Based on Artificial Neural Network in the Training of Human Resources

Based on Artificial Neural Network in the Training of Human Resources Performance Evaluation Analysis Department of Economic and Business Management, Chongqing University of Education, China, 708996379@qq.com Abstract The human resource is the strategic resource and sustainable development of the society, with the continuous development of human resources training, human resources training effectiveness evaluation has attracted more and more attention and emphasis. But the human resources training effect by individuals, organizations, training system, evaluation and other factors influence and restrict. This article take the Jilin Star Technology Company for example, the combination of theoretical research and practical investigation, the comprehensive system of training demand analysis foundation, the application of artificial neural network method on human resource training mode, measurement of human resources training costs, human resources training benefit in evaluation analysis. To strive for the enterprises with the theory and operation of the combination of knowledge education and skills training mode, improve their working ability, and enhance the competitiveness of enterprises, for our country enterprise human resource training in theoretical research and practical work to provide guidance. Keywords: Artificial Neural Network, Training of Human Resources, Benefit Evaluation 1. Introduction In twenty-first Century with the arrival of knowledge economy era, the global integration of increasingly apparent, market competition is fierce day by day, the enterprise asks competition the scope and extent of also expands ceaselessly and deepen. The enterprise has abundant human resources will make it occupy the dominant position in the competition. The competition of modern enterprises and many other competitions, in the final analysis reflected in the talent competition, the competitiveness of human resources [1]. For any enterprise, from material form, who is a kind of resource, from the form of value, is a kind of capital [2]. Human capital in the enterprise or human resources has become one of the most important production factors [3]. In China, with the establishment of market economic system and perfect, the competition between enterprises has become quite fierce, and even can be said to be cruel [4]. Especially in recent years, our country economy entered a new stage of development, along with the application of new technology, rapid production technology updates, product rapid replacement, require enterprises to continue to accelerate the development of new products, reduce production costs, improve product quality, improve customer service etc, these to the production of the enterprise, management and management has put forward higher requirements, at the same time, but also to the enterprises at all levels of personnel raised taller requirement [5]. Only by attracting, recruiting, selection, from the enterprise exterior looking for suitable talents to enrich the enterprise team approach, has been unable to fully meet the business development needs, a more effective approach is to look to existing to the enterprise staff's potential development and application, which involves training problem. The employee training will "manpower" into "talent", can play a greater degree of human resource effectively, so that enterprises have greater, more effective competition. Therefore, the training as a corporate human resources job responsibilities, enterprises in the fierce market competition in the survival and development of important way. International Journal of Digital Content Technology and its Applications(JDCTA) Volume7,Number6,March 2013 doi:10.4156/jdcta.vol7.issue6.36 319

2. Human resources training effectiveness evaluation 2.1. The basic theory of human resources training Training, in a broad sense, is the creation of intellectual capital way; in a narrow sense, is to improve the people's actual ability to work and the organization and implementation of the planned intervention [6]. Enterprise has the plan, organized implements to improve the employee's working and learning ability training activities, the purpose is to make the training of personnel in the knowledge, skills, attitudes and behavior of directional improvement, to ensure that the trained personnel according to the predetermined level or standard work [7]. The ultimate goal is to achieve organizational training and personal development the harmonious unity of continuity. Enterprise staff can do more work, to meet the enterprise demand a higher level; at the same time, individual employee occupation career also continuous optimization. Can say, between enterprise and employee training is the prosperity of the benign and interactive process. Training method in a certain extent determines the training effect. Appropriate training methods, can improve the effectiveness of training, to achieve the best effect of training. Therefore, enterprises in the choice of training methods, full consideration should be given to the training objective, training needs, training content, training time and training staff level and level and other factors. Usually, the enterprise human resources training methods can be divided into on-the-job training and post training in two categories: on-the-job training in practical workplace by supervisor or senior staff of trained staff work direction and training [8-10]. The main features are as follows: (1)the contents of training and practical work by applying combination, practical training personnel for; (2)from enterprise interior appointed supervisor or senior staff, in favor of trainers and trainees to establish good cooperation; have trained staff performance feedback quickly, easy assessment of learning effect; (3)saving training costs. On the job training compared to the commonly used methods is: apprenticeship training, job training, job rotation and so on. Post training is training people leave the work site and post, from internal and external teachers, experts in a variety of training. Post training in enterprise interior, also can be in the enterprises outside the school or training institutions. In the off-the-job training compared to the commonly used methods are: class teaching, seminars, training simulation method, network training method. 2.2. Human resource training mode Human resource is the enterprise in the fierce market competition in the survival and development of the important foundation, human resources training is the enterprise implementation of strategic development and improving the market competitiveness of the point of support. In order to effectively be a well in human resources training for this work, which must be considered as a systematic project, using a systems approach, the training activities to meet the enterprise goal, make the training activities of the various links to enterprises, individuals and three aspects of system optimization. Fig 1 training model is described by five link form a circulating system. Enterprises should implement the effective human resource training, to the training needs of enterprises of the specific and detailed analyze, we cannot simply take other enterprises existing training program used to copy, because other enterprise is the enterprise need to design training programs, so to achieve effective training results. Setting training objectives for training plan to provide direction and framework. Clear training objectives, to determine the training object, content, method, teachers and time specific content, and in the implementation of the training, can also control the training target training effectiveness evaluation. Develop training plan is to target specific training and operational design. Quasi time and need to be taken into consideration in many aspects of specific factors, identified according to the training target, develop training projects form, time, syllabus, teaching materials, teachers and training requirements of such a device. On the training of a project or the end of the course, usually this project or course training summarizes the results of inspection or evaluation, master trainee 320

corresponding knowledge skills and other aspects of the harvest and improve training, and analyses the deficiencies in the training process, summed up the experience and lessons, training needs update and adjust, make groom the job gets persistent developing and improving. Figure 1. System model of human resource training 2.3. Human resources training effectiveness evaluation principles Human resources training effectiveness evaluation principles was undertaken to assess the working basis, do a good job in human resources training effectiveness evaluation work in general should follow the following principle: adhere to the scientific principle, is the performance evaluation process and aspects, to seek truth from facts attitude, according to scientific laws (ZHOU Qiming,2004). Science is mainly reflected in three aspects, one foot in the assessment content determination, index system, objective, accurate play, avoid subjective assumptions; two is the qualitative description index, quantitative calculation data collection to be representative. Comparability; three is the assessment method, technology, means and tools have advanced sex and scientific sex, only in this way can guarantee the reliability, effectiveness evaluation, true to the evaluation function. Benefit evaluation is involved in many factors, content is more complex, at the same time, in the form of performance is multidimensional has both economic benefits and social benefit, since; has both immediate and long-term benefits, benefits; both has the direct benefit and indirect benefit; both have significant benefits, and hidden benefits. Live different regions, with period to hold, benefit, is the result of questions. Benefit appraisal index system should fully embody the characteristics of attention index, comprehensive and complete, so as to reflect the overall efficiency of human resources training, human resources training effectiveness evaluation, is a time of good practice for benefit assessment, implementation, mainly by relevant leaders and engaged in training, education management realization of. And they often work task is heavy, with economic, educational technology analysis prediction and decision conditions is limited. Therefore, in the establishment of evaluation index, evaluation and method of determining, attention must be paid to do the calculation simple, easy to use. It obtains the evaluation results quickly, for the quantitative index to do less, which cover index to avoid repeated; for the qualitative indexes, to facilitate the assessment of personnel to understand and operate. Only simple can easily accepted by people. 2.4. Human resources training effectiveness evaluation elements Consultant mode for the training of management personnel provides play organization promoter for training support function method. In the implementation process, independent from the organization 's external consultant involvement, is beneficial to improving the 321

organization management of the training work seriously, the professional standards of training services and training products, is conducive to the improvement of the effect of training and the organization of training resources selection. Due to the external consultant is independent from the organization, training professionals must improve consultation skills, as far as possible with the operating areas of the Department Manager to establish a good partnership; consulting to the initiative for the administration departments to provide opportunities, and strive to make internal customer satisfaction. However, a consultant training mode for training work is completely phased intervention, make groom the job continuity and sustainable development to get the effective guarantee, this is also the advisor training mode limitations. As shown in Figure 2. Figure 2. The model for human resource system training An organizational strategy and the study of double loop, outer loop is strategy and learning, inner loop system training pattern. The characteristics of this model is to preserve the system training model for training advantages of guidelines, training in a broad business background, using open systems perspectives to consider the training function. This model should be its own strategy to match the development, with emphasis on the training and the organization strategy of unity. However, the transitional mode and do not have the training practitioners to provide will organize the strategic transformation for the training objectives of operational guidance, and the lack of the explicit attention to employee. Sustainable development training mode puts forward seven areas of activity, including: policy, responsibility and role demands, learning activities, training opportunities and needs identification and determination, training goal, training plan, training benefits. These are the realization of organizational sustainable development essential. This model will be training and other development activities to explore ask connection. However, sustained development training mode also has some flaws, one for the sustainable development of the standard is too absolute and strict, beyond the training personnel can control the range; two is for training activities are described too emotional and broad, often make the executives felt it not easy operation and implementation is also more difficult. 3. Application 3.1 Data source Star Technology Company located in the Jilin province covers an area of 127km 2, Jilin province is famous for its high quality cement manufacturer, it is Jilin province industry backbone enterprises and pillar industry. Factory facilities complete, strong technical forces, has the capacity for serving staff of 800 people, including engineering and technical personnel account for 42%. 3.2 Enterprise existing human resources analysis 322

With the development of economy, different size of types of enterprises is rapidly increasing their human resources training costs, so the enterprise must improve its human resources accounting system. Star company is not exceptional also, increasing the training of human resources cost of inputs, but to the training cost and not well regulated, but scattered reflection in the production cost, the cost of enterprise management, and then recorded in the period expense. The past, the human resources investment in smaller amounts, in accordance with the principle of conservatism, the traditional accounting of manpower resource investment spending all expense, is present. But with the continuous development of enterprises, the human resources seriously increasingly, human resources training expense is not a small number, its accrual period is generally more than one accounting period. This was contrary to the importance of accounting principle and the matching principle, according to the accounting principle and the theory must be human resources training expenditure to processing. On the training of human resources investment is increasing, the increase in staff training expenditure at the same time, the training effect is not enhanced, some training projects but also negative earnings. Because did not build reasonable and perfect human resource training input output accounting system, plus the cost of training emphasis and method of operation of lack, make company staff training can t promote the improvement of work efficiency, they spend a lot of manpower, material resources, financial capacity. 3.3. Based on the artificial neural network of human resources training effectiveness evaluation model BP ( Error Back Propagation ) network is a 3 layers or more than 3 layers neural network, artificial neural network is applied in most one kind of model, including an input layer, hidden layer ( layer ) and output layer between the upper and lower realization of fully connected, each layer of neurons. A typical BP network is a 3 layer feed forward neural network, namely the input layer, hidden layer (layer) and an output layer, each layer between the whole connection. Generally considered as much as possible to reduce the learning time, and meet the accuracy requirements, choose to have a hidden layer BP network model can, while the hidden layer has to be determined iteratively compared to determine. Figure 3. Structure of degree BP neural network According to the human resources accountant of human resources training cost general confirmation method, in the human resources in the process of training, the expenses occurred mainly includes the following three parts: pre-job training on-the-job training cost, cost, and cost of training. The company from 2007 to 2010 the training cost. See table 1. 323

Year Training cost Table 1. 2007-2010 training costs. On-the-job training costs Out-the-job training costs Total cost 2007 15000 70000 85000 2008 20000 85000 20000 125000 2009 25000 150000 30000 205000 2010 30000 250000 40000 320000 Linear programming is an important branch of mathematical programming, for the analysis of linear constraint conditions of linear target function of the optimization problem, the linear programming model can be expressed as the objective function (maximum or minimum), constraint condition consisting of a group of linear equations, the general form: Objective function: max( min) z c1x 1c2x2 cnxn a11x1 a12x2 a1 nxn, b1 Constraint condition: a21x1 a22x2 a2nxn, b2 a 1x1a 2x2a x, b x1, x2,, xn 0 m m mn n m Type Z as the objective function; C value vector; B resource vector; n as the decision variable number; m is the number of constraints. The model has the following characteristics: (1) Each model has a number of decision variables, [ x1, x2,, xn ] decision variables for a set of values representing a program, at the same time the decision variables are not generally negative. (2) The objective function is a linear function of the decision variables, according to the specific problems can be maximized or minimized ( max ) ( min ). (3) Constraint condition is decision-making variable linear function. If there are n index, each sample has p variable, x1, x2,, xp,thus constitutes an order n pmatrix: x11 x12 x1 p x21 x22 x 2 p X xn 1 xn2 xnp In general, the original data with different dimensions or volume level, in order to ensure the reliability of the analysis results, the need for variable dimensionless normalization. The standardization and dimension reduction, p variables can be integrated into a m new index, the variable can be expressed by the linear: F 1, F 2, F,the variable X can be expressed by the m Fm linear: X LF Type of: F ( F1, F2, F m ) l11 l12 l1 p l21 l22 l 2 p L ln 1 ln2 lnp Optimal sample: X= 0 ( x01, x02, x0 ) T can be by the formula structure: p 324

11 12 1 p 21 22 2 p L n 1 n2 np X =max x, j=1,2,3,, p oj 1 i n ij On the absolute difference matrix transform data as follows: The sample xij ij i n ij + maxij min + max 1 i n 1 ij = 1 i n X i and the optimal sample correlation degree r i : p 1 ri= ij,i=1,2,3,,n p j =1 Table 2. Human resources training benefit growth Year Training On-the-job training Out-the-job training 2007 0.50 0.4 2008 0.37 0.81 0.15 2009 0.24 0.64 0.37 2010 0.36 0.73 0.29 Figure 3.The result of Artificial Neural Network Table 2 shows the training cost increase is mainly reflected in two aspects: one is to participate in the training of personnel quantity in leap. On the other hand, is to extend the duration of the training. The company every year to send a group of people to attend the training, specific sent many people, sending the level and the training ways, according to the company's production and operating activities needs to decide. Pre-job training on-the-job training costs, costs and off-job training costs three in total cost of each occupy how old scale 325

suitable, this is according to the nature of the enterprise, characteristics and scale of production, leader of the business philosophy, the quality of company staff and other aspects to determine. 4. Training effectiveness evaluation 4.1 Cost measurement On-the-job training cost and training cost. Company in the specific recognition of training cost and training cost amount when measuring is often direct costs, such as educators and education salary, bonus, education management fee, material fee, tuition, educational equipment depreciation, and most of the indirect costs, such as training staff to travel, food and beverage, accommodation costs, administrative and logistical support staff salary and welfare, in preparation for and participation in training and delays caused by the production of opportunity cost, time cost is ignored. In confirmation of training costs, not only confirmed the direct cost, indirect cost also confirmed: needs assessment cost. Refers to enterprises in staff training before, hire experts or needs assessment consultant to employees through training expenditure and training employees for enterprises to create income and other problems to be studied and analyzed to determine the training is worth the investment cost. Design and development costs, is refers to the enterprise in order to make the training projects carried out smoothly and make training in various ways and design of various forms of training cost. Training resource acquisition cost, mainly refers to the company in order to obtain a variety of training materials the cost. The cost of implementation, is refers in the training process of the cost. Management fee, it includes the above described any one training departments fail to take into account the expenditures of management expenses. 4.2 Total efficiency The company over to the training of human resources cost accounting is the training, the total cost of all recorded in the period expense, debit " management fees" subjects, credited "bank deposit", " pay " " deal with welfare funds" and other subjects. Training cost in the current, the cost of training all credited to current management cost, management cost is inflated, the current profit is empty is decreased, the profit will increase after the. Thus, traditional accounting can lead to the profit and loss report false and decision-making error, also violated the importance of accounting principle and the matching principle. First, the human resources cost accounting required set of accounts. "Human capital" belongs to an asset account, use business accounting of human capital of the enterprise change changes. Debit recorded stool human capital increase, credit register manpower asset to decrease, in the general balance of the borrower. 4.3 Rate of return Based on the expected cash flows at the end of the year certainly can achieve, and the training expenses as scheduled borrowed cash discount rate. When the NPV is positive, repay the principal and interest after the training project still has residual income. When NPV is negative, repay the principal and interest after the training program will be insufficient to repay the principal and interest. Therefore, NPV is greater than zero is a feasible scheme. If the company in March of that year on a number of staff and some technical training, training for a period of 1 years, benefit period for 1 years, during the training enterprise pay monthly training fee 7000 pay other training related costs 3000, predict the trained staff can gain 30000 a month. The minimum margins of 12%. 5. Conclusion This paper introduces the existing human resources training model based on artificial neural network, based on the human resource training effectiveness evaluation model, the proposed 326

training should follow the basic principles, main factors influencing benefits of training. Human resources training should be comprehensive and systematic training needs analysis basically, in close connection with enterprise development strategy and employee occupation career development planning and the actual need, pay attention to training and job related degree, training mode design as a systems engineering, science, make training courses, flexible selection of training form, regulate the training management system, different to the enterprise personnel classification, targeted human resource training. In this paper, for the enterprise human resources training pattern design provides a theoretical support and operational procedures, the training mode for most enterprises are applicable, but in specific areas, according to different enterprises have no way. Assessment of benefits from the point of view, based on the artificial neural network training model of human resources for the enterprise training mode designed to provide a broader thinking, promote the enterprise training more efficient use of resources, making the enterprise training management work more openness and dynamic. Enterprise training is not fixed, the standard model, according to the requirements of business enterprise human resource training in the basic concept, combined with their own actual situation, develop with the characteristics of human resource training mode. 6. Reference [1] Chandramouli V, Rarnan H, "Multi-reservoir Modeling with Dynamic Programming and Neural Networks", Journal of Water Resources Planning and Management, vol. 2, no. 127, pp. 89-98, 2001. [2] Fry,K., "Learning Markets and Providers Some Issues and Prospects", Education Training, vol. 43, no. 4, pp. 233-239, 2001. [3] Heesung Yoon, Seong-Chun Jun, Yunjung Hyun, "A Comparative Study of Artificial Neural Networks and Support Vector Machines for Predicting Groundwater Levels in a Coastal Aquifer", Journal of Hydrology, vol. 12, no. 20, pp.1-11,2010. [4] Nearing M A, Lane L J, Alberts E, Laflen J M, "Prediction Technology for Soil Erosion by Water: Status and Research Needs ", Soil, vol.54, no.6, pp.1702-1711, 2009. [5] Morgan R. "The European Soil Erosion Model: an Update on Its Structure and Research", Conserving Soil Resources, vol.5, no.67, pp.286-299, 2004. [6] Rose C W, Williams J R, Sander C C, Barry D A, "A Mathematical Model of Soil Erosion and Deposition Processes: Theory for a Plane Land Element", Soil,vol.47, no 5, pp.991-995,1993. [7] Freeman,R., Stumpf,S.A, "Learning Style Theory: Less Than Meets the Eye, Academy of Manager Journal Review", vol.5, no.3, pp.67-72,2008. [8] ZHOU Qiming, ZHANG Wenjiang, "A Preliminary Review on Three-dimensional City Model", Geo- spatial Information Science, vol.9, no.13, pp. 13-17, 2004. [9] Shulin Feng, Wei Wang, Dong Zhen, Huanshui Zhang, "Multi-pursuer Rendezvous in the Threedimensional Space", IJACT: International Journal of Advancements in Computing Technology, vol. 5, no. 2, pp. 501-510, 2013. [10] Yingxia Wu, Jiejun Huang, Yanbin Yuan, Wei Cui, Yunjun Zhan, "Simulation of Land Use/Cover Change for Wuhan City Based on GIS and CA", JCIT: Journal of Convergence Information Technology, vol. 7, no. 1, pp. 253-260, 2012. 327