The management of human capital flow of Chinesee-commerce enterprises

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Sumy national agrarian university

The management of human capital flow of Chinesee-commerce enterprises

Kharchenko Tetiana Oleksandrivna,

PhD in economics, associate professor of public management and administrative department

Zhao Min,

PhD student of public management and administrative department

Sumy

Abstract

With the vigorous development of big data, cloud computing, artificial intelligence and other digital technologies, especially in the context of the impact of the epidemic and the economic downturn, the e-commerce industry has seized the rein of the times and gradually transformed its purchasing power from offline physical store settlement into a business model based on online transaction and cooperation, which has greatly facilitated people's demand for shopping, but also played a huge role in stimulating national consumption and boosting consumption upgrading, and has become a new driving force for economic growth. At the same time, the expansion of e-commerce market entities, the demand for excellent talents is rising, but the human resource management of e-commerce enterprises is not mature enough, there are many problems, cannot adapt to the highspeed development of e-commerce for high-quality talents. Based on the e-commerce industry in human resources and enterprise development level caused by human resources between different areas, or the same area of different enterprises flow between phenomenon, this paper according to the current reality of the factors affecting e-commerce enterprise human capital flow, thus put forward Suggestions to strengthen enterprise human resource management, help e-commerce enterprises to reduce turnover, optimize the human resource management system, improve talent core competitiveness, promote the development of e-commerce enterprise high quality. It's confirmed that the government actively guides the employment policies of e-commerce, standardizes the management system of the e-commerce industry, and creates a green and healthy e-commerce environment. The government has issued relevant e-commerce employment encouragement policies to actively guide talents to start their own businesses. Everyone can open an online shop and have their own e-commerce window to drive economic development.

Keywords: E-commerce enterprise, human resources, talent flow, management.

Анотація

Харченко Тетяна Олександрівна кандидат економічних наук, доцент, доцент кафедри публічного управління та адміністрування, Сумський національний аграрний університет, м. Суми

Чжао Мінь аспірант кафедри публічного управління та адміністрування, Сумський національний аграрний університет, м. Суми

Управління потоком людського капіталу китайських підприємств електронної комерції

З бурхливим розвитком великих даних, хмарних обчислень, штучного інтелекту та інших цифрових технологій, особливо в контексті впливу епідемії та економічного спаду, індустрія електронної комерції захопила ринок та поступово змінила уподобання споживачів щодо переходу від розрахунків у фізичному магазині в автономному режимі до бізнес-моделі, заснованої на онлайн-транзакціях і співпраці, що значно полегшило процедуру оформлення покупок, при цьому відігравши величезну роль у стимулюванні національного споживання та підвищення рівня споживання, а також стало новою рушійною силою економічного зростання. У той же час, розширення суб'єктів ринку електронної комерції, призвело до зростання попиту на трудові ресурси з певними кваліфікаційними навичками, але управління людськими ресурсами підприємств електронної комерції недостатньо зріле, є багато проблем, зокрема, низький рівень адаптованості до високошвидкісного розвитку електронної комерції фахівців. Базуючись на індустрії електронної комерції в області людських ресурсів з урахуванням рівня розвитку підприємства, взаємодії людських ресурсів між різними сферами діяльності підприємств, або різних підприємств, що виникають в процесі дослідження явища, з урахуванням впливу факторів, що впливають на людський капітал підприємства електронної комерції обґрунтовано пропозиції щодо зміцнення управління людськими ресурсами підприємства, сформовано напрями допомоги підприємствам електронної комерції в частині підвищення товарообігу, оптимізації системи управління людськими ресурсами, підвищення конкурентоспроможності трудового потенціалу, сприяння високоякісного розвитку підприємств електронної комерції. Підтверджено, що уряд активно керує політикою зайнятості в електронній комерції, стандартизує систему управління індустрією електронної комерції та створює екологічне та здорове середовище електронної комерції. Також підтверджено дії Уряду щодо формування політики заохочення до працевлаштування на підприємствах електронної комерції, щоб активно формувати відповідні професійні навички до відкриття власного бізнесу. Основу даної політики формують можливості до відкриття інтернет-магазину або розширення його діяльності для стимулювання економічного розвитку.

Ключові слова: підприємство електронної комерції, людські ресурси, відтік кадрів, менеджмент.

Main part

Introduction. With the update iteration and rapid development of Internet technology, «Internet +», «digital industrialization» and the development of growing scale and influence, compared with traditional industries, represented by e-commerce industry new kinetic energy growth, therefore has given rise to a series of new industries, new forms and new mode, thus creating a lot of jobs and jobs, makes the enterprise demand for e-commerce expanding [1, p. 120]. According to the 2023 Statistical Bulletin on National Economic and Social Development released by the National Bureau of Statistics, China's e-commerce transactions exceeded 46 trillion yuan in 2023, an increase of 9.4 percent over the previous year. The continuous growth of e-commerce transaction volume gradually expands the job market, and the scale of e-commerce employees is also increasing year by year. According to the data released by the Human Resources and Social Security Bureau, the number of e - commerce employees in China has exceeded 70 million, and the target of the «14th Five-Year» E-commerce Development Plan» has been achieved in advance, and about 2 million new e-commerce talents have been added every year. Even every year a large number of e-commerce related graduates and cross-industry personnel into e-commerce talent market also failed to meet the industry demand for electricity talent, on the contrary, the new economic model and standard for electronic commerce talents, lead to electricity talent market competition is fierce, enterprise internal personnel unstable, frequent flow, job-hopping rate is high. At the same time, with the rapid development of social economy, the speed of information flow and transportation convenience between different regions are increasingly increasing, which provides good external conditions for the cross-regional flow of human resources [2, p. 65].

Analysis of recent research and publications. Through the latest research in the field of human resources of the electricity industry and publications, in recent years, with the development of e-commerce industry, the live electricity, rural electricity, cross-border electricity, and other forms of e-commerce talent demand analysis and talent training has become a hot topic of scholars, but in view of e - commerce enterprises in human resource management and brain drain research rarely. As a novel topic to make up for the shortcomings, this paper has many shortcomings in research. Therefore, through summarizing and sorting out the existing literature and data, the reference and absorbing the methods and ideas of the existing research, and used for the subsequent research analysis of this paper, so as to ensure the accuracy and comprehensiveness of the analysis conclusions.

The purpose of this article. In this increasingly competitive digital age, although China's e-commerce enterprises to talent recruitment, talent mining, talent introduction, the increase of human resources to quickly solve the problem of enterprise talent shortage, but how to attract talent, retain talent, assign talents to create more value for the company is often the modern e-commerce enterprises most easy to ignore the key problem. The purpose of this article is from the perspective of e-commerce enterprises, in-depth analysis of enterprise in the aspect of human resource management caused by human capital flow, in view of the lack of management put forward corresponding Suggestions, realize the e-commerce enterprise human capital from quantity to quality change, better promote China's e-commerce economic stability, sustainable and healthy development.

Results and discussion. At present, the rapid development of China's e-commerce industry makes the registration number of e-commerce related enterprises increase year by year, and the demand for e-commerce talents is increasing greatly. According to the data of enterprise inspection, by 2023, there are more than 4.16 million e-commerce related enterprises in China, among which the number of newly registered e-commerce related enterprises in China in 2023 has reached 965,500, approaching the «scale of one million troops». The increase of the new registration amount of e-commerce enterprises virtually exerts the survival pressure and chips for the existing small and medium-sized e-commerce enterprises. In order to create their own unique competitive advantages and talent advantages, the newly registered e-commerce companies attract more excellent talents to actively flow in and dig high-quality talents from other enterprises in the industry to join, so as to complete the goal of quickly building a strong and competitive team becomes their primary task in the initial stage. The rapid development of e - commerce has a huge impact on the transformation and development of small and medium-sized enterprises, and it has also changed the competition mode between enterprises [8, p. 109]. The small and medium-sized e-commerce enterprises should not only retain the existing talents and stabilize the team, but also control the human capital to reduce expenses and maintain survival. To maintain and enhance the existing competitive advantage, they must actively respond to the new rules and standards of the industry, further improve the new requirements for employment in the e-commerce industry, formulate various assessment standards for employees, and adopt the talent selection method of survival. Enterprises' demand for e - commerce talents has put forward new requirements from the aspects of professional quality, professional skills and practical experience, which need to have certain professional skills and modern information service technology to be competent for the job needs [7, p. 119]. The analysis of the talent flow of e-commerce enterprises from the perspective of personal will can be mainly divided into the active flow and passive flow of e-commerce talents.

The active flow of e-commerce talents mainly has two aspects: first, the western region flows to the eastern region, and the northern region flows to the southern region. In recent years, the flow of human resources in China has shown a trend of agglomeration, mainly from the less developed western region to the economically developed eastern region, or from the northern region with relatively few industrial resources to the southern region with abundant industrial elements. Represented by Beijing, Shanghai, Guangzhou, a line of developed cities is the main human resources in China, these areas have perfect industrial facilities and a large number of employment opportunities, can provide the new inflow of human resources with higher wages, huge development space, and convenient and efficient life entertainment places, makes the migrant population enjoy a good quality of life [3]. According to the white paper on e-commerce industry recruitment survey, China's demand for e-commerce industry talent in the top five cities are Beijing, Shanghai, Guangzhou, Shenzhen, Hangzhou, which means that the development of the city and the demand for electricity talent, the more developed the economy the greater the demand for e-commerce talents, it also for more e-commerce talent to provide new employment opportunities, accelerate its flow. Second, the scale of talent from unstable small and medium-sized enterprises to stable large enterprises. Large enterprises have the advantages of strong financial strength, clear development prospects, stable platform, rich welfare treatment and perfect system, which form a great attraction to human resources, leading to some small and medium-sized e-commerce talents actively flow to large enterprises, or be poached by large enterprises with high salaries.

The passive flow of e-commerce talents means that employees are laid off by enterprises. The emergence of new models such as cross-border e-commerce, rural e-commerce and live streaming e-commerce puts forward higher requirements for the professional skills of e-commerce talents in vertical industries. Job functions should not only be constantly updated with the changes of business, but also be more accurate in subdividing the ability and skills of business positions [4, p. 43]. Some enterprises have set up layers of selection systems and assessment mechanisms, taking education, major and image as the selection criteria, and releasing the employees who fail to pass the assessment. Some small and medium-sized enterprises in the development period of sluggish efficiency, reducing business modules and staff to reduce expenses.

Analyze the talent flow of e-commerce enterprises from the perspective of human resources department. Human resources departments play a vital role in enterprises. The selection, use, training, assessment, salary formulation and organizational management of enterprise talents are closely related to the connection of employees, and the implementation and adjustment of each link directly or indirectly affect the flow of talents in enterprises. This paper combines the data of 2020,2021 and 2022 China E-commerce talent status survey report to obtain the following Figure 1 (The latest report for 2023 has not been released yet):

Fig. 1 Ranking of problems that have troubled the human resources department 2020-2022

In the ranking of problems that have plagued human resources departments in the past three years, Personnel recruitment pressure accounted for 40.59%. Compared with the recruitment pressure of 71.43% in 2020 and 62.38% in 2021, the recruitment pressure of e-commerce enterprises in 2022 is continuously decreasing, but it is still in the first place in the problem ranking. Therefore, the recruitment methods and channels of the human resources departments of e-commerce enterprises, and how to recruit employees with high matching degree to relieve the pressure of talent shortage and personnel flow, is still the primary task for their departments to solve. Ransecond, Salary growth pressure accounted for 38.61%. Compared with 40.59% in 2021, the salary growth pressure only decreased by 5.1%, ranking the second place, showing that salary growth is still the most concerned issue for employees, which indirectly affects the talent flow of enterprises. Employee training and development pressure 37.62% ranks the third, reflecting that the insufficient training and development of old and new employees is also one of the standards for employees to consider resignation, and there can be no higher development space and the realization of self-value.

Fig. 2. Talent Recruitment Channels for E-commerce Enterprises in 202

commerce consumer payment management

According to Figure 2 - Talent Recruitment Channels for E-commerce Enterprises in 2021 and 2022: In 2022, e-commerce enterprises rely on traditional recruitment websites to recruit talents accounted for 87.13%, which decreased by 3.29% compared with 90.10% in 2021. However, traditional recruitment websites are still the first important channel for e-commerce enterprises to recruit talents. Among them, the recruitment channels relying on third-party professional human resource service providers account for 34.65% in 2022 and 33.66% in 2021. There is no big gap in two years and they all rank the second in the talent recruitment channels of e-commerce enterprises. The big change in 2022 is the establishment of cooperation with universities and receiving e-commerce graduates, accounting for 28.71%, which has risen from the fifth place to the third place in 2021. Combined with the reality of 2022 three years ago it is not difficult to draw, affected by epidemic factors enterprise recruitment downturn and tightening state, college graduates face the plight of employment, universities and enterprises to strengthen cooperation can directly provide the required talents, thus reduce the waste of resources and improve the employment rate of college graduates, general year, e - commerce jobs in college recruitment market competitiveness is not strong. On the contrary, 58 TONGCHENG accounted for 32.67% in 2021 and 18.81% in 2022, dropping from the third place to the fifth place. In addition, in 2022,27.72%, which is also an important source of talents for e-commerce enterprises.

According to the 2023 e-commerce industry hot recruitment report released by «Pull hook Recruitment», the top ten hot recruitment positions are: product manager (AIGE direction), cargo anchor, e-commerce operation, JAVA engineer, customer service, design, sales test engineer, front-end development engineer and operation and maintenance engineer. Compared with the top 10 hot recruitment positions in 2022, the basic change is not too great. Data show that by 2025, the number of employees in China's e-commerce field will reach 70 million, and the gap of China's e-commerce talents is expected to reach 9.85 million in the next five years. The related positions of enterprise talent gap are: traditional operation talents such as Taobao and Jingdong; new media, content creation, community talent; anchor, web celebrity talent, customer service, local promotion and online sales talent and compound senior talents. Both the hot recruitment of positions in the industry and the talent gap of enterprises have put forward higher requirements for the depth and breadth of e-commerce talent demand. Nearly two years, represented by Tmall, jingdong traditional shelves electricity position is represented by TikTok, quickly new interest electricity eating, especially the rise of private domain electricity, the core ability of the enterprise, the host, web celebrity, talent talent, new media, content creation, community direction talent is an urgent need of new talents. However, due to the high threshold of the continuous acquisition of private domain traffic, enterprises also have high requirements for team building and maintenance costs.

According to the 2023 E-commerce Industry Salary Report, the relationship between the recruitment volume, recruitment salary, recruitment salary increase and the flow of talents in the e-commerce industry is analyzed.

Table 1. Position and salary data related to e-commerce industry in first-tier cities in 2023