Marginal utility function based optimal human resource management model

LI Yang, WANG Jue

Systems Engineering - Theory & Practice ›› 2016, Vol. 36 ›› Issue (1) : 106-112.

PDF(667 KB)
PDF(667 KB)
Systems Engineering - Theory & Practice ›› 2016, Vol. 36 ›› Issue (1) : 106-112. DOI: 10.12011/1000-6788(2016)01-0106-07

Marginal utility function based optimal human resource management model

  • LI Yang1,3, WANG Jue2
Author information +
History +

Abstract

In this paper, a human resource management model is presented based on the law of diminishing marginal utility from the economics. The proposed method can provide the optimal cost investment program at any given level of total utility or inputs cost, which could enable the optimization of human resources allocation. Simulation results show that the proposed model can improve resource utilization, the quality and efficiency of human resource management with great practical guidance on human resource management practices.

Key words

optimal human resource management / diminishing marginal utility / allocation optimization

Cite this article

Download Citations
LI Yang , WANG Jue. Marginal utility function based optimal human resource management model. Systems Engineering - Theory & Practice, 2016, 36(1): 106-112 https://doi.org/10.12011/1000-6788(2016)01-0106-07

References

[1] 康浩声.中美企业高绩效人力资源管理实践比较研究[D].哈尔滨: 黑龙江大学, 2009.
[2] Collins C J, Smith K G. Knowledge exchange and combination: The role of human resource practices in the performance of high technology firms[J]. Academy of Management Journal, 2006(49): 544-560.
[3] Clark P F, Stewart J B, Clark D A.The globalization of the labor market for health-care professionals[J].International Labor Review, 2006, 145(1-2): 37-64.
[4] Delaney J T, Huselid M A.The impact of human resource management practices on perceptions of organizational performance[J]. Academy of Management Journal, 1996, 39(4): 949-969.
[5] Tsai C J.High performance work systems and organizational performance: An empirical study of Taiwan's semiconductor design firms[J]. The International Journal of Human Resource Management, 2006, 17(9): 1512-1530.
[6] 刘善仕, 周巧笑, 晁罡.高绩效工作系统与组织绩效: 中国连锁行业的实证研究[J]. 中国管理科学, 2005, 13(1): 141-148.Liu S S, Zhou Q X, Chao G. In search of the best human resource practices in China's chain stores[J]. Chinese Journal of Management Science, 2005, 13(1): 141-148.
[7] 张弘, 赵曙明.人力资源管理实践与企业绩效-沪深两市生产制造型企业的实证研究[J].预测, 2006, 25(4): 21-25.Zhang H, Zhao S M. Human resource management practices and firm performance: An empirical study of Chinese manufacturing listed-companies[J]. Forecasting, 2006, 25(4): 21-25.
[8] 王虹.高绩效工作系统的结构维度及其对企业绩效影响研究[J].软科学, 2011, 25(1): 140-144.Wang H. Empirical study on the structural dimensions of the high performance work system and its impact on firm performance[J]. Soft Science, 2011, 25(1): 140-144.
[9] 张一驰, 张正堂.高绩效工作体系的生效条件[J].南开管理评论, 2004, 7(5): 70-76.Zhang Y C, Zhang Z T. Operative premises of high performance work systems[J]. Nankai Business Review, 2004, 7(5): 70-76.
[10] 宋亚楠,仲茜,刘斌.基于边际效用函数的网络资源调度[J].电子学报, 2013, 41(4): 632-638.Song Y N, Zhong Q, Liu B. Marginal utility function based networking resource scheduling[J]. Acta Electronica Sinica, 2013, 41(4): 632-638.

Funding

Chinese National Science Foundation for Outstanding Scholarship
PDF(667 KB)

394

Accesses

0

Citation

Detail

Sections
Recommended

/