Objective: outpatient service is an important workplace of the hospital. Its nursing work is very important, which is related to the reputation of the hospital and the quality of nursing service. Therefore, this paper...Objective: outpatient service is an important workplace of the hospital. Its nursing work is very important, which is related to the reputation of the hospital and the quality of nursing service. Therefore, this paper discusses the method and effect of humanized management in outpatient service. Methods: the patients in the study were selected from outpatients. A total of 90 patients were included in the study from August 2020 to August the next year. At the same time, two groups were set up, namely the reference group (routine nursing) and the research group (humanized management). The patients were divided into two groups according to the order of priority, with 45 cases each.The nursing situation of the two groups was analyzed, the relevant data were analyzed, and the research results were summarized. Results: compared with the reference group, the disputes in the study group were lower, and the nursing satisfaction was higher than that in the reference group. Conclusion: using humanized management for outpatient nursing management is conducive to improve patient satisfaction and outpatient nursing quality, which is worthy of application and promotion.展开更多
Objective: To explore the application effect of humanized management in outpatient management. Method: the 80 patients to outpatient clinic as the overall study object, the patients admission time of the upper limit a...Objective: To explore the application effect of humanized management in outpatient management. Method: the 80 patients to outpatient clinic as the overall study object, the patients admission time of the upper limit and lower limit for January 2020 and November 2021, according to the difference of admission order group, each group of 40 cases, control group and experimental group accept routine care management and humanized management. Observe nursing before and after patients anxiety (SAS) score, depression (SDS) score, quality of life score changes, nursing error rate, nursing disputes, nursing satisfaction, outpatient nursing management quality assessment, basic nursing target rate, critical express care target achievement rate, nursing document goal rate. Results: After nursing, all patients SAS score and SDS score were significantly decreased, and the quality of life score was significantly improved, and the experimental group had a higher level of reduction and improvement. At the same time, the incidence of nursing errors and nursing disputes in the experimental group were significantly low, and the nursing satisfaction, outpatient nursing management quality score, basic nursing target achievement rate, risk special care target achievement rate, and nursing document target achievement rate were all significantly high, and the two groups were significantly different (P <0.05). Conclusion: The application of humanized management in outpatient nursing management has good results.展开更多
Objective: the experiment will implement humanized management for outpatient pharmacy to further improve work efficiency and serve patients. Methods: the scope of the experiment was selected from the subjects of outpa...Objective: the experiment will implement humanized management for outpatient pharmacy to further improve work efficiency and serve patients. Methods: the scope of the experiment was selected from the subjects of outpatient pharmacy workers in our hospital from April 2020 to March 2021, and the working conditions under different management modes were analyzed. According to the time group, the traditional management mode was applied from April 2020 to September 2020, and the humanized management was applied from October 2020 to March 2021 to compare the improvement of work efficiency of outpatient pharmacies. Results: in terms of work quality, the work enthusiasm of the observation group was higher, especially after humanized management was carried out, the number of people with excellent work enthusiasm was significantly increased, with statistical significance (P < 0.05). At the same time, in the survey of satisfaction with medication consultation, the satisfaction evaluation of outpatient patients to the staff in the observation group was (96.3±2.7) points, better than that of the control group (90.5±1.8) points, and the difference was statistically significant (P < 0.05). Conclusions: the adoption of humanized control mode can improve the work quality of outpatient pharmacy staff, improve their working status, which makes them to better serve the outpatient patients who take drugs, and strengthen the quality of drug control, and it has the value of popularization.展开更多
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
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
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
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
At the current stage,China’s medical and health industry is constantly developing,and it is essential to fully attach importance to the core role of Centers for Disease Control and Prevention(CDC).For tertiary hospit...At the current stage,China’s medical and health industry is constantly developing,and it is essential to fully attach importance to the core role of Centers for Disease Control and Prevention(CDC).For tertiary hospitals,one of their key work tasks is to carry out public health management.Based on this,this paper mainly expounds on some basic problems existing in the public health management of state-owned hospitals at the current stage,and puts forward corresponding countermeasures for the identified problems.These countermeasures include enhancing the emphasis on public health management,strengthening the intensity of medical management,effectively improving the allocation of medical management resources,and intensifying the training of relevant personnel.This paper aims to provide references for improving the level of hospital public health management.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
Amid the vigorous development of the digital economy,enterprises'innovation and entrepreneurship practices are facing unprecedented opportunities and challenges.During digital transformation,enterprises need to in...Amid the vigorous development of the digital economy,enterprises'innovation and entrepreneurship practices are facing unprecedented opportunities and challenges.During digital transformation,enterprises need to innovate human resource management(HRM)in multiple aspects[1].As a crucial link in enterprises'digital transformation,the digitalization of HRM is gradually becoming a core driving force for promoting enterprises'innovation and entrepreneurship.This paper deeply explores how the digitalization of HRM provides comprehensive support and guarantee for enterprises'innovation and entrepreneurship practices by innovating talent recruitment and selection mechanisms,optimizing talent training and development systems,improving performance management and incentive mechanisms,and constructing innovative organizational culture and team collaboration models.Combining theoretical analysis with practical cases,it reveals the important role of HRM digitalization in enhancing enterprises'innovation capabilities and stimulating employees'entrepreneurial spirit,and provides useful references for enterprises to achieve sustainable development.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
Objective: to analyze the methods to improve the nursing quality in psychiatric department. Methods: A number of psychiatric patients in our hospital were randomly divided into humanistic management group and control ...Objective: to analyze the methods to improve the nursing quality in psychiatric department. Methods: A number of psychiatric patients in our hospital were randomly divided into humanistic management group and control group with 31 cases in each group. The improvement of mental status of the two groups was compared. Results: the anxiety score of the humanized management group after intervention was (37.52±4.33) points, as compared with (50.30±5.41) points of the control group (P < 0.05). Conclusion: humanistic management is beneficial to improve the mental state of patients with mental diseases and promote their physical and mental rehabilitation, with significant nursing effect.展开更多
Background:Forest is the largest biomass carbon(C)pool in China,taking up a substantial amount of atmospheric carbon dioxide.Although it is well understood that planted forests(PFs)act as a large C sink,the contributi...Background:Forest is the largest biomass carbon(C)pool in China,taking up a substantial amount of atmospheric carbon dioxide.Although it is well understood that planted forests(PFs)act as a large C sink,the contribution of human management to C storage enhancement remains obscure.Moreover,existing projections of forest C dynamics suffer from spatially inconsistent age and type information or neglected human management impacts.In this study,using developed PF age and type maps and data collected from 1371 forest plantation sites in China,we simulated biomass C stock change and quantified management impacts for the time period 2010-2050.Results:Results show that future forest biomass C increment might have been overestimated by 32.5%-107.5% in former studies.We also found that age-related growth will be by far the largest contributor to PF biomass C increment from 2010 to 2050(1.23±0.002 Pg C,1 Pg=10^(15) g=1 billion metric tons),followed by the impact of human management(0.57±0.02 Pg C),while the contribution of climate is slight(0.087±0.04 Pg C).Besides,an additional 0.24±0.07 Pg C can be stored if current PFs are all managed by 2050,resulting in a total increase of 2.13±0.05 Pg C.Conclusions:Forest management and age-related growth dominate the biomass C change in PFs,while the effect of climatic factors on the accumulation is minor.To achieve the ambitious goal of forest C stock enhancement by 3.5 Pg from 2020 to 2050,we advocate to improve the management of existing forests and reduce the requests for more lands for forest expansion,which helps mitigate potential conflicts with agricultural sectors.Our results highlight that appropriate planning and management are required for sustaining and enhancing biomass C sequestration in China’s PF.展开更多
The main features and connotation of the tolerance human resource management based on strategy are analyzed and summarized. The theory and method of systematic engineering is used to build the evaluation index systems...The main features and connotation of the tolerance human resource management based on strategy are analyzed and summarized. The theory and method of systematic engineering is used to build the evaluation index systems for the tolerance human resource management. On the basis of it, by using the theory of matter-element analysis, the matter-element models are formulated for the evaluation of the tolerance human resource management. Regarding annual tolerance human resource management as the object of matter-dement, the tolerance human resource ：management for two years are analyzed and evaluated through using the matter. element models proposed. A ease study is carried out and the satisfactory results are obtained. A new scientific methed is provided for the evaluation of human resource management based on strategy.展开更多
Objective:Evaluating a staff’s perception of safety culture is a critical factor in hospital management,and the knowledge of value and efficiency in hospitals is still inadequate.This study aimed to investigate the p...Objective:Evaluating a staff’s perception of safety culture is a critical factor in hospital management,and the knowledge of value and efficiency in hospitals is still inadequate.This study aimed to investigate the perceptions of safety culture among medical staffs and determine priorities for clear and better management.Methods:A cross-sectional survey of 595 medical staff members was conducted at 2 ter tiary hospitals in Western China using a hospital survey on patient safety culture(HSOPSC)and its value and efficiency in the hospital.Results:The dimensions with a disadvantaged positive response were nonpunitive response to error(44.6%)and staffing(42.0%).Five dimensions can explain 37.7%of the variation in the overall perception of patient safety,and handoffs and transitions are the most important dimensions(standardized coefficients 0.295).Conclusions:Hospital managers should pay more attention to nonpunitive management and staffing.Handoffs and transitions are the most important areas of potential improvement in patient safety in hospitals.展开更多
Research topic of study is Venn relations. Venn symbolizes relationship among human resource methods. They are personnel management, human resource management, and strategic human resource management. Venn symbolizes ...Research topic of study is Venn relations. Venn symbolizes relationship among human resource methods. They are personnel management, human resource management, and strategic human resource management. Venn symbolizes relationship among three human resource methods. According to the relations, firms apply three of them in human resource management departments. Personnel management is associated with job performance, human resource management is associated with employee performance, and strategic human resource management is associated with firm performance. Thus, those three purposes are crucial to firm＇s objectives. This study also explores human resource accounting, cognitive placement, and talent management. Research question is that firms may apply three human resource methods in human resource management departments. Methodology of study is literature scanning and major result is the application of cognitive placement methodology and Venn diagrams. Data and analysis are obtained through secondary data collection.展开更多
The competency model is a widely-used human resource management tool that can be applied to human resource management in different regions,different fields,different enterprises,and positions of different nature,which...The competency model is a widely-used human resource management tool that can be applied to human resource management in different regions,different fields,different enterprises,and positions of different nature,which can improve the objectivity,reliability,authenticity and fairness of enterprise human resource management,give full play to the promotion of human resource management to the development of enterprise operations,and help enterprises achieve development and manage-ment goals.展开更多
The recent years have witnessed the rapid economic growth of our country.The medical industry has also come to a new era.The number of hospital staff continues to increase,while some problems of managing human resourc...The recent years have witnessed the rapid economic growth of our country.The medical industry has also come to a new era.The number of hospital staff continues to increase,while some problems of managing human resource have gradually emerged.These problems have a bad impact on the functions of the hospital.We must attach great importance to solve them.In the process of managing the human resources of hospital,we must insist to put people first.That is how we can better boost the working initiative of medical staff,setting the foundation for the development of hospital in a long run.This article has conducted deepening research on this issue.First of all,it briefly introduced the theory of putting people first.And then it stated the connotation of the theory of putting people first applied in managing human resources of hospital.At last,it explored the strategies on applying the theory of putting people first in managing human resources of hospital in accordance to the concrete conditions.展开更多
Today＇s society has entered the Intemet era, the Internet technology has brought great changes to all walks of life.With the development of＂Internet plus＂,traditional industry, service industry and business have to...Today＇s society has entered the Intemet era, the Internet technology has brought great changes to all walks of life.With the development of＂Internet plus＂,traditional industry, service industry and business have to make the appropriate changes to meet the demand of the ＂Internet plus＂ era.Similarly,human resource management has to face new challenges in ＂Intemet plus＂ era.This paper expounds the characteristics of＂Internet plus＂ era and the changes brought to the human resource management,put forward the idea that human resources management should make changes to meet the demand of the ＂Internet plus＂ era from three aspects：big data,decentration and staff self management,establishing a new talent incentive mechanism.展开更多
文摘Objective: outpatient service is an important workplace of the hospital. Its nursing work is very important, which is related to the reputation of the hospital and the quality of nursing service. Therefore, this paper discusses the method and effect of humanized management in outpatient service. Methods: the patients in the study were selected from outpatients. A total of 90 patients were included in the study from August 2020 to August the next year. At the same time, two groups were set up, namely the reference group (routine nursing) and the research group (humanized management). The patients were divided into two groups according to the order of priority, with 45 cases each.The nursing situation of the two groups was analyzed, the relevant data were analyzed, and the research results were summarized. Results: compared with the reference group, the disputes in the study group were lower, and the nursing satisfaction was higher than that in the reference group. Conclusion: using humanized management for outpatient nursing management is conducive to improve patient satisfaction and outpatient nursing quality, which is worthy of application and promotion.
文摘Objective: To explore the application effect of humanized management in outpatient management. Method: the 80 patients to outpatient clinic as the overall study object, the patients admission time of the upper limit and lower limit for January 2020 and November 2021, according to the difference of admission order group, each group of 40 cases, control group and experimental group accept routine care management and humanized management. Observe nursing before and after patients anxiety (SAS) score, depression (SDS) score, quality of life score changes, nursing error rate, nursing disputes, nursing satisfaction, outpatient nursing management quality assessment, basic nursing target rate, critical express care target achievement rate, nursing document goal rate. Results: After nursing, all patients SAS score and SDS score were significantly decreased, and the quality of life score was significantly improved, and the experimental group had a higher level of reduction and improvement. At the same time, the incidence of nursing errors and nursing disputes in the experimental group were significantly low, and the nursing satisfaction, outpatient nursing management quality score, basic nursing target achievement rate, risk special care target achievement rate, and nursing document target achievement rate were all significantly high, and the two groups were significantly different (P <0.05). Conclusion: The application of humanized management in outpatient nursing management has good results.
文摘Objective: the experiment will implement humanized management for outpatient pharmacy to further improve work efficiency and serve patients. Methods: the scope of the experiment was selected from the subjects of outpatient pharmacy workers in our hospital from April 2020 to March 2021, and the working conditions under different management modes were analyzed. According to the time group, the traditional management mode was applied from April 2020 to September 2020, and the humanized management was applied from October 2020 to March 2021 to compare the improvement of work efficiency of outpatient pharmacies. Results: in terms of work quality, the work enthusiasm of the observation group was higher, especially after humanized management was carried out, the number of people with excellent work enthusiasm was significantly increased, with statistical significance (P < 0.05). At the same time, in the survey of satisfaction with medication consultation, the satisfaction evaluation of outpatient patients to the staff in the observation group was (96.3±2.7) points, better than that of the control group (90.5±1.8) points, and the difference was statistically significant (P < 0.05). Conclusions: the adoption of humanized control mode can improve the work quality of outpatient pharmacy staff, improve their working status, which makes them to better serve the outpatient patients who take drugs, and strengthen the quality of drug control, and it has the value of popularization.
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.
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.
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At the current stage,China’s medical and health industry is constantly developing,and it is essential to fully attach importance to the core role of Centers for Disease Control and Prevention(CDC).For tertiary hospitals,one of their key work tasks is to carry out public health management.Based on this,this paper mainly expounds on some basic problems existing in the public health management of state-owned hospitals at the current stage,and puts forward corresponding countermeasures for the identified problems.These countermeasures include enhancing the emphasis on public health management,strengthening the intensity of medical management,effectively improving the allocation of medical management resources,and intensifying the training of relevant personnel.This paper aims to provide references for improving the level of hospital public health management.
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.
基金the horizontal research project of Guangzhou College of Technology and Business entitled College Students'Entrepreneurial Intention and Realization Path under the Background of Artificial Intelligence(Project No.:KYHX2025032).
文摘Amid the vigorous development of the digital economy,enterprises'innovation and entrepreneurship practices are facing unprecedented opportunities and challenges.During digital transformation,enterprises need to innovate human resource management(HRM)in multiple aspects[1].As a crucial link in enterprises'digital transformation,the digitalization of HRM is gradually becoming a core driving force for promoting enterprises'innovation and entrepreneurship.This paper deeply explores how the digitalization of HRM provides comprehensive support and guarantee for enterprises'innovation and entrepreneurship practices by innovating talent recruitment and selection mechanisms,optimizing talent training and development systems,improving performance management and incentive mechanisms,and constructing innovative organizational culture and team collaboration models.Combining theoretical analysis with practical cases,it reveals the important role of HRM digitalization in enhancing enterprises'innovation capabilities and stimulating employees'entrepreneurial spirit,and provides useful references for enterprises to achieve sustainable development.
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Objective: to analyze the methods to improve the nursing quality in psychiatric department. Methods: A number of psychiatric patients in our hospital were randomly divided into humanistic management group and control group with 31 cases in each group. The improvement of mental status of the two groups was compared. Results: the anxiety score of the humanized management group after intervention was (37.52±4.33) points, as compared with (50.30±5.41) points of the control group (P < 0.05). Conclusion: humanistic management is beneficial to improve the mental state of patients with mental diseases and promote their physical and mental rehabilitation, with significant nursing effect.
文摘Background:Forest is the largest biomass carbon(C)pool in China,taking up a substantial amount of atmospheric carbon dioxide.Although it is well understood that planted forests(PFs)act as a large C sink,the contribution of human management to C storage enhancement remains obscure.Moreover,existing projections of forest C dynamics suffer from spatially inconsistent age and type information or neglected human management impacts.In this study,using developed PF age and type maps and data collected from 1371 forest plantation sites in China,we simulated biomass C stock change and quantified management impacts for the time period 2010-2050.Results:Results show that future forest biomass C increment might have been overestimated by 32.5%-107.5% in former studies.We also found that age-related growth will be by far the largest contributor to PF biomass C increment from 2010 to 2050(1.23±0.002 Pg C,1 Pg=10^(15) g=1 billion metric tons),followed by the impact of human management(0.57±0.02 Pg C),while the contribution of climate is slight(0.087±0.04 Pg C).Besides,an additional 0.24±0.07 Pg C can be stored if current PFs are all managed by 2050,resulting in a total increase of 2.13±0.05 Pg C.Conclusions:Forest management and age-related growth dominate the biomass C change in PFs,while the effect of climatic factors on the accumulation is minor.To achieve the ambitious goal of forest C stock enhancement by 3.5 Pg from 2020 to 2050,we advocate to improve the management of existing forests and reduce the requests for more lands for forest expansion,which helps mitigate potential conflicts with agricultural sectors.Our results highlight that appropriate planning and management are required for sustaining and enhancing biomass C sequestration in China’s PF.
文摘The main features and connotation of the tolerance human resource management based on strategy are analyzed and summarized. The theory and method of systematic engineering is used to build the evaluation index systems for the tolerance human resource management. On the basis of it, by using the theory of matter-element analysis, the matter-element models are formulated for the evaluation of the tolerance human resource management. Regarding annual tolerance human resource management as the object of matter-dement, the tolerance human resource ：management for two years are analyzed and evaluated through using the matter. element models proposed. A ease study is carried out and the satisfactory results are obtained. A new scientific methed is provided for the evaluation of human resource management based on strategy.
文摘Objective:Evaluating a staff’s perception of safety culture is a critical factor in hospital management,and the knowledge of value and efficiency in hospitals is still inadequate.This study aimed to investigate the perceptions of safety culture among medical staffs and determine priorities for clear and better management.Methods:A cross-sectional survey of 595 medical staff members was conducted at 2 ter tiary hospitals in Western China using a hospital survey on patient safety culture(HSOPSC)and its value and efficiency in the hospital.Results:The dimensions with a disadvantaged positive response were nonpunitive response to error(44.6%)and staffing(42.0%).Five dimensions can explain 37.7%of the variation in the overall perception of patient safety,and handoffs and transitions are the most important dimensions(standardized coefficients 0.295).Conclusions:Hospital managers should pay more attention to nonpunitive management and staffing.Handoffs and transitions are the most important areas of potential improvement in patient safety in hospitals.
文摘Research topic of study is Venn relations. Venn symbolizes relationship among human resource methods. They are personnel management, human resource management, and strategic human resource management. Venn symbolizes relationship among three human resource methods. According to the relations, firms apply three of them in human resource management departments. Personnel management is associated with job performance, human resource management is associated with employee performance, and strategic human resource management is associated with firm performance. Thus, those three purposes are crucial to firm＇s objectives. This study also explores human resource accounting, cognitive placement, and talent management. Research question is that firms may apply three human resource methods in human resource management departments. Methodology of study is literature scanning and major result is the application of cognitive placement methodology and Venn diagrams. Data and analysis are obtained through secondary data collection.
文摘The competency model is a widely-used human resource management tool that can be applied to human resource management in different regions,different fields,different enterprises,and positions of different nature,which can improve the objectivity,reliability,authenticity and fairness of enterprise human resource management,give full play to the promotion of human resource management to the development of enterprise operations,and help enterprises achieve development and manage-ment goals.
文摘The recent years have witnessed the rapid economic growth of our country.The medical industry has also come to a new era.The number of hospital staff continues to increase,while some problems of managing human resource have gradually emerged.These problems have a bad impact on the functions of the hospital.We must attach great importance to solve them.In the process of managing the human resources of hospital,we must insist to put people first.That is how we can better boost the working initiative of medical staff,setting the foundation for the development of hospital in a long run.This article has conducted deepening research on this issue.First of all,it briefly introduced the theory of putting people first.And then it stated the connotation of the theory of putting people first applied in managing human resources of hospital.At last,it explored the strategies on applying the theory of putting people first in managing human resources of hospital in accordance to the concrete conditions.
文摘Today＇s society has entered the Intemet era, the Internet technology has brought great changes to all walks of life.With the development of＂Internet plus＂,traditional industry, service industry and business have to make the appropriate changes to meet the demand of the ＂Internet plus＂ era.Similarly,human resource management has to face new challenges in ＂Intemet plus＂ era.This paper expounds the characteristics of＂Internet plus＂ era and the changes brought to the human resource management,put forward the idea that human resources management should make changes to meet the demand of the ＂Internet plus＂ era from three aspects：big data,decentration and staff self management,establishing a new talent incentive mechanism.
