scholarly journals Construction and Simulation of a Strategic HR Decision Model Based on Recurrent Neural Network

2022 ◽  
Vol 2022 ◽  
pp. 1-11
Author(s):  
Xiaorong Li ◽  
Lijun Zhang ◽  
Dongchen Li ◽  
Dan Guo

In this paper, RNN (Recurrent Neural Network) algorithm is used to conduct an in-depth analysis of HR strategic decision-making and an HR strategic decision model is constructed for simulation. The four evaluation dimensions of index screening are extracted, the generalized gray correlation analysis is applied to screen the initial selection indexes of HR strategic decision-making, and then the HR strategic decision-making index system of power supply enterprises is constructed. On this basis, the applicability of the BP neural network in HR strategic decision-making is analysed and demonstrated, a BP neural network-based HR strategic decision-making model for power supply enterprises is constructed, and the rationality of the model is illustrated through the model training and testing. Finally, an empirical study is conducted with S power supply company as an example to illustrate the operability of the BP network model for HR strategic decision-making. The results of this paper provide a scientific basis for human resource decision-making in power supply enterprises and provide theoretical support for promoting the healthy development of power supply enterprises. Improving the level of human resource management can make fuller use of human resources and realize the strategic goals of the enterprise. A strategy for optimizing the training of hybrid convolutional neural networks is proposed, using an exponential linear unit activation function to solve the problem of neuron dead zones, a hybrid pooling strategy is used to improve the problem of feature information loss in maximum pooling processing, and an improved cross-entropy loss function is used to solve the problem of insufficient learning of difficult classification samples. The optimization of the model training process is finally completed, and the recommendation quality is improved. The Bayesian probability distribution table is learned to be filled in the expert data set; finally, the accuracy and effectiveness of the model are tested on the experimental platform. The results of the experiments show that the established Bayesian model beats the platform’s built-in intelligent method with a 78.2% win rate. That is, the model can make intelligent recommendations for strategies in staffed and unmanned platform decision-making and command-and-control combat units to execute tactical actions to achieve the best operational effectiveness.

2011 ◽  
pp. 1370-1378
Author(s):  
Ralf Burbach ◽  
Tony Dundon

The ever-increasing capabilities of human resource information technology (HRIT) and human resource information systems (HRIS) have presented HR departments with an opportunity to generate and analyze vast amounts of employee information that could potentially be used for strategic decision-making purposes and to add value to the HR department and ultimately theentire organization. Research in this area has frequently highlighted that most organizations merely deploy HRIT to automate routine administrative tasks. In general, these studies assume the existence of IT capabilities and sophistication without further investigating what these consist of and how or whether existing IT capabilities could be related to the different uses of HR information, that is, strategic decision-making as opposed to automation. In this article, we introduce and discuss a model that aids the categorization of firms regarding their HRIT capabilities vs. their use of HR information. Furthermore, we will explore the factors that determine the utilization of HR information for strategic decision-making purposes.


2013 ◽  
Vol 567 ◽  
pp. 101-111
Author(s):  
Wei Wang ◽  
Yan Wei Fan ◽  
Xiu Hui Qi

Timely strategic decision-making is an important guarantee for corporate to remain invincible in the competition. This paper sorts out the current researches of the control of the strategic decision-making, proposes the processing model to control the critical state of the strategic decision making as well as the judging methods, and determines the best timing to apply the chaotic neural network control for the strategic decision making on the basis of constructing the index controlling system, so that the accurate control for the corporate strategic decision making can be achieved.


2012 ◽  
Vol 5 (1) ◽  
pp. 6-15
Author(s):  
Ebenezer Ankrah ◽  
Evans Sokro

The purpose of this research is to identify specifically, how the use of Human Resource Information Systems (HRIS) contributes to the effectiveness of strategic human resources management and to examine the strategic importance of using HRIS at the workplace. Relevant review of various HRIS literature were undertaken which culminated into the development of a conceptual model and the formulation of hypotheses to test the proposal that there is relationship between independent variables- HRIS- and the dependent variables- Cost and Time Savings (CTS), Decision Making Contribution (DMC), Quality Information Effects (QIE) and Employment Development Commitment (EDC). The research uses data generated from 34 respondents from insurance companies in Ghana: SSNIT, ELAC, Vanguard, and Donewell. Data was analyzed using SPSS software. It has been found that HRIS adoption and use have a strong and positive effect on CTS and DMC. Essentially, organizations that divert concerted efforts towards HRIS adoption and use have a high likelihood of cutting down cost and saving time, and also ensure better contributions to strategic decision making. Further findings suggest that insurance organizations map up a strategic plan before implementation goes underway. Financial and resource appraisal in relation to the ability to start and sustain HRIS use are critical. HRIS enables HR professionals and supervisors to manage complex information entities and to plan HR efficiently also, organisations that intend using HRIS should thoroughly educate its employees- not only HR staff- so that internal awareness can facilitate the acceptance of the system. Key words: human resource information system, strategic human resource management, strategic decision making.


1990 ◽  
Vol 19 (2) ◽  
pp. 3-9 ◽  
Author(s):  
Tom Keenoy

Paradoxically, the emergence of Human Resource Management (HRM) represents both a challenge and an opportunity to the practice of personnel management. Conventional personnel management is being out‐moded to be superseded by an approach to employees which seemingly promises to put “people issues” at the centre of strategic decision making. The debate about HRM has been confused and confusing because it has failed to clearly identify the distinctive forms of management – as well as personnel – practice to which the term HRM has been applied. This confusion only serves to mask the important moral issues HRM poses for personnel practitioners.


Author(s):  
Ralf Burbach ◽  
Tony Dundon

The ever-increasing capabilities of human resource information technology (HRIT) and human resource information systems (HRIS) have presented HR departments with an opportunity to generate and analyze vast amounts of employee information that could potentially be used for strategic decision-making purposes and to add value to the HR department and ultimately theentire organization. Research in this area has frequently highlighted that most organizations merely deploy HRIT to automate routine administrative tasks. In general, these studies assume the existence of IT capabilities and sophistication without further investigating what these consist of and how or whether existing IT capabilities could be related to the different uses of HR information, that is, strategic decision-making as opposed to automation. In this article, we introduce and discuss a model that aids the categorization of firms regarding their HRIT capabilities vs. their use of HR information. Furthermore, we will explore the factors that determine the utilization of HR information for strategic decision-making purposes.


Sign in / Sign up

Export Citation Format

Share Document