The Application of Fuzzy Comprehensive Evaluation in Physical Science and Technology Human Resource Management

2010 ◽  
Author(s):  
Ma Xun ◽  
Ma Qing ◽  
Bai Shaojun
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Physical Science ◽  
Comprehensive Evaluation ◽  
Science And Technology ◽  
Fuzzy Comprehensive Evaluation

Enterprise human resource management index based on fuzzy system

2020 ◽  
pp. 1-10
Author(s):  
Chen Zhao ◽  
Ye Xue ◽  
Tong Niu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Fuzzy System ◽  
Management System ◽  
Comprehensive Evaluation ◽  
Market Competition ◽  
Fuzzy Comprehensive Evaluation ◽  
Indicator System

Nowadays, with the development of science and technology, the progress of society, and the fierce competition among enterprises in the market, the current market competition has gradually turned into the competition of talents, and the excellent talent reserve of enterprises is a competitive advantage. However, there are many enterprises and many places where human resource management is not in place. At the same time, many imperceptible problems in human resource management, most of which are hidden and uncertain, lead to business problems and related phenomena and threaten the further development of enterprises. Although there are many research methods for these problems, it is difficult to analyze the current situation with this method because of its strong subjectivity. In order to better solve the above problems, this paper studies the standard system of human resource management under the background of the fuzzy system and uses the new structure of human resource fuzzy theory decision-making which has strong theoretical and practical value in human resource system. In the research of this paper, human resource management indicators are divided into comprehensive and professional. Aiming at these two categories of indicators, this paper uses human resource management theory to analyze them systematically and designs a more reasonable indicator system. Then, taking an enterprise as an example, it uses a fuzzy comprehensive evaluation method to combine qualitative and quantitative research to analyze the enterprise. In the analysis, this paper finds that there are some problems in human resource management, such as performance management is not in place, employees’ sense of belonging is not strong, and through the fuzzy comprehensive evaluation of the enterprise situation, it is found that the enterprise human resource management system is good, but still needs to further improve the enterprise management system.

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.

scholarly journals EVALUATION OF ENTERPRISE HUMAN RESOURCES: THE THEORY BACKGROUND

2021 ◽  
Vol 6 (1) ◽  
pp. 36-42
Author(s):  
Olga Vlasenko ◽  
Mariia Sokolova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Comprehensive Evaluation ◽  
Efficient Operation ◽  
Special Place ◽  
Resources Evaluation ◽  
The Impact ◽  
Qualitative Characteristics

This article is devoted to the peculiarities of human resources evaluation in enterprises. The human resources evaluation has a special place in human resource management, because it allows you to identify the actual situation in an enterprise, find disadvantages and weaknesses in management, so that you can provide recommendations basing on its results. The main purpose of the study was to develop the theoretical principles for assessing human resources, which should establish the level of quantitative and qualitative characteristics in the terms of determining the state of motivation and efficiency for human resources. In the study, the authors stressed on the cyclical nature of human resource management in an enterprise. At the same time, in their opinion, the human resources evaluation takes a special place because it makes all actions passing through the human resources management system. The authors also stressed on the impact of motivation upon an enterprise efficient operation, and including but not limiting to the human resources. They found that motivation has a special relevance for human resource management, and thus is gained by solving such problems as coordination, matching up of the needs and means, motives and goals of human resources and an enterprise as a whole, identification and resolution of emerging contradictions between these goals and needs of human resources and an enterprise. Solving these problems is possible after a comprehensive evaluation of an enterprise’s human resources. The authors propose to conduct a comprehensive evaluation in clearly defined areas: quantitative and qualitative evaluation, evaluation of the motivational state of human resources, and the final stage is to evaluate the efficiency of using Enterprise Human Resources. In the result of such evaluation, the administrative goal of human resource management will be achieved due to adoption of sound administrative decisions; thus, the information goal will be achieved as well, which is that both employees and managers have the opportunity to obtain reliable information about the activities; of course, the motivational goal of evaluation itself is among the most important means of motivating people's behaviour. In the authors’ opinion, their proposed theoretical approach to the evaluation of human resources, which is implemented due to identifying the level of quantitative and qualitative characteristics of human resources’ motivation and efficiency, will lead to conscious human resource management.

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.

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