic Medicine“. YAKUGAKU ZASSHI 140, Nr. 5 (01.05.2020): 651–55. http://dx.doi.org/10.1248/yakushi.19-00217-1.

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Bogossian, Norick. „A SYSTEM FOR ACCESSING OUR VALUABLE HUMAN RESOURCES“. Plastic and Reconstructive Surgery 97, Nr. 1 (Januar 1996): 253. http://dx.doi.org/10.1097/00006534-199601000-00055.

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Ihara, Tohru, und Kosuke Niwa. „Human Resources Distribution in Innovation Spreadable Production System“. Proceedings of Manufacturing Systems Division Conference 2003 (2003): 73–74. http://dx.doi.org/10.1299/jsmemsd.2003.73.

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Li, Hui. „The Development of a Human Resource Management System“. Advanced Materials Research 926-930 (Mai 2014): 4020–23. http://dx.doi.org/10.4028/www.scientific.net/amr.926-930.4020.

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This paper mainly introduces the analysis, design and implementation of human resources management system. To the characteristics of Human Resources Management, we make a trade off aspects of architecture, system design analysis, databases design and data exchange with other systems. The purpose is to establish a system with soundly security, flexibility to expand, facilitate the maintenance. Firstly, we discuss the basis of the theory and knowledge of the corporate human resources management system; and then targeted human resources management system itself to the outside business system interface features, we specifically describe the human resources Web application framework of the functional requirements; and based on J2EE standard system architecture, we describe the design and implementation of the application development environment and core technology at all levels.

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Xu, Ya Ning. „Research on Process Control of Human Resource Management Based on Visualization Technology“. Applied Mechanics and Materials 687-691 (November 2014): 2258–62. http://dx.doi.org/10.4028/www.scientific.net/amm.687-691.2258.

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With the development of computer and multimedia technology, social media platforms are widely used in various fields, so this paper introduces the design of network multimedia platform in the human resources management system, and designs a kind of new human resources management computer system. In order to improve the level of human resource management, it can introduce more talents and rational allocation human resources for enterprises, so we must improve the user generated content quality of social networking platform, eliminating spam behavior, and improving the social network human resource platform reputation. This paper establishes the security mechanism related mathematical model of social network human resources system. Through the VB programming control, it can implement the security of social network content, the automatic removal of rubbish short message and the optimal audit mechanism of system human resource management, which provide innovative solutions for the enterprise human resource management.

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Xu, Jingwei. „Business Design of Human Resource Management Based on SAP-HR System and Human Resources Management Software“. Journal of Physics: Conference Series 1578 (Juli 2020): 012080. http://dx.doi.org/10.1088/1742-6596/1578/1/012080.

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Zhou, Shi Wu, und Yao Liu. „Human Resource Configuration Based on SEM of Waterway System“. Applied Mechanics and Materials 513-517 (Februar 2014): 3065–68. http://dx.doi.org/10.4028/www.scientific.net/amm.513-517.3065.

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It is very necessary to reposition the system attributes of human resources management positions and functions, which change the waterway system human resource management from administrative, transactional and position dependent manner to an open and competitive surrounding environment. Thesis based on SEM theory, through questionnaires, data analysis and indicators interception, establish waterway system evaluation index system and weight of human resources allocation, analysis of the evaluation factor by Confirmatory Factor Analysis (CFA) and gets the result. Finally it proposes configuration follow-up management problems and The corresponding countermeasures.

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Ali, Muzaffar Ahmed, Sherwan Omar Omer und Zana Majeed Sadiq. „The Role of Information System Efficiency Human Resources in the Strategic Practices of Human Resources Management“. Iraqi Administrative Sciences Journal 2, Nr. 2 (30.06.2018): 219–33. http://dx.doi.org/10.33013/iqasj.v2n2y2018.pp219-233.

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The objective of the research is to analyze the relationship between organizational strength and functional entanglement and its impact on achieving strategic objectives at the level of the research sample. This is based on the model of default after taking into account the nature of the relations between the variables of research and their dimensions represented by the organizational force (structural strength, Emotional, cognitive and behavioral immersion in the achievement of strategic objectives that include their dimensions (innovation, productivity, social responsibility). Two main hypotheses have been constructed, resulting in a set of sub-hypotheses, In order to test the hypotheses, and in line with the above, a sample of private hospital leaders was selected in the city of Erbil as a community and a sample for research. 60 forms were distributed to the administrative leaders and 51 forms were retrieved while the valid forms for analysis (49), accounting for 81.6% of the total. The research found that there is a correlation between organizational strength and job entanglement and a significant positive effect on the relationship between organizational power and job integration combined and individually in achieving strategic objectives. The research recommended that work should be done to raise organizational organizational levels and research organizational factors that can lead to the development of the organizational strength of the organizations with incentives and incentives that contribute to increasing the rate of managerial involvement.

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Widodo, Widodo, Sri Hindah Pudjiastuti und Joko Bomber SU. „Human Capital Investment Model Based on Outsourcing Human Resources in Banking Industries“. International Journal of Business and Management 13, Nr. 9 (07.08.2018): 236. http://dx.doi.org/10.5539/ijbm.v13n9p236.

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This article examines the human resource investment model based on outsourcing human resources in the Banking Industry. This study departs from the research gap, that is outsourcing system, where with this system, the company can save expenses in financing human resources (HR) working in the company concerned. However stated that the banking industry no more uses outsourced personnel in boosting the wheels of business. The complexity of the banking industry makes demands on the availability of high quality human resources (HR) increase. The findings of this study emphasized that in improving the efficiency and effectiveness of outsourcing based human resources on human resources investment is carried out by increasing the Human Resources (HR) cost efficiency. HR cost efficiency has indicators of the number of work completion with the time used is shorter than its standard, increasing the number of work completion with shorter time than its standard. And more completions work with standard time. While HR investment has the indicators of potential human resources as: developing, potential of HR excellence and quality of knowledge.

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Lina, Manna Akter. „Human Resource Information System (HRIS): An Important Element of Modern Organization“. Global Disclosure of Economics and Business 8, Nr. 2 (31.12.2019): 61–66. http://dx.doi.org/10.18034/gdeb.v8i2.98.

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Human resources are the most important factor for any organization working in the 21st century. With the increasing effect of globalization and technology, organizations have started to use information systems in various functions of human resources. Human resource information system (HRIS) is not a new concept. Its application is improving day by day with changing the environment. It is one kind of software for data entry, data tracking, and other information about Human Resources like payroll, management, and accounting functions within an organization. An HRIS generally provide the ability to make the plan more effectively, control and manage HR costs; attain better efficiency and excellence in HR decision making; and improve employee and managerial productivity and effectiveness. Lastly, I can say that HRIS has various benefits, but the primary benefit is HRIS stores plenty of data about the employees of the organizations. It also helps in the strategic activities of HR managers and more in training and development, applicant tracking in recruitment and selection and human resource planning, etc.

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Yogatama, Ahmad Nizar. „PENGARUH PELATIHAN, DEMOGRAFI, DAN KETERAMPILAN TERHADAP PENGGUNAAN SISTEM INFORMASI SUMBER DAYA MANUSIA“. Jurnal Ilmiah Bisnis dan Ekonomi Asia 10, Nr. 2 (25.09.2018): 17–25. http://dx.doi.org/10.32812/jibeka.v10i2.69.

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The purpose of this study was to determine and analyze the effect of training on Human Resources Information System, then investigate and analyze the demographics influence the organization of the Human Resources Information System, the latter is to know and analyze the effect of the organizational skills of the Human Resource Information System. This study uses a quantitative research methods. The population used in this study was 36. The sampling technique in this research is census techniques. Methods of data analysis used in this research is descriptive analysis and Partial Least Square. The study shows that, training and demographics affect the Human Resources Information System. It shows that the Human Resource Information System can be used without special skills how to use the Human Resources Information System.

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Pasandideh, Reza, und Kobra Hoseini. „Evaluation and prioritization the key factors of Human Resources Information System in Bu Ali hospital in Tehran“. International Academic Journal of Science and Engineering 05, Nr. 02 (19.12.2018): 182–91. http://dx.doi.org/10.9756/iajse/v5i1/1810035.

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Холькина, Ольга, und Olga Kholkina. „DEVELOPMENT OF THE HUMAN RESOURCES MANAGEMENT SYSTEM ON THE BASIS OF PERSONNEL CONTROLLING“. Russian Journal of Management 4, Nr. 4 (08.12.2016): 519–28. http://dx.doi.org/10.12737/22552.

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The article is devoted to the problem of human resource management in organizations. We consider a system of personnel management as the main condition of increase of efficiency of management of human resources in the organization. On the example of construction organizations the main results of the monitoring practices of human resource management are presented. Human resource management system based on the perspective of the tool – controlling staff is proposed.

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Arzamasova, G. S., und I. A. Esaulova. „Green Human Resource Management a Concept of Human Resources Management of Environmentally Responsible Business“. Vestnik NSUEM, Nr. 2 (06.07.2020): 42–53. http://dx.doi.org/10.34020/2073-6495-2020-2-042-053.

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The article presents an analysis of scientific approaches to human resource management in the context of the environmental sustainability of an organization within the framework of the Green Human Resource Management (GHRM) concept. Two directions of GHRM were identified: an environmentally-oriented approach based on the application of traditional personnel management practices in the environmental management system (recruitment, introduction to work, assessment, training and incentives fo employees), and environmentally-integrated – including a wide range of management policies and practices that promote corporate environmental strategy through the integration of environmental values and company goals into activities at every workplace. The directions and tasks of forming the GHRM concept that are relevant for Russian researcher and HR-managers are identified.

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Hu, Si Qi. „Cloudy-Based Optimization of the Human Resource Management System“. Advanced Materials Research 998-999 (Juli 2014): 1557–62. http://dx.doi.org/10.4028/www.scientific.net/amr.998-999.1557.

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With the development of cloud-based data centers, cloud-based system has been widely used in many kinds of enterprises. Human resource management is an important issue in enterprise management. In this paper, we proposed a cloud based system for human resource management. Under the help of our design, the performance of the human resource management system can be improved apparently. In order to illustrate its superiority,we use some experiment to evaluate the proposed system. The experimental results indicated that the cloudy-based system would consume less memory and cpu resources while it has faster connection speed.

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Aljarrah, Mohammadnour. „The Impact of Enterprise Resource Planning System of Human Resources on the Employees’ Performance Appraisal in Jordan“. WSEAS TRANSACTIONS ON ENVIRONMENT AND DEVELOPMENT 17 (15.04.2021): 351–59. http://dx.doi.org/10.37394/232015.2021.17.35.

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The aim of this study is to determine the impact of Enterprise Resource Planning System of human resources on the employees’ performance Appraisal in Jordan. It investigates the relationship between System Quality, Information Quality, Service Quality, User Satisfaction; and Performance Appraisal. The study was motivated because most of the literature about ERP systems in Jordan has focused on the success and failure factors of the ERP systems. Jordanian National Electric Power Company (NEPCO) was chosen to conduct the study because it has implemented a new electronic performance appraisal system based on the ERP system. Data were collected via questionnaires from 98 managers and department heads working at Jordanian National Electric Power Company (NEPCO). The results of this study revealed that there is a significant effect of System Quality, Information Quality and User Satisfaction of Enterprise Resource Planning System on Performance Appraisal, while Service Quality has no effect on Performance Appraisal. Therefore, the important recommendation is to improve the service quality of the system and to bring encouragement and confident to the users towards the success of the system.

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Veres, Oleh, Khrystyna Mykich und Oleksii Ishchenko. „IT project information system for risk management of human resources“. Vìsnik Nacìonalʹnogo unìversitetu "Lʹvìvsʹka polìtehnìka". Serìâ Ìnformacìjnì sistemi ta merežì 8 (05.12.2020): 27–44. http://dx.doi.org/10.23939/sisn2020.08.027.

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The work is devoted to the research of sources of risks of formation and management of human resources of the company and the development of a project of an information system to minimize the risks of dismissal. Existing approaches to employee incentives and programmatic decisions on the human capital accounting are described. This work analyzes the most famous modern information systems for monitoring and management of personnel. A target tree has been built to address the current problematic situation. Alternative means for the realization of the project of the information system considering the peculiarities of the scope are considered. The hierarchy of the general purpose of choosing the optimal means of implementing the information system for minimizing the risks of personnel management is presented. Using the method of analytical hierarchy, the priorities of alternatives relative to the focus are calculated. The most appropriate project implementation for such a system is to use the WordPress platform. A complex of UML diagrams was developed for the project implementation. The structure of the project in the form of WBS is given. Gantt chart, which shows in detail the schedule of information system design. To track all possible deviations of the project, the critical path of the project is calculated. The prototype information system for minimizing the risks of dismissal of workers runs on an Apache Web Server using MySQL as a database. The design was based on a suite of tools for creating WordPress sites and web applications. The project of the information system implements the policy of identification and management of risks associated with the outflow of valuable employees, describes and allows to regulate the procedure of identification and accounting of employees who are the sole owners of project knowledge. It also defines the sequence of steps that make it impossible to incur the risks associated with the outflow of staff, complicate, and/or slow down the process. The information system in the field of software development, database design, and support of existing information systems is offered.

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Amam, Amam, Zaenal Fanani, Budi Hartono und Bambang Ali Nugroho. „Model of Resources Development in Partnership System of Broiler Farming Business“. Jurnal Ilmu Ternak dan Veteriner 24, Nr. 3 (24.09.2019): 135. http://dx.doi.org/10.14334/jitv.v24i3.1927.

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<p>Accessibility of resources in theory can affected the development of broiler farming in a region. This research was conducted with the objectives of: 1) to formulate indicators of resource use on the development of partnership system of broiler farming business, and 2) to find the model of the development of resources use accessibility to partnership system of broiler farming business. The research was conducted in August 2017 up to January 2018 in Malang Regency of East Java Province, Indonesia. 100 respondents as partnership system of broiler farmer was participated in this study who was determined by total sampling. The research variables consist of: a) financial resources, b) technology resources, c) physic resources, d) economic resources, e) environmental resources, f) social resources, g) human resources, and h ) business development. The data was analyze used by SEM with SmartPLS 2.0 analysis tool. The results indicate that: 1) The development of partnership system of broiler farming business is directly influenced by the financial resources of 2.421, the physic resources is 1.821, the economic resources 2.445, and the human resources 2.904, but the development of partnership system of broiler farming business direct are not affected by technology resources, environmental resources, and social resources; 2) The development of partnership system of broiler farming business is indirect with quality of human resources is influenced by the financial resources of 2.629, technology resources of 6.092, physic resources of 2.308, and economic resources of 2.312, but the development of partnership system of broiler business is indirectly with the quality of human resources are not influenced by environmental resources and social resources.</p>

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Evaldas, Mykolaitis. „Human resources management system: the case of leisure organisations“. Humanities Bulletin of Zaporizhzhe State Engineering Academy, Nr. 68 (01.03.2017): 225–38. http://dx.doi.org/10.30839/2072-7941.2017.94508.

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Glukhareva, S. V., M. M. Nemirovich-Danchenko, E. M. Davydova und D. N. Buintsev. „GROUP DESIGN TRAININGIN THE SYSTEM OF HUMAN RESOURCES PREPARATION“. Современные наукоемкие технологии (Modern High Technologies), Nr. 4 2020 (2020): 110–14. http://dx.doi.org/10.17513/snt.37982.

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Lianjuan Wang, und Liexu Tian. „Human Resources System Support on Knowledge Management In Team“. INTERNATIONAL JOURNAL ON Advances in Information Sciences and Service Sciences 4, Nr. 23 (31.12.2012): 651–59. http://dx.doi.org/10.4156/aiss.vol4.issue23.80.

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Chlivickas, Eugenijus. „International Cooperation and Innovations for Developing Human Resources System“. Procedia - Social and Behavioral Sciences 110 (Januar 2014): 276–83. http://dx.doi.org/10.1016/j.sbspro.2013.12.871.

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Zaharets, I. V., und U. S. Zaharets. „Transformation of marketing function in human resources management system“. Management Issues 1, Nr. 4 (2019): 191–203. http://dx.doi.org/10.22394/2304-3369-2019-4-191-203.

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Dittrich, L. O., und D. Stara. „Human Resources Availability in the Czech Health Care System“. International Advances in Economic Research 20, Nr. 4 (15.10.2014): 461–62. http://dx.doi.org/10.1007/s11294-014-9483-y.

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Siddarta, Wahyu, und Cokorda Rai Adi Pramartha. „Pengembangan Aplikasi Human Resources Management System PT. Omnia Media“. JELIKU (Jurnal Elektronik Ilmu Komputer Udayana) 8, Nr. 1 (09.08.2019): 11. http://dx.doi.org/10.24843/jlk.2019.v08.i01.p02.

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Management sumber daya manusia (human resources management) merupakan sesuatu yang sangat penting di dalam suatu perusahaan. Tujuan utama dari management sumber daya manusia adalah untuk memaksimalkan setiap individu secara efektif, sehingga tujuan bersama dapat dicapai. Namun di dalam pelaksanaannya, management sumber daya manusia juga memerlukan sumber daya manusia, dimana akan meningkatkan pengeluaran dari perusahaan. Untuk meminimalisasi pengeluaran tersebut, dilakukan pembuatan sistem management sumber daya manusia (human resources management system) dimana proses management sumber daya manusia diharapkan dapat di-otomatisasi sehingga memerlukan sumber daya manusia yang lebih sedikit, dan mengurangi kesalahan yang dapat terjadi jika dilakukan oleh manusia. Pemetaan kebutuhan user dilakukan dengan proses wawancara terhadap manager human resources department PT. Omnia Media ( Blockchain zoo).

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