Human resource management in a smart society

下面为大家整理一篇优秀的assignment代写范文- Human resource management in a smart society，供大家参考学习，这篇论文讨论了智慧社会下的人力资源管理。随着时代的发展，智慧社会作为一种智慧城市升级版的概念也在不断进步，现已进入新型发展阶段，智慧社会的建设可以在事业单位内部促进人力资源管理系统不断创新，进而提高事业单位内人力资源管理系统的定位。由于人力资源管理作为事业单位内一个重要项目，其目的在于充分开发单位内拥有的人力资源，保证体制内人才的驱动常态化。在智慧社会影响下，事业单位内人力资源管理的转型发展新方向的重点在于人力资源的数据化。

At present, the construction of smart society is in a developing period, and some public institutions with human resource management are also striding towards the direction of multi-space, multi-choice, new ideas and new vitality. As the human resource management of most public institutions is one of the tasks with various affairs and relatively high pressure, the innovation of management is placed in front of all institutions. Part of institutions to establish a large data management mode of thinking, to further improve and the development of the whole institution of human resource management system, the need to strengthen the human resource of business and the integration of wisdom for the construction of the social dynamics, and attaches great importance to the internal staff business contact, scientific and reasonable human resources data statistics, promote human resources management innovation and transformation, establish a new mode of human resource management.

With the development of The Times, the concept of smart society as an upgraded version of smart city is also making continuous progress. It has entered a new stage of development. The construction of smart society can promote the continuous innovation of human resource management system in public institutions, so as to improve the positioning of human resource management system in public institutions. As human resource management is an important project in the public institution, its purpose is to fully develop the human resources in the institution and ensure the drive of talents in the system.

At present, the transformation of human resource management in China's public institutions should focus on further scientific, rational and standardized human resource management. Unit managers can through the wisdom of the great background of the society, under the favorable conditions and create more professional communication channels and methods, realize communication barrier-free thoroughly, because for any one institution, the core of the main human resources management is how to select the best talent. Therefore, under the influence of smart society, the new direction of human resource management transformation and development in public institutions focuses on the datamation of human resources.

In the reform of human resource management in public institutions, the processing technology of big data should be developed first. Under the current background of The Times, the business of the internal human resource management of public institutions has basically abandoned the traditional manual form, but adopted a variety of information technology. Managers' evaluation of talents in the company has changed from the monotonous subjective judgment mode to the comprehensive evaluation of talents, which is more scientific and fair. So big data processing within the business unit has a great influence in the human resources management system, such as in the process of talent selection and evaluation, some personal subjective factors affecting evaluation cannot be avoided, it will not only limit the development of human resources transformation, may also cause misunderstandings and disputes, but the wisdom in the social construction, these data can be unified by the selection of the talents into human resource management of big data, managers can through the cooperation with related technical personnel, for big data analysis and investigation, to deep the talent data mining and statistics, the unit in selecting talents with quantitative evaluation standard, Form a complete and standard human resources big data evaluation system.

Big data processing technology and human resource management are combined to establish a new information management system that can share data. This data sharing mode adopts Shared resource base and database in order to increase the use efficiency of human resource management data. Compared with the traditional management mode, this new information management mode has higher data sharing and lower data separation. In other words, in the two kinds of human resource management data under the same condition, the data sharing mode can save the cost and expense of the whole system. In human resource management, communication is the basis. After big data analysis and comparison, managers can find out what needs to be strengthened in communication with the surveyed personnel, and the communication data will be well preserved. At the same time, under the influence of the construction of a smart society, human resource management big data still has a lot of room for improvement and development, which needs further development.

Human resource managers in institutions should also adopt humanized management measures in the process of selecting and assessing talents. In this unit is intended to explore the internal staff business ability, as well as to analyze the actual working status of each for inspection personnel, and to develop a suitable training related thereto true staff training plan, to ensure the rational and scientific content, only in this way, in order to encourage more employees contributing to the long-term development of the business unit.

In the process of building a smart society, many data and information are characterized by extensive sources, complex structures and huge quantities. With the continuous accumulation and development of these data and information, different degrees of changes begin to appear, which change with time. Therefore, under the current background, the data of human resource management are different, and the new transformation of human resource management in public institutions has more challenges and difficulties than the traditional mode. In the future, the human resource management mode of public institutions needs to be based on big data and constantly improve the management of big data. At the same time, it also needs to make full use of big data technology and constantly innovate in combination with the development of various human resource businesses in the institution. At the same time, in order to ensure the new normal of human resource management, it is necessary to build a professional human resource management development team.

The traditional thinking mode of human resource management in public institutions is that human resource data are often subjective, which is usually based on managers' standards. Such judgment basis not only lacks the rational analysis process, but also lacks the scientific evaluation standard. Big data technology is one of the indispensable and important factors in the construction of a smart society. It has been widely covered in various statistical data fields, and human resource management is also involved in many fields. With the continuous development of the construction of a smart society, the management of big data has been constantly improved and has great use value. The academic community has also started to use big data thinking to analyze the problems encountered in human resource management. This sense of recognition is also reflected in all aspects of human resource management. Big data thinking not only promotes the improvement of executive ability, but also improves the effectiveness and accuracy of managers' data analysis results. Especially in some public institutions with large Numbers, wide range and large scale, big data thinking has become a new choice for human resource managers.

In a word, the construction of smart society is in a developing period. Under this background, the human resource management mode of public institutions needs to change accordingly. New methods and new thinking should be adopted.

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