Markov-Chain Simulation-Based Analysis of Human Resource Structure: How Staff Deployment and Staffing Affect Sustainable Human Resource Strategy

Abstract

Manufacturing and service processes are composed of several elements: Technical, financial, logistics, information and human resources. Staff deployment and staffing is an essential problem in the human resource management domain because the structure of employees would be continuously in an optimal relationship to the jobs to be performed. This paper proposes a conceptual model for the analysis of human resource deployment processes. After a systematic literature review, it was found that algorithms are important tools for the design and control of human resource problems since a wide range of models determines an optimization problem. According to that, the main focus of this research is the modelling and analysis of human resource deployment processes of manufacturing companies using Markov-chain mathematics, also taking into account the absorbing phenomena of employees’ promotion. The main contribution of this article includes the model framework of Markov-chain simulation of a human resource deployment problem; the mathematical description of different human resource deployment strategies with subdiagonal and superdiagonal promotion matrices; the computational results of the described model with different datasets and scenarios. In the case of a given human resource strategy, the Markovian human resource deployment process of a company was analyzed. The analyzed model was the HR deployment of assembly line operators in a multinational company, including six levels of promotion. The results of the scenario analysis show that promotion and recruitment rates have a great impact on the future employees’ structure.

How to Make a Sustainable Manufacturing Process: A High-Commitment HRM System

“…As noted by Bányai et al [16], the human factor cannot be neglected in manufacturing. Thus, we can presume that the manufacturing flexibility, the measure of operational performance, will vary depending on how firms leverage the human resources.…”

Effects of Selected Positive Resources on Hospitality Service Quality: The Mediating Role of Work Engagement

“…Obtaining and retaining high-quality employees is, thus, a survival strategy for hospitality practitioners to reach a long-term successful business from the perspective of sustainability [24]. Several studies have integrated sustainable HRM into the workplace [28,29], yet few have examined sustainable HRM under a research framework, especially in the hospitality industry, to better comprehend its effects on human work performance.…”

Effects of Human Factors and Lean Techniques on Just in Time Benefits

“…Line production supervisors and operators play a key role n the implementation of the JIT philosophy. Researchers such as García, Rivera, Blanco, Jiménez and Martínez [18] found that both training and skills development increased operator empowerment during the JIT implementation process, and Bányai, et al [39] indicated the importance of human resource strategy for JIS, maintaining material flow along the SC; however, the allocation of resources necessary to these training programs depends on managers [40]. In this sense, senior managers must prioritize training projects focused on employee multifunctionality as an strategy [41].…”

“…However, as experts point out, companies should also promote job rotation to increase motivation among employees and offer them new challenges, where they can develop new skills and support waste reducing, but also, for increase the JIS and reducing buffers between work stations [24,39]. Likewise, as Esmaeilian, et al [43] claim, managers must encourage teamwork during the JIT implementation process, especially during decision-making and problem-solving processes, to preserve support material flow in a JIS.…”