scholarly journals Transformation and Innovation of Human Resource Management in the Era of Big Dataunder the Background of Industry Intelligence

CONVERTER ◽  
2021 ◽  
pp. 192-197
Author(s):  
Shuchen Liu
Keyword(s):  
Big Data ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Key Factors ◽  
Modern Management ◽  
Positive Effects ◽  
Management Concepts ◽  
Remarkable Advance ◽  
Management Work

In the context of industry intelligence, modernization in management has achieved remarkable advance. Management concepts and management methods are two key factors in determining the effects of human resource management (HRM). The application of big data in HRM not only drives the modernization of management concepts, but also promotes the innovation of management methods, making the management work better match the needs of the organization's operation. This paper explores how human resource management is delicately conducted in an information-based and intelligent society in terms of the shift in management concepts, the optimization of the flow of the management, the benefits of innovation in management. In the meantime, corresponding strategies and suggestions on how to bring full play to the positive effects of big data in HRM are put forward to meet the needs of modern management goals.

scholarly journals Managing the employee's soul: Foucault applied to modern management technologies

2007 ◽  
Vol 5 (1) ◽  
pp. 01-10 ◽  
Author(s):  
Kaspar Villadsen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Modern Management ◽  
Alternative Approach ◽  
Analyse Power ◽  
Organisational Structures ◽  
Power Games

This paper presents an alternative approach to analyse power in modern organisations. It does so by applyingFoucauldian concepts to new types of management technologies, which are directed at the employee's personality. Most often, studies of power and management focus on organisational structures, power games between groups and issues of how to manage processes within and between organisations. We rarely talk about whatcould be termed 'the management of personality'. This paper argues, however, that this kind of Human Resource Management is becoming increasingly important and should be a key focus in critical organisational analysis. It also discusses the consequences and possibilities for employees facing a proliferation of management-ofpersonality technologies.

scholarly journals The effect of human resource management practices on employee`s job satisfaction: A case study on Japanese agribusiness in Vietnam

2021 ◽  
pp. 1463-1472 ◽  
Author(s):  
Tran Thi Hoai Thu ◽  
Rie Watanabe ◽  
Tsuyoshi Sumita
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Supervisor Support ◽  
Training And Development ◽  
Working Environment ◽  
Positive Effects ◽  
Human Resource Management Practices

This paper aims to study the relationship between human resource management practices (including work itself, training and development, supervisor support, co-workers ‘relation, salary, and working environment) and job satisfaction among employees in Japanese agri-businesses in Vietnam. The structured questionnaires were distributed to 200 employees to collect the primary data out of which 179 useable were returned to test the research hypotheses. Results shows that the work itself, training and development, co-workers’ relation, salary and working environment had positive effects on employees’ job satisfaction. However, there were no relationship found between supervisor support with job satisfaction. Finally, based on the results of qualitative and quantitative evidence as well of the comprehensive interview, some suggestions were given to human resource management practices in Japanese agricultural companies to achieve high level of job satisfaction.

Impact on the Student Experience of Extending Problem-Based and Enquiry-Based Learning

2006 ◽  
Vol 20 (5) ◽  
pp. 359-370 ◽  
Author(s):  
Rysia Reynolds ◽  
David Saxon ◽  
Graham Benmore
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Quantitative Data ◽  
Independent Learning ◽  
Key Factors ◽  
Qualitative And Quantitative ◽  
Ability Levels ◽  
Undergraduate Programme ◽  
Small Group Interaction

This article reports on extended research into the use of enquiry-based learning (EBL) and problem-based learning (PBL) in a human resource management undergraduate programme. The authors have collected and analysed qualitative and quantitative data over a three-year period, some of which have been previously reported (Reynolds and Benmore, 2003, 2006). Here they present their analysis of the most recent data. They present further evidence that EBL/PBL activities have a significant role to play in the development of independent learning, teamworking skills and the acquisition of deeper knowledge. However, the extent to which these benefits are realized will be influenced by key factors such as cohort culture, small group interaction and student ability levels.

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