鳝鱼的功效与作用Innovative Thoughts on Enterpri Human
Resource Management in the Big Data Era
Donghui XIE , Ting WANG
Henan Polytechnic University
写爷爷的作文Abstract: Human resources are the power source of enterpri development. En-
terpris must adhere to the talent development strategy, make scientific and ra-
tional u of talent mechanism, and constantly explore new talent management
mode if they want to achieve sustained and rapid development in the new era. Big
data management can replace the subjectivity and fuzziness of human resource
management under the traditional mode with objective and accurate judgment. Ac-
cording to the characteristics of the era of big data, this paper explores the new
strategies of human resource management in enterpris.
春节成语
Key words: Human Resources Management; Big Data; Innovation
All Rights Rerved.
1. Introduction
Times change is the eternal theme of social development. With the rapid de-velopment of the Internet industry, the world is flooded with more and more infor-
mation, and the information is growing with the passage of time. If enterpris
want to develop in the fierce social competition, they must dare to stand in the “front line”
of big data, and make full u of Internet resources to achieve talent management, so as to
make the operation of enterpris more efficient. To make good u of big data to make
enterpris develop rapidly, first of all, we need to understand what big data is, what can
be done, and how to make good u of this tool. This is the problem that enterpris
need to solve at prent.
About the author: Donghui XIE, Male, 1966. 09, Wang Ting, Male, 1977. 08, Han, Pro-
fessor, Vice Professor, Master, Rearch on Human Resource Management.
129
Creativity and Innovation Vol.3 No.1 2019
130
2. Overview of Two Big Data
(1) What is big data
One of the purpos of statistics is to confirm large discoveries with fewer da-ta and to find hidden rules in a limited sample. However, one disadvantage of sam-ple estimation is that its error will be enlarged with the subdivision of the data, so that we can not get more accurate information. Up to now, large data aggregate analysis has replaced sample analysis, and social sciences and business
decisions no longer rely on sample analysis and questionnaires. When all data can be col-lected by ourlves, we don't need to worry about the errors in the samples. And the big data technology can help us to collect information that we can’t collect before, and help us make optimal decisions using the data we get.
(2) Differences between big Data and traditional data
First, in the era of big data, the amount of data we analyze and process is in-comparable with traditional data, and big data is no longer limited to artificial ran-dom sampling. In many cas, the collection of large data is carried out through the network. It is no longer like traditional data that has to be collected and procesd manually. With the increa of data volume, the traditional data processing methods can not meet the needs of data processing. Big data processing needs reasonable and efficient algorithms and powerful cloud computing capabilities, and the com-mercial value of big data is incalculable, so it puts forward higher requirements for practitioners’ ability of data analysis.
3. Problems Faced by Enterpri Human Resource Manage-ment under the Background of Big Data
(1) Obsolete management concepts
For their own reasons, some enterpris do not incorporate human resources management into the effective mechanism of enterpri management. They believe that the development of enterpris depends on innovative technology rather than optimization of human resources management. The weak consciousness of human resource management of enterpri managers restricts the healthy development of enterpris. Enterpris can not establish efficient personnel inflow and outflow mechanism, can not absorb more excellent construction personnel, can not mobilize the enthusiasm of workers, then the efficiency of enterpris will be greatly re-duced. The new era needs new ideas, new ideas can drive new actions. Only enter-pris realize the importance of innovative human resources management, can they gain the initiative in talent competition.
All Rights Rerved.
Innovative Thoughts on Enterpri Human Resource Management in the Big Data Era
131
(2) Backward management means
红米的功效The technological innovation of most enterpris is not as rapid as that of high -tech. The system of
enterpris tends to be fixed with the passage of time. Moreover, this system has adapted to the operation of enterpris. When facing new things, enterpris have to consider the various costs of transformation. As for hu-man resources management, people have adapted to the old management mode. Although using big data management is more efficient, it puts forward higher de-mand for human resources management professionals and big data talents. Within the scope of affordability, most enterpris will retain the original management system unchanged, it is easy to make enterpris backward. This phenomenon is more obvious in state -owned enterpris. The overstaffed management system of state -owned enterpris and the scarcity of innovative talents are important reasons for the inefficient operation of enterpris. There are a large number of older work-ers who are difficult to adapt to the f the rapid changes of the information age, which restricts the development of enterpris.
(3) The low quality of employees
Big data began to emerge in recent years. It is often difficult for managers in society, especially older workers, to adapt quickly to the changes brought about by
消防知识图片
the new era. The managers themlves are lack of judgment on the economic situa-
tion, innsitive to the policy changes of the relevant enterpris and countries and lack of innovation. They just pursue the task blindly and do not dig and think deeply about the data, it is easy for enterpris to lo the good opportunity for de-velopment. The value of big data lies in that it enables enterpris to find a break-through in the social competition in the face of huge amount of information, and employees are the important information source of big data. Enterpri staff is the blood that drives the operation of enterpris. However, we find that there are still many enterpris ignore human resources management and do not attach im-portance to the professional quality of employees. This phenomenon is more com-mon in small and medium -sized enterpris.
4. Discussion on the Innovation of Enterpri Human Resource Man-agement in the Big Data Era
(1) Strengthen the innovation of enterpri management ideas
Big data thinking is derived from the development of the times. It is the spe-cific embodiment of the transformation of enterpri human resources management in the information age. In order to adapt to the trend of the times, human resource managers in enterpris should establish big data thinking mode, have keen insight in the allocation of talents, have strategic vision and foresight, and integrate inno-
All Rights Rerved.
Creativity and Innovation Vol.3 No.1 2019
132
vative ideas into practice. Big data resources are an important basis for enterpris to insight into the changes of enterpris, and they are very important for any en-terpri. Human resources management should face huge and complex information, establish flexible information processing methods, regard human resources as im-portant asts of enterpris in social competition, and improve the cohesion and competitiveness of enterpris. Therefore, in the enterpri construction, the enter-pri managers should strengthen the innovation of management ideas, constantly learn advanced talent management methods, introduce efficient management mode, meet the development needs of the times, deeply analyze the core points of human resources management, and attach importance to the cultivation of innovative tal-ents.
(2) Extensive u of big data to enrich human resources management methods Enterpri human resource managers can make full u of the convenience of big data to carry out innovative human resource management model. The applica-tion of big data is mainly embodied in assisting enterpri
decision makers to find potential information in huge data, and then helps them to complete the efficient allocation of manpower and materials and improve the efficiency of enterpri op-eration. Through the construction of enterpri human resource management sys-tem, the basic information and working conditions of employees are recorded one by one, and the traditional inefficient paper recording method is changed, so as to meet the requirements of the information age, improve the efficiency and curity of enterpri management, and reduce the cost of enterpri management. Traditional hu-man resource management mode is prone to human error, and lagging management mode will make enterpris bear greater economic loss. Enterpris are profit -oriented organi-zations. Maintaining efficient operation is the fundamental to ensure the profitability of enterpris. If we want to survive in the Internet age, we must be brave enough to be the trendtter of the times. Big data provides a convenient and efficient man-agement mode for human resources management. It is an efficient management means to assist enterpri decision makers to make correct decisions. The widespread u of big data will help enterpris optimize their management system.
(3) Strengthen training and asssment to improve the quality of employees Big data participates in the recruitment, training and performance appraisal of employees, which makes the human resource management of enterpris enter a new era. Through the wide dismination of information on the I
nternet, enterpris can attract a large number of outstanding talents in a relatively short period of time, and lect candidates that meet the needs of enterpris. Big data participation in employee training in enterpris can not only tap the potential of employees, but also conduct in -depth analysis of the problems existing in performance, which can All Rights Rerved.
Innovative Thoughts on Enterpri Human Resource Management in the Big Data Era 133 guide business managers to formulate correct programs to improve the system. Us-ing big data, the asssment of employees in enterpris is no longer a single opera-tion, but can be considered comprehensively in many ways, which increas the scientific rationality of the considerations, and is conducive to quantitative man-agement of enterpris. The traditional human resource management method will inevitably have errors in the examination, or the manual record will drill holes for tho who have bad intentions. Such things will damage the interests of enterpris and will not be conducive to creating a fair competitive environment for enterpris. Therefore, it is very necessary to introduce big data to standardize the examination. Under the scientific asssment mode, it can correctly record the indicators of em-ployees and achieve the elimination of the fittest. Of cour, the u of big data should be within a reasonable range, not involving personal privacy and harming social interests, and eking profit rationally in social competition.
5. Conclusion
三角函数的奇偶性Big data era provides a new platform for human resource management of en-terpris. Compared with traditional management methods, big data is more effi-cient and faster, which is conducive to improving the competitiveness of enterpris-es in the market. In view of the current problems, human resources management of enterpris should maintain an open management concept, realize the importance of big data to the development of enterpris, and make good u of the opportunity of big data development to optimize the management system of enterpris and to make big data assist enterpris in decision -making and evaluation of employees, and ensure the enterpri to obtain the maximum benefit in the market competition. Through the quantitative management of large data, the human resource management frame is continuously optimized to maximize the utilization rate of human resources in enterpris, there by improving the efficiency of enterpris.
Works Cited
[1] Xing Fusheng. “Human resource management analysis of enterpris in big data
environment”. Building Materials and Decoration, 2019 (17): 139-40.
竹叶饮[2] Mach. “Rearch on human resource management innovation model in the big data
era”. Finance and Economics (Academic Edition), 2019 (11): 173.
[3] Li Kunpeng, Zhang Wenyuan. “Talking about the innovation of enterpri human
resource management in the big data era”. Taxation, 2019, 13 (16): 270 + 273.
[4] Zhang Jingru. “Rearch on innovation of enterpri human resource performance
management in big data era”. China Management Informatization, 2019, 22 (11): 70-72.
行为测试
All Rights Rerved.
