Enterprises are facing problems such as the dynamic matching of talents and strategies,and the construction of organizational resilience.Based on this,this paper deeply explores the significance of the research on the...Enterprises are facing problems such as the dynamic matching of talents and strategies,and the construction of organizational resilience.Based on this,this paper deeply explores the significance of the research on the“Double Helix”model of strategic human resource management in the VUCA era and the practical construction of the“Double Helix”model:the implementation path of key dimensions,aiming to achieve the coordinated progress of the two through strategies such as improving talent density,forging organizational resilience,and promoting the coordinated integration mechanism of the Double Helix,so as to provide scientific human resource management strategies for enterprises,help enterprises enhance their competitiveness in a complex and changeable environment,and achieve sustainable development.展开更多
This study develops a comprehensive framework of ten management solutions to strengthen human resource training in Vietnam’s colleges in response to the transition toward smart agriculture.Drawing on the CIPO and Log...This study develops a comprehensive framework of ten management solutions to strengthen human resource training in Vietnam’s colleges in response to the transition toward smart agriculture.Drawing on the CIPO and Logic Model frameworks,the research integrates theoretical synthesis with contextual evidence from Vietnam’s vocational education system.The proposed solutions address key management domains such as curriculum innovation,faculty development,institutional governance,digital transformation,and quality assurance.Each solution is conceptually grounded in international practices while being adapted to the Vietnamese context.The study contributes to the literature by operationalizing a systemic reform pathway that links digitalization,sustainability,and governance transformation in agricultural training institutions.The framework provides a strategic foundation for policymakers and institutional leaders to modernize vocational training toward a smart and sustainable agricultural workforce.展开更多
As China’s higher education transitions from extensive expansion to intensive development,the‘New Liberal Arts’concept has emerged as a pivotal strategic direction for transforming humanities disciplines.This appro...As China’s higher education transitions from extensive expansion to intensive development,the‘New Liberal Arts’concept has emerged as a pivotal strategic direction for transforming humanities disciplines.This approach emphasizes interdisciplinary integration,parallel development of theory and practice,and optimizing talent cultivation models guided by societal demands.The diversified economic structure and high-quality development trajectory of the Guangdong-Hong Kong-Macao Greater Bay Area present new demands for talent cultivation,curriculum design,and pedagogical reform within university Human Resource Management(HRM)programs.Taking Guangzhou Huashang College as the research subject,this paper analyses the core competencies required for HRM programs under the New Liberal Arts framework through policy document analysis,literature review,and field research.It identifies shortcomings in the current curriculum system regarding knowledge structure,practical pathways,and cross-disciplinary integration.Guided by Outcome-Based Education(OBE)and Competency-Based Education(CBE)frameworks,a new curriculum architecture was designed comprising four pillars:general education and humanities literacy,professional core competencies,cross-disciplinary integration,and practical innovation.Practical explorations were undertaken in areas such as university-enterprise collaboration and industry-education integration.Preliminary outcomes demonstrate that the new scheme comprehensively enhances students’data comprehension,strategic awareness,and humanistic sensitivity,providing a reference paradigm for the high-quality development of HRM programs within the new liberal arts context.展开更多
Morality can be defined as a series of rules-can be expressed in form of customs,beliefs and public opinions-that can be used to realign human’s thoughts,notion and behavior.In organization’s human resource manageme...Morality can be defined as a series of rules-can be expressed in form of customs,beliefs and public opinions-that can be used to realign human’s thoughts,notion and behavior.In organization’s human resource management,morality will also play important role.Type of morality in organization human resource management can be classified in different manner.Morality can be classified as mission,develop prospect,value,obligation and outlook of value and so on according to content of morality in organization human resource management,and can be classified as unconscious value,basic conscious value,and forecast conscious value,and can be classified as public morality,vocational morality,family morality and personal morality according to realigning scope of morality.Morality in organization human resource management has many characteristics,sociality,particularity,generality,and level of morality all can be deemed as characteristics of morality in organization human resource management.Function of morality in organization human resource management refers to influence and effect of morality in organization human resource management,influence and effect mainly include realign workers’thought and behavior,and realign relation among people.展开更多
With the comprehensive development of modern information technology,big data technology has been integrated into various industries and has become a pillar technology supporting industrial upgrading and transformation...With the comprehensive development of modern information technology,big data technology has been integrated into various industries and has become a pillar technology supporting industrial upgrading and transformation.In enterprise human resource management,big data technology also has a broad application space and important application value.To gain higher market competitiveness and comprehensively improve the quality and efficiency of human resource management,enterprises need to rely on big data technology for comprehensive reform and optimization,thereby building an efficient,fair,open,and scientific human resource management model.This paper analyzes the problems and changes of enterprise human resource management in the era of big data,and then puts forward effective strategies for enterprise human resource management based on the era of big data.展开更多
With the advancement of the new medical reform,public hospitals face numerous challenges and opportunities,making the optimization of human resource allocation a critical priority.This paper analyzes the requirements ...With the advancement of the new medical reform,public hospitals face numerous challenges and opportunities,making the optimization of human resource allocation a critical priority.This paper analyzes the requirements imposed by the new medical reform on human resource allocation in public hospitals,examines existing issues such as an unbalanced personnel structure,unscientific job design,and an inadequate talent mobility mechanism,and proposes corresponding optimization strategies.These strategies include improving the recruitment and selection process,scientifically planning job structures,and establishing a flexible talent mobility mechanism.The goal is to enhance the quality of medical services,improve hospital operational efficiency,and promote the sustainable development of public hospitals.展开更多
Objective:Pancreatic cancer is a global health challenge,yet the Western Pacific Region(WPR)lacks comprehensive analysis of its burden and human resources for health(HRH)distribution.This study aims to assess trends i...Objective:Pancreatic cancer is a global health challenge,yet the Western Pacific Region(WPR)lacks comprehensive analysis of its burden and human resources for health(HRH)distribution.This study aims to assess trends in pancreatic cancer and HRH density in the WPR and investigate their relationship.Methods:Pancreatic cancer data from GBD 2021 and annual HRH density from GBD 2019 were analyzed.Joinpoint regression was used to analyze temporal trends of pancreatic cancer burden and HRH density across 31countries of the WPR.Spearman's rank correlation analysis and generalized linear models were applied to investigate the association between HRH density and pancreatic cancer burden.Results:From 1990 to 2021,pancreatic cancer incidence in the WPR increased by 209%,from 59,766 to184,612 cases,with a 201%rise in mortality and a 152%increase in disability-adjusted life years(DALYs).In 2021,smoking and high fasting plasma glucose were major risk factors,responsible for 16.43%and 23.29%of deaths,respectively.HRH density was positively correlated with the age-standardized incidence(P=0.767),death(P=0.752),and DALYs(P=0.726)rates of pancreatic cancer,and in 2019,most countries'HRH densities were below the Universal Health Coverage targets.Conclusions:Despite improvements in HRH,notable distribution inequalities and shortages persist,limiting capabilities in pancreatic cancer diagnosis and treatment.The positive association between burden and HRH density reflects improved diagnostics from HRH growth but persistent treatment insufficiency due to shortages,and suggests that targeted HRH investment,strengthened primary care,and integration of palliative care are crucial to alleviating the burden.展开更多
Public institutions constitute a vital component of China’s public service system,playing a significant functional role in the nation’s social development and construction.Human resource(HR)management is a vital com...Public institutions constitute a vital component of China’s public service system,playing a significant functional role in the nation’s social development and construction.Human resource(HR)management is a vital component of internal administration within these institutions.The integration of performance appraisal is crucial for enhancing the effectiveness of HR management and facilitating the smooth operation of all institutional functions.Based on this premise,this article first briefly outlines the value of applying performance appraisal in the HR management of public institutions.It then explores strategies for implementing performance appraisal within this context,aiming to provide insights for promoting the sustained and healthy development of public institutions.展开更多
The longstanding debate persists:is the economy for the people,or are people for the economy?Technological advancements have increasingly reduced the need for physical human labor in economic activities.However,the de...The longstanding debate persists:is the economy for the people,or are people for the economy?Technological advancements have increasingly reduced the need for physical human labor in economic activities.However,the demand for human resources is expected to persist at some level.Historically,the necessary human resources for national economies have been sustained through birth rates or immigration.This study explores whether maintaining a stable fertility rate of 2.1 in modern EU member states can be achieved in the long term while adhering to constitutional and human rights standards.展开更多
This paper focuses on the issue of nurses’job burnout and conducts an in-depth analysis of its contributing factors from multiple dimensions,including organizational management,job characteristics,and individual attr...This paper focuses on the issue of nurses’job burnout and conducts an in-depth analysis of its contributing factors from multiple dimensions,including organizational management,job characteristics,and individual attributes.These factors include shortages in nursing human resources,lack of management support,excessive workload,and differences in coping strategies.Based on this analysis,targeted human resource management strategies are proposed,covering aspects such as optimizing human resource allocation,leadership development and organizational support,humanized management practices,and competency development with supporting systems.The aim is to alleviate nurses’job burnout,improve the quality of nursing work and nurses’professional well-being,and provide theoretical reference and practical guidance for human resource management in the nursing industry.展开更多
The issue of the new standards for employees＇ salary and general financial rules that include employees＇ salary and relevant expenditures, have a great impact on human resources cost accounting. This paper performs ...The issue of the new standards for employees＇ salary and general financial rules that include employees＇ salary and relevant expenditures, have a great impact on human resources cost accounting. This paper performs a specialized study on human resources cost and employees＇ salary, accounts setting and accounting treatment for human resources cost accounting, human resources cost report, etc. on the basis of relevant provisions in the new Chinese accounting standards, the general financial rules, international accounting standards, and relevant academic research findings.展开更多
A review through the origination, development and prospect of Human resource accounting (HRA) is presented based on the study of plentiful literatures about it. HRA is defined as an accounting procedure and method to ...A review through the origination, development and prospect of Human resource accounting (HRA) is presented based on the study of plentiful literatures about it. HRA is defined as an accounting procedure and method to discriminate and measure the data of human resources, aiming to provide information which is concerned with the change of human resources for the outside people to serve human resource management. It is experiencing a nearly frozen period following its hot time in 1970s after its origination in America in 1960s. The theoretic foundation of HRA is classical plutonomy dated back to 17th century. There were two preeminent persons in the history of HRA. One was Theodore Schultz who established his human capital theory relating education that improves the human capital value with economy; the other was Eric G.FIamholtz who enriched the concept, research methods and application of HRA. In China, the research on HRA started in 1980s beginning with introducing overseas achievements. Multiple views coexist in the academy on whether human resources should be taken as accounting assets and on where to put the HRA information in financial statements. The application of HRA is constrained by the absence of full-blown theories and methodological systems about it as well as difficulties in evaluating human resources and the obstacle of conventional understandings. However, with the conning of intellective economy, the globalization of competition and the entry of China into WTO, the day of HRA will surely come.展开更多
Nursing Human Resource Management is part of the human resources is nursing human resources by organizing nurses study, planning, training, and ultimately serve the medical career management stated objectives. Nursing...Nursing Human Resource Management is part of the human resources is nursing human resources by organizing nurses study, planning, training, and ultimately serve the medical career management stated objectives. Nursing human resource development of our human resources there are insufficient care, nurses configuration structure is irrational, the management system is not perfect, nurses are not high quality is the current status of nursing human resource mauagemenL and problems. This paper proposes a ＂human resource is the first resource＂ human resources management concept, has taken to develop a reasonable management mechanism, improve relevant laws and regulations of nursing human resources development, increase investment in education, strengthen education and training for nurses, the rational allocation of nursing human resources and other measures. In this paper, the connotation of Human Resources Management in the current situation as the starting point of care, from the current situation of nursing human resource development and the problems of the current situation of nursing human resource management and problems of nursing human resources management to discuss and propose appropriate for the development of human resource management solutions.展开更多
A computer system for human resource （HR） redistribution system is presented to solve the balance problem of the ＂surplus resources＂ and ＂surplus tasks＂ among a group of project units. The system architecture is...A computer system for human resource （HR） redistribution system is presented to solve the balance problem of the ＂surplus resources＂ and ＂surplus tasks＂ among a group of project units. The system architecture is designed in a compositional manner using the elements of agent technology and knowledge technology. A combination of generic agent models, ontology and knowledge provides an effective approach to address the dynamic, distributed and knowledge-intensive characters of the HR management. In the system, the broker agent acting as intermediary provides matchmaking services to the domain agents, and the individual domain agents communicate directly with each other. The HR ontology provides the semantic match of the surplus task and the surplus resource. Finally, an application example is presented to illustrate the achieved solution for a concrete scenario. This novel way offers a comprehensive HR exchange solution and is snitablc for both intra-organizational and inter-organizational HR management.展开更多
The globe has been confronting a new set of challenges.Such challenges are unique to each country context.The overarching challenge,all above other challenges is,to seek appropriate knowledge as a tool and mean to res...The globe has been confronting a new set of challenges.Such challenges are unique to each country context.The overarching challenge,all above other challenges is,to seek appropriate knowledge as a tool and mean to resolve such challenges.A critical such knowledge to be accumulated in all days is on how to develop people or human resources.However,with the existing knowledge claims in this regard,countries have been unable to resolve such challenges.Human Development,one such knowledge claim,is too broader,and therefore,no guided protocol is suggested in finding solutions.Human Resource Development,as another such knowledge claim is too limited in scope to address broader level challenges.National Human Resource Development(NHRD)has emerged to bridge this gap,emphasising people oriented solutions to resolve country level challenges.The NHRD literature encourages NHRD country case studies,and that,justifications for starting NHRD country case studies is needed.This study justifies such a research on NHRD practices in Malaysia's country context,using content analysis.As a result,this study has shown higher level country challenges,derived a need of people based approach in resolving such challenges,highlighted NHRD as capable as possible in guiding to establish people development knowledge claim,and finally justified an NHRD research to be done within Malaysia's context to see how Malaysia practices NHRD.展开更多
Resource-based view （RBV） has been a very important theory to explain performance in the past decades. Among several types of resources, human resources are known as a critical factor for business success. The prese...Resource-based view （RBV） has been a very important theory to explain performance in the past decades. Among several types of resources, human resources are known as a critical factor for business success. The present paper has sought to link the human resources and performance based on the concept of RBV focusing on entrepreneurs as decisive human resources. This paper uses a sample of 378 Lao small and medium enterprises （SMEs）. Overall, the findings suggest that the significant factors in explaining performance in Lao SMEs are the education of entrepreneurs, business development services for entrepreneurs and experience of entrepreneurs. Whereas training at starting business and training for entrepreneurs were not supported.展开更多
In this paper some selected items of changes in the human resources in Polish agriculture at the beginning of 2 Ist century were presented, especially the questions of employment and education of the rural areas popul...In this paper some selected items of changes in the human resources in Polish agriculture at the beginning of 2 Ist century were presented, especially the questions of employment and education of the rural areas population, including farmers. The employment, as the first of the issues, was presented against the changes in the EU and the stable but non-revolutionary character of changes in Polish agriculture was underlined. To illustrate the connections between the process of changes in agriculture and the level of education some statistic data were shown. The disproportion in education level between the urban and the rural population was exposed with the emphasis on poor education of the farmers. The author also discussed the further prospects of human resources changes in the rural area to 2035. At the same time the importance of education in the process of raising the standard of life and work of people in the rural areas was stressed.展开更多
Human resource accounting is related with intellectual capital in literature. This study adds another dimension for human resource accounting field. It is costs, human resource management related costs. Research topic...Human resource accounting is related with intellectual capital in literature. This study adds another dimension for human resource accounting field. It is costs, human resource management related costs. Research topic is intellectual capital and human resource costs in human resource accounting. Research question is that human resource accounting is technic of management accounting. Research methodology is the case study approaches. Main result of study is that human resource costs are recorded in financial accounting and this information might be used by human resource leaders and other executives. Further, human resource of company may be recorded as intellectual capital in balanced sheet. Quantity of record might become total compensation of firms. In conclusion, HR accounting is management accounting technic with its support for information role and decision-making role.展开更多
Major indicator of firm performance is business performance. Aims of firms and managers are to achieve firm performance. Human resource management （HRM） aims to achieve individual performance in order for firm perfo...Major indicator of firm performance is business performance. Aims of firms and managers are to achieve firm performance. Human resource management （HRM） aims to achieve individual performance in order for firm performance. Because individuals （professionals） may have an impact on business performance. European HRM is adopting principles of American HRM. This is convergence. There are two factors that may affect divergence between Europe and USA. Divergence factors are social awareness and economic viewpoint difference. First of all, European firms consider social partners in HRM. Secondly, EU is regulated market economy and USA has liberal market economy. That may create divergence between Europe and USA.展开更多
The aim of this paper is to define the nature, present the possibilities, and discuss the problems of using human resource controlling in small and medium-sized building companies. This paper is based on the assumptio...The aim of this paper is to define the nature, present the possibilities, and discuss the problems of using human resource controlling in small and medium-sized building companies. This paper is based on the assumption that expedient human resource controlling is an effective human resource management tool that achieves the required performance of employees and expected competitiveness of a building company. This paper uses the results of a questionnaire survey conducted in November 2013 to analyze human resource management in building companies in the Czech Republic and specify the organization and conditions of human resource management. Some 81 small （less than 50 employees） and 66 medium-sized （50-249 employees） building companies operating in the Czech Republic took part in the questionnaire survey. The results of the questionnaire survey showed the lack of concept and random nature of human resource management in most small and medium-sized building companies. Of course, in terms of the present economic trend, it is above all important for small and medium-sized companies to develop their adaptability to the building market and to be able to deal with a variety of construction works. It is effective human resource management supported by expedient human resources that serves this purpose.展开更多
基金Horizontal Topic of Suzhou Institute of Industrial Technology:Design and Optimization of Digital Salary System for Intelligent Technology Enterprises(Project No.:SIITHT2024006078)。
文摘Enterprises are facing problems such as the dynamic matching of talents and strategies,and the construction of organizational resilience.Based on this,this paper deeply explores the significance of the research on the“Double Helix”model of strategic human resource management in the VUCA era and the practical construction of the“Double Helix”model:the implementation path of key dimensions,aiming to achieve the coordinated progress of the two through strategies such as improving talent density,forging organizational resilience,and promoting the coordinated integration mechanism of the Double Helix,so as to provide scientific human resource management strategies for enterprises,help enterprises enhance their competitiveness in a complex and changeable environment,and achieve sustainable development.
基金conducted within the framework of the research project coded QS.NH.25.44,hosted by the VNU-University of Education,Vietnam National University,Hanoi,Vietnam.
文摘This study develops a comprehensive framework of ten management solutions to strengthen human resource training in Vietnam’s colleges in response to the transition toward smart agriculture.Drawing on the CIPO and Logic Model frameworks,the research integrates theoretical synthesis with contextual evidence from Vietnam’s vocational education system.The proposed solutions address key management domains such as curriculum innovation,faculty development,institutional governance,digital transformation,and quality assurance.Each solution is conceptually grounded in international practices while being adapted to the Vietnamese context.The study contributes to the literature by operationalizing a systemic reform pathway that links digitalization,sustainability,and governance transformation in agricultural training institutions.The framework provides a strategic foundation for policymakers and institutional leaders to modernize vocational training toward a smart and sustainable agricultural workforce.
基金Guangzhou Huashang College 2024 Demonstration Major Program(Project No.:HS2024SFZY09)。
文摘As China’s higher education transitions from extensive expansion to intensive development,the‘New Liberal Arts’concept has emerged as a pivotal strategic direction for transforming humanities disciplines.This approach emphasizes interdisciplinary integration,parallel development of theory and practice,and optimizing talent cultivation models guided by societal demands.The diversified economic structure and high-quality development trajectory of the Guangdong-Hong Kong-Macao Greater Bay Area present new demands for talent cultivation,curriculum design,and pedagogical reform within university Human Resource Management(HRM)programs.Taking Guangzhou Huashang College as the research subject,this paper analyses the core competencies required for HRM programs under the New Liberal Arts framework through policy document analysis,literature review,and field research.It identifies shortcomings in the current curriculum system regarding knowledge structure,practical pathways,and cross-disciplinary integration.Guided by Outcome-Based Education(OBE)and Competency-Based Education(CBE)frameworks,a new curriculum architecture was designed comprising four pillars:general education and humanities literacy,professional core competencies,cross-disciplinary integration,and practical innovation.Practical explorations were undertaken in areas such as university-enterprise collaboration and industry-education integration.Preliminary outcomes demonstrate that the new scheme comprehensively enhances students’data comprehension,strategic awareness,and humanistic sensitivity,providing a reference paradigm for the high-quality development of HRM programs within the new liberal arts context.
文摘Morality can be defined as a series of rules-can be expressed in form of customs,beliefs and public opinions-that can be used to realign human’s thoughts,notion and behavior.In organization’s human resource management,morality will also play important role.Type of morality in organization human resource management can be classified in different manner.Morality can be classified as mission,develop prospect,value,obligation and outlook of value and so on according to content of morality in organization human resource management,and can be classified as unconscious value,basic conscious value,and forecast conscious value,and can be classified as public morality,vocational morality,family morality and personal morality according to realigning scope of morality.Morality in organization human resource management has many characteristics,sociality,particularity,generality,and level of morality all can be deemed as characteristics of morality in organization human resource management.Function of morality in organization human resource management refers to influence and effect of morality in organization human resource management,influence and effect mainly include realign workers’thought and behavior,and realign relation among people.
文摘With the comprehensive development of modern information technology,big data technology has been integrated into various industries and has become a pillar technology supporting industrial upgrading and transformation.In enterprise human resource management,big data technology also has a broad application space and important application value.To gain higher market competitiveness and comprehensively improve the quality and efficiency of human resource management,enterprises need to rely on big data technology for comprehensive reform and optimization,thereby building an efficient,fair,open,and scientific human resource management model.This paper analyzes the problems and changes of enterprise human resource management in the era of big data,and then puts forward effective strategies for enterprise human resource management based on the era of big data.
文摘With the advancement of the new medical reform,public hospitals face numerous challenges and opportunities,making the optimization of human resource allocation a critical priority.This paper analyzes the requirements imposed by the new medical reform on human resource allocation in public hospitals,examines existing issues such as an unbalanced personnel structure,unscientific job design,and an inadequate talent mobility mechanism,and proposes corresponding optimization strategies.These strategies include improving the recruitment and selection process,scientifically planning job structures,and establishing a flexible talent mobility mechanism.The goal is to enhance the quality of medical services,improve hospital operational efficiency,and promote the sustainable development of public hospitals.
基金supported by the Noncommunicable Chronic Diseases-National Science and Technology Major Project(No.2023ZD0510500)National Natural Science Foundation of China(No.82403392)。
文摘Objective:Pancreatic cancer is a global health challenge,yet the Western Pacific Region(WPR)lacks comprehensive analysis of its burden and human resources for health(HRH)distribution.This study aims to assess trends in pancreatic cancer and HRH density in the WPR and investigate their relationship.Methods:Pancreatic cancer data from GBD 2021 and annual HRH density from GBD 2019 were analyzed.Joinpoint regression was used to analyze temporal trends of pancreatic cancer burden and HRH density across 31countries of the WPR.Spearman's rank correlation analysis and generalized linear models were applied to investigate the association between HRH density and pancreatic cancer burden.Results:From 1990 to 2021,pancreatic cancer incidence in the WPR increased by 209%,from 59,766 to184,612 cases,with a 201%rise in mortality and a 152%increase in disability-adjusted life years(DALYs).In 2021,smoking and high fasting plasma glucose were major risk factors,responsible for 16.43%and 23.29%of deaths,respectively.HRH density was positively correlated with the age-standardized incidence(P=0.767),death(P=0.752),and DALYs(P=0.726)rates of pancreatic cancer,and in 2019,most countries'HRH densities were below the Universal Health Coverage targets.Conclusions:Despite improvements in HRH,notable distribution inequalities and shortages persist,limiting capabilities in pancreatic cancer diagnosis and treatment.The positive association between burden and HRH density reflects improved diagnostics from HRH growth but persistent treatment insufficiency due to shortages,and suggests that targeted HRH investment,strengthened primary care,and integration of palliative care are crucial to alleviating the burden.
文摘Public institutions constitute a vital component of China’s public service system,playing a significant functional role in the nation’s social development and construction.Human resource(HR)management is a vital component of internal administration within these institutions.The integration of performance appraisal is crucial for enhancing the effectiveness of HR management and facilitating the smooth operation of all institutional functions.Based on this premise,this article first briefly outlines the value of applying performance appraisal in the HR management of public institutions.It then explores strategies for implementing performance appraisal within this context,aiming to provide insights for promoting the sustained and healthy development of public institutions.
文摘The longstanding debate persists:is the economy for the people,or are people for the economy?Technological advancements have increasingly reduced the need for physical human labor in economic activities.However,the demand for human resources is expected to persist at some level.Historically,the necessary human resources for national economies have been sustained through birth rates or immigration.This study explores whether maintaining a stable fertility rate of 2.1 in modern EU member states can be achieved in the long term while adhering to constitutional and human rights standards.
基金Zhejiang Provincial Medical and Health Science and Technology Projects(Project No:2024KY1339)。
文摘This paper focuses on the issue of nurses’job burnout and conducts an in-depth analysis of its contributing factors from multiple dimensions,including organizational management,job characteristics,and individual attributes.These factors include shortages in nursing human resources,lack of management support,excessive workload,and differences in coping strategies.Based on this analysis,targeted human resource management strategies are proposed,covering aspects such as optimizing human resource allocation,leadership development and organizational support,humanized management practices,and competency development with supporting systems.The aim is to alleviate nurses’job burnout,improve the quality of nursing work and nurses’professional well-being,and provide theoretical reference and practical guidance for human resource management in the nursing industry.
文摘The issue of the new standards for employees＇ salary and general financial rules that include employees＇ salary and relevant expenditures, have a great impact on human resources cost accounting. This paper performs a specialized study on human resources cost and employees＇ salary, accounts setting and accounting treatment for human resources cost accounting, human resources cost report, etc. on the basis of relevant provisions in the new Chinese accounting standards, the general financial rules, international accounting standards, and relevant academic research findings.
文摘A review through the origination, development and prospect of Human resource accounting (HRA) is presented based on the study of plentiful literatures about it. HRA is defined as an accounting procedure and method to discriminate and measure the data of human resources, aiming to provide information which is concerned with the change of human resources for the outside people to serve human resource management. It is experiencing a nearly frozen period following its hot time in 1970s after its origination in America in 1960s. The theoretic foundation of HRA is classical plutonomy dated back to 17th century. There were two preeminent persons in the history of HRA. One was Theodore Schultz who established his human capital theory relating education that improves the human capital value with economy; the other was Eric G.FIamholtz who enriched the concept, research methods and application of HRA. In China, the research on HRA started in 1980s beginning with introducing overseas achievements. Multiple views coexist in the academy on whether human resources should be taken as accounting assets and on where to put the HRA information in financial statements. The application of HRA is constrained by the absence of full-blown theories and methodological systems about it as well as difficulties in evaluating human resources and the obstacle of conventional understandings. However, with the conning of intellective economy, the globalization of competition and the entry of China into WTO, the day of HRA will surely come.
文摘Nursing Human Resource Management is part of the human resources is nursing human resources by organizing nurses study, planning, training, and ultimately serve the medical career management stated objectives. Nursing human resource development of our human resources there are insufficient care, nurses configuration structure is irrational, the management system is not perfect, nurses are not high quality is the current status of nursing human resource mauagemenL and problems. This paper proposes a ＂human resource is the first resource＂ human resources management concept, has taken to develop a reasonable management mechanism, improve relevant laws and regulations of nursing human resources development, increase investment in education, strengthen education and training for nurses, the rational allocation of nursing human resources and other measures. In this paper, the connotation of Human Resources Management in the current situation as the starting point of care, from the current situation of nursing human resource development and the problems of the current situation of nursing human resource management and problems of nursing human resources management to discuss and propose appropriate for the development of human resource management solutions.
基金The Foundation of the Ministry of Sci-ence and Technology of China (No.2002E0691036)
文摘A computer system for human resource （HR） redistribution system is presented to solve the balance problem of the ＂surplus resources＂ and ＂surplus tasks＂ among a group of project units. The system architecture is designed in a compositional manner using the elements of agent technology and knowledge technology. A combination of generic agent models, ontology and knowledge provides an effective approach to address the dynamic, distributed and knowledge-intensive characters of the HR management. In the system, the broker agent acting as intermediary provides matchmaking services to the domain agents, and the individual domain agents communicate directly with each other. The HR ontology provides the semantic match of the surplus task and the surplus resource. Finally, an application example is presented to illustrate the achieved solution for a concrete scenario. This novel way offers a comprehensive HR exchange solution and is snitablc for both intra-organizational and inter-organizational HR management.
文摘The globe has been confronting a new set of challenges.Such challenges are unique to each country context.The overarching challenge,all above other challenges is,to seek appropriate knowledge as a tool and mean to resolve such challenges.A critical such knowledge to be accumulated in all days is on how to develop people or human resources.However,with the existing knowledge claims in this regard,countries have been unable to resolve such challenges.Human Development,one such knowledge claim,is too broader,and therefore,no guided protocol is suggested in finding solutions.Human Resource Development,as another such knowledge claim is too limited in scope to address broader level challenges.National Human Resource Development(NHRD)has emerged to bridge this gap,emphasising people oriented solutions to resolve country level challenges.The NHRD literature encourages NHRD country case studies,and that,justifications for starting NHRD country case studies is needed.This study justifies such a research on NHRD practices in Malaysia's country context,using content analysis.As a result,this study has shown higher level country challenges,derived a need of people based approach in resolving such challenges,highlighted NHRD as capable as possible in guiding to establish people development knowledge claim,and finally justified an NHRD research to be done within Malaysia's context to see how Malaysia practices NHRD.
文摘Resource-based view （RBV） has been a very important theory to explain performance in the past decades. Among several types of resources, human resources are known as a critical factor for business success. The present paper has sought to link the human resources and performance based on the concept of RBV focusing on entrepreneurs as decisive human resources. This paper uses a sample of 378 Lao small and medium enterprises （SMEs）. Overall, the findings suggest that the significant factors in explaining performance in Lao SMEs are the education of entrepreneurs, business development services for entrepreneurs and experience of entrepreneurs. Whereas training at starting business and training for entrepreneurs were not supported.
文摘In this paper some selected items of changes in the human resources in Polish agriculture at the beginning of 2 Ist century were presented, especially the questions of employment and education of the rural areas population, including farmers. The employment, as the first of the issues, was presented against the changes in the EU and the stable but non-revolutionary character of changes in Polish agriculture was underlined. To illustrate the connections between the process of changes in agriculture and the level of education some statistic data were shown. The disproportion in education level between the urban and the rural population was exposed with the emphasis on poor education of the farmers. The author also discussed the further prospects of human resources changes in the rural area to 2035. At the same time the importance of education in the process of raising the standard of life and work of people in the rural areas was stressed.
文摘Human resource accounting is related with intellectual capital in literature. This study adds another dimension for human resource accounting field. It is costs, human resource management related costs. Research topic is intellectual capital and human resource costs in human resource accounting. Research question is that human resource accounting is technic of management accounting. Research methodology is the case study approaches. Main result of study is that human resource costs are recorded in financial accounting and this information might be used by human resource leaders and other executives. Further, human resource of company may be recorded as intellectual capital in balanced sheet. Quantity of record might become total compensation of firms. In conclusion, HR accounting is management accounting technic with its support for information role and decision-making role.
文摘Major indicator of firm performance is business performance. Aims of firms and managers are to achieve firm performance. Human resource management （HRM） aims to achieve individual performance in order for firm performance. Because individuals （professionals） may have an impact on business performance. European HRM is adopting principles of American HRM. This is convergence. There are two factors that may affect divergence between Europe and USA. Divergence factors are social awareness and economic viewpoint difference. First of all, European firms consider social partners in HRM. Secondly, EU is regulated market economy and USA has liberal market economy. That may create divergence between Europe and USA.
文摘The aim of this paper is to define the nature, present the possibilities, and discuss the problems of using human resource controlling in small and medium-sized building companies. This paper is based on the assumption that expedient human resource controlling is an effective human resource management tool that achieves the required performance of employees and expected competitiveness of a building company. This paper uses the results of a questionnaire survey conducted in November 2013 to analyze human resource management in building companies in the Czech Republic and specify the organization and conditions of human resource management. Some 81 small （less than 50 employees） and 66 medium-sized （50-249 employees） building companies operating in the Czech Republic took part in the questionnaire survey. The results of the questionnaire survey showed the lack of concept and random nature of human resource management in most small and medium-sized building companies. Of course, in terms of the present economic trend, it is above all important for small and medium-sized companies to develop their adaptability to the building market and to be able to deal with a variety of construction works. It is effective human resource management supported by expedient human resources that serves this purpose.
