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.

A study on the relations among the human resource management system, organizational commitment and business performance

2014 ◽  
Vol 64 (Supplement-2) ◽  
pp. 275-288 ◽  
Author(s):  
Shien-Ping Huang
Keyword(s):  
Organizational Commitment ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Business Performance ◽  
Market Competition ◽  
Modern Society ◽  
Human Resource Management System ◽  
Resource Management System

Change is a constant truth in a modern society; an organization no longer faces environments as stable as they used to be. In the face of the stronger market competition, an organization should deliberately consider and make proper responses in the operation in order to cope with the changeable environment and sustain the organizational life. When facing the changes in markets, an organization not only needs to constantly consider the changes in external environments, but also has to face the boycott or resistance of internal members to the organizational change. The effects of Human Resource Management System on Organizational Commitment therefore become critical.We have taken the Hsinchu Science Park as the research sample, in which the employees and supervisors of manufacturers have been randomly sampled. A total of 600 copies of questionnaires were e-mailed and 276 valid copies were retrieved, with the retrieval rate of 46%. The research results conclude significant correlations between 1. Human Resource Management System and Organizational Commitment, 2. Organizational Commitment and Business Performance, and 3. Human Resource Management System and Business Performance.

scholarly journals Exploring Human Resource Management System of Saudi Electricity Company: A Review of Policies for Effective Workforce Management

2015 ◽  
Vol 1 (4) ◽  
pp. 25-40
Author(s):  
Alshahrani Ahmed Saeed A ◽  
Alqahtani Abdulaziz Mubark ◽  
Alshahrani Bander Sayaf Z
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Management System ◽  
Management Practices ◽  
Saudi Arabian ◽  
Well Being ◽  
Hr Managers

In this paper, we investigate the current state of human resource management development by conducting a case study of Saudi Electricity Company. Through interviews with HR managers, documentation and archival records examination, we were able to describe and systemize HR policies designed to ensure the well-being of Saudi Electricity Company employees. The findings suggest that Saudi Electricity Company’s level of HRM practice is of appropriate level, with comprehensive medical and social care being provided. Furthermore, the company recognizes good work performed by the employees and rewards them for their loyalty. Through the implementation of the performance management system, the company is able to evaluate the performance of the employees, monitor their progress and offer training and development programs. The value of the conducted case study is that other Saudi Arabian companies can learn and implement similar policies from a successful Saudi Arabian case, instead of blindly copying western management practices.

scholarly journals Redefining Performance Evaluation: General Electric, Deloitte and Adobe

2020 ◽  
pp. 1-5
Author(s):  
Milan Jacob Sam
Keyword(s):  
Performance Evaluation ◽  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Management System ◽  
Performance Management System ◽  
Traditional System ◽  
Performance Reviews

Performance Management System (PMS) is often used by managers to align the goals of the organization to the goals of their employees, and ensure productivity and efficiency. PMS has always been a crucial function of human resource management. However recent studies have shown that in the long term, the traditional system of performance management damages morale, motivation, teamwork, and stunts creativity and contribution. As a result, companies are doing away with the old ways of performance reviews and are opting for more flexible and efficient processes. This study aims at understanding the deficiencies in the old system and the reasons for adopting more relevant and upcoming trends in the field of performance management.

scholarly journals Understanding the Feasibility of the Common Set of Performance Management Planning Based on Hofstede’s Framework of Cultural Dimension

2021 ◽  
Vol 2 (3) ◽  
Author(s):  
Yi Guo
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Multinational Corporations ◽  
Human Resource ◽  
Management System ◽  
Cultural Dimensions ◽  
Cultural Dimension ◽  
Management Planning ◽  
The Common

Performance management is one of the most important parts of human resource management practice and policy. Multinational Corporations pay more attention to their performance management and to help their corporation becomes a high-performance organization. The performance management (PM) system is a necessary part of Multinational Corporation’s management system. On the other hand, the performance system has close relationship with rewards, development and job analysis which is other important part of human resource management in multinational corporations. Multinational corporations work hard to improve their performance management practices ensuring their employees, teams and their business units complete their objective output. The employees and organizations have been driven by the important performance tools which impact both on individuals and team’s performance. This paper introduces the multinational corporation’s performance management system and compares the performance management characteristics and the feasibility of the common set of performance management planning of French companies and Chinese companies based on Hofstede’s framework of cultural dimensions.

scholarly journals Improving Performance Management System of Human Resource Aspect in Health Drink Industry Startup

2020 ◽  
Vol 5 (8) ◽  
pp. 85-95
Author(s):  
Jihan Amirah Rafidah ◽  
Emilia Fitriana Dewi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Management System ◽  
Swot Analysis ◽  
Performance Management System ◽  
A Company ◽  
Main Material

In a company, Human Resource Management is important in order to make sure the quality of people in the company are in the best state. Human Resource Management is focusing on how to recruit and develop the best people, that’s why there are many different tools and systems that can be used in order to achieve the goal. Moringa Culinary is a new company in the health drink industry that sells  variant beverages from moringa leaves as the main material. In Moringa Company, Human Resource Management is still an unfamiliar term, and by looking at the data of the company, it is shown that Moringa Culinary still doesn’t have an established system about performance management that causes the percentage of company’s target achievement from September 2019 to March 2020 is unstable. Hence, the researcher made this study to analyse the best performance management system that can be implemented in Moringa Culinary. This research was conducted using qualitative methods by interviewing similar businesses in the same industry to know about the current applied management system in the company and to compare the effectiveness between one and another. The researcher will also use SWOT analysis to evaluate the internal condition in Moringa Culinary. The most suitable performance management system for Moringa Culinary in order for Moringa Culinary to be able to achieve all the company’s target can be revealed in the result of this study.

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