Learning Human Resources and Applying it to Real-Life Situations

Abstract

This study aimed to demonstrate some parts of human resources management, more specifically, to show the application of knowledge in human management and real-life situations. The research explores some aspects of human resources analysis, including enterprise management, fundamental analysis, planning, and monitoring. This analysis demonstrates the integration of knowledge in real-life situations after successfully learning the Human Resources Management (HRM) program. In this case, it tends to critically demonstrate how an individual can apply knowledge from learning HRM to perform their daily tasks. It discusses the previous development of HRM processes and how it has evolved in modern business management. Also, the analysis elaborates on the basic understanding of HR resources for non-HR managers and the application of knowledge in real-life situations, research projects, entrepreneurial businesses, and large corporations. Effective managers must demonstrate efficient skills since they play fundamental roles in business, such as recruitment, employee training, and performance appraisals. Therefore, they must incorporate excellent communication, analytical, organizational, and managerial skills. Furthermore, this analysis highlights HR managers' practices and processes, including employment policies and technology, to enhance employee commitment and work efficiency.

Corporate Employee Sharing Performance Leads to Sustainable Development - A Case Study of Software and Information Technology Services Industry of Listed Companies in China

“…All relevant studies on human resources show that to revitalize talents and maximize the utility of human resources, it is not enough to rely on the accumulation of talents, but must effectively configure human resources and realize the matching of people and jobs [6]. Human resource management mainly includes human resource planning, employee recruitment and allocation, employee training, and employee skills development, employee performance appraisal, employee income distribution, welfare management, and employee labor relations management, and the employee protection mechanism in human resource management plays an important role in the establishment of a reasonable employment management system for the enterprise, which can effectively help the enterprise to solve many problems in the employee recruitment, employee salary allocation, employee many problems in performance appraisal, and replace decisions based on anecdotal experience, hierarchy, and risk aversion with higher-quality data-driven decisions based on data analysis, prediction, and experimental research [7,8,9,10,11] believes that China's human resource management system has more problems, and it needs to be constantly reformed and improved in terms of compensation, performance, and incentive policies to achieve the strategic development goals in the big data environment and to make the enterprise business system more mature. Therefore, the main purpose of this paper is to find out whether enterprises can improve the per capita contribution of employees through the performance of employee sharing behaviors (according to the commonwealth index of Cathay Pacific database, employee sharing behaviors include three aspects: employee employment, employee compensation, and employee security), and thus improve the sustainable development ability of enterprises.…”