مقاله انگلیسی رایگان در مورد تنظیم بهینه سازی منابع انسانی بر اساس شبکه ناهمگن پویا – الزویر ۲۰۱۸

مقاله انگلیسی رایگان در مورد تنظیم بهینه سازی منابع انسانی بر اساس شبکه ناهمگن پویا – الزویر ۲۰۱۸

 

مشخصات مقاله
ترجمه عنوان مقاله تنظیم بهینه سازی منابع انسانی بر اساس شبکه ناهمگن پویا
عنوان انگلیسی مقاله Optimization adjustment of human resources based on dynamic heterogeneous network
انتشار مقاله سال ۲۰۱۸
تعداد صفحات مقاله انگلیسی ۱۳ صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
پایگاه داده نشریه الزویر
نوع نگارش مقاله
مقاله پژوهشی (Research article)
مقاله بیس این مقاله بیس نمیباشد
نمایه (index) scopus – master journals – JCR
نوع مقاله ISI
فرمت مقاله انگلیسی  PDF
ایمپکت فاکتور(IF)
۲٫۱۳۲ در سال ۲۰۱۷
شاخص H_index ۱۳۳ در سال ۲۰۱۸
شاخص SJR ۰٫۷۷۳ در سال ۲۰۱۸
رشته های مرتبط مهندسی فناوری اطلاعات، مدیریت
گرایش های مرتبط شبکه های کامپیوتری، مدیریت منابع انسانی
نوع ارائه مقاله
ژورنال
مجله / کنفرانس فیزیک A: مکانیک آماری و کاربرد آن – Physica A: Statistical Mechanics and its Applications
دانشگاه College of Information System and Management – National University of Defense Technology – China
کلمات کلیدی مدیریت منابع انسانی، شبکه های ناهمگن پویا، شبیه سازی کرون، الگوریتم ژنتیک، انتصاب موقعیت
کلمات کلیدی انگلیسی Human resource management, Dynamic heterogeneous networks, Churn simulation, Genetic algorithm, Position assignment
شناسه دیجیتال – doi
https://doi.org/10.1016/j.physa.2018.02.168
کد محصول E9975
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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فهرست مطالب مقاله:
Highlights
Abstract
Keywords
۱ Introduction
۲ Human resource dynamic optimal model based on heterogeneous network
۳ Human resource optimization based on churn simulation and genetic algorithm
۴ Case study
۵ Conclusions
Acknowledgments
References

بخشی از متن مقاله:
abstract

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.

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