=Paper=
{{Paper
|id=Vol-3132/Short_5.pdf
|storemode=property
|title=Human Resource Management in International Educational Service
|pdfUrl=https://ceur-ws.org/Vol-3132/Short_5.pdf
|volume=Vol-3132
|authors=Huan Zhou,Kateryna Kolesnikova,Viktor Morozov,Oleksandr Ryzhkov
|dblpUrl=https://dblp.org/rec/conf/iti2/ZhouKMR21
}}
==Human Resource Management in International Educational Service==
https://ceur-ws.org/Vol-3132/Short_5.pdf
Human Resource Management in International Educational
Service
Huan Zhoua, Kateryna Kolesnikovaa, Viktor Morozova and Oleksandr Ryzhkovb
a
Taras Shevchenko National University of Kyiv, Volodymirskaya st., 64, Kiyv, 01033, Ukraine
b
Ukraine-Chinese Center of Silk Road, ltd., Buznika, Mykolaiv, 5, 54010, Ukraine
Abstract
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.
Keywords1
Harmonization of educational platforms, the international system of service for students,
consolidated educational platform, Human Resource Management
1. Introduction
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 [1]. Effective HRM is vital
to meet ever-changing market demands [2]. Technology and HRM have a wide range of influences on
each other, and HR experts must be able to implement technologies that reengineer the personnel
management function, be prepared to support enterprise and operational changes due to technology
development, and be able to maintain proper management. climate for innovative and knowledge-
intensive enterprises [3]. High-tech advances are advancing primarily due to the high demands of human
resources experts to rise speed, efficiency and reduce costs [4]. If we talk about the education system,
then in this area the goal of personnel management is to create a team capable of meeting the
requirements of its reform and the requirements of the standards it sets, ensuring quality, increasing the
contribution of management personnel to solving the tasks set in order to meet the needs of society.
Information Technology and Implementation (IT&I-2021), December 01–03, 2021, Kyiv, Ukraine
EMAIL: aspirant_office@ukr.net (A. 1); amberk4@gmail.com (A. 2); knumvv@gmail.com (A. 3); director@uccsr.org.ua (A. 4);
ORCID: 0000-0003-1187-8161 (A. 1); 0000-0002-6844-1457 (A. 2); 0000-0001-7946-0832 (A. 3) 0000-0003-0535-7722 (A. 4)
©️ 2022 Copyright for this paper by its authors.
Use permitted under Creative Commons License Attribution 4.0 International (CC BY 4.0).
CEUR Workshop Proceedings (CEUR-WS.org)
246
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 [5] have shown that through the use of IT, HRM systems can
solve problems more critically, flexibly, cost-effectively and more customer-oriented. Many experts
predict that the PC will become a central device for all experts in the field of HR [6]. Virtualization of
HRM is caused by the factor of increasing complexity of IT and increasing external structural
parameters [7]. IT enables enterprises to carry out relevant human resource management operations.
And a wide range of proposals in the market of HRM technologies allows you to use the latest systems
with minimal investment [8].
One of the consequences of the widespread use of IT is the creation of a workplace based on IT [9].
This in turn contributes to the main priority of the manager, namely - critical management of
competencies [10]. The development of IT makes it possible to carry out a large number of HRM tasks,
such as attracting, retaining and motivating employees, meeting the requirements for more critical
functions of personnel management, as well as managing the "human element" of high-tech change in
the future [14, 15]. Personnel management can support the efforts of high-tech innovation to achieve
high productivity; In itself, it can serve as an approach to enable the personnel management function to
focus more on value-added activities in order to realize the full potential of the high-tech and enterprise
strategy [12].
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
[13]. Kadron [14] also noted that IT can automate other routine tasks, such as payroll processing,
administration of gains, and transferal activities, so that HR experts are free to focus on more critical
issues, such as improving productivity. Parallel to what’s going on in practice, in educational literature
little conceptual attention is paid to the possibility of bundling HRM practices into a comprehensive
HRM system which comprises interlinked practices [4, 10]. At the same time, HRM literature has been
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dominated by studies carried out in for-profit organizations, largely ignoring the public sector [11]. In
an attempt to bridge educational and HRM sciences, this paper conceptually explores how HRM could
be shaped in order to aid schools in creating a high-quality and committed teacher workforce. HRM in
education is a set of practices and methods of integrating and maintaining the teaching staff in the school
so that the school can achieve their purpose and as well as meet the goals for which they were
established. It is the motivation and co-ordination of the activities and effort of the teachers in school
in order to obtain maximum output from them and consequently achieve the goals of education
optimally [12]. The functions include the following:
- Staff maintenance
- Staff relations
- Staff development
- Procurement of staff
- Job performance reward
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) [13]. Following the ‘AMO theory of
performance’ [14], HRM systems should comprise (A) ability-enhancing practices aimed at increasing
the knowledge, skills and abilities of teachers; (M) motivation-enhancing practices targeted at
enhancing teachers’ motivation and effort and (O) opportunity-enhancing HRM practices aimed at
teachers’ possibilities to effectively fulfil their tasks [13]. The AMO-theory is a meta-theory which has
found a common ground in HRM research. It is descriptive in the sense that it describes what policies
and practices are instrumental in the above-mentioned domains [15] (see Figure 1), without prescribing
how these practices should be shaped [16].
Figure 1: HRM systems aimed at enhancing (A) ability, (M) motivation and (O) opportunity [13]
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 [17].
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
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some instances about the true benefits of some of its proposed approaches and techniques for
organizations and the individuals employed in them [18].
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.
2. Presentation of the main research results
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).
Figure 2: Screenshot of the main menu of the international service system for students
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).
3. Conclusion
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:
249
- 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;
Figure 3: Screenshot of the menu of choosing specialties of the international service system for
students
Figure 4: Screenshot of a student's personal questionnaire in the international service system for
students
250
Figure 5: Screenshot of the international student service feedback form
Figure 6: Screenshot of the main page of the consolidated learning platform
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.
Figure 7: Screenshot of the calendar of the consolidated learning platform
Figure 8: Screenshot of the consolidated learning platform curriculum
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
252
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.
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