مقاله انگلیسی رایگان در مورد تنظیم بهینه سازی منابع انسانی بر اساس شبکه ناهمگن پویا – الزویر 2018

The human resources network, involves enterprise social networks and job networks, can be abstracted as heterogeneous networks or multi-layers networks. Adjusting the position assignments to maximize employee productivity and minimize the company’s cost is the goal of organization optimization. Taking the churn and interaction among the staff into account, this paper puts forward a dynamic optimization model for human resource adjustment, which is based on heterogeneous network, to describe the influence among individuals who are in personal relationship or professional relationship. More specifically, intimacy and loyalty are constructed to form the basis of churn rate, which indicate the influence of the personal and professional relationship respectively. With the operation of the organization, the change of intimacy and loyalty leads to the churn process, which are simulated with Monte Carlo method in a dynamic process among the heterogeneous network. After churning, an optimal strategy of recruitment and position adjustment is obtained using the Genetic Algorithm. In general, the human resource optimization process consists three periodic parts: loyalty and intimacy transformation, staff churn simulation and position assignment. Finally, a case study of an organization with 370 employee positions is carried out to demonstrate the whole process.

Introduction

In recent years, human resource management plays a crucial role in every company’s operation. It can not only increase the employees work efficiency and job satisfaction, but also decrease the management cost. As a result, companies from all over the world have been urged to adopt a variety of performance-enhancing or progressive human resource (HR) management practices to improve their competitiveness in the global market [1,2]. In order to pursuit a higher salary and satisfy their career development, many people will leave for other jobs and the resulting turbulence is collectively termed organizational ‘‘churn’’. Managing the fluid network of human resource within an organization and understanding organizational churn plays a crucial role in business [3]. J Welch said that the lack of emotional bond between employees and their boss is the main reason for resignation [4]. G Gregory found that the simplest reason of an employee’s resignation is that the company failed to keep him [5]. More specifically, employees leave because of low salary and conflict with coworkers. R Martin concluded the reasons, including the lack of enthusiasm for their work and opportunities for development within the company [6]. To sum up, the reason for their resignation can be attributed to their own reasons and the influence of others. With the rapid development of social networks, the relationships among employees become closer and some employees leave the company just following their friends. In other words, the dynamic and instability of the employment are growing, which brings trouble to the normal operation of the enterprise. Therefore, in order to ensure the normal operation of the company, recruitment of staff and the training for new employees (including the newly recruited staff and the old staff adjusted to a new position) significantly increase the operation cost of the company. Management, an important content in an enterprise, can be used to decease the operation cost and increase the company’s earnings [7]. So, the aim of the article is to obtain the optimal recruitment and adjustment scheme of the human resource management with minimal cost in the company’s reasonable operation.