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Using Modeling and Simulation Techniques to Improve the Accountability and the Performance of Human Resource Management

Using Modeling and Simulation Techniques to Improve the Accountability and the Performance of Human Resource Management

Florea Nicoleta Valentina, Manea Marinela Daniela
Copyright: © 2019 |Pages: 30
ISBN13: 9781522583561|ISBN10: 1522583564|EISBN13: 9781522583578
DOI: 10.4018/978-1-5225-8356-1.ch009
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MLA

Valentina, Florea Nicoleta, and Manea Marinela Daniela. "Using Modeling and Simulation Techniques to Improve the Accountability and the Performance of Human Resource Management." Human Performance Technology: Concepts, Methodologies, Tools, and Applications, edited by Information Resources Management Association, IGI Global, 2019, pp. 137-166. https://doi.org/10.4018/978-1-5225-8356-1.ch009

APA

Valentina, F. N. & Daniela, M. M. (2019). Using Modeling and Simulation Techniques to Improve the Accountability and the Performance of Human Resource Management. In I. Management Association (Ed.), Human Performance Technology: Concepts, Methodologies, Tools, and Applications (pp. 137-166). IGI Global. https://doi.org/10.4018/978-1-5225-8356-1.ch009

Chicago

Valentina, Florea Nicoleta, and Manea Marinela Daniela. "Using Modeling and Simulation Techniques to Improve the Accountability and the Performance of Human Resource Management." In Human Performance Technology: Concepts, Methodologies, Tools, and Applications, edited by Information Resources Management Association, 137-166. Hershey, PA: IGI Global, 2019. https://doi.org/10.4018/978-1-5225-8356-1.ch009

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Abstract

The analysis of human resources function and its contribution to obtain performance dates back to the 1920s. Now, the HR is an equal partner on the board of the companies, having a strategic role in obtaining performance, thus we try to show that compensating appropriately, the human capital it will be motivated to obtain performance. This paper examines the two different visions of different managers in which the human capital is perceived as a major cost for organization and the others which perceive it as an investment on long run. In this article, we analyse the impact could have the direct costs of human capital on individual and organizational performance using samples of some variables from European level, data between 2005-2016. Data used for the different years were analysed using simulation methods. Findings of this study show consistency with the theory in the filed, bringing a value in motivation and accountability of human capital and performance obtained through human capital.

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