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With the global economic integration and development of market economy, as well as relevant national regulations and policies to support independent innovation of enterprises, human capital has become the focus of enterprises, while in recent years state-owned enterprises' flow of human capital is frequent, especially in the northeast old industrial bases, the state-owned enterprises' flow of human...
Based on the situation that the separation rate of enterprises becomes higher and higher currently, a four-stage strategy for the cost control of resignation is proposed, which includes the resignation cost control in the stages of recruiting, training, using and leaving of an employee. Countermeasures of corresponding stage are concluded by analyses of the formation of resignation cost, the existing...
This paper proposes human capital investment measurement system, base on the cross-section data in the year 2008 of China's 29 provinces and cities, and applies factor analysis in an empirical study to calculate the provincial human capital investment index and sorting. The findings indicates the basic factor is the leading position, which reflects the direct impact on human capital and protection...
This paper reveals the impact of its business performance from the three basic patterns and the concept of strategic human resource management and the core. Thus the paper point out the seven large practices of a strategic human resource management in the enterprise, and the problem we must pay attention to.
This paper takes into consideration the macro development of travel industry, analyzes the demand trend of geological parks on human resources and discusses about the training mode of colleges and universities for human resources of geological parks, aiming to be the reference for the decision makers, administrators and human resource training agencies of the geological park.
With the global economic integration, China's private enterprises have been playing a significant role in the market economy. The performance of the production line workers in the private enterprise is related directly to the advance of the organizational performance. However, the existing performance evaluation indicators are generally less related to the organizational goal. It is difficult for...
With the flourishing of the Internet and the widely application of ERP in the enterprises, the traditional human resource management system is hard to meet the requirements of the modern enterprises development. Thus, this paper introduces an integration which combines the e-HRM with the ERP system. The Reengineering of its business process is also discussed in the paper.
Under the development mode of innovation-driven economy, the importance of basic factors of production which has traditional natural resources and physical capital as the representatives is gradually declining. While the importance of advanced factors of production which have human resources, knowledge and technology as representatives, is increasing. Corporation human capital is the first capital...
Building harmonious labor relations are an important cornerstone to a harmonious society. And many labor conflicts take place in the enterprise, so human resources management is the primary selection, playing an important role. Even though theoretical research and practice provide us a wide range of solutions, from the management perspective, this article consider that building a harmonious labor...
Applicant selection and ranking methods for job roles within human resources (HR) systems involve high levels of uncertainty. This is due to the requirement to allow for the varying opinions and preferences of the different occupation domain experts in the decision making process. Hence, there is a need to develop novel systems that will enable HR departments to determine the most important requirements...
In this paper, through the research on enterprise human resources s and software engineering theoretical knowledge, using J2EE platform technology, a new flexible, high-effect, expandable enterprise human resources s management system framework is designed and then implemented. This system not only can successfully resolve a large number of practical problems the enterprise human resources management...
Unfortunately, most requirements engineers and their project managers are not (or not enough) aware of the need for soft skills in addition to latest technology and state of the art methods. This paper presents first a definition and categorization of soft skills, then characteristic soft skill fingerprints elaborated for requirements engineering practices, illustrated by a number of examples, and...
Taiwan attaches great importance to the development and management of high-level talents. Through the active development of technical education, vocational training, the international exchange of personnel, the attraction of students abroad, the building of Science and Technology Zones, Taiwan greatly promotes its economic development. The experience of Taiwan may help us promote the development and...
In the knowledge economy, the competition advantage organized depends on organizing through the continuous production of new knowledge and employing the ability to meet environment changed fast. The knowledge-enabled human resource development is to excavate human resources potentiality by the method and tool of information management, and create the capital value of intelligence through the optimization...
Based on the analysis of the situation of human resources and the development of human resource management informatization in SMEs (small and medium-sized enterprises) in Tianjin Binhai New Area, this paper puts forward the necessity of constructing the platform of strategic human resources management. With the unified planning as the principle and the public services as the core, the concept of SaaS...
The purpose of this paper is to identify the core human capital in the organization and find out the effect of investment in core human capital to firm operating performance. First, we use an integrated structure based on the theory that proposed by Flamholtz (1999) and the architecture that constructed by Lepak and Snell (2002), to identify the core human capital in a textile company. Second, by...
By choosing 382 Chinese enterprises as samples and using questionnaire techniques, we generalized the contents of Strategic Human Resource Management (SHRM) into five factors: motivation, training and development, recruitment, HRM technique, and basic HRM work. In addition we developed a questionnaire named The Scale on the SHRM System about Chinese Enterprises with good reliability and validity,...
In many applicative settings there is the interest in ranking a list of items arriving from a data stream. In a human resource application, for example, to help selecting people for a given job role, the person in charge of the selection may want to get a list of candidates sorted according to their profiles and how much they are suited for the target job role. Historical data about past decisions...
Human resource management (HRM) practices of small and medium sized enterprises (SME) are generally viewed as informal, contingent and ad hoc activities leading to less strategic and impeding the realization of organizational goal. As matter of fact, the conclusion of being less strategic of HRM practices in SME is reached on the ground of both no reference to the latest evolvement of HRM practices...
Successful expatriate is crucial for Multinational companies (MNCs) to maintain competitive advantages in global strategy and knowledge economy era. However, MNCs suffering from high turnover rates after repatriate often find it hard to keep talents. This paper, points out the deficiency in recent research taken by scholars, describes the expatriate management framework under globalization background,...
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