Optimization adjustment of human resources based on dynamic heterogeneous network

Zhao, Danling; Li, Jichao; Yue-jin, Tan; Yang, Kun; Ge, Bingfeng; Dou, Yajie

doi:10.1016/j.physa.2018.02.168

Cited by 15 publications

(13 citation statements)

References 19 publications

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“…The authors state that the retention of human resources implies the capacity an organization has to attract and keep hold of its more experienced and competent professionals in order to guarantee its growth and contribute to the increase and quality of productivity. Zhao et al (2018) state that hiring the right person for the right vacancy is the initial process enabling the maximization of employees' productivity levels, thus minimizing the company's costs. It is a corporate optimization process.…”

Section: Costs Of Churning Of Human Resourcesmentioning

confidence: 99%

Churning of human resources: A proposal for a theoretical-methodological model

Pirrolas,

Correia

2023

RAM, Rev. Adm. Mackenzie

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Purpose: This article presents the results of qualitative research performed through the semi-structured interviews to elaborate a theoretical-methodological human resources churning model that will allow to statistically describe the relations of interdependence between the selected variables, to analyze their impact, and to test hypotheses in future studies. Originality/value: The relevance of this study lies in the opportunity to contribute to the development of such an intricate, unexplored topic, with scarcely available literature and empirical studies, providing the elaboration of an interview script as an instrument for data collection that facilitates future studies. Churning of human resources (excess of turnover) is solely related to the replacement of workers who voluntarily choose to leave organizations (Burgess et al., 2000). Design/methodology/approach: This study follows a qualitative approach. The process of data collection consisted of developing a semi-structured interview guide to gather information through the performance of 20 interviews. Findings: Through the analysis of the results, it was possible to ascertain that the more favorable churning dimensions are, the greater the retention of workers in organizations. Thus, the elaboration and application of strategic measures by organizations become relevant for the retention of the most experienced and qualified workers in order to avoid high costs with new hiring, which are a direct result of such replacements (churning).

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Section: Costs Of Churning Of Human Resourcesmentioning

confidence: 99%

Churning of human resources: A proposal for a theoretical-methodological model

Pirrolas,

Correia

2023

RAM, Rev. Adm. Mackenzie

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“…For a company to cement its competitive edge in such a market it becomes crucial for it to partake in the ongoing, extensive efforts to keep up with major changes happening in the latter; hence, the need to hire new personnel on a continuous basis. In this process, organizations must focus on hiring the right people for the right place, considering specific adjustments in tasks to be performed according to the person's skills so that they contribute to the maximization of productivity, increase in efficiency, and the minimization of associated costs for the company [4]. Stemming from the above arises yet another vital, highly complex process, i.e., the retention of given workers within the organization [5].…”

Section: The Origin Of Churning In Human Resourcesmentioning

confidence: 99%

The Theoretical-Conceptual Model of Churning in Human Resources: The Importance of Its Operationalization

Pirrolas

Correia

2021

Sustainability

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Given the current socio-economic context in which the labor market is set in, if we were to consider both employment opportunities in specific economic periods and the individual expectations workers have regarding one’s working conditions, it should be a matter of one’s individual right of choice to decide whether or not to stay or leave and change companies. The paper we present before you took into account the phenomenon of churning as a cyclical process. Our main goal was to understand the main causes leading to it in the context of human resources and, ultimately, what were the consequences emerging from it. In order to carry out this analysis, we put forward a conceptual-theoretical model of the phenomenon of churning, made possible through the analysis of both the currently available literature and the empirical studies and conclusions stemming from the latter. The aforementioned analysis allowed us to trace all main causes responsible for the origin of churning and also, to understand how it could be implemented further on, in order to minimize the costs associated with hiring new personnel and retaining qualified employees by resorting beforehand to the implementation of strategic measures of human resources retention. By applying the methodology based on grounded theory, this study allowed us to further contribute to the already available, yet limited, literature and definition of this multifaceted and greatly complex subject that is the phenomenon of churning.

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“…That is why the decision to allocate humans, hiring, turnover, labor analysis, talent analysis, rewards, and human resource optimization is recognized as one of the challenging issues for managers in organizations to achieve the desired performance. Human resource management is a complex process that includes subjective and unpredictable factors and measurements [ 33 ]. Managing this complex process not only can increase employee efficiency but also can control the organization’s costs, which would increase the productivity of the organization as well.…”

Section: Introductionmentioning

confidence: 99%

Effective machine learning, Meta-heuristic algorithms and multi-criteria decision making to minimizing human resource turnover

2022

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Employee turnover is one of the most important issues in human resource management, which is a combination of soft and hard skills. This makes it difficult for managers to make decisions. In order to make better decisions, this article has been devoted to identifying factors affecting employee turnover using feature selection approaches such as Recursive Feature Elimination algorithm and Mutual Information and Meta-heuristic algorithms such as Gray Wolf Optimizer and Genetic Algorithm. The use of Multi-Criteria Decision-Making techniques is one of the other approaches used to identify the factors affecting the employee turnover in this article. Our expert has used the Best-Worst Method to evaluate each of these variables. In order to check the performance of each of the above methods and to identify the most significant factors on employee turnover, the results are used in some machine learning algorithms to check their accuracy in predicting the employee turnover. These three methods have been implemented on the human resources dataset of a company and the results show that the factors identified by the Mutual Information algorithm can show better results in predicting the employee turnover. Also, the results confirm that managers need a support tool to make decisions because the possibility of making mistakes in their decisions is high. This approach can be used as a decision support tool by managers and help managers and organizations to have a correct insight into the departure of their employees and adopt policies to retain and optimize their employees.

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Optimization adjustment of human resources based on dynamic heterogeneous network

Cited by 15 publications

References 19 publications

Churning of human resources: A proposal for a theoretical-methodological model

Churning of human resources: A proposal for a theoretical-methodological model

The Theoretical-Conceptual Model of Churning in Human Resources: The Importance of Its Operationalization

Effective machine learning, Meta-heuristic algorithms and multi-criteria decision making to minimizing human resource turnover

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