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Sustainable Human Resource Management
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Sustainable Human Resource Management

A special issue of Sustainability (ISSN 2071-1050).

Deadline for manuscript submissions: closed (31 May 2019) | Viewed by 138686

Printed Edition Available!
A printed edition of this Special Issue is available here.

Special Issue Editor

Dr. Tamás Bányai

E-Mail Website
Guest Editor
Institute of Logistics, University of Miskolc, 3515 Miskolc-Egyetemváros, Hungary
Interests: transportation; supply chain; city logistics; optimization; logistics; Industry 4.0; intelligent transportation systems
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

The concept of sustainability is important for companies both in the case of SMEs and worldwide multinational companies. Some key factors to help a company achieve its sustainability objectives are based on human resource management. Sustainable human resource management is a typical cross-functional task that becomes more and more important at the strategic level of a company. Industry 4.0 technologies, Internet of Things and competitive demands as signs of globalization have led to significant changes across the organizational structures and human resource strategies of companies. The increasing importance of sophisticated human resource strategies in the life of companies and the intention to find optimal design and operation strategies for sustainable human resource management were a motivation for launching this Special Issue.

We invite researchers from the global scientific community to contribute original research papers, as well as review articles and empirical studies that will stimulate debate on this topic.

Assoc. Prof. Tamás Bányai
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • strategic human resource management
  • corporate social responsibility
  • sustainable work systems
  • talent management
  • optimization of sustainable human resource management strategies
  • staff deployment and staffing
  • employee promotion

Published Papers (15 papers)

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Research

20 pages, 4282 KiB  
Article
An Analysis of the Corporate Social Responsibility and the Industry 4.0 with Focus on the Youth Generation: A Sustainable Human Resource Management Framework
by Annibal Scavarda, Gláucya Daú, Luiz Felipe Scavarda and Rodrigo Goyannes Gusmão Caiado
Sustainability 2019, 11(18), 5130; https://0-doi-org.brum.beds.ac.uk/10.3390/su11185130 - 19 Sep 2019
Cited by 47 | Viewed by 10583
Abstract
The global movement around themes like sustainability on its triple bottom line and industry 4.0 allows for the establishment of a ground of connection with corporate responsibility towards society. This current research study was developed between 1 March 2019 to 2 September 2019, [...] Read more.
The global movement around themes like sustainability on its triple bottom line and industry 4.0 allows for the establishment of a ground of connection with corporate responsibility towards society. This current research study was developed between 1 March 2019 to 2 September 2019, through a literature review involving human resources and terms related to the concept of sustainability, industry 4.0, corporate social responsibility, and the youth generation. Its target audience is the world’s youth generation. Two proposals were created after the literature review and data collection, which allowed the elaboration of “an analysis of the corporate social responsibility and the industry 4.0 with focus in the youth generation: a sustainable human resource management framework.” Regarding conclusions, the authors of this research study contribute with theoretical and practical educational purposes to insert the youth citizen into society. This contribution also involves the work of companies on planning and preparing their staffs to develop activities in the communities in their neighborhood. Future studies are stimulated, which will allow the creation of new proposals to be presented, so that the nations can incorporate their youth people on the transitional job market and have a sustainable view for the future generations. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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13 pages, 430 KiB  
Article
Integration in the Organizational Environment of the Spanish National Police
by Alexandra Marcos, María del Carmen Pérez-Llantada and Gabriela Topa
Sustainability 2019, 11(17), 4706; https://0-doi-org.brum.beds.ac.uk/10.3390/su11174706 - 29 Aug 2019
Cited by 4 | Viewed by 2109
Abstract
In the present study, a model of relations is tested between the dimensions of socialization, personal resources such as optimism and self-efficacy, and the resources obtained during integration into the organization such as social support or collective efficacy in the prediction of the [...] Read more.
In the present study, a model of relations is tested between the dimensions of socialization, personal resources such as optimism and self-efficacy, and the resources obtained during integration into the organization such as social support or collective efficacy in the prediction of the attitudes and behaviors of the Spanish National Police. Participants were members of the Spanish National Police (N = 123). The findings confirm some of the hypotheses, although other findings are contrary to the predictions. The percentage of variance explained in the regression analyses varies between 48% of the variance of stress and 24% of the variance of task commitment. The findings open new lines of research for the future given the positive impact of human resource management on satisfaction and commitment at work, as well as job stress and excellent performance. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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30 pages, 2417 KiB  
Article
Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector
by Mariana Strenitzerová and Karol Achimský
Sustainability 2019, 11(17), 4591; https://0-doi-org.brum.beds.ac.uk/10.3390/su11174591 - 23 Aug 2019
Cited by 44 | Viewed by 10644
Abstract
The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total [...] Read more.
The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total satisfaction but identifies job attributes and socio-demographic characteristics affecting employee satisfaction and loyalty as a key concern for sustainable human resource management. Findings of 1775 survey questionnaires of employees in Slovak Postal enterprise revealed that employee satisfaction is on average. The greatest dissatisfaction was related to the financial reward of employees and the employer’s lack of interest in the views and attitudes of employees. The use of regression and correlation analysis pointed to the fact that not only their satisfaction, but also the situation on the labor market in the region, the age of the employee, the job position and the length of employment have a strong influence on employee loyalty. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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36 pages, 2396 KiB  
Article
Why Do Companies Choose Female CEOs?
by Shuo Han, Weijun Cui, Jin Chen and Yu Fu
Sustainability 2019, 11(15), 4070; https://0-doi-org.brum.beds.ac.uk/10.3390/su11154070 - 27 Jul 2019
Cited by 8 | Viewed by 4471
Abstract
For the career development of chief executive officers (CEOs), the existing literature lacks research from the perspectives of gender and the environment. Starting with the perspective of the environment, and through the adoption of the World Bank Survey Data on Chinese Enterprises and [...] Read more.
For the career development of chief executive officers (CEOs), the existing literature lacks research from the perspectives of gender and the environment. Starting with the perspective of the environment, and through the adoption of the World Bank Survey Data on Chinese Enterprises and China’s Comprehensive Social Survey (CGSS), this paper addresses the question: “Why do companies choose female CEOs?” The analysis examines 15 aspects, including enterprise scale, age, industry, owner, product market, market environment, city level, etc. The research findings are as follows. (1) The corporate environment has an impact on CEO gender, and there are differences in its nature and the degree of impact. Enterprise size, state-owned shareholding, radiation effect, market environment, and gender culture have a significant negative impact on female CEOs, while product features, industry characteristics, and female owners have a significantly positive impact on female CEOs. (2) In terms of the impact mechanism, the impact of the meso-environment on female CEOs is significantly adjusted by the macro-environment. This paper extends the existing theory from the perspectives of gender and the environment. Relevant policy recommendations are proposed to provide a theoretical basis for the government to promote women’s employment policies and provide effective suggestions for promoting women’s career development. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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19 pages, 4795 KiB  
Article
Strategic Human Resource Management in the Afghanistan Ministry of Mines and Petroleum: A Network Perspective
by Khwaja Abdul Naim Latifi and Seunghoo Lim
Sustainability 2019, 11(14), 3830; https://0-doi-org.brum.beds.ac.uk/10.3390/su11143830 - 12 Jul 2019
Cited by 2 | Viewed by 4332
Abstract
The focus of this paper is to examine the strategic role of human resource (HR) management in organizational level goal-setting and decision-making processes and to determine how the Human Resources department collaborates with other departments or outside organizations to execute its practices both [...] Read more.
The focus of this paper is to examine the strategic role of human resource (HR) management in organizational level goal-setting and decision-making processes and to determine how the Human Resources department collaborates with other departments or outside organizations to execute its practices both within and outside the Afghanistan Ministry of Mines and Petroleum (MoMP). In this study, social network analysis (SNA) is utilized to analyse the formation of networks for each practice of human resources management (HRM) in the Ministry of Mines and Petroleum. This research has found that although public organizations in Afghanistan lack a modern administrative system due to the unsuccessful implementation of administrative reform, some features of strategic HRM are apparent in the current HRM within public organizations in Afghanistan, particularly in the MoMP. This finding provides insight into the strategic HRM concept, which can contribute more than traditional HRM to improving the sustainability of the MoMP. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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17 pages, 565 KiB  
Article
Becoming a Sustainable Organization: Focusing on Process, Administrative Innovation and Human Resource Practices
by Hyejin Cho, Pyoungsoo Lee and Choong Ho Shin
Sustainability 2019, 11(13), 3554; https://0-doi-org.brum.beds.ac.uk/10.3390/su11133554 - 28 Jun 2019
Cited by 13 | Viewed by 5047
Abstract
Despite the importance of constant product improvement to becoming a sustainable organization, the relationship between different types of innovation and new product development has received little attention. This article contributes to prior research by proposing a necessary condition for successful product development, which [...] Read more.
Despite the importance of constant product improvement to becoming a sustainable organization, the relationship between different types of innovation and new product development has received little attention. This article contributes to prior research by proposing a necessary condition for successful product development, which increases organizational sustainability. While it has been widely argued that technological innovation is an important factor for new product development, we contribute by illustrating the importance of process and administrative innovation, which changes an organization’s way of doing business. By analyzing survey responses from 2127 Korean firms, we empirically demonstrate that process and administrative innovation increase the likelihood of achieving new product development goals. Our findings also show that innovation-supporting human resource practices such as talent development programs and work autonomy increase the effectiveness of process and administrative innovations. Overall, we suggest that organizations are able to achieve a sustainable presence in the product market when they constantly innovate the way they run themselves. Additionally, in order to manage such innovation, organizations should nurture a creative environment by devising effective, innovation-supporting human resource practices. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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18 pages, 3506 KiB  
Article
People Analytics of Semantic Web Human Resource Résumés for Sustainable Talent Acquisition
by Sabina-Cristiana Necula and Cătălin Strîmbei
Sustainability 2019, 11(13), 3520; https://0-doi-org.brum.beds.ac.uk/10.3390/su11133520 - 27 Jun 2019
Cited by 12 | Viewed by 6159
Abstract
The purpose of this study was to define a data science architecture for talent acquisition. The approach was to propose analytics that derive data. The originality of this paper consists in proposing an architecture to work within the process of obtaining semantically enriched [...] Read more.
The purpose of this study was to define a data science architecture for talent acquisition. The approach was to propose analytics that derive data. The originality of this paper consists in proposing an architecture to work within the process of obtaining semantically enriched data by using data science and Semantic Web technologies. We applied the proposed architecture and developed a case study-based prototype that uses analytics techniques for résumé data integrated with Linked Data technologies. We conducted a case study to identify skills by applying classification via regression, k-nearest neighbors (k-NN), random forest, naïve Bayes, support vector machine, and decision tree algorithms to résumé data that we previously described with terms from publicly available ontologies. We labeled data from résumés using terms from existing human resource ontologies. The main contribution is the extraction of skills from résumés and the mining of data that was previously described with the Semantic Web. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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15 pages, 390 KiB  
Article
Employee Motivation as a Tool to Achieve Sustainability of Business Processes
by Silvia Lorincová, Peter Štarchoň, Dagmar Weberová, Miloš Hitka and Martina Lipoldová
Sustainability 2019, 11(13), 3509; https://0-doi-org.brum.beds.ac.uk/10.3390/su11133509 - 26 Jun 2019
Cited by 35 | Viewed by 21051
Abstract
Employee performance and their new ideas, as well as their efforts to promote the company in positive ways help build the values of an enterprise. Properly motivated managers, white-collar, and blue-collar workers use their performance to affect the business efficiency, and therefore the [...] Read more.
Employee performance and their new ideas, as well as their efforts to promote the company in positive ways help build the values of an enterprise. Properly motivated managers, white-collar, and blue-collar workers use their performance to affect the business efficiency, and therefore the success and sustainability of the enterprise. Selecting the right structure of motivation factors, especially those aimed at job category and gender, is the main role of enterprise management. The aim of this study is to analyze and define differences in the perception of the preferred level of motivation in terms of gender and job category. The questionnaires were given to randomly selected employees working in Slovak enterprises in order to ensure variability and randomness of respondent selection which is necessary for relevant data acquisition. Following the average, the order of the importance of motivation factors of 3720 respondents was defined. The Student’s t-test and Tukey’s HSD test were used. We confirmed that there are statistically significant differences in the perception of the motivation in terms of job category. Moreover, we proved the significant differences between genders in the job category of blue-collar workers. We did not observe differences between genders in the other job categories studied. The results reported should be accepted and implemented in motivational programs by the employees of human resource departments as a way to keep up with strategic human resource management. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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12 pages, 536 KiB  
Article
Sustainable Social and Individual Implications of Telework: A New Insight into the Romanian Labor Market
by Alina-Mihaela Dima, Claudia-Elena Țuclea, Diana-Maria Vrânceanu and Gabriela Țigu
Sustainability 2019, 11(13), 3506; https://0-doi-org.brum.beds.ac.uk/10.3390/su11133506 - 26 Jun 2019
Cited by 51 | Viewed by 10236
Abstract
This research aims to evaluate the individual and social implications of telework, along with the foreseeable permanent result that could be generated. Consistent with this objective, a survey has been carried out on a sample of 1180 Romanian employees, on which a model [...] Read more.
This research aims to evaluate the individual and social implications of telework, along with the foreseeable permanent result that could be generated. Consistent with this objective, a survey has been carried out on a sample of 1180 Romanian employees, on which a model has been developed, based on structural equation modelling. The model includes five latent variables, on the one hand targeting telework features and on the other hand, its possible effects on individuals and society. At an individual level, the study results emphasize that telework could contribute to a better work–life balance and could also help teleworkers to develop specific teleworking abilities. At a social level, telework could generate sustainable effects targeting the long-term management of the work force and providing solutions to potential problems at local community levels. The managerial implications of this study are directed toward the need to implement a series of sustainable human resource management strategies and efficient employee training and development programs. Moreover, organizations need to be more proactive in assuming corporate social responsibilities. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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20 pages, 1630 KiB  
Article
How to Make a Sustainable Manufacturing Process: A High-Commitment HRM System
by Jihye Park, Dawoon Jung and Pyoungsoo Lee
Sustainability 2019, 11(8), 2309; https://0-doi-org.brum.beds.ac.uk/10.3390/su11082309 - 17 Apr 2019
Cited by 10 | Viewed by 4502
Abstract
The primary purpose of this study is to investigate the relationship between high-commitment human resource management (HCHRM) practices and process improvement activities (i.e., manufacturing flexibility) by utilizing the theory of social exchange. We conducted an empirical study to discover the links between social [...] Read more.
The primary purpose of this study is to investigate the relationship between high-commitment human resource management (HCHRM) practices and process improvement activities (i.e., manufacturing flexibility) by utilizing the theory of social exchange. We conducted an empirical study to discover the links between social exchange theory and process management from an HRM perspective. For the empirical investigation, we used data from 601 manufacturing enterprises provided by the Ministry of Trade, Industry, and Energy in South Korea. The research is conducted based on employees’ capabilities for process management as a mediator in the analysis of the impact of the HCHRM system on manufacturing flexibility (i.e., internally-driven and externally-driven flexibility). The results of the study show that the HCHRM system ultimately explains manufacturing flexibility through enhancement of employees’ capabilities. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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19 pages, 846 KiB  
Article
An Examination of Sustainable HRM Practices on Job Performance: An Application of Training as a Moderator
by Faiza Manzoor, Longbao Wei, Tamás Bányai, Mohammad Nurunnabi and Qazi Abdul Subhan
Sustainability 2019, 11(8), 2263; https://0-doi-org.brum.beds.ac.uk/10.3390/su11082263 - 15 Apr 2019
Cited by 82 | Viewed by 20378
Abstract
This study attempts to examine the role of sustainable Human Resource Management (HRM) practices on job performance and encompasses training as a moderator variable to further evaluate the association among HRM practices and employee’s job performance.The study seeks to measure the effect of [...] Read more.
This study attempts to examine the role of sustainable Human Resource Management (HRM) practices on job performance and encompasses training as a moderator variable to further evaluate the association among HRM practices and employee’s job performance.The study seeks to measure the effect of selection, participation, and employee empowerment on job performance in the publicly owned universities of Pakistan. The descriptive survey research design was utilized for this study. The target population was the entire teaching staff of two publicly owned universities (namely “The University of Agriculture Peshawar” and “Hazara University Mansehra” Pakistan). By using a convenient sampling technique, 130 sample participants were selected from the target population. The reliability scales were tallied by using Cronbach’s Alpha. The findings of the study are gleaned by using regression to investigate the role of HRM practices in job performance and whether training moderated the association between HRM practices and employee performance. Through Statistical Package of Social Science (SPSS), Hayes process was used regarding the moderation effect of training between HRM practices and job performance. The main results of regression analysis validate that HRM practices, such as selection, participation, and employee empowerment, have a significant and positive effect on employee job performance. Specifically, the study suggests that training significantly moderates the effect of HRM practices on the performance of employees and that sustainability of HRM practices has a great impact on job performance. Based on the outcomes the study confirms that the proposed hypotheses are statistically significant. Furthermore, directions for future research are offered. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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17 pages, 604 KiB  
Article
The Roles of Power Distance Orientation and Perceived Insider Status in the Subordinates’ Moqi with Supervisors and Sustainable Knowledge-Sharing
by Xingshan Zheng, Lan Li, Fangyu Zhang and Mengyuan Zhu
Sustainability 2019, 11(5), 1421; https://0-doi-org.brum.beds.ac.uk/10.3390/su11051421 - 07 Mar 2019
Cited by 23 | Viewed by 4749
Abstract
Although knowledge-sharing, an important facet of knowledge management, has been encouraged for the sustainable development of organizations, this kind of behavior is still not prevalent among group members. To enrich the literature and contribute to its practical usage, this research proposed a model [...] Read more.
Although knowledge-sharing, an important facet of knowledge management, has been encouraged for the sustainable development of organizations, this kind of behavior is still not prevalent among group members. To enrich the literature and contribute to its practical usage, this research proposed a model based on the fit theory to examine the roles of perceived insider status (PIS) and power distance orientation in subordinates’ Moqi with supervisors (SMS) and knowledge-sharing. Survey data from eight firms in China contained 196 samples and was analyzed by MPLUS software to justify the hypotheses. The results showed that: first, SMS predicted knowledge-sharing and perceived insider status; second, perceived insider status positively mediated the relationship between SMS and knowledge-sharing; third, power distance orientation not only positively moderated the relationship between SMS and perceived insider status, but also positively moderated the relationship between SMS and knowledge-sharing. This study enriched the literature on the antecedents of knowledge-sharing and application of SMS. Additionally, this study proposes a few suggestions to practitioners and researchers for establishing sustainable organizations. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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17 pages, 595 KiB  
Article
The Role of Cynicism and Personal Traits in the Organizational Political Climate and Sustainable Creativity
by Qi Zhang, Siwei Sun, Xingshan Zheng and Wei Liu
Sustainability 2019, 11(1), 257; https://0-doi-org.brum.beds.ac.uk/10.3390/su11010257 - 07 Jan 2019
Cited by 32 | Viewed by 6152
Abstract
Innovation, as the key concern of sustainable human resource management, is one of the motivators of the sustainable development of organizations. However, past literature believes that innovation may be hindered by the organizational political climate. Based on the self-determination theory, this study proposes [...] Read more.
Innovation, as the key concern of sustainable human resource management, is one of the motivators of the sustainable development of organizations. However, past literature believes that innovation may be hindered by the organizational political climate. Based on the self-determination theory, this study proposes a new perspective to transfer the effect of this climate on innovation through the mediating role of cynicism and the moderating role of personal trait regulatory focus. Findings from 341 seven-point Likert survey questionnaires of employees in a Chinese automobile enterprise revealed that: first, the organizational political climate (expect interpersonal relationships) negatively predicted radical creativity and incremental creativity; second, organizational cynicism mediates the negative relationship between the organizational political climate and radical creativity and incremental creativity; third, the mediating effect of the organizational cynicism relationship between the organizational political climate and dualistic creativity could be affected by the personal trait regulatory focus. This study fills the gap in the relationship between organizational political climate and innovation. Additionally, this study proposes several suggestions for the practitioners and further research. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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23 pages, 286 KiB  
Article
Designing Sustainable HRM: The Core Characteristics of Emerging Field
by Živilė Stankevičiūtė and Asta Savanevičienė
Sustainability 2018, 10(12), 4798; https://0-doi-org.brum.beds.ac.uk/10.3390/su10124798 - 16 Dec 2018
Cited by 104 | Viewed by 19397
Abstract
The common agreement in human resource management (HRM) literature suggests that organizations willing to attract and retain human resources for running business in the future must change the prevailing situation where human resources are rather consumed than developed. In doing this, sustainable HRM [...] Read more.
The common agreement in human resource management (HRM) literature suggests that organizations willing to attract and retain human resources for running business in the future must change the prevailing situation where human resources are rather consumed than developed. In doing this, sustainable HRM has been introduced recently as a response to changes on societal level, labor market, and employment relations. Sustainable HRM is seen as an extension of strategic HRM and presents a new approach to people management with the focus on long-term human resource development, regeneration, and renewal. However, the attributes of sustainable HRM, as compared to mainstream HRM, are not clear. The paper aims at closing this gap by proposing and revealing the characteristics of sustainable HRM, namely: Long-term orientation, care of employees, care of environment, profitability, employee participation and social dialogue, employee development, external partnership, flexibility, compliance beyond labour regulations, employee cooperation, fairness, and equality. This is a theoretical paper. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
21 pages, 5957 KiB  
Article
Markov-Chain Simulation-Based Analysis of Human Resource Structure: How Staff Deployment and Staffing Affect Sustainable Human Resource Strategy
by Tamás Bányai, Christian Landschützer and Ágota Bányai
Sustainability 2018, 10(10), 3692; https://0-doi-org.brum.beds.ac.uk/10.3390/su10103692 - 15 Oct 2018
Cited by 13 | Viewed by 5836
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 [...] Read more.
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. Full article
(This article belongs to the Special Issue Sustainable Human Resource Management)
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