Research on Human Resource Allocation Model Based on SOM Neural Network

With the fierce competition of the enterprise market, the human resource allocation of enterprises will face multiple risks. This article takes the connotation of human resource configuration management as the research object and establishes the human resource configuration model through SOM neural network. And the model is trained, learned, and tested. What's more, it is applied to human resources management to adjust the allocation of human resources for the enterprise in a timely manner. It provides a detailed basis for proposing coping strategies and has a great application value.

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Research on Human Resource Allocation Model Based on SOM Neural Network

International Journal of Mobile Computing and Multimedia Communications ◽

10.4018/ijmcmc.2019010105 ◽

2019 ◽

Vol 10 (1) ◽

pp. 65-76

Author(s):

Jing Xu ◽

Bo Wang ◽

Gihong Min

Keyword(s):

Neural Network ◽

Resource Allocation ◽

Human Resources ◽

Human Resource ◽

Human Resources Management ◽

Configuration Model ◽

Allocation Model ◽

Resource Configuration ◽

Som Neural Network ◽

Fierce Competition

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Human Resources Balanced Allocation Method Based on Deep Learning Algorithm

Scientific Programming ◽

10.1155/2021/4681959 ◽

2021 ◽

Vol 2021 ◽

pp. 1-9

Author(s):

Weiwei Shi ◽

Qiuzuo Li

Keyword(s):

Neural Network ◽

Resource Allocation ◽

Deep Learning ◽

Human Resources ◽

Human Resource ◽

Recurrent Neural Network ◽

Enterprise Management ◽

Balanced Development ◽

Balanced Allocation ◽

Matching Degree

At present, the economics and social developments show the characteristics of diversification, and the focus of social enterprise management is driven by the allocation of human resources. Human resource allocation is a way of appropriate allocation and reasonable placement of human resources. It means that, under the guidance of science, human resources can maintain the best combination with other resources at any time. Nevertheless, the irregularities in management teams and the balanced differences of talent quality have a great effect on the balanced development of an enterprise. Based on this, this paper studies the establishment of a recurrent neural network (RNN) model to realize the allocation of human resources and the balanced development of enterprise management. Firstly, a deep learning model, based on the recurrent neural network, is established. Then, the human resources data is analyzed to calculate the matching degree between the human resources and posts. Finally, personnel scheduling is carried out according to the matching degree score between the human resources and posts, to obtain the optimal balanced allocation result of the human resources. Experimental results show that our method can bring significant improvements to personnel position matching and effectively enhance the efficiency of human resource allocation based on the cloud environment.

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Human Resource Petri Net Allocation Model Based on Artificial Intelligence and Neural Network

Mobile Information Systems ◽

10.1155/2021/5988742 ◽

2021 ◽

Vol 2021 ◽

pp. 1-13

Author(s):

Weihuang Dai ◽

Yi Hu ◽

Zijiang Zhu ◽

Xiaofang Liao

Keyword(s):

Neural Network ◽

Artificial Intelligence ◽

Resource Allocation ◽

Human Resources ◽

Human Resource ◽

Petri Net ◽

Resource Scheduling ◽

Accuracy Rate ◽

Allocation Model ◽

Resource Data

The reasonable allocation and use of human resources is an important content in the process of complex system analysis and design. This paper studies the human resource allocation model of Petri net based on artificial intelligence and neural network. In this paper, combined with the characteristics of human resource scheduling, human resource mobility, concurrency, and obvious classification characteristics, the human resource allocation model based on Petri net is implemented. In this paper, the model is trained with the python version of human resource analysis data set. The training parameters are 100, the error coefficient is 0.001, and the learning speed is 0.01. First, the coding rules of human resource data are established. Then, the parameters are input into the model, and the human resource data are trained in the model. Finally, the results of the model output layer are analyzed. The research study shows that the average prediction accuracy of this model is 78.85%. Model training requires the addition of 25 neurons for every 0.01 increase to improve the accuracy of predicting dynamic data of human resources. If the accuracy rate exceeds 75%, the increase in the number of neurons cannot be compensated for by the increase in the accuracy rate, but it is most efficient when the amount of data for human resource scheduling is 2000 to 4000. Therefore, this system can effectively allocate small- and medium-sized human resources and has a high accuracy.

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Analysis of Enterprise Human Resources Demand Forecast Model Based on SOM Neural Network

Computational Intelligence and Neuroscience ◽

10.1155/2021/6596548 ◽

2021 ◽

Vol 2021 ◽

pp. 1-10

Author(s):

Jiafeng Zheng ◽

Ruijun Ma

Keyword(s):

Neural Network ◽

Human Resources ◽

Prediction Model ◽

Human Resource ◽

Resource Planning ◽

Strategic Decision ◽

Demand Forecast ◽

Human Resource Planning ◽

Resource Demand ◽

Som Neural Network

Human resource planning is the prerequisite of human resource management, and the basic work of human resource planning is to predict human resource demand. Scientific and reasonable human resource demand forecasting results can provide important data support for enterprise human resource planning and strategic decision-making so that human resources management can play a better role in the realization of corporate goals. Because human resource demand is affected by many factors, there is a high degree of nonlinearity and uncertainty between each factor and personnel demand, as well as the incompleteness and inaccuracy of corporate human resource data. In this paper, the self-organizing feature mapping (SOM) artificial neural network prediction model is selected as the prediction model, and the input and output process of sample data is converted into the optimal solution process of the nonlinear function. In the application of the model, the human resource demand prediction index system is used as the input of the SOM neural network and the total number of employees in the enterprise is used as the output so that the problem of nonlinear fitting between human resource demand-influencing factors and human resource demand can be solved. Finally, through the empirical analysis of the enterprise, the model forecasting process is explained and the human resource demand forecast is realized.

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Preliminary Study about Optimal Allocation of Human Resources Management

Advanced Materials Research ◽

10.4028/www.scientific.net/amr.268-270.1913 ◽

2011 ◽

Vol 268-270 ◽

pp. 1913-1916

Author(s):

Bin Miao

Keyword(s):

Human Resources ◽

Human Resource ◽

Global Economy ◽

Optimal Allocation ◽

Optimization Problems ◽

Human Resources Management ◽

Optimization Theory ◽

Final Analysis ◽

Configuration Optimization ◽

Resource Configuration

In today's world, the competition between enterprises in the final analysis is talent competition and giving full play to the role of talents of enterprise cannot leave the optimal allocation of human resources. Along with the increasing open of global economy, our state-owned enterprises face the more and more difficult challenge, but also have many opportunities, which will encourage enterprises to renew ideas, adjust human resource structure, strengthen the cultivation of talents, learn and introduce advanced hr optimization technology and method. In Nanyang mobile company, for example, on the basis of expounding the connotation and principle of human resources optimization allocation, the paper summarizes and analyzes the human resource configuration optimization problems and also puts forward some proposals for resolving these problems using human resource configuration optimization theory. By means of human resource configuration optimization, it can realize company efficient, orderly and long-term development, and provides some suggestions about hr optimization for other companies.

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Human Resource Configuration Based on SEM of Waterway System

Applied Mechanics and Materials ◽

10.4028/www.scientific.net/amm.513-517.3065 ◽

2014 ◽

Vol 513-517 ◽

pp. 3065-3068

Author(s):

Shi Wu Zhou ◽

Yao Liu

Keyword(s):

Human Resources ◽

Human Resource ◽

Human Resources Management ◽

Evaluation Index System ◽

Dependent Manner ◽

Resource Configuration ◽

Resources Management ◽

Confirmatory Factor ◽

Management Positions

It is very necessary to reposition the system attributes of human resources management positions and functions, which change the waterway system human resource management from administrative, transactional and position dependent manner to an open and competitive surrounding environment. Thesis based on SEM theory, through questionnaires, data analysis and indicators interception, establish waterway system evaluation index system and weight of human resources allocation, analysis of the evaluation factor by Confirmatory Factor Analysis (CFA) and gets the result. Finally it proposes configuration follow-up management problems and The corresponding countermeasures.

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MSDM Pondok Pesantren

Tadbir: Jurnal Manajemen Dakwah ◽

10.15575/tadbir.v4i4.1725 ◽

2019 ◽

Vol 4 (4) ◽

pp. 403-422

Author(s):

Ahmad Saefulloh ◽

Fisher Zulkarnaen ◽

Dewi Sadiah

Keyword(s):

Data Collection ◽

Human Resources ◽

Human Resource ◽

Human Resources Management ◽

Resources Management ◽

Know How ◽

Highly Educated ◽

The Times ◽

And Control ◽

Descriptive Method

ABSTRAK Penelitian ini bertujuan untuk mengetahui bagaimana implementasi manajemen sumber daya manusia pondok pesantren pagelaran II sumedang, dan mengetahui bagaimana hasil kinerja santri di pondok pesantren pagelaran II sumedang.Metode yang digunakan dalam penelitian ini adalah metode deskriptif, pengumpulan data dilakukan dengan menggunakan teknik observasi, studi dokumentasi dan wawancara.Hasil Penelitian ini menemukan bahwa peran manajemen sumber daya manusia dalam mengoptimalkan kinerja santri di pondok pesantren pagelaran II sumedang yang diawali dengan pengolaan dalam bentuk fungsi perencanaan dan operasional yang baru.Terutama pengrekrutan jajaran assatidz yang berdedikasi dan berpendidikan tinggi masuk ke pondok pesantren pagelaran II. Sehingga keberlangsungan pesantren akan berinovasi dan pengendalian selalu sesuai dengan perkembangan zaman. Sehingga dapat disimpulkan bahwa manajemen sumber daya manusia di pondok pesantren pagelaran II sumedang telah dijalankan dengan baik dan menunjukan keberhasilan dalam upaya menyiapkan insan kamil. ABSTRAK It aims to know how to implementation of human resources management hut pesantren by fire ii, and find out How did santri's performance result in the pesantren pagelaran 2 Sumedang. The method used in this study is a descriptive method, data collection is done using observation techniques, a documentary study and debriefing. This study found that human resource management's role in optimizing santri's performance in pondok pesantren pagelaran 2 Sumedang. That begin with processing in the form of new planning and operational functions. Particularly recruits for the dedicated, highly educated assatidz went into the pagelaran 2 Sumedang. So martial arts have continued to innovate and control always conforms to the development of The Times. So it is inadmissible that the human resources management at pesantren pagelaran 2 sumedang has been well run and show that is successful in preparing for the perfect human being.

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Challenges facing human resources management in applying modern concepts of human resources management – An applied study on private hospitals in Khamis Mushait –: التحديات التي تواجه إدارة الموارد البشرية في تطبيق المفاهيم الحديثة لإدارة الموارد البشرية - دراسة تطبيقية على المستشفيات الخاصة بخميس مشيط –

المجلة العربية للعلوم ونشر الأبحاث مجلة العلوم الاقتصادية والإدارية والقانونية ◽

10.26389/ajsrp.d220620 ◽

2021 ◽

Vol 5 (1) ◽

Author(s):

Bader Yahya Alshahrani, Adullah Ali Alammar

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

Statistical Significance ◽

Human Resources Management ◽

Relative Weight ◽

Main Tool ◽

Private Hospitals ◽

Resources Management

A study entitled the challenges facing human resource management in applying the modern concepts of human resources management by applying to the hospitals in Khamis Mushait. This study aims to identify the challenges facing human resource management in applying modern concepts of human resources management. In order to achieve the objectives of the study, of the nature of the study, while the questionnaire was used as a main tool for data collection. The study population is from the private hospitals in Khamis Mushait. The sample of the study was 91 workers. The study reached a set of results. Maha: The challenges of the external environment are the most influential in the application of modern concepts of human resources management in the hospitals of Khamis Mushait, while the application of modern concepts of human resources management in private hospitals in Khamis Mushait medium degree with a relative weight (65.80%). The results showed no differences Statistical significance among the opinions of hospital staff in Khamis Mushait on their appreciation of the challenges facing human resource management in applying the modern concepts of human resources management due to the gender variable and the variable age, the variable of scientific qualification and the variable years of service. To study the need to apply modern concepts of human resources management as an essential part of the culture of the institution, and to create a permanent relationship between management and employees to promote the application of modern concepts of human resources management, and attention to continuous training to develop the skills of staff and develop their abilities to achieve development of the hospital.

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THE SOCIO-PSYCHOLOGICAL ASPECTS OF MANAGEMENT IN ASSISTANCE OF HUMAN RESOURCES MANAGEMENT IN TOURIST ORGANIZATIONS

Anniversary Scientific Conference with International Participation TOURISM AND CONNECTIVITY ◽

10.36997/tc2020.374 ◽

2020 ◽

Author(s):

Mariya Veleva ◽

Keyword(s):

Social Psychology ◽

Human Resources ◽

Organizational Behavior ◽

Human Resource ◽

Human Resources Management ◽

External Environment ◽

Psychological Aspects ◽

Organizational Life ◽

Resources Management ◽

Periodic Changes

Tourism is characterized by a highly dynamic internal and external environment, which means that adaptation and periodic changes are an integral part of the organizational life of tourism organizations. The present study aims to indicate how and why the socio-psychological aspects of governance are essential for human resource management in tourism organizations. In this regard, it is clarified what are the applied aspects of social psychology related to management and organizational behavior. The areas of application of these aspects are outlined, the connection between the management of human resources in the tourism organizations and the derived socio-psychological aspects of the management is indicated.

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Impact of National Culture on International Human Resource Management

Economic Themes ◽

10.1515/ethemes-2016-0014 ◽

2016 ◽

Vol 54 (2) ◽

pp. 281-300 ◽

Cited By ~ 1

Author(s):

Biljana Đorđević

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource Management ◽

Human Resource ◽

National Culture ◽

Human Resources Management ◽

Resources Management ◽

Policies And Procedures ◽

Business Conditions ◽

The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

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