Enterprise Human Resource Management System Based on Computer Aided

The application of information systems (IS) for supporting human resources management has become increasingly important for organizations in improving their competitiveness. The selection of the most suitable human resources management IS project, however, is complex and challenging due to the involvement of multiple decision makers, the multi-dimensional nature of the selection process and the presence of vagueness and imprecision inherent in the human decision making process. To adequately deal with this problem, this paper presents a multicriteria group decision making approach for selecting human resources management IS projects under uncertainty. Intuitionistic fuzzy numbers are used for effectively modelling the vagueness and imprecision of the decision making process. A multicriteria group decision making approach is developed for calculating an overall performance index for every human resources management IS project alternative across all criteria. A human resources management IS project selection problem is presented to demonstrate the effectiveness of the approach.

The aim of this study is to offer a conceptual understanding on the link between Cloud-Based Human Resource Management Information System and women entrepreneurship growth. The phenomenon of female entrepreneurship, female business owners themselves and their enterprises, is regarded as one of the carriers of economic and social development. Despite their vast participation and contribution to the economic development, however, female entrepreneurs do not perform as well as their male counterparts in terms of business strategy which results in high growth prospects. The study followed a conceptual approach to indicate how Cloud-Based Human Resource Management Information System will lead to women entrepreneurial growth. The study also proposed a framework on the association between the two constructs. It was concluded that the development of the system will offer greater opportunities for women entrepreneurs to overcome the overarching challenges most especially in their human resource practices which will eventually results in growth opportunities. The study recommended that future research efforts should be carried out to empirically test the proposed framework so as to empirically understand the association between the two constructs.

Метою статті є дослідження питань упровадження нових інноваційних практик управління людськими ресурсами в Апараті Верховної Ради України в контексті модернізації системи державного управління та реалізації парламентської реформи.
 Наукова новизна визначається дослідженням упровадження нових інструментів та практик управління людськими ресурсами в Апараті Верховної Ради України з метою забезпечення модернізації його подальшої діяльності та виконання основних завдань парламентської реформи.
 Висновки. Україна розпочала реалізацію широкомасштабної парламентської реформи та модернізацію системи державного управління. У зв’язку з цим особливого значення набувають питання розробки та упровадження нових інноваційних інструментів та практик управління людськими ресурсами в органах державної влади, зокрема в Апараті Верховної Ради України.
 Вивчення кращих практик та досвіду зарубіжних країн у цій сфері свідчить про необхідність їх популяризації та упровадження нових інструментів управління людськими ресурсами на державній службі. Мова йде про такі інноваційні інструменти та практики з питань менеджменту та управління людськими ресурсами: розроблення та упровадження системи проведення ґендерного аудиту, внутрішньої системи управління якістю, розвиток корпоративної культури, управління талантами, розбудова системи наставництва (менторства), підтримка адаптації новопризначених працівників, удосконалення системи оцінювання результатів роботи державних службовців, інформатизація та автоматизація процесів управління людськими ресурсами, розвиток кадрової мобільності, підвищення рівня мотивації працівників та їх заохочення до покращення результатів роботи; розвиток лідерства, підвищення рівня професійної компетентності та кар’єрний розвиток, розвиток системи управління змінами тощо.
 Одночасно проаналізовано усі можливі переваги та недоліки функціонування кожної з цих практик, а також перспективи їх упровадження в Апараті, насамперед із урахуванням специфіки цього державного органу та основних завдань реформи державного управління в Україні. Враховуючи вищевикладене, підготовлено комплексні пропозиції щодо забезпечення подальшої модернізації діяльності Апарату Верховної Ради України, розробки та упровадження нової широкомасштабної стратегії розбудови кадрового потенціалу Апарату (з урахуванням рекомендацій Європейського Парламенту, інших міжнародних організацій, а також основних завдань парламентської реформи, що реалізується в Україні).

Aim: In the modern digital world, many companies are moving towards technology-based applications to perform human resource administration work. Employees nowadays are capable of accessing a web-based Human Resource Management Information System (HRMIS) to obtain critical data from recognized techniques such as System Applications and Products (SAP), PeopleSoft, Bann and Lawson. This study aims to investigating the factors affecting the adopting intention of HRMIS in a selected public firm in Sri Lanka.
 Design: Acknowledging the vital concepts on accepting or resisting technology, six components (performance expectancy, effort expectancy, social influence, facilitating conditions, task characteristics, and technology characteristics) from the Unified Theory of Acceptance and Use of Technology (UTAUT) model and the Task Technology Fit (TTF) model were contextualized to investigate the drivers influencing HRMIS adoption intentions in a selected public firm in Sri Lanka. Target population was identified as the Executives, Supervisors/Technical Officers, Clerical and Allied employees of the chosen public company in Sri Lanka. A structured online questionnaire, including 30 items, was used to collect data.
 Findings: Multiple regression analysis results revealed that the factors of Performance Expectation, Task Characteristics, and Technology Characteristics have a positive influence on users’ adoption intention to HRMIS. Effort Expectancy, Social Influence, and Facilitating Conditions had negative influence.
 Implications: The outcomes highlight the necessity of combining TTF components with technology acceptance theories when evaluating the factors influencing acceptance of HRMIS or other information systems. The study's findings will aid management in making the required organizational changes to encourage employees to use the HRMIS application.

Human resource management information System (HRIS) is a comprehensive information management platform, aiming to use information technology and systematic methods to optimize the human resource management of enterprises. HRIS integrates and automates various human resource management functions to improve work efficiency and data accuracy, thus providing strong support for strategic decisions. This paper will discuss the impact of HRIS on the operational efficiency of enterprises, and demonstrate its practical application effect through case analysis.

There is no doubt that internet has changed the way people communicate. Due to this, Malaysian government has taken an initiative implementing the electronic government (e-Government) to improve the services between the government and citizens by using the Internet, at the same time, reduce the operational cost in back office and IT. One of the Malaysian e-Government projects is Human Resource Management Information System (HRMIS). HRMIS would link all Government agencies electronically, and aims to standardizing human resources practices in the federal government, state government, statutory bodies and local authority services. Even though, the government has promoted the usage of HRMIS, the adoption rate among government servant is still low. The purpose of the study is to investigate the usability problems of HRMIS and provide suggestions according to usability problems on findings. The method used in this study is usability testing with 5 participants which involved with actual task. The testing was held in Usability Lab at Faculty of Computer and Mathematical Sciences, UiTM Shah Alam and was focusing on Leave Module of HRMIS. From the finding, there are some considerations need to be taken for system improvement such as menu structure, screen management, the usage of graphic and icons and error handling. The result of this study will contribute for future research on usability testing in Malaysia.

The electronic human resource management (e-HRM) is adopted in the hotel industry widely nowadays. However, case studies are rare. This study set the Westin Guangzhou as sample, and implemented the research on the Infomationization impact on the human resource management in hotels. The result indicated that, first, the human resource management in the hotel industry had entered the information age; moreover, e-HRM could provide information sharing and decision basis when it comes to the stage of human resource strategy deploying. Unfortunately, e-HRM, due to the character of quantification, had a limitation on satisfying the personality requirement of the human resource management. As a result, the key factors to optimize the implementation of e-HRM in the hotel industry are information technology or information system enhancement and staff training on working habit.

With the continuous deepening of enterprise system reform and the rapid development of national economy, enterprises are facing the great challenge of market competition. In the new market and social environment, the role of human resource management in enterprises becomes particularly important. To further improve the level of enterprise human resources strategic management has become an urgent problem to be solved. In the process of human resource management, enterprises are faced with complex and changeable environment and other influencing factors. Therefore, in the human resource information retrieval, this paper uses the method of deep learning to screen human resource management indicators and constructs the human resource management index system of power supply enterprises. In this paper, the nonlinear characteristics of neural network are used to establish a deep neural network human resource cross-media fusion model, which provides an operational method for enterprise human resource management. The human resource allocation relationship of enterprises is predicted, and the influencing factors and trends of personnel post-matching are analyzed. The demand forecasting results show that the neural network depth has a good fit with the enterprise staff, and the actual forecasting error is less than 3.0. It can accurately predict the human resource allocation of enterprises, improve the scientificity and effectiveness of human resource strategic decision-making, and make enterprises better adapt to the requirements of market economy. This will be of practical significance to the modernization of enterprise management.

Today, all managers use the information system to manage their organization efficiently and effectively. Moreover, a management information system (MIS) is a type of computerized information systems. Hence, human resource management information system (HRMIS) has a fast processing to produce accurate information within the organization environment. Therefore, many researchers proposed numerous HRMISs for university campuses. However, some universities, including Kurdistan Region universities are still relying paper-based system in managing their human resources. Based on that, this study aims to identify and analyze current systems which are used for managing and accessing human resource information in the university campus. Further, the study tries to design a web-based HRMIS based on the requirements achieved from aforementioned aim. The data collection of this study has been carried out at three universities, as a case study, in Duhok province. A mixed method of data collection was done. Then, the qualitative method of data collection conducted using interviews and observation instruments. Also, the quantitative method conducted using system usability scale (SUS) to evaluate the designed web-based HRMIS. Further, the analysis of collected data was based on the strategic planning technique using SWOT (Strengths, Weaknesses, Opportunities and Threats) to identify strengths, weaknesses, opportunities and threats points. Then, the requirements of designing a proposed web-based HRMIS were achieved. After implementing of the proposed system, the evaluation results of SUS were conducted to be acceptable (i.e. total score is 72.03%) based on the end-user viewpoints. Further, the reliability of the proposed HRMIS will be conducted at the University by using reliability measurement tools after implementing such system for a period of time.

Global Excellence Batam course institute (GE Batam) is a non-formal educational institution that has several course programs that have been trusted by the Batam community. To improve its institutional organization, GE Batam wants to implement a human resource management information system (HRIS). In this research, HRIS development will be carried out using a codeigniter framework then the system will be used. As a result, the HRIS implemented by GE Batam can run well and data can be stored in a database and can be managed easily.

As science and technology are developing rapidly, management software in enterprises needs innovation. For enterprises, human resource management information system plays vital function in improving efficiency of management. The system uses Visual C++ 6.0 as development environment, selects Access as database, to realize the systematization, standardization and automation of personal management.

The COVID-19 pandemic has led to changes in personnel management within public administration in Ukraine. Therefore, the study aims to analyze the changes in the digitalization of human resource management during and after the COVID-19 pandemic and their impact on sustainable development, as the eighth goal promotes sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. Additionally, since human resources and their management are crucial for accomplishing tasks, it is vital to assess the changes in management and their negative or positive impact on the workforce potential. The study employed the following methods: deductive - to define the components of the human resource management system; analysis and synthesis - to investigate the changes in the public administration human resource management system that occurred as a result of the COVID-19 pandemic; factor analysis using Minitab software - to forecast and identify critical factors influencing the effectiveness of the Human Resource Management Information System (HRMIS). It was found that there was a significant acceleration of digital transformation in public administration in Ukraine due to the COVID-19 pandemic, notably an increase in the number of organizations implementing the HRMIS system, covering 15% of civil servants within two months of 2023, improvements in the training system, and enhancements in legislative regulation that facilitated more effective integration of the digital HRMIS system and accelerated the achievement of sustainable development goals.

The human resources of an enterprise are understood as the total number of people with the ability to work, who ensure the economic development of the enterprise and are the basis for the development of the enterprise. Human resources are a prerequisite and a subject of market competition of enterprises. They can stabilize the development of enterprises, and enterprise human resource management is also an important component of enterprise management. Human resource management of an enterprise consists in understanding the human resources of an enterprise and then developing a set of scientific and effective management plans that correspond to the current situation and development of the company. Systematic human resource management of an enterprise is the most common method of human resource management in enterprises. This management method mainly involves a reasonable allocation of talents, a detailed allocation of responsibilities, and clear responsibilities. In order to achieve the best development of the enterprise, it is necessary to carry out strategic design of the human resource management system.

In this paper, the optimization of the enterprise HR information system is studied based on IoT first‐off technology, the system demand phase is analysed, and the edge control system is designed and built. The hardware and software system and edge node management platform are implemented first, and then the communication scenarios between the edge layer of the system and the sensing layer, the edge layer, and the cloud layer are analysed, and the business type‐driven link selection algorithm and the northbound multilink switching algorithm are designed and implemented, respectively, to guarantee the communication reliability between different layers of the system. Based on the implementation of the above functions, the edge control system can meet the intelligence, expandability, and security requirements of IoT applications. An in‐depth investigation and research are launched mainly on the enterprise demand to determine the functional requirements and performance requirements of the enterprise and to achieve the basic logical structure; in the system design phase, the system architecture and other aspects of the design are realized. According to the conditions of the system function structure, a number of system module functions are designed in detail. The system is composed of the following modules, namely, personnel change management, organization management, and salary and benefits management. The system consists of the following modules, namely, personnel change management, organization management, compensation and benefits management, and personnel information management. The system modules run through the process of human resource management; in the system implementation stage, the system coding and page operation are realized based on the development tools and software development techniques. The system finally achieves the system design objectives and is put on a trial operation to meet its actual business requirements.

Yang, H., 2020. Human resource management and labor relationship adjustment mechanism of port freight trade enterprises. In: Yang, Y.; Mi, C.; Zhao, L., and Lam, S. (eds.), Global Topics and New Trends in Coastal Research: Port, Coastal and Ocean Engineering. Journal of Coastal Research, Special Issue No. 103, pp. 629–633. Coconut Creek (Florida), ISSN 0749-0208.In view of the problem that the human resource management and labor relationship adjustment mechanism of the original port freight trade enterprise has poor ability to control the operation cost of the enterprise, the human resource management and labor relationship adjustment mechanism of the new port freight trade enterprise is designed. Based on the above two parts, the relationship stability coefficient is set to realize the reasonable adjustment of human resource management and labor relationship. Through the comparison with the original adjustment mechanism, it can be seen that the control ability of this adjustment mechanism for the operation cost of enterprises is better than the original adjustment mechanism. In conclusion, the human resource management and labor relationship adjustment mechanism of port freight trade enterprises have better effect.