Research on Human Resource Management Information System of

Logistics Enterprises Based on Cloud Model

Tao Liu

School of Business Administration, Wuhan Business University, Wuhan, China

Keywords: Cloud Model, Logistics Enterprise, Human Resources, Information Management.

Abstract: With the rapid development of information technology and Internet plus, the concept of enterprise

management and the renewal speed of knowledge are accelerating. For logistics enterprises in the forefront

of service industry, we should keep pace with the times, pay attention to the training of staff's knowledge and

ability, and establish a human resource management system to adapt to the development of modern logistics

and promote the development of enterprises. Research on logistics enterprise human resource management

information system based on cloud model adopts cloud model theory, expounds the overall research on

logistics enterprise human resource management information system using normal cloud model, uses the

reverse cloud generator of cloud model, cloud operation principle, combined with the fuzziness and

randomness of cloud model, Statistical behavior provides a reference basis for various decisions in human

resource management of logistics enterprises.

1 INTRODUCTION

After more than 30 years of development, modern

logistics industry has become a pillar industry of the

national economy and an important modern service

industry. At present, the total scale of China's

logistics industry has surpassed the United States and

become the first in the world. However, compared

with foreign advanced counterparts, Chinese logistics

enterprises still have a big gap in technical level and

management level. The talent bottleneck and human

capital incentive bottleneck in the development of

logistics enterprises have seriously restricted the

development of logistics enterprises. At present, the

important object of competition in the logistics

industry is excellent talent resources. For any

enterprise, only by building a set of scientific and

perfect management mode and continuous reform

and innovation can its competitiveness be

significantly improved and gain an advantage in the

market competition. Enterprise management is

essentially human management. Nowadays, whether

an enterprise can succeed depends largely on whether

its human resource management is scientific and

reasonable. Only by establishing a scientific and

systematic human resource system can enterprises

occupy a place in the increasing competition for

market share. Therefore, it is of great practical

significance to improve their human resource

management level in logistics enterprises. (Kashyap,

2016)

In July 2017, the State Council issued the

development plan for a new generation of artificial

intelligence, which raised smart logistics to the height

of "guiding a new round of economic development

and industrial transformation", marking the arrival of

the era of smart logistics. The application of smart

logistics technology in modern logistics enterprises

has changed the human capital structure of logistics

enterprises. Logistics enterprises will have a large

number of modern logistics talents who understand

technology and management. The original extensive

human resource management of many logistics

enterprises will no longer be suitable for logistics

practitioners in the era of smart logistics. Therefore,

modern logistics enterprises must attach great

importance to human resource management under the

new situation, build an appropriate human resource

management model and effectively motivate

employees, so as to continuously improve their

competitive advantage. (The role of emotions in

decision-making on employer brands: insights from

functional magnetic resonance imaging (fMRI),

2014)

234

Liu, T.

Research on Human Resource Management Information System of Logistics Enterprises Based on Cloud Model.

DOI: 10.5220/0011733900003607

In Proceedings of the 1st International Conference on Public Management, Digital Economy and Internet Technology (ICPDI 2022), pages 234-239

ISBN: 978-989-758-620-0

 2023 by SCITEPRESS – Science and Technology Publications, Lda. Under CC license (CC BY-NC-ND 4.0)

Traditional logistics enterprises are rapidly

transforming into modern logistics enterprises

(transportation, warehousing and distribution,

circulation and processing, packaging and

information integration). The basis of enterprise

transformation is to rely on the Internet of supply

chain integration and its further optimization and

upgrading. Logistics enterprises provide customers

with multi-functional, integrated and comprehensive

services by organizing and managing the operation

processes such as transportation, warehousing,

loading and unloading, packaging and distribution,

information processing. (Stephen, 2012) This is a

huge service system. Through modern logistics

services, it can reduce the cost of enterprise supply

chain, improve efficiency, improve user satisfaction,

and bring convenience and well-being to people in

modern society. From simple operations (such as

loading, unloading and repackaging) to logistics

scheme formulation and logistics software

development, all need the coordination and

cooperation of various professionals. Restricted by

the traditional personnel management mode, some

logistics enterprises have not established a complete

set of modern human resource management system,

which greatly hinders the development of the whole

enterprise. Therefore, only by establishing a human

resource management system that meets the

development of the times, can enterprises better

select and employ talents and give full play to their

intellectual advantages. How to build a human

resource management system in the "Internet plus"

era of logistics enterprises is of great significance for

the logistics enterprises to win in the competition and

keep healthy development.

2 CONSTRUCTION OF HUMAN

RESOURCE MANAGEMENT

SYSTEM FOR LOGISTICS

ENTERPRISES IN INTERNET

PLUS ERA

At present, the distribution of human resources in the

logistics industry is uneven and the base of low-level

human resources is huge, but the middle and senior

human resources are relatively scarce. Compared

with other logistics developed countries, there is still

a considerable gap in the number of middle and senior

talents engaged in logistics research. (Gomes, 2012)

China's regional economic level shows a

decreasing situation from south to north. The

southern region has a relatively developed economy

and great attraction to excellent talents. Therefore, the

South has become a concentration of high-quality

human resources. In sharp contrast, some areas in the

North lack and drain a large number of high-quality

talents due to underdeveloped economy and poor

treatment and conditions in all aspects. Affected by

many factors, compared with developed countries.

China's logistics personnel training is not perfect.

There are many problems to be solved in the

mechanism and supporting facilities of selecting,

educating and evaluating people. It is reflected in the

self-contained system of personnel selection,

education and employment, and the lack of effective

contact and communication, resulting in the trained

people can not meet the needs of the society. Due to

the difficult post conditions, high labor intensity and

cumbersome work in most logistics enterprises, and

the unreasonable management system of some

enterprises, employees frequently change jobs. (Sels,

2012) The loss of personnel will not only increase the

recruitment cost of enterprises, but also bring

unnecessary trouble to the normal operation of

enterprises.

Under the background of rapid development of

information technology, how to use massive data to

improve the rationality and rationality of human

resource planning in the "Internet plus" era has

become a major challenge for logistics enterprises.

Taking human resource planning as the breakthrough

point and basing on the actual development of

logistics enterprises, improving the strategic

development of human resources planning of

logistics enterprises is an important measure to ensure

the establishment of human resource management

system in the "Internet plus" era, and also the key to

promoting the transformation and upgrading of

logistics enterprises in China. In essence, logistics

enterprises belong to service industry, and strong

personnel mobility is one of its major characteristics.

In order to ensure the sufficient supply of talents for

logistics enterprises to the greatest extent, it is of

great significance to establish and improve the

enterprise talent management system based on the

actual demand of internal and external human

resources of logistics enterprises. (Maxwell Rachael,

2009) Therefore, we must make full use of the big

data technology in the information age to

scientifically and reasonably predict the future talent

demand of enterprises and improve human resource

planning.

Research on Human Resource Management Information System of Logistics Enterprises Based on Cloud Model

235

2.1 Formulate Effective Human

Resource Plan to Promote the

Sustainable Development of The

Enterprise

Under the background of rapid development of

information technology and the era of "Internet plus",

logistics enterprises have established an information

management system. In the era of "Internet plus", for

logistics enterprises, relying on cloud computing and

big data technology to improve the rationality of

human resources management plan, we should give

full play to their advantages in technology and

services. Based on the analysis of the demand and

supply of human resources in and outside the

enterprise, combined with the actual situation of

human resources management and the long-term

development plan, we can build a high efficiency. A

practical modern enterprise human resource

management system, revise and improve the

management system, improve the enterprise talent

pool, and realize the transformation and upgrading of

the enterprise. Use big data to analyze the

professional skills and professional quality of

existing talents, select professionals who meet the

post requirements, gradually establish a human

resource management system, and promote the

sustainable and rapid development of the enterprise.

2.2 Establish A Scientific Selection

Mechanism and Recruit Talents

Through Multiple Channels

Logistics enterprises need high-quality logistics

talents in order to develop healthily and long-term.

Therefore, on the basis of fully understanding the

existing talents' specialties and specialties, we must

establish an excellent technical talent team according

to the type of demand for talents, which can be

recruited externally or selected internally. In the era

of "Internet plus", in order to recruit high-quality

logistics professionals, logistics enterprises need to

make full use of the universality and rapidity of

Internet technology information transmission, and

publish recruitment information through the Internet,

so as to recruit highly skilled talents of logistics

technology with rich experience in the industry. In

enterprises, we should also establish a post

competency model and broaden the channels for

talent growth, and select employees with outstanding

performance and great potential as senior

management talents for training reserve. In the

selection of enterprise talents, we should pay

attention to the fairness and rationality of

competition, create a scientific promotion channel,

and stimulate the work enthusiasm of enterprise

employees to the greatest extent. So as to adapt to the

post needs and enterprise development strategy,

organize employees to participate in enterprise

training, and improve personal skills through in-

depth practice and training, mentoring and guidance.

2.3 Improve the Incentive Mechanism

and Adjust the Salary Structure

Only by paying attention to the innovation of

enterprise salary and welfare system and a reasonable

incentive mechanism based on salary and welfare can

the enthusiasm of employees in logistics enterprises

be mobilized. Welfare and performance incentive are

important means to stimulate employees' work

enthusiasm. In the era of "Internet plus", logistics

enterprises can conduct surveys and job evaluations

of wages in the industry through big data, further

improve the incentive mechanism within the

enterprise, scientifically integrate the internal salary

structure, and establish competitive salary and

welfare incentive mechanisms. Establish a salary

management system that fits the "Internet plus" era,

maximize the enthusiasm of the work, and encourage

all staff to contribute to the development of the

enterprise.

2.4 Strengthen Training and Personnel

Training

With the rapid development of information

technology and Internet plus, the concept of

enterprise management and the renewal speed of

knowledge are accelerating. For logistics enterprises

in the forefront of service industry, we should keep

pace with the times, pay attention to the training of

staff's knowledge and ability, and establish a human

resource management system to adapt to the

development of modern logistics and promote the

development of enterprises. At present, the

competition of logistics enterprises is very fierce.

How to deal with the market competition and win in

the rapid development of science and technology is a

difficult problem faced by the human resource

management department of logistics enterprises. As

professional technicians and managers of logistics

enterprises, they should not only understand

technology and management, but also understand

law, economy and market operation. In the process of

personnel training and development of logistics

ICPDI 2022 - International Conference on Public Management, Digital Economy and Internet Technology

236

enterprises, according to the needs of enterprise

development

Trend and characteristics of employees, and

establish a scientific and reasonable training system.

Hire relevant legal, psychological and economic

experts to train internal personnel of the enterprise,

improve team spirit and innovative thinking,

stimulate employees' innovation ability, cultivate

employees' recognition of corporate culture and

enhance the core competitiveness of the enterprise.

2.5 Strengthen Performance Appraisal

and Improve Employee Relations

At present, the traditional performance evaluation

methods of logistics enterprises are changed, efforts

are made to build an organic win-win ecosystem,

implement the human capital partnership, decompose

the company's strategic objectives, allocate employee

evaluation indicators, adopt different evaluation

methods for different types of employees, and the

performance evaluation cycle is combined in various

forms. The evaluation results are related to the

changes of employees' positions Salary and benefits

are related “In the era of Internet plus, the

construction of logistics staff's relationship needs to

be improved so as to adapt to the development of the

new generation of employees. The new generation of

employees need to create an open and free innovation

environment. Therefore, enterprise human resource

management should pay attention to personalized and

emotion oriented incentives, build a fair and

transparent benefit sharing mechanism, and

strengthen employees' sense of corporate

responsibility. Change the original

Communication methods, enhance the

communication between employees and

management, and adopt the modern management

mode of two-way interaction and the integration of

communication and implementation.

Build a multi-level incentive mechanism.

According to Maslow's demand theory, people's

demand is hierarchical, from low-level material

demand to high-level self realization. Employees'

demand for material incentive and spiritual incentive

varies greatly at different post levels. Modern

logistics enterprises have the characteristics of labor-

intensive, technology intensive and knowledge

intensive. Specifically, there are great differences in

the educational background and skill structure of

employees at different levels. At present, for most

small and medium-sized logistics enterprises, there

are only a small number of operation management

and technical employees, but more operators with

rich skills and work experience but low education and

knowledge level. Therefore, it is necessary to build

hierarchical performance appraisal standards and

corresponding incentive mechanism.

Using a variety of non-material incentive means,

non-material incentive means that logistics

enterprises should adopt ways other than material

salary to motivate employees. The logistics industry

has high work intensity and great mental pressure on

employees. Logistics enterprises should manage

employees at different levels according to employees'

ability, combined with employees' salary

expectations, self-development planning, enterprise

development objectives and other indicators, and

make full use of non-material incentives such as paid

vacation, career development, work incentive,

training incentive and honor incentive. Especially the

post-90s employees have the requirements and desire

to participate in management. They should strengthen

their emotional communication, enrich the work

content without adding additional work, and

stimulate employees to have a sense of work

achievement in challenging work.

Logistics enterprises should be people-oriented

and pay attention to employees' career planning. In

the era of smart logistics, if enterprises want to retain

talents, it is very important for enterprises to meet the

space for employees' career development. Employee

career development planning system is an important

part of employees' spiritual salary. Enterprises should

establish employees' career development goals

according to enterprise needs and in combination

with employees' self-development planning.

Enterprises should formulate personalized career

plans for employees according to their professional

abilities, professional interests and business needs.

Give full play to the function of corporate culture

and encourage employees. Corporate culture

incentive is the highest level incentive mode of

human resources incentive. Corporate culture

incentive is a psychological contract between

organizations and employees. Employees'

recognition of corporate culture may promote

employees to make selfless dedication and work hard.

In the era of smart logistics, employees of logistics

enterprises not only need material salary, but also

need reasonable and fair return, but also need the care

and respect of enterprises for employees. Enterprises

should establish a learning and open corporate culture

atmosphere, through the publicity and construction of

logistics enterprise culture awareness, system and

behavior, Let employees form an image of the best

employer brand for the enterprise, and make

employees identify with the corporate culture from

Research on Human Resource Management Information System of Logistics Enterprises Based on Cloud Model

237

the heart, so as to achieve a win-win situation

between the enterprise and employees. Strengthen

training management, develop employees'

intelligence in many aspects and levels, and logistics

technology is developing rapidly. Enterprises should

provide employees with training and learning

opportunities in time, so as to improve employees'

work skills and quality, generate greater human

capital benefits, and meet employees' personal career

development. Accelerate the construction of

intelligent logistics, formulate talent training plans at

different levels of intelligent logistics, establish a

reserve pool of intelligent logistics talents, and

regularly hold technology application training to

improve employee satisfaction.

3 COMPREHENSIVE

EVALUATION MODEL BASED

ON CLOUD MODEL

Cloud model description

(1) Cloud definition. Let the qualitative concept

on a quantitative universe u, u be represented by C, if

the quantitative value x is a random realization of C,

and X ∈ u, X is the uncertainty of C μ( x) ϵ[ 0,1] is

a random number with stable tendency:

μ:U→ [0,1]

Then the cloud can be defined as the distribution

of X on universe u, and each cloud drop uses (x, μ(x))

to represent.

Figure 1: Forward cloud generator.

The digital characteristics of the cloud. The

expected E

and entropy E

are generally used. And

hyperentropy H

. Three numerical features are used

to represent the cloud model concept. These digital

features of cloud reflect the overall characteristics of

the concept and belong to the overall qualitative

characteristics of qualitative concepts.

Expectation E

: indicates the expectation of cloud

droplet distribution on u, which is the most

representative point of qualitative concept.

Entropy E

: used to measure the uncertainty of

qualitative concepts.

Super entropy H

: used to measure the uncertainty

of entropy.

Figure 2: Reverse cloud generator.

4 CONCLUSION

In the era of "Internet plus", with the rapid

development of e-commerce, logistics enterprises

have opportunities and challenges. Logistics

enterprises should take "talent strategy" as the

primary task of enterprise development strategy,

scientifically and reasonably establish the human

resource management system of logistics enterprises,

ensure that it is compatible with the enterprise

development strategy, ensure that the human resource

management strategy can support and serve the

enterprise development strategy and promote the

realization of the enterprise strategic objectives, To

ensure the healthy and stable development of logistics

enterprises in the era of "Internet plus".

The cloud model generation algorithm solidified

by software modularization or hardware is cloud

generator. The relationship between qualitative and

quantitative is mainly established through cloud

generator. Qualitative and quantitative are

interdependent. Cloud generators mainly include

forward cloud generator, reverse cloud generator, x-

condition cloud generator and y-condition cloud

generator. This paper mainly introduces the forward

and reverse cloud generators.

According to the three digital characteristics of

the cloud: expectation ex and entropy En. And

hyperentropy he. Namely (Ex, En, He), cloud

droplets are generated, which is called positive cloud

generator. Given a group of cloud droplets

conforming to the normal distribution as samples,

three digital features (Ex, En, He) of the qualitative

concept corresponding to the cloud model are

generated, which is called the reverse cloud

generator.

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238

ACKNOWLEDGMENT

"Research on human resource management problems

and Countermeasures of logistics enterprises under

the background of smart logistics" (Project No.:

2021CSLKT3-094) of China Society of Logistic,

China Federation of logistics and procurement

research topic in 2021

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