Human resource planning method and system based on system dynamics simulation model

Abstract

The invention relates to the technical field of human resource planning, in particular to a human resource planning method and system based on a system dynamics simulation model.The human resource planning method comprises the steps that firstly, a labor system is defined according to an organization to be subjected to human resource planning, a human resource planning problem is determined, and the state retained in the system related to the problem is described; the state refers to the labor scale; then determining a causal feedback structure according to the mutual relation between the demand side and the supply side of the system, and describing stock and flow in a causal feedback loop; drawing a system flow diagram according to the causal loop diagram and the flow stock diagram, and constructing a system dynamics simulation model; and finally, designing a simulation experiment and verifying the model, and proposing a policy suggestion or an optimization scheme according to a simulation result. According to the invention, the supply side and the demand side of the labor force can be coordinated to obtain the optimal human resource planning scheme.

Description

Technical Field

[0001] The present invention relates to the technical field of human resource planning, and in particular to a human resource planning method and system based on a system dynamics simulation model. Background Art

[0002] Human resource planning is a systematic process, the core of which is to estimate the human resources required for organizational operations, assess their size and characteristics, so that the organization can achieve strategic goals and complete work tasks. Reasonable human resource planning must ensure that the organization's human capital is consistent with the business direction, analyze the current labor performance, determine future labor needs, and evaluate the gap between the current and future labor under various changing conditions.

[0003] Human resource planning is a complex and dynamic issue, which consists of several components, such as recruitment, training, transfer, promotion and resignation, which interact with each other. These interactions are usually nonlinear, and it is difficult to predict the response of the system to different combinations of behaviors. Short-term human resource adjustment policies will have a chain effect in the future, and even form a vicious circle, which will have a significant impact on the human resource structure of the organization in the long run.

[0004] Classical modeling methods for human resource planning, such as Markov chain models, often ignore the impact of feedback and usually require mathematical relationships to be determined in advance. Simulation models, such as discrete event simulation models and system dynamics simulation models, effectively make up for these problems. The two methods differ in the types of problems, system scales, and level capabilities they handle. Discrete event simulation models are more suitable for small-scale human resource planning and can handle individual-level problems; while system dynamics simulation models are more suitable for handling large-scale system-level problems and are suitable for the formulation of a set of strategies and the analysis of dynamic processes. The system dynamics simulation model provides an overall strategic view of the entire system, can simulate feedback interaction mechanisms and delay effects, can capture the dynamic behavior of nonlinear real systems, and the transparent stock and flow structure conforms to the psychological model of human resource planning planners. In addition, the model can also test the overtime work behavior of different human resource planning plans through simulation experiments.

[0005] Human resource planning can be divided into demand-side, supply-side and gap closure research according to the problems it solves, including problem elements, decision options and performance metrics. At present, human resource planning based on system dynamics simulation model mainly solves supply-side related problems such as organizational recruitment, promotion, and resignation, but does not focus on demand-side related problems such as organizational operations and work tasks. Summary of the invention

[0006] The present invention aims to solve the problem that current human resource planning only focuses on the supply side of labor but not the demand side, and proposes a human resource planning method and system based on a system dynamics simulation model, which can coordinate the supply side and demand side of labor to obtain the optimal human resource planning solution.

[0007] To achieve the above purpose, the technical solution adopted is:

[0008] A human resource planning method based on a system dynamics simulation model comprises the following steps:

[0009] First, define the labor system according to the organization for which human resource planning is to be carried out, identify the human resource planning problem, and describe the state held within the system related to the problem, which refers to the size of the labor force;

[0010] Then, according to the mutual relationship between the demand side and the supply side of the system, the causal feedback structure is determined to describe the stocks and flows in the causal feedback loop;

[0011] Then, a system flow diagram is drawn based on the causal loop diagram and the flow-stock diagram, and a system dynamics simulation model is constructed;

[0012] Finally, a simulation experiment is designed and the model is verified, and policy recommendations or optimization plans are put forward based on the simulation results.

[0013] According to the human resource planning method based on the system dynamics simulation model of the present invention, further, the labor system is a system dynamics simulation model constructed by stocks and flows, and considering the relationship between the demand side and the supply side of the system, the human resource planning problem is determined to be: the system aims to achieve the highest operational needs with the lowest human capital.

[0014] According to the human resource planning method based on the system dynamics simulation model of the present invention, further, the stock in the labor system refers to the state maintained within the system at a certain moment;

[0015] Define the system to have W different types of labor, Each type of labor force is divided into R job levels. Each job level is further divided into S different states.

[0016] According to the human resource planning method based on the system dynamics simulation model of the present invention, further, the state of the labor system at time t It is expressed as:

[0017]

[0018] Among them, the state vector It represents the state of w-type labor in the labor system at time t, expressed as:

[0019]

[0020] Among them, the weight is a tuple, representing a status record of a w-type labor force with job grade i at time t, expressed as:

[0021] E w,i (t)=(e w,i,1 (t),e w,i,2 (t),...,e w,i,k (t))

[0022] Among them, any component e w,i,j (t),j∈S w,i ,i∈R w It represents the number of personnel with labor type w who are in status j and rank i.

[0023] According to the human resource planning method based on the system dynamics simulation model of the present invention, further, the flow in the labor system refers to the variables occurring within the system within a certain period of time, reflecting the changing process of the internal state of the system.

[0024] According to the human resource planning method based on the system dynamics simulation model of the present invention, further, for the supply side of the labor system, the state vector Changes over time according to four scenarios:

[0025] People enter the labor system at an entry level; people leave the labor system at different levels; people move from one state to another at the same level; and people get promoted to the next level. The flows corresponding to the W-type labor force are defined as hiring flow, fr w , resignation flow w , mobilize flow ft w And promotion flow fp w , the dynamics of the system transitioning from time t to t+Δt is described as:

[0026] fr w :(E w,1 (t)∪e,E w,2 (t),...,E w,k (t))

[0027] fl w :(...,E w,i (t) / e,...)

[0028] ft w :(...,e w,i,j(t) / e,e w,i,j+1 (t)∪e,...)

[0029] fp w :(...,E w,i (t) / e,E w,i+1 (t)∪e,...)

[0030] Among them, e represents the personnel who are hired, leave, change positions or are promoted; the organization controls the inflow, outflow and internal transfer activities of the labor force through policies.

[0031] According to the human resource planning method based on the system dynamics simulation model of the present invention, further, for the demand side of the labor system, the demand vector D of the w-type labor force at time t is w (t) is:

[0032] D w (t)=(d w,1 (t),d w,2 (t),...,d w,k (t))

[0033] Among them, d w,i (t),i∈R w is the demand quantity of w-type labor with job grade i at time t;

[0034] If for any w∈W and i∈R w , Less than d w,i , then the goal of organizational operational availability is not achieved at time t.

[0035] According to the human resource planning method based on the system dynamics simulation model of the present invention, further, drawing a system flow chart to construct the system dynamics simulation model includes:

[0036] Construct an initial hiring plan based on the organization's recruitment policy and calculate the hiring rate of the W-shaped workforce; construct an initial transfer plan based on the organization's operational needs and calculate the labor transfer rate between different positions; construct an initial resignation plan based on the organization's resignation policy and calculate the resignation rate of different positions; construct an initial promotion plan based on the organization's promotion policy and calculate the labor promotion rate between different job levels.

[0037] According to the human resource planning method based on the system dynamics simulation model of the present invention, further, the system dynamics simulation model is realized by using system dynamics simulation software; the optimal human resource planning solution is found by adjusting the model parameters or structure, and the model parameters include the initial labor force size, recruitment rate, transfer rate, turnover rate and promotion rate.

[0038] Furthermore, the present invention also proposes a human resource planning system based on a system dynamics simulation model, which is used to implement the human resource planning method based on the system dynamics simulation model as described above. The system includes a system definition module, a stock and flow description module, a model building module and a model training module, wherein:

[0039] The system definition module is used to define the workforce system according to the organization for which human resource planning is to be carried out, identify the human resource planning problem, and describe the state held within the system related to the problem, which is the size of the workforce;

[0040] The stock-flow description module is used to determine the causal feedback structure according to the mutual relationship between the demand side and the supply side of the system, and to describe the stock and flow in the causal feedback loop;

[0041] Model building module, used to draw system flow diagrams based on causal loop diagrams and flow-stock diagrams, and build system dynamics simulation models;

[0042] The model training module is used to design simulation experiments and verify the model, and to make policy recommendations or optimization plans based on the simulation results.

[0043] The beneficial effects achieved by adopting the above technical solution are:

[0044] The present invention proposes a human resource planning method based on a system dynamics simulation model. By defining a labor system, determining the human resource planning problem to be carried out, and describing the state related to the problem; then according to the relationship between the demand side and the supply side of the system, determining the causal feedback structure, describing the stock and flow in the causal feedback loop, and then drawing a system flow chart based on the causal loop diagram and the flow stock diagram, constructing a system dynamics simulation model, designing simulation experiments and verifying the model, so as to make policy recommendations or optimization plans based on the simulation results. The present invention focuses on closed (experienced labor is generated within the system and cannot be recruited from the outside) and strictly hierarchical (organized in a pyramid-like hierarchical structure, and personal career development is gradually realized along the pyramid level) organizations, and evaluates different human resource planning strategies. The advantage of the system dynamics simulation model is that it allows the dynamic behavior and development trend of nonlinear real systems to be captured through feedback loops, and is easy to construct using a limited amount of data. BRIEF DESCRIPTION OF THE DRAWINGS

[0045] In order to more clearly illustrate the technical solutions of the embodiments of the present invention, the following briefly introduces the drawings of the embodiments of the present invention, wherein the drawings are only used to illustrate some embodiments of the present invention, but not to limit all embodiments of the present invention thereto.

[0046] Figure 1 is a flow chart of a human resource planning method based on a system dynamics simulation model according to an embodiment of the present invention;

[0047] Figure 2 is a conceptual flow chart of a labor system according to an embodiment of the present invention;

[0048] Figure 3 is a flow chart of a labor system constructed according to an embodiment of the present invention;

[0049] Figure 4 is a performance diagram of the labor system under different initial values ​​and recruitment rates according to an embodiment of the present invention. DETAILED DESCRIPTION

[0050] The following will be combined with the drawings of specific embodiments of the present invention to clearly and completely describe the exemplary scheme of the embodiment of the present invention. Unless otherwise defined, the technical terms or scientific terms used in the present invention should be the common meanings understood by people with ordinary skills in the field.

[0051] like Figure 1 As shown, this embodiment discloses a human resource planning method based on a system dynamics simulation model, comprising the following steps:

[0052] Step S101: Define a labor system according to the organization for which human resource planning is to be performed, determine a human resource planning problem, and describe a state maintained within the system related to the problem, which refers to the size of the labor force.

[0053] The labor system is a system dynamics simulation model constructed by stocks and flows. Considering the relationship between the demand side and the supply side of the system, the human resource planning problem is determined as follows: the system aims to achieve the highest operational needs with the lowest human capital.

[0054] Step S102: Determine the causal feedback structure based on the relationship between the demand side and the supply side of the system, and describe the stock and flow in the causal feedback loop.

[0055] The stock in the labor system refers to the state (labor force size) maintained within the system at a certain moment. Define the system to have W different types of labor, Each type of labor force is divided into R job levels. Each job level is further divided into S different states. Because of the independence of labor types, people belong to only one type, and because both rank and status are completely exhaustive and mutually exclusive, a W-type person belongs to and only belongs to one rank and status at any time.

[0056] The state of the labor system at time t It is expressed as:

[0057]

[0058] Among them, the state vector It represents the state of w-type labor in the labor system at time t, expressed as:

[0059]

[0060] Among them, the weight is a tuple, representing a status record of a w-type labor force with job grade i at time t, expressed as:

[0061] E w,i (t)=(e w,i,1 (t),e w,i,2 (t),...,e w,i,k (t))

[0062] Among them, any component e w,i,j (t),j∈S w,i ,i∈R w It represents the number of personnel with labor type w who are in status j and rank i.

[0063] The flow in the labor system refers to the variables that occur within the system within a certain period of time, reflecting the process of change in the internal state of the system. When personnel flow from one stock to another, the labor system will change accordingly. Assuming that the labor system is a closed and strictly hierarchical organization, a W-type personnel with entry-level positions R w,1 Recruitment into the organization, and may leave directly through different job levels. Personnel are not allowed to skip levels at will in accordance with policy requirements for promotion, and are not allowed to switch between different types of labor throughout their careers, but can exit at any level.

[0064] Step S103: Draw a system flow diagram based on the causal loop diagram and the flow stock diagram to build a system dynamics simulation model.

[0065] For the supply side of the labor system, the state vector The W-type workforce changes over time according to four scenarios: people entering the workforce at an entry level; people leaving the workforce at different levels; people moving from one state to another at the same level; and people getting promoted to the next level. w , resignation flow w , mobilize flow ft w And promotion flow fp w , the dynamics of the system transitioning from time t to t+Δt can be described as:

[0066] fr w :(E w,1 (t)∪e,E w,2(t),...,E w,k (t))

[0067] fl w :(...,E w,i (t) / e,...)

[0068] ft w :(...,e w,i,j (t) / e,e w,i,j+1 (t)∪e,...)

[0069] fp w :(...,E w,i (t) / e,E w,i+1 (t)∪e,...)

[0070] Among them, e represents people who are hired, leave, change positions or are promoted. Organizations control the inflow, outflow and internal transfer activities of the labor force through policies. Among them, promotion activities are an active incentive strategy. Promotion between two levels does not depend on whether there is a vacancy in the level. People must spend enough time in a certain state before moving to the next level.

[0071] In addition to considering the supply side of the system, the labor system also considers the demand side of the system to prevent labor surplus or shortage. The demand vector D of the w-shaped labor force at time t is w (t) is:

[0072] D w (t)=(d w,1 (t),d w,2 (t),...,d w,k (t))

[0073] Among them, d w,i (t),i∈R w is the demand quantity of w-type labor with job grade i at time t.

[0074] If for any w∈W and i∈R w , Less than d w,i , then the organization's operational availability goal is not achieved at time t. Therefore, the decision maker's goal is to find a strategy that achieves the highest operational availability with the lowest labor surplus.

[0075] The concept diagram of the flow chart of the labor system is as follows Figure 2 As shown, taking the W-type labor force as an example, the system flow diagram is drawn to construct the system dynamics simulation model as follows:

[0076] Construct an initial hiring plan based on the organization's recruitment policy, calculate the hiring rate of the w-type labor force, and the flow of hired personnel into the job level rw,1 , enter the specific position w,i,1 . Build an initial mobilization plan based on organizational operational needs, calculate the labor mobilization rate between different positions, and calculate the position s w,i,1 The number of positions that have changed w,i,2 、Positions w,i,2 The number of positions that have changed w,i,3 or positions w,i,4 、Positions w,i,3 The personnel who have changed in the process will flow back to the positions w,i,1 ; Construct an initial resignation plan based on the organization's resignation policy and calculate the resignation rate of different positions. w,i,3 and w,i,4 Personnel are allowed to exit the labor force system. Construct an initial promotion plan based on the organization's promotion policy and calculate the labor force promotion rate between different job levels. w,i Personnel with promotion qualifications flow into the rank r w,i+1 , by position w,i,4 Enter positions w,i+1,1 .

[0077] Step S104: design a simulation experiment and verify the model, and propose policy recommendations or optimization solutions based on the simulation results.

[0078] Use professional system dynamics simulation software (such as AnyLogic, StatSim, Vensim, Stella, etc.) to implement the model. Design different simulation experiments to simulate the operation of the system under different conditions, verify the correctness and reliability of the model based on comparative analysis of simulation results, and find the optimal human resource planning solution by adjusting model parameters (model parameters include initial labor force size, hiring rate, transfer rate, turnover rate and promotion rate) or structure.

[0079] Corresponding to the above method, this embodiment also discloses a human resource planning system based on a system dynamics simulation model, the system comprising a system definition module, a stock-flow description module, a model building module and a model training module, wherein:

[0080] The system definition module is used to define the labor system according to the organization for which human resource planning is to be carried out, identify the human resource planning problem, and describe the state maintained within the system related to the problem, which is the size of the labor force.

[0081] The stock-flow description module is used to determine the causal feedback structure according to the relationship between the demand side and the supply side of the system, and to describe the stock and flow in the causal feedback loop.

[0082] The model building module is used to draw system flow diagrams based on causal loop diagrams and flow stock diagrams, and to build system dynamics simulation models.

[0083] The model training module is used to design simulation experiments and verify the model, and to make policy recommendations or optimization plans based on the simulation results.

[0084] In order to verify the effectiveness of this solution, further explanation is given below in combination with experimental data.

[0085] The organization for human resource planning in this experiment is a closed system. Well-trained and experienced labor can only be generated within the system and cannot be recruited from outside. Therefore, the shortage of labor cannot be compensated by hiring people from the organization. Moreover, the system is a strict hierarchical structure, and the professional level can only be promoted step by step along the hierarchical chain. There are two types of labor in the system, namely W = (w1, w2), and each type of labor has 4 job levels, namely R w =(r w,1 ,r w,2 ,r w,3 ,r w,4 ). In addition, the first three ranks have five different states, namely S w,r =(s w,r,1 ,s w,r,2 ,s w,r,3 ,s w,r,4 ,s w,r,5 ), r = 1, 2, 3, and the fourth level has only four different states, namely S w,r =(s w,4,1 ,s w,4,2 ,s w,4,3 ,s w,4,5 ).

[0086] like Figure 3 The figure shows the labor flow diagram constructed in this experiment, taking the W-type labor force as an example. The initial recruitment plan is constructed according to the organization's recruitment policy, and the recruitment rate of the W-type labor force is calculated. The recruited personnel flow into the job level r w,1 , enter the specific position w,i,1 ; Build an initial mobilization plan based on organizational operational needs, calculate the labor mobilization rate between different positions, and position s w,i,1 Personnel flow into positions requiring changes w,i,2 、Positions w,i,2 The number of positions that have changed w,i,3 (Considering the time delayed due to special work reasons), position w,i,3 The number of positions that have changed w,i,4 (It takes some time to prepare) or positions w,i,5 (Except the fourth grade), positions w,i,4 The personnel who have changed in the process will flow back to the positions w,i,2(It takes a certain amount of preparation time); build an initial resignation plan based on the organization's resignation policy, calculate the turnover rate of different positions, and the position s w,i,3 and w,i,5 Personnel are allowed to exit the labor force system; construct an initial promotion plan based on the organization's promotion policy, calculate the labor force promotion rate between different ranks, and the rank r w,i Personnel with promotion qualifications flow into the rank r w,i+1 , by position w,i,5 Enter positions w,i+1,1 (It takes some training time).

[0087] This example uses AnyLogic system dynamics simulation software to implement the model. Two recruitment policies are used in the simulation experiment. The recruitment policy baseline reflects the decision maker’s expectations for the future. The recruitment adjustment policy is obtained by multiplying each value in the baseline by 4. The initial values ​​of the four-level type 1 workforce are set to 10, 15, 20, 25, and 30, and the initial values ​​of the type 2 workforce are set to 30, 35, 40, 45, and 50. Each state (except s w,i,1 ) and the time taken for transfer are set to 2, 4, 6, 8, 10, 14, 18, 22 and 26 quarters, and the maximum number of transfers for each state is set to 4, 6, 8, 10, 14, 18, 22 and 26. A demand pattern test model is selected, and the hiring rate, transfer rate, turnover rate and promotion rate are kept fixed in all simulation experiments. The planning policy for 80 quarters (20 years) is discussed with a quarterly time step. Experiments are conducted with different combinations of the above parameters. Two metrics, the number of undeployed tasks (the number of tasks that are not deployed due to staff shortages each quarter) and the number of unfinished projects (the number of projects that are not completed each quarter because the tasks are not fully deployed), are used to compare different input settings.

[0088] Figure 4 The effects of hiring rate on the two measures are shown, as well as the effects of both the initial number of employees and the hiring rate on the measures simultaneously. The initial settings represent the performance of the system under the current input settings used by the decision maker. Figure 4 We show that performance can be improved by applying the right strategies without increasing hiring rates, and the resulting tuning leads to an increase of approximately 70% in the number of tasks deployed and 57% in the number of projects completed. The dynamics of the workforce system exhibit path dependence, a common behavioral pattern of complex systems, where decisions made early on can significantly affect the long-term performance of the system. Figure 4 It shows that when the initial available number of Level 4 employees is low, increasing the recruitment rate is ineffective in improving organizational operability; after reaching a certain threshold, increasing the initial number itself is not enough to achieve better performance indicators.

[0089] Unless otherwise specifically stated, the components, steps, numerical expressions and values ​​set forth in these embodiments do not limit the scope of the present invention.

[0090] In this specification, each embodiment is described in a progressive manner, and each embodiment focuses on the differences from other embodiments. The same or similar parts between the embodiments can be referred to each other. For the system disclosed in the embodiment, since it corresponds to the method disclosed in the embodiment, the description is relatively simple, and the relevant parts can be referred to the method part.

[0091] The units and method steps of each example described in conjunction with the embodiments disclosed herein can be implemented by electronic hardware, computer software, or a combination of the two. In order to clearly illustrate the interchangeability of hardware and software, the composition and steps of each example have been generally described in the above description according to function. Whether these functions are performed in hardware or software depends on the specific application and design constraints of the technical solution. A person of ordinary skill in the art may use different methods to implement the described functions for each specific application, but such implementation is not considered to be beyond the scope of the present invention.

[0092] Those skilled in the art will appreciate that all or part of the steps in the above method can be completed by instructing related hardware through a program, and the program can be stored in a computer-readable storage medium, such as a read-only memory, a disk or an optical disk. Optionally, all or part of the steps in the above embodiment can also be implemented using one or more integrated circuits, and accordingly, each module / unit in the above embodiment can be implemented in the form of hardware or in the form of software function modules. The present invention is not limited to any specific form of combination of hardware and software.

[0093] Finally, it should be noted that the above-described embodiments are only specific implementations of the present invention, which are used to illustrate the technical solutions of the present invention, rather than to limit them. The protection scope of the present invention is not limited thereto. Although the present invention is described in detail with reference to the above-described embodiments, ordinary technicians in the field should understand that any technician familiar with the technical field can still modify the technical solutions recorded in the above-described embodiments within the technical scope disclosed by the present invention, or replace some of the technical features therein by equivalents; and these modifications or replacements do not make the essence of the corresponding technical solutions deviate from the spirit and scope of the technical solutions of the embodiments of the present invention, and should be included in the protection scope of the present invention. Therefore, the protection scope of the present invention shall be subject to the protection scope of the claims.

Claims

1. A human resource planning method based on a system dynamics simulation model, characterized in that: The following steps are involved: First, define the labor system according to the organization for which human resource planning is to be carried out, identify the human resource planning problem, and describe the state held within the system related to the problem, which refers to the size of the labor force; Then, according to the mutual relationship between the demand side and the supply side of the system, the causal feedback structure is determined to describe the stocks and flows in the causal feedback loop; Then, a system flow diagram is drawn based on the causal loop diagram and the flow-stock diagram, and a system dynamics simulation model is constructed; Finally, a simulation experiment is designed and the model is verified, and policy recommendations or optimization plans are put forward based on the simulation results.

2. The human resource planning method based on the system dynamics simulation model according to claim 1 is characterized in that: The labor system is a system dynamics simulation model constructed by stocks and flows. Considering the relationship between the demand side and the supply side of the system, the human resource planning problem is determined as follows: the system aims to achieve the highest operational needs with the lowest human capital.

3. The human resource planning method based on the system dynamics simulation model according to claim 1 is characterized in that: The stock in the labor system refers to the state maintained within the system at a certain moment; Define the system to have W different types of labor, Each type of labor force is divided into R job levels. Each job level is further divided into S different states.

4. The human resource planning method based on the system dynamics simulation model according to claim 3 is characterized in that: The state of the labor system at time t It is expressed as: Among them, the state vector It represents the state of w-type labor in the labor system at time t, expressed as: Among them, the component E w,i (t),i∈R w is a tuple, representing a status record of a w-type labor force with job grade i at time t, expressed as: E w,i (t)=(e w,i,1 (t),e w,i,2 (t),...,e w,i,k (t)) Among them, any component e w,i,j (t),j∈S w,i ,i∈R w It represents the number of personnel with labor type w who are in status j and rank i.

5. The human resource planning method based on the system dynamics simulation model according to claim 4 is characterized in that: The flow in the labor system refers to the variables that occur within the system within a certain period of time, reflecting the changing process of the internal state of the system.

6. The human resource planning method based on the system dynamics simulation model according to claim 4 is characterized in that: For the supply side of the labor system, the state vector Changes over time according to four scenarios: People enter the labor system at an entry level; people leave the labor system at different levels; people move from one state to another at the same level; and people get promoted to the next level. The flows corresponding to the W-type labor force are defined as hiring flow, fr w , resignation flow w , mobilize flow ft w And promotion flow fp w , the dynamics of the system transitioning from time t to t+Δt is described as: fr w :(And w,1 (t)∪e,E w,2 (t),...,E w,k (t)) fl w :(...,E w,i (t) / e,...) ft w :(...,e w,i,j (t) / e,e w,i,j+1 (t)∪e,...) fp w :(...,E w,i (one w,i+1 (t)∪e,...) Among them, e represents the personnel who are hired, leave, change positions or are promoted; the organization controls the inflow, outflow and internal transfer activities of the labor force through policies.

7. The human resource planning method based on the system dynamics simulation model according to claim 6 is characterized in that: For the demand side of the labor system, the demand vector D of w-shaped labor at time t is w (t) is: D w (t)=(d w,1 (t),d w,2 (t),...,d w,k (t)) Among them, d w,i (t),i∈R w is the demand quantity of w-type labor with job grade i at time t; If for any w∈W and i∈R w , Less than d w,i , then the goal of organizational operational availability is not achieved at time t.

8. The human resource planning method based on the system dynamics simulation model according to claim 7 is characterized in that: Drawing a system flow chart to build a system dynamics simulation model includes: Construct an initial hiring plan based on the organization's recruitment policy and calculate the hiring rate of the W-shaped workforce; construct an initial transfer plan based on the organization's operational needs and calculate the labor transfer rate between different positions; construct an initial resignation plan based on the organization's resignation policy and calculate the resignation rate of different positions; construct an initial promotion plan based on the organization's promotion policy and calculate the labor promotion rate between different job levels.

9. The human resource planning method based on the system dynamics simulation model according to claim 8 is characterized in that: The system dynamics simulation model is implemented using system dynamics simulation software; the optimal human resource planning solution is found by adjusting the model parameters or structure. The model parameters include the initial labor force size, hiring rate, transfer rate, turnover rate and promotion rate.

10. A human resource planning system based on a system dynamics simulation model, characterized in that: The method for human resource planning based on the system dynamics simulation model according to any one of claims 1 to 9 comprises a system definition module, a stock-flow description module, a model building module and a model training module, wherein: The system definition module is used to define the workforce system according to the organization for which human resource planning is to be carried out, identify the human resource planning problem, and describe the state held within the system related to the problem, which is the size of the workforce; The stock-flow description module is used to determine the causal feedback structure according to the mutual relationship between the demand side and the supply side of the system, and to describe the stock and flow in the causal feedback loop; Model building module, used to draw system flow diagrams based on causal loop diagrams and flow-stock diagrams, and build system dynamics simulation models; The model training module is used to design simulation experiments and verify the model, and to make policy recommendations or optimization plans based on the simulation results.

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