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Through simulation,the qualified rate is decreasing in the next 4 years from 0.85 to 0.62. This need to be highly noticed that after 4 years, the organization will face with the weak structure that nearly half-full of the employees are unqualified.
In addition, the number of mid-level(junior manager and experienced supervisor ) falls. Because the mid-level is of great importance in the organization, whose reduction will lead to the fault of the personnel structure, which lower the efficiency of the organization drastically.
3.6 Solution to Task#6：
Now, we have build the network model based on the various factors such as churn rates,recruitment costs and so on. Nevertheless, actually, complex organizational network also includes many complex factors such as information flow, trust, influence, and friendship. When we analyze a designated factor, we can build a multilayer network to describe the problem to be solved.
The human resources network model can be associated with multiple network levels. By calculating the turnover rate for each person, we can roughly understand the loss of the chance of company employees, and to take measures to prevent the movement of persons based on this. Company information can flow along the network, was passed round to ensure the circulation of information. Reasonable to establish a network of human resources rational superior-subordinate relationship, the department with a reasonable, both to ensure the efficient work of the department of trust can be analyzed according to the number of Task 1— α. Influence with an employee for a round of radiation workers thought four weeks. The friendliness and superior-subordinate relationship and is proportional to the degree of intimacy, the closeness of the staff can be quantified according to the contact number of the session time.
In the natural and engineering systems, a group of entities interface with each other complex patterns that can contain many types of relationships, but also include other types of complications. Such a system includes a plurality of subsystems and levels of contact, it is important for me to take this \to improve our understanding of complex systems. The multi-layer network, as a lot of people here asks, what type of function can be used to represent a multi-layer network it? Or what kind of classification problem can be represented by a multi-layer network it? The answer is: any function. HR model common cause enormous complexity of human management of the crash, which a scientific and rational model of the network of human resources is very important and reasonable allocation of personnel will increase cooperation cohesive work teams to improve efficiency at work. Scientific team emphasized the rational allocation of team members, improve teamwork efficiency. The multi-layer network can be linked to any problems, which facilitates the implementation team science.
Because of the hierarchical network planning application has great significance,
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layered approach has been noticed by many scholars propose a stochastic
decomposition method, each sub-network allows only one start node and an ending node, 83 years to build Chi Lee raised the A decomposition algorithm, and gives the three principles of network decomposition: a sub-set of the overall network and the network; two each sub-network processes do not overlap; three each...Sub-networks are just starting node, a termination node. Careful analysis shows that these two methods is actually the upper layer of the network diagram of an step down into the next layer of a sub-network (or the next layer of the network layer of the network can be simplified diagram of a process). This two methods although Jane alone, in the actual decomposition sometimes simply not carry on, because it would cut off the existing sub-networks of contact lb1 process. 91 years CAO Guang Ming proposed a The simplified diagram of a network into several channels algorithm process. Allow the child to be simplified network has more initial nodes and end, but not yet reflect each subnet the relationship between the network and the overall constraints of the network, it does not relate to the time parameter calculation. 92 years Ding Shizhao propose a multi-stage network method, the constraints strong, practical work hard to achieve, time parameters to calculate the adjustment to be carried out almost entirely artificial, and yet reflecting off constraints between sub-networks with layers department.
4.Strength and Weakness
4.1Strength:
1. Lot of models are developed in manpower planning literature have considered financial,labor costs and various recruitment policy objectives as indicated above,surprisingly almost no work has been reported with the objective of minimizing the manpower system costs.And the model we set considered that finely.
2. Bayesian networks using graphical methods describe the relationship between data, semantic clear, easy to understand.
3.Bayesian network model to reflect the probability that the relationship between the entire data in the database, the lack of a data variable can still build accurate models. 4.Bayesian networks allow a causal relationship between the study variables.
4.2Weakness:
1.This model just use the common Bayesian network to describe the manpower system.But we could use the TAN Bayesian network in order to make the solution more precise. The TAN Bayesian network is too hard to learn in a short time.
2.Thus the model is still an approximate on a large scale. This has doomed to limit the applications of it.
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References
[1]Churn rate,http://en.wikipedia.org/wiki/Churn_rate
[2]Bayesian_network,http://en.wikipedia.org/wiki/Bayesian_network [3]Network_model, http://en.wikipedia.org/wiki/Network_model
[4] Flamholz, E.G. Human Resource Accounting. Dickenson Publishers, 1974:55-58.
[5]Mikko Kivel?, Alexandre Arenas, Marc Barthelemy, James P. Gleeson, Yamir
Moreno, Mason A. Porter. (2013). Multilayer Networks, J. Complex Networks, 2(3):203-271
[6]E. Salas, N.J. Cooke, and M.A. Rosen. On Teams, Teamwork, and Team Performance: Discoveries and Developments. Human Factors: The Journal of the Human Factors and Ergonomics Society .
[7]The Modelling of Manpower by Markov Chains ---- A Case Study of the Slovenian Armed Forces
[8]D. Stokols, K.L. Hall, B.K. Taylor, R.P. Moser . The Science of Team Science: Overview of the Field and Introduction to the Supplement, Am J Prev Med 2008;35(2S): S77-S89.
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