Exploring human resource management intelligence practices using machine learning models

The use of machine learning for recruitment has become one of the main themes in human resources ever since machine learning software investigated the first recruitment software and discovered that utilizing technology improves their effectiveness at work, speed, and makes the process simpler. In order to better handle employee files, profiles, turnover, data analytics, and the creation of electronic personal data sheets for government service records, a human resource information system that incorporates machine learning has been created. Using a supervised machine learning technique, it was designed to foresee staff turnover. From a theoretical perspective, machine learning apps may be able to perform the same tasks as HR specialists, if not better or faster. Supporting HR professionals in becoming a true business partner and providing them with accurate and reliable advice, the interaction between HR professionals and line top management believes that the HR professionals still has surplus over machine learning, alone. Human resources methods and the significance of machine learning are the primary focus of this paper. This paper's three goals are to (1) determine how much of an impact Machine learning can have on the organization's recruitment procedures, (2) examine the extent to which this technology has been adopted, and (3) examine the frequency with which complaints have been lodged during these crucial exercises.     

Inspired,but not mimicking: a conversation between artificial intelligence and human intelligenceOA

<正>How intelligent is artificial intelligence(AI)? How intelligent will it become in the future? What is the relationship between AI and human intelligence(HI)? These questions have been a hot topic of discussion in recent years, but no consensus has yet been reached. To discuss these issues, we should first understand the concept of intelligence as well as the underlying mechanisms for both HI and AI. In this NSR Forum, experts from both disciplines gathered to discuss these issues; in pa...     

Disaster City Digital Twin: A vision for integrating artificial and human intelligence for disaster management

This paper presents a vision for a Disaster City Digital Twin paradigm that can: (i) enable interdisciplinary convergence in the field of crisis informatics and information and communication technology (ICT) in disaster management; (ii) integrate artificial intelligence (AI) algorithms and approaches to improve situation assessment, decision making, and coordination among various stakeholders; and (iii) enable increased visibility into network dynamics of complex disaster management and humanitarian actions. The number of humanitarian relief actions is growing due to the increased frequency of natural and man-made crises. Various streams of research across different disciplines have focused on ICT and AI solutions for enhancing disaster management processes. However, most of the existing research is fragmented without a common vision towards a converging paradigm. Recognizing this, this paper presents the Disaster City Digital Twin as a unifying paradigm. The four main components of the proposed Digital Twin paradigm include: multi-data sensing for data collection, data integration and analytics, multi-actor game-theoretic decision making, and dynamic network analysis. For each component, the current state of the art related to AI methods and approaches are examined and gaps are identified.     

人力资源生态位:现代人力资源管理的新视角

在现代企业竞争日趋激烈的情况下,根据企业生态位原理分析人力资源的角色定位,探讨人力资源生态位的概念、内涵、基本原理以及优化对策,有利于企业构建利于自身生存与发展的人力资源生态位.     

战略性人力资源管理研究进展

大量研究证据显示,组织管理其人力资源的方式对组织结果存在显著的作用,人力资源管理实践与组织效能有着紧密的联系。本文在总结以往相关研究的基础上,从战略性人力资源管理的视角探讨了人力资源管理的研究进展,并提出了该领域的未来研究趋势。     

The strategic use of artificial intelligence in the digital era: Systematic literature review and future research directions

Artificial Intelligence tools have attracted attention from the literature and business organizations in the last decade, especially by the advances in machine learning techniques. However, despite the great potential of AI technologies for solving problems, there are still issues involved in practical use and lack of knowledge as regards using AI in a strategic way, in order to create business value. In this context, the present study aims to fill this gap by: providing a critical literature review related to the integration of AI to organizational strategy; synthetizing the existing approaches and frameworks, highlighting the potential benefits, challenges and opportunities; presenting a discussion about future research directions. Through a systematic literature review, research articles were analyzed. Besides gaps for future studies, a conceptual framework is presented, discussed according to four sources of value creation: (i) decision support; (ii) customer and employee engagement; (iii) automation; and (iv) new products and services. These findings contribute to both theoretical and managerial perspectives, with extensive opportunities for generating novel theory and new forms of management practices.     

人力资源管理效能研究述评

主要从人力资源管理效能的评价内容、指标、评价方法和评价标准等方面进行相关的文献述评.     

战略性人力资源计分卡构建和实施框架研究

战略性人力资源管理已经发展到一个革命性的十字路口。相对于只对战略性人力资源管理和财务绩效之间的关系进行研究,基于平衡计分卡的战略性人力资源管理从财务方面、客户方面、内部的经营程序和企业的学习与成长过程四个方面更加全面地评价了战略性人力资源管理的作用,并突显了其战略特征。相对于绩效评价系统,平衡计分卡更是一种战略分析和实施框架,本文通过基于平衡计分卡的战略性人力资源管理构建了一个战略管理系统,并初步探讨了其实施过程。     

HR捆绑:21世纪人力资源管理的新视角

HR捆绑是近几年出现的人力资源研究和实践的新视角。本文运用战略性人力资源理论和资源观理论解释和分析了HR捆绑的含义和作用机制，回顾了其实证研究的结论，并概括了以往HR捆绑研究和实践中的主要不足，在此基础上又进一步提出了HR捆绑研究和实践的两个构思：胜任力为核心的HR捆绑模型和HR动态匹配捆绑模型。     

战略性人力资源管理与组织绩效关系研究

知识经济时代，企业如何通过人力资源获取和保持核心竞争优势，进而提高组织绩效是关系组织生存和发展的关键问题。本文在研究文献的基础上，对战略性人力资源管理与组织绩效关系研究的理论依据及三大取向进行了论述，指出研究中存在的问题并提出了若干建议。     

主体知识在决策中的运用

 分析了主体知识在应对不确定环境方面的作用,指出主体知识对其决策的作用不仅局限于传统分析所述的辅助,还具有替代理性计算决策的功能。依赖主体知识进行的规则支配决策与依赖消耗资源进行理性计算决策,是主体权衡偏差成本与决策成本的理性结果。在节约偏差成本的目标指引下,主体知识的最优特征受到环境事件概率分布的影响。存在一个环境事件概率分布的临界值,可用以分割主体决策的两种模式,确定依赖主体知识进行规则支配决策的适用领域。     

项目人力资源管理在科技管理中的应用

在分析科技管理中科技项目和科技人员与一般项目和项目成员的区别的基础上,建立项目人力资源管理在科技管理知识体系中的基本架构,强调科技管理中应用项目人力资源管理的理论和方法应该突出科技项目的特征,从科技项目计划、组织、变更及环境影响中进行系统的补充和完善。     

我国HRM研究热点与趋势分析

文章以中国知网CNKI两种代表性期刊作为数据来源,使用SPSS软件对2007年至2016年有效期刊论文及其关键词进行统计,运用词频分析法对国内HRM(人力资源管理)的关键词进行分析,梳理人力资源管理研究热点,根据词频排名趋势变化将关键词分为平稳型、波动型、上升型和下降型四类,并对其今后发展趋势进行分析预测。     

胜任力模型在企业人力资源管理中的应用

胜任力模型是当前人力资源管理研究中的热点问题之一,是对传统的人力资源管理思想与方法的重要补充。文章论述了基于胜任力模型的企业人力资源管理体系的优势,分别从企业角度和模型自身对其在中国的开发和实施进行分析,并对该模型在中国推广缓慢的原因进行剖析。     

经济危机背景下的人力资源管理优化策略

立足于企业的长远发展,从人员配置、招聘、培训、绩效管理以及员工报酬等方面提出了面对危机,企业实现人力资源整体优化的策略。即企业要在整合业务流程的基础上调整岗位设置,对人力资源进行合理配置;要实施战略性招聘,提高招聘效率;要注意统筹培训计划,加强培训效果评估;还要完善绩效考核体系,培养员工的绩效管理意识,确保薪酬政策向核心员工和高绩效员工倾斜,同时加大非经济性报酬的力度。     

人工智能计算机的发展困境

上个世纪八十年代,第五代计算机,也就是人工智能计算机的研究曾热极一时,然而时至今日,已经鲜有人提起第五代计算机了。本文对第五代计算机的主要特征进行了描述,从第五代计算机的核心技术…人工智能入手,对第五代计算机研究陷于困境的原因进行了探讨。在此基础上,对于人工智能的发展前景做出了自己的判断。     

Assessing the effectiveness of a three-way decision-making framework with multiple features in simulating human judgement of opinion classification

Three-way opinion classification (3WOC) models are based on a human perspective of opinion classification and offer human-like decision-making capabilities. The purpose of this study was to determine the effectiveness of a three-way decision-making framework with multiple features (fuzzy features and semantic features) in simulating human judgement of opinions. This was an quantitative study. A simple prototype of the three-way decision model was run against the Amazon Musical Instrument dataset to evaluate the model. The data used to verify the results were collected from 125 respondents via an online survey. The participants tested the model in context, then immediately filled in the online questionnaire. Results show that the statistical correlation between semantic features and fuzzy feature is low. Therefore, classification coverage and accuracy can be increased when both types of features are used together rather than using one type of feature alone. With the integration of semantic features and fuzzy features, we found that our three-way decision model performs better than a two-way classification model. Furthermore, the 3WOC model is a simulation of human judgements executed when people make decisions. Finally, we offer usability recommendations based on our analysis. A three-way decision-making framework is a better solution to simulate human judgement of opinion classification than a two-way decision model. The research outcomes will help in the development of better opinion classification systems that can support businesses and organisations to make strategic plans to improve their products or services based on customer preference patterns.     

集团企业人力资源管理系统解决方案

信息技术正不断渗透到企业管理的每一个环节，人力资源管理自然也不例外。本文通过分析集团企业的组织构架，针对集团企业的两种管理模式——分布式管理模式和集中式管理模式，分别提出建立集团企业人力资源管理信息系统的解决方案。