Enterprise human resource management index based on fuzzy system

Abstract

Nowadays, with the development of science and technology, the progress of society, and the fierce competition among enterprises in the market, the current market competition has gradually turned into the competition of talents, and the excellent talent reserve of enterprises is a competitive advantage. However, there are many enterprises and many places where human resource management is not in place. At the same time, many imperceptible problems in human resource management, most of which are hidden and uncertain, lead to business problems and related phenomena and threaten the further development of enterprises. Although there are many research methods for these problems, it is difficult to analyze the current situation with this method because of its strong subjectivity. In order to better solve the above problems, this paper studies the standard system of human resource management under the background of the fuzzy system and uses the new structure of human resource fuzzy theory decision-making which has strong theoretical and practical value in human resource system. In the research of this paper, human resource management indicators are divided into comprehensive and professional. Aiming at these two categories of indicators, this paper uses human resource management theory to analyze them systematically and designs a more reasonable indicator system. Then, taking an enterprise as an example, it uses a fuzzy comprehensive evaluation method to combine qualitative and quantitative research to analyze the enterprise. In the analysis, this paper finds that there are some problems in human resource management, such as performance management is not in place, employees’ sense of belonging is not strong, and through the fuzzy comprehensive evaluation of the enterprise situation, it is found that the enterprise human resource management system is good, but still needs to further improve the enterprise management system.

Keywords

Fuzzy theory human resource management theory comprehensive evaluation

1 Introduction

Nowadays, my country’s reform and opening-up policies are becoming more and more perfect, the market economy is developing faster and faster, and the competition between enterprises has begun to change from the competition of technology and capital to the robbing of high-quality talents [1]. In today’s fierce market competition, the competition of talents is the most important thing for enterprise development. Therefore, the concept of human resources has become an important part of our enterprise development, and it also has far-reaching significance for social development. With the rapid development of society, enterprises that simply pursue production capacity cannot achieve long-term development. Only by adopting relevant measures suitable for the development of their own enterprises can enterprise managers improve their comprehensive competitiveness, improve their own business models, and formulate appropriate strategies to help enterprises achieve sustainable development [2]. Competition is invincible. In this context, human resource management plays an important role in the development of enterprises. Each enterprise has set up a human resources management department and implemented a series of policies to help the enterprise have more management talents, better stimulate the potential of employees, and better develop the enterprise [3]. With the development of society, China’s market policy is also changing. Enterprises must adjust internal management in a timely manner and find management policies that adapt to national policies and market changes in order to develop healthily.

Nowadays, the world economy has undergone tremendous changes, which has brought more risks to the operation of enterprises, and the profits of many enterprises are getting lower and lower. Under the new economic situation, many enterprises in my country are facing huge challenges. In this context, many enterprises in my country are facing huge challenges. In order to improve the adaptability of enterprises, update innovation capabilities with greater innovation and management models, and improve operating efficiency, human resources have become an important part of enterprise management and have an important impact on the realization of enterprise strategies [4]. At the core, it plays a very important role in the operation and development of an enterprise. The development of an enterprise requires more knowledgeable talents. My country is paying more and more attention to human capital, and labor laws and regulations are becoming more and more perfect [5]. Chinese companies must play an important role in human resources development. Improve management capabilities, reorganize human resource management, successfully complete the structural transformation and upgrade of human resource management, human resource management, and human capital management, companies can quickly respond to market changes, and many companies can currently conduct corporate management in modern society, the company’s development is positive Faced with bottlenecks, it eventually led to problems in the company’s human resource management model, causing serious personnel losses, stimulating employees’ enthusiasm, not contributing to the company, and lacking long-term training for employees. In this case, the human resources management department should learn from the mature talents of the enterprise and formulate a human resources management strategy suitable for the development of the enterprise, so that the enterprise can get rid of the current work.

In order to achieve a certain purpose, things are comprehensively evaluated and judged through the synthesis of fuzzy relations. On the basis of determining the factor set, weight set, and evaluation set that caused the human resources management crisis, an index system for comprehensive evaluation was established. The first step is to go through a lot of information consultation and expert consultation to deepen the company’s experience and select the appropriate indicators. The second step is to establish a factor set. According to the meaning of the fuzzy set, the factor set is a set of comprehensive evaluation factors [6]. The third step is to establish a weight set. Because the influence of each sub-factor on the superior factor is different, and the influence of different factor sets on the evaluation target is also different, it is necessary to specify the fuzzy vector and sub-factor of each factor, representing the factors that affect weight. The fourth step is to establish an evaluation set, also known as an evaluation set, which uses a complex operation of the fuzzy matrix for a comprehensive evaluation to obtain an initial model of fuzzy comprehensive evaluation [7].

This paper takes an enterprise as the research object, mainly discusses and studies the problems existing in human resource management, analyzes these problems, and then systematically evaluates the enterprise’s human resource indicators according to the fuzzy comprehensive evaluation method, and systematically evaluates the enterprise’s human resource management. This is an important part of business management. Enterprises fully develop human resources, optimize competitiveness, and ensure the survival and development of enterprises. The analysis results show that the research on evaluation criteria of human resource management by domestic and foreign companies can be roughly divided into two categories. One is a comprehensive evaluation, that is, the evaluation standard of human resource management belongs to the comprehensive standard system of the enterprise, and the other is the evaluation of professional enterprise human resource management. The survey results show that there are still many problems in the investigation and research of enterprise human resource management. For example, employees do not have a strong sense of belonging to the enterprise, the brain drain of the enterprise is serious, they do not attach importance to the education of enterprise employees, and no effective incentive mechanism is implemented. According to the calculation methods of the fuzzy comprehensive evaluation method, the indicators of the human resources system of the enterprise are analyzed and calculated, and finally, the human resources of the enterprise are good. Enterprise managers should improve their own human resource management structure and improve the competitiveness of enterprises.

The second part of this article introduces the related research work of scholars in the field of human resources. The third part enumerates the related problems in the human resources management of the enterprise. The fourth part designs the index system of human resource management and analyzes it with the method of fuzzy comprehensive evaluation. The fifth part uses the method of a fuzzy comprehensive evaluation to point out the problems of enterprise human resources; the sixth part summarizes the full text.

2 Related works

Human resource management refers to the planning, organization, coordination, and control of acquiring, allocating, and using human resources owned by the organization to help the organization achieve its goals; on the other hand, human resource management and development constitute human resource management [19, 20]. Although human resource management and human resource management have many similarities, human resource management, and human resource management are different. Human resources management pays more attention to the following two points: first, the importance of human resources management lies in the more important position of local people, they not only focus on talents but also all members of the organization; second, human resources pay more attention to the development of human potential. The comprehensive development of people is one of the important purposes of the organization. Human resources management can be divided into the following four aspects: (1) human resources demand forecasting and planning; (2) personnel selection and combination; (3) personnel use and incentives; (4) human resources training and development. In the early 1990s, my country’s academia and business began to pay attention to human resource management theory. Domestic human resource management experts have conducted serious research and improvement on the development history of foreign human resource management. However, the theoretical research at that time was still in the reference stage. They believe that the development of human resource management and human resource management together constitute the development of human resource management. However, Chinese scholars began to study human resource management in 1980. In fact, it is relatively late in the world. Many scholars have conducted research on human resources. Based on the research of human resource management, there are a large number of monographs and teaching materials in the West. The researchers combined the existing human resource management theories of Western scholars with the actual market conditions in China. After studying foreign human resource management models and experience, though many people’s discussion and research, we have achieved some results. Many economists in my country believe that management is the most important part of enterprise management [8]. Nowadays, good human resource management provides a powerful impetus for enterprise development.

The fuzzy comprehensive evaluation method is a comprehensive evaluation method based on fuzzy mathematics [9 , 22]. According to the dependence theory of fuzzy mathematics, this method transforms qualitative evaluation into the quantitative evaluation and uses fuzzy mathematics as a whole to evaluate things or objects restricted by various factors. It can help us solve the obvious, strong system characteristics, fuzzy, non-quantitative problems, it is suitable for solving various uncertain problems. In this article, it can help me to evaluate the human resource management level of the research enterprise.

3 Human resource management in enterprises

3.1 The employment mechanism is not perfect

The flow of talent is a widespread phenomenon in Chinese companies today [10]. Appropriate talent flow can bring the exchange of knowledge and technology to the enterprise, and can also bring new vitality to the enterprise so that the enterprise has a new development. There are two different concepts here: talent mobility and brain drain. On the one hand, these two concepts transfer members from inside the organization to outside the organization, but for enterprises, the flow of talent is reasonable, and the loss of talent is unreasonable. Brain drain will only bring disadvantages to the company. It will cause the enterprise to lose relevant knowledge and technology, thereby putting the organization into a dilemma [11]. Work and production cannot be continued, causing direct or indirect losses and affecting the long-term stable and healthy development of the enterprise. But this unhealthy brain drain is a common phenomenon facing Chinese companies. The unreasonable flow will weaken the strength of the enterprise and hinder the development of the enterprise. In addition, if the proportion of managers leaving is large, it is not conducive to the development of the enterprise. Excellent employees leave the company or hold important positions, which is indispensable to the overall operation of the company. They may have an important customer and business information for the company. Their departure may reveal relevant information. In addition, it is difficult for companies to find the same level of talent to fill the vacancy in a short time. During the vacancy, the normal operation of the company’s business will be affected, the maintenance of the company’s customers and market share, and the company’s reputation in the industry will be adversely affected [12]. At the same time, if a company recruits new employees, it will only make the company bear the cost of recruitment and training, and the company’s expenditure will increase.

In today’s society, with the rapid development of knowledge and technology, we need to master more and more knowledge [13]. The knowledge we have learned in school can no longer meet the needs of our work. Therefore, if an enterprise wants to be in a leading position in the competition, it needs to have a sense of lifelong education for its employees. Enterprises only see short-term benefits and do not pay enough attention to the cultivation of talents. If enterprise managers believe that the cultivation of talents requires a large cost, which is much higher than the cost of direct recruitment, then in many cases, they only use talents for short-term purposes only for short-term benefits. They also believe that talent training will lead to a brain drain. In this way, human resources will be greatly devalued [24]. Some companies only pay attention to the training of new employees, but not to the training of old employees. Therefore, the company does not have a perfect talent training system, nor does it strive to establish its own talent training system.

After recruiting new employees, the company more or less trains them to let them understand the company’s culture and job responsibilities to meet the needs of future work. The recruitment of excellent talents by an enterprise does not mean that it has excellent employees, it does not mean that employees can adapt to their positions and teams, nor does it mean that their knowledge, skills, and ideas will not be outdated in the context of the development of the times. At the same time, the training of new employees will make old employees feel that they have not been valued and respected by the company, rather than focusing on the long-term development of employees so that employees cannot find the company’s sense of belonging and security [14]. Therefore, employees are likely to leave psychologically.

3.2 Imperfect performance management system

In order to complete the work as soon as possible, the former employee’s enterprise article can work overtime spontaneously, but recently, because the company’s incentive mechanism is not perfect, the company’s performance management cannot follow the company’s changes, the human resources department cannot reward employees for their positive performance, and employees The depressed work cannot be discovered in time and punished [15]. This has led to more and more employees becoming lazy, late, and leaving early. However, due to the lack of an appropriate reward and punishment system, employees’ internal competition awareness is relatively weak. In this case, the work efficiency of employees is very low, which affects the normal operation of the company.

Among the companies surveyed in this article, the performance appraisal system was not successfully established. Companies just set goals for positions in the company and see if they are achieved. This method is too simple and rough, which is not conducive to improving the level of human resources. The combination of quantitative and qualitative indicators is unreasonable, which is not conducive to overall development. This is not conducive to mobilize the enthusiasm of employees. At the same time, the purpose of performance appraisal is also biased, and employees cannot communicate through the results of performance appraisal.

3.3 Incentive mechanism is not perfect

Incentive mechanism refers to all incentive measures, programs, and systems adopted by employees and teams to achieve work efficiency and value more effectively [25 –27]. Give full play to the role of incentive mechanism, can effectively promote the development of enterprises and employees. The companies studied in this paper do not pay attention to employee incentives, and the managers of the companies are more willing to increase operating costs in production, public relations, and machines, rather than increasing the proportion of human resources investment in operating costs [16]. Because the incentive system of the enterprise is not reasonable enough, it will restrict the development of the enterprise. The incentive mechanism is not only related to salary and work but also requires the improvement of organization and culture. Employees have a better understanding of these incentive mechanisms. From the perspective of understanding and demand, there are obvious differences. Salary incentives are not only the material security of employees but also the most basic requirements of employees. Work incentives are incentives to train and expand employees’ work abilities. This incentive is obvious to employees’ sense of accomplishment. It enriches the working methods of employees and makes them work more actively. With the adjustment of the organization, employees will have a strong sense of belonging under the organizational structure. Cultural incentives refer to the establishment of a corporate culture that encourages employees and teams to create more value while completing their job duties. Compared with other indicators, employees’ perception of culture has the most profound influence.

3.4 Not paying enough attention to corporate culture

In today’s enterprises, the construction of human resource culture should be paid attention to. Improving the construction of human resource culture will help companies improve their core competitiveness. Corporate culture can help companies improve cohesion and centripetal force, encourage employees to develop innovation, create their own companies, and make them more profitable. Corporate culture is an internal behavior pattern formed by enterprises in the long-term production, operation, construction, and development process. It is a cultural tradition and a set of innovative behavior patterns advocated and followed by corporate leaders [17]. It is reflected in the company’s values, business philosophy, and code of conduct, and penetrates into all areas, time and space of the company. Its core content is the cultivation of corporate values, corporate spirit, corporate management concepts, and the improvement of employees’ ideological and moral qualities. Through the construction and implementation of corporate culture, optimizing the humanistic quality of an enterprise is to improve the competitiveness of the enterprise, and promote the growth of economic benefits. However, within the company, corporate culture construction has not received enough attention, there are the following problems: the company lacks the overall talent concept, talent development planning flaws, lack of humanistic care for employees.

4 Human resource management in enterprises

4.1 Human resource management evaluation index design

In order to facilitate the comprehensive analysis of the human resource system of the enterprise under investigation using fuzzy evaluation algorithms [18], we assume that each process of human resource management of the enterprise is related to each other, and the attributes in it can be quantified. The evaluation meets the requirements of contemporary enterprises for human resource management.

We quantify the enterprise’s human resource management system and quantify the various items appearing in the system as indicators at all levels. We analyze the company’s human resource management system from three aspects: employee adaptability, order execution, and work effectiveness. These three are also first-level indicators. Among them, the adaptability of employees can be divided into the coordination of work of internal staff, the degree of adaptation of internal staff and external, which is a secondary indicator. The degree of adaptation of internal staff in various aspects is simply that each department, each position, technical staff, and the degree of cooperation of managers is also a three-level indicator. The degree of adaptation of internal staff and external can be subdivided into whether the management strategy formulated by enterprise managers adapts to the development of enterprises under the background of policies in the current market. Enterprise personnel and managers formulate whether the development strategy, corporate culture, and general operating philosophy of the company have sufficient coordination, it also depends on whether it is legal. The execution of the order is the internal operation, which includes the recruitment of new employees, management of employee compensation, and efficiency of performance evaluation of employees. These are also three-level indicators. The effectiveness of the work is also the degree of satisfaction of the company’s employees with the company, including whether the employee stays after the contract expires, the internal structure of the company, and the product productivity of the enterprise. These are also three-level indicators. See Table 1 for detailed indicators.

Table 1
Indicators at all levels

First-level indicators Secondary indicators Third-level indicators

Adaptability Internal coordination Coordination between various departments

Coordination between various positions

Degree of cooperation between technicians and managers

External coordination The adaptability of management policies to the market

Compatibility with the law

Compatibility with corporate culture

Compatibility with development strategies

Compatibility with the business philosophy

Coordination and cooperation between the human resource management system and enterprises

Enforceability Internal operation Recruitment and selection efficiency

The efficiency of salary management

The efficiency of performance appraisal

Effectiveness Employee satisfaction with the organization Employee retention rateProfessional structureLabor productivity

First-level indicators	Secondary indicators	Third-level indicators
Adaptability	Internal coordination	Coordination between various departments
		Coordination between various positions
		Degree of cooperation between technicians and managers
	External coordination	The adaptability of management policies to the market
		Compatibility with the law
		Compatibility with corporate culture
		Compatibility with development strategies
		Compatibility with the business philosophy
		Coordination and cooperation between the human resource management system and enterprises
Enforceability	Internal operation	Recruitment and selection efficiency
		The efficiency of salary management
		The efficiency of performance appraisal
Effectiveness	Employee satisfaction with the organization	Employee retention rateProfessional structureLabor productivity

When selecting indicators, we should be careful not to use a single indicator. In the comprehensive evaluation of the enterprise human resource management system, we should pay attention to the selection of each factor in the first, second, and third-level indicators. For example, when selecting a job position, we cannot select and investigate a single position. The reason why we set up an index system is to have a scientific and accurate comprehensive evaluation of the research object. The index system should also have practical value, and it cannot be without connotation. The selected evaluation index, even if it is small, should be representative and Characteristic. When choosing an indicator system, pay attention to the independence of the indicator system, which can avoid ambiguity.

4.2 Fuzzy comprehensive evaluation

A fuzzy comprehensive evaluation is a method to organize and synthesize human subjective judgment [28 –30]. It can deal with complex social and economic issues, with multiple standards and multiple objectives, and it is difficult to quantify all of these issues. This paper uses this method to calculate the evaluation index system of human resource management and obtains the combined weight of factors at all levels to the overall goal, which provides a basis for the evaluation and selection of programs. Specific steps are as follows:

Step 1: Establish a hierarchical structure model, compare the two indicators of each layer and establish a judgment matrix [31 –33]. By comparing the two important levels of the index, the relative importance of the index is assigned using the 1–9 scale method, and the judgment matrix of each level of the index is obtained A = (a_ij) mn, among them a_ij represents the important scale value of the iindicator relative to the jindicator.

Step 2: The single ranking of the level determines the weight of all indicators in this level relative to the previous level. Here we use the summation method to determine the weight of each indicator: $W_{i} = \frac{\sum_{j = 1}^{n} a_{ij}}{\sum_{i = 1}^{n} \sum_{j = 1}^{n} a_{ij}}$ (1)

As above, the meaning W = (w₁, w₂, …, w_n) is the relative weight of the current level index compared to an index of the previous level. In the evaluation process, the weight value refers to the quantitative distribution of the importance of the evaluation object at different angles and the difference in the role of each evaluation element in the overall evaluation. In order to determine the weight value of each index of the master control level and the service element level, the method of determining the weight value is introduced in the stage analysis method. That is to judge the matrix by comparing the two pairs of importance levels and judge the weight value of the matrix eigenvalues.

Step 3: Consistency check. This step is to reduce our logical mistakes in judging the importance of indicators. The definition of the consistency index is: $C . R . = \frac{C . I .}{R . I .}$ (2)

The fuzzy comprehensive evaluation method is a comprehensive evaluation method based on fuzzy mathematics. According to the dependence theory of fuzzy mathematics, this method transforms qualitative evaluation into the quantitative evaluation and uses fuzzy mathematics as a whole to evaluate things or objects restricted by various factors. When we use the fuzzy evaluation method to comprehensively evaluate the human resources management system of the research enterprise, the key data is to use the above method to determine the weight of each evaluation index and the final level of each evaluation index. The evaluation level is divided into four levels: excellent, good, medium, and poor. The steps are as follows: first, determine the evaluation factor set; then, determine the evaluation level set; third, extract and analyze the simulation information in each grade set evaluation table to establish a fuzzy matrix: $R = [\begin{matrix} r_{11} & r_{12} & \dots & r_{1 m} \\ r_{21} & r_{22} & \dots & r_{2 m} \\ ⋮ & ⋮ & ⋮ & ⋮ \\ r_{n 1} & r_{n 2} & \dots & r_{nm} \end{matrix}]$ (3)

The final step is to use the AHP method to synthesize different rows to obtain the corresponding weight vectors, so as to obtain the evaluation object’s membership of the fuzzy subsets at each level, that is, the fuzzy comprehensive evaluation result vector. This paper uses fuzzy matrix multiplication to calculate the result vector $S_{i} = W_{i} * R_{i}$ (4)

5 Results analysis

It can be seen from Fig. 1 that the companies studied in this paper only see short-term benefits and do not pay enough attention to the cultivation of talents. The managers of enterprises believe that the cultivation of talents requires a large cost, which is much higher than the cost of direct recruitment, so many times they only use talents for short-term purposes only for short-term benefits. They also believe that talent training will lead to a brain drain. In this way, human resources will be greatly devalued. Some companies only pay attention to the training of new employees, but not to the training of old employees. Therefore, the company does not have a perfect talent training system, nor does it strive to establish its own talent training system. This greatly reduces the role of old employees in the enterprise. The knowledge system of old employees is not enough to support them to serve the enterprise. Senior employees of the enterprise can only choose to eliminate them and recruit new employees. New employees are not as familiar with the operation of the enterprise as old employees, which will reduce the operational efficiency of the enterprise and increase the operating cost of the enterprise.

Fig. 1

Views of senior staff on training old employees.

It can be seen from Fig. 2 that due to the lack of attention to corporate culture construction, most employees in the enterprise do not have a sufficient sense of belonging to the enterprise, resulting in serious personnel loss. Reasonable staff turnover can inject fresh blood into the enterprise and add vitality to the enterprise. However, unreasonable staff turnover is not only a loss of talent, but also increases the operating costs of the enterprise. The work efficiency is low, and managers should pay enough attention to the construction of corporate culture.

Fig. 2

Enterprise staff turnover.

Figure 3 lists the weight of each index. The method of obtaining weights was introduced in the previous section. Figure 3 shows the crisis early warning indicator system. After obtaining the weight of each indicator, the enterprise human resource management crisis indicator system was established, which provided a basis for fuzzy evaluation. From this crisis warning, we can see that the company’s personnel loss is more serious. Management should take relevant measures to improve. It can be seen from Fig. 4 that the distribution of academic qualifications of each position of the research enterprise can be seen that the proportion of highly educated personnel in the enterprise is small. This also shows that the comprehensive strength of the company is not strong enough to attract highly educated talents. Of course, the lack of highly educated talents will slow down the company’s development. The development of an enterprise depends on market competition, and the inherent performance of market competition is the talent competition. An enterprise with a strong team of talents will surely take the lead in the fierce market competition. Therefore, we should develop an employment system for leading cadres at all levels, strive to change the lifelong cadre system under the conditions of a planned economy, and change the traditional “employment rank and relationship” to create good conditions and environment for talents through fair competition And choose the best job. In this way, we can build a team of capable and efficient cadres.

Fig. 3

Investigate the enterprise human resource management index system.

Fig. 4

Distribution of education in different positions.

From Table 2, we can get the index weight W₃₁ = (0.4921, 0.2723, 0.0962, 0.1465), In the same way, we can also get other index weights using the same method. After we have obtained all the index weights, carry out a fuzzy comprehensive evaluation, and then we can obtain the fuzzy evaluation matrix: $R_{1} = (\begin{matrix} 0.39 & 0.36 & 0.09 & 0.16 \\ 0.32 & 0.27 & 0.33 & 0.10 \\ 0.43 & 0.20 & 0.26 & 0.15 \\ 0.49 & 0.25 & 0.17 & 0.07 \end{matrix})$

Table 2

Second-level indicators (external coordination C1)

C1	D1	D2	D3	D4	Wi
D1	1.0000	2.0010	4.0010	3.9998	0.4911
D2	0.4999	1.0001	2.0100	2.9999	0.2721
D3	0.2501	0.4999	1.0002	0.3233	0.0922
D4	0.2499	0.3323	2.9999	0.9999	0.1449

The calculation method has been given in the previous section and then using the obtained index weights, we can get, $S_{1} = W_{1} * R_{31} = (\begin{matrix} 0.35 & 0.30 & 0.24 & 0.14 \end{matrix})$ . Similarly, using the same calculation method can help us get other fuzzy comprehensive evaluation result vectors. Finally, the results of the fuzzy evaluation are integrated and analyzed, and it is learned that the human resources management of the enterprise is in good condition and still needs to be improved. From the results of our survey of the enterprise, the employees of the enterprise Not very satisfied, so the managers of the enterprise should propose improvement plans to improve the management strategies of their own enterprises in response to the problems in the enterprise’s human resources, and then improve the enterprise’s human resources management level, fully stimulate the potential of enterprise personnel and improve The production efficiency of enterprises seizes the first opportunity in market competition.

6 Conclusions

Through the investigation and analysis of the enterprise, this article has initially found the problems in enterprise human resource management, such as employment mechanism, enterprise culture management, incentive mechanism, and so on. In addition, we use the fuzzy comprehensive evaluation method, first select the index system suitable for our evaluation according to the principle of selecting the index system, calculate the weight of these index systems, determine the evaluation factors and factor sets, and use fuzzy matrix multiplication to determine each index Result vector, and finally, we learned that the company’s human resources management system is good and still needs improvement. However, my country’s research on human resource evaluation is actually insufficient, and there are many aspects that need to be improved, and the preparation of human resource evaluation is more complicated and requires a lot of materials. The imperfect evaluation system makes it more difficult to establish the index system and model required in this article. These all require a complete system and a large amount of data and materials. Therefore, this article conducted in-depth interviews with employees of the enterprise. Now, we should make full use of the existing analytical methods to analyze the problems in the enterprise in detail, find the problems in the enterprise, and analyze and summarize these emerging problems. The management of the enterprise should respond to these problems and find a management model for development Suitable for our own company, and always pay attention to market changes, update the company’s human resource management structure timely according to market changes, if we do not know how to update after setting up the human resource management structure, we cannot help our own company seize opportunities in market competition And stand firm.

Footnotes

Acknowledgments

This work was supported by The National Natural Science Foundation of China: Research on the mechanism of collaborative innovation in Colleges and Universities Based on talent aggregation (Project No.: 7143174).

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