Modern operating system facilitates the management of human resources in small, medium and large enterprises of technical, information, financial and other areas. However, the issue of consolidated operating system for educational institutions remains open. The development of China's international student service system has been steady, however, according to the author, is not rapid enough. The scientific novelty of the presented work lies in the development of information technologies to create and support an online learning platform based on innovative principles of human resource management. Having emerged as a technology, human resource management is currently a scientific direction and requires the development of new models, methods and tools. For the rapidly developing market of online learning systems, this is an urgent task. It is advisable to use a consolidated learning platform to globalize the learning process for international students. A number of training courses have been developed for this platform. In addition, the harmonization of the Chinese educational system and global online learning trends was carried out in the work. Such an approach should ensure the speedy integration of the Chinese education system with the world market and improve the quality of human resource management in educational institutions.
Human resource management (HRM) is the management of human activities in the context of relations between managers and employees in order to reconcile organizational interests and personal benefits. HRM is aimed at improving the efficiency of people in achieving organizational goals and meeting individual needs.
It is believed that competent HRM ensures harmony between personal interests and the needs of the
organization. Management personnel carry out their activities using a variety of tools: strategies,
policies and administrative regulations, as well as through personnel issues, leadership support, fair
evaluation of achievements and their remuneration. The HRM is called, first of all, to coordinate the
needs and interests of all parties. It is beyond doubt, that the importance of HRM in enterprises is very
high. The need to harmonize HRM and business strategies is widely known [
2022 Copyright for this paper by its authors.
The driving forces of the development of science, technology and global problems of the 21st century dictate new requirements for the teaching and administrative staff.
There has been a trend towards education for all, which has become one of the Millennium Development Goals. Most countries in the world have confirmed that the economic and social development begins with educational reforms. Education today is a key driver that opens the way to the comprehensive development of people. In the field of education in developed and developing countries, there is the process of rethinking and reforming the training, retraining and advanced training of teachers, personnel management of educational institutions. Because these processes in the future will guarantee a solution for challenges that every country's economy faces in the 21st century. The quality of teaching is a critical factor, crucial to improving the quality of national education. World leaders are developing policies to support and develop teaching and administrative staff. This approach should help people get a quality education, which is based on the effective use of big data, new technologies and constant changes in society. The experience of countries with constantly developing education shows that the problem of improving the skills of teaching staff and personnel management of educational institutions is the key to improving the quality of educational services. At the present stage of development of the world economy, as well as against the backdrop of globalization, special attention is paid to the professionalism of personnel. This forces us to look for new ways of learning, to develop the practice of introducing foreign experience in human resource management. Management, as well as the development of human resources, are one of the important components of success in business organization and competitive economic development. For example, it is impossible to achieve good results with only modern technologies; you also need to have sufficiently qualified personnel. Based on the current situation in the world, the authors of the study formulated the following problems that affect the quality of educational services:
- shortage and low qualification of personnel with technical and engineering skills and specialties based on technical and vocational education; - shortage of scientific personnel in technical, engineering specialties and innovation management; - insufficient harmonization of the national educational system with the educational standards of the world leaders in the field; - low level of knowledge of English by teaching and management staff.
This necessitates research and the relevance of innovative developments in the above area, which make it possible to more objectively evaluate the work of personnel, increase the level of use of its potential on the basis of an appropriate motivation system aimed at increasing the efficiency of production activities and the competitiveness of universities.
Studies by Snell, Stuiber and Lepak [
One of the consequences of the widespread use of IT is the creation of a workplace based on IT [
The biggest gain of using IT in HRM for enterprises is the deprivation of HR staff of a mediating
role, which allows them to focus on critical planning in the enterprise and human resource development
[
While the term ‘policies’ refers to the kinds of HRM practices an organization prefers (for instance,
compensation based on performance), the term ‘practice’ refers to the concrete manners in which the
policy is brought into practice (for instance a stock plan) [
The aim of training for administrative staff is increase their expertise and capabilities in performing
duties and the act of putting some of their potential. To enhance the skills of administrative staff,
different training methods are used that the most common methods are as follows:
1. Job training,
2. Master of Education – Prentice,
3. Learning in a similar situation before you begin,
4. Training with theoretical education,
5. Distance Education,
6. Courses outside the institution,
7. Introduction to Organization [
Despite the fact that ideas and techniques derived from human resource management (HRM) have
been adopted in a large number of organizations world-wide, the emergence of HRM as a field is a
relatively recent phenomenon whose origins can be traced back to the early 1980s. Indeed, because
HRM is still in its formative stages, there are controversies about what exactly is meant by the term
itself, about precisely what should and should not be included within the scope of HRM, and even in
some instances about the true benefits of some of its proposed approaches and techniques for
organizations and the individuals employed in them [
Online Platform for HR-Management of Joint Educational Programs. Distance education is the ideal solution for professionals who want to continue their careers. This makes it possible to obtain an additional qualification and save the current job. Distance learning programs can be the key to the career and promotion through a flexible schedule and resources that are available on the Internet.
Online training is also saving money because the student does not need to spend money on the move or on expensive daily life in another country. Distance learning is a learning mode that allows students to study most or all of the courses without attending an educational institution. Programs often include a computer-based training system and tools for creating a virtual classroom.
The development of the Chinese international service system for students is ongoing, but according to the author is not fast enough. For example, the program is presented, which is currently enrolling foreign students in one of the universities of Shandong Province (Fig. 2 - 5).
Although this system is aimed at facilitating the enrollment and further education of students, but its functionality is limited. There is a single integration of higher education institutions of this system with internal human resource management services, but it has not yet reached global development.
To globalize the learning process of foreign students, it is advisable to use a consolidated learning platform. A number of training courses have been developed for this platform. The Master of Business Administration course was adopted to conduct a joint Ukrainian-Chinese training program (Fig. 6-8).
In the process of managing the university, managers are constantly learning, replenishing knowledge and skills, improving their qualifications, and expanding their capabilities. This leads to the need to develop tools that contribute to the continuous management of staff education. Every manager should constantly innovate arising from the educational concept, professional knowledge, increase their awareness of the latest issues in the field of education and its narrow specialization, thereby improving educational management. The priority areas in this area are: - continuous assessment of the human capital of educational institutions based on the introduction of a balanced scorecard;
- the targeted nature of the programs for the development of the teaching staff implemented by the university;
- optimization of the number and structure of personnel (including through the use of flexible forms of employment, online platforms and distance learning systems);
- a targeted approach to the selection and hiring of personnel based on a multi-level system for assessing candidates for vacant positions;
At present, the issue of HRM remains open, when solving it, it is necessary to take into account the experience of foreign colleagues and, using their example, implement the most successful cases and tools, which will greatly simplify the organization of the educational and labor process with a higher 251 quality of educational services. HRM technologies enable human resource professionals to train new hires in the most efficient way possible. Having emerged as a technology, HRM is currently a scientific direction and requires the use of ontological descriptions, the development of new models, methods and tools. The human resource is only qualified specialists who work to achieve their strategic goals by educational institutions. Human resource management is actually personnel management with an emphasis on those employees who are an asset to the enterprise and bring maximum value to it.
To globalize the learning process of foreign students, it is advisable to use a consolidated learning platform. A number of training courses have been developed for this platform. The Master of Business Administration course was adopted to conduct a joint Ukrainian-Chinese training program.
Harmonization of the Chinese international student service system and consolidated learning platform will rise the level of HRM for educational institutions. According to the author, the harmonization of the Chinese international service system for students and a consolidated learning platform will rise the level of HRM for educational institutions. Thus, the development of personnel for the management of the education system and education in each educational institution plays a key role in modern conditions both for raising the level of the educational sphere itself, and for socio-economic growth, for reaching the world's leading level of science, technology and culture.