2015 ICM.C

Tasks

1. Build a Human Capital network model of ICM organization’s personnel situation using the data provided. You may have to make bold assumptions to build the model — be sure to describe the model and your assumptions.
   用已给的数据建立ICM组织人事岗位的人力资源网络模型。在建模中你可能需要大胆假设——切记详细描述你的模型和假设
2. Use your model to identify dynamic processes within the Human Capital network. Describe and incorporate dynamic processes involved in (1) organizational churn (e.g., influence, dissatisfaction) and (2) direct and indirect effects on the organization’s productivity. You may have to make some bold assumptions to explain these processes. Describe your model and all your assumptions.
   用你的模型来识别人力资源网络中的变动过程（有人离职、升迁，或者招聘新人员了）。需要描述以及体现的变动过程有：1，组织变动（如影响、不满）2，对组织生产率的直接或间接影响。解释这些过程时你也可以引入大胆的假设。记得描述你的模型和所有假设。
3. Use your model to analyze your organization’s budget requirements for talent management in terms of σ for both recruiting and training over the next 2 years.
   用你的模型来分析你的组织未来两年内招聘以及培训等人才管理所需的预算（以σ为单位）
4. Can ICM sustain its 80% full status for positions if the annual churn rate for all positions goes to 25%? How about 35%? What are the costs of these higher turnover rates? What are the indirect effects of these high churn rates?
   如果所有岗位的年离职率达到了25%（这里应该是假设每年只招聘一次）ICM能否保证直到下次招聘前有80%的岗位依然有员工在职？如果年离职率是35%呢？这些高流动率的成本（费用）是什么？高离职率的间接后果都有哪些？[怪不得要招intern]
5. The ICM HR supervisor wants to use your model to simulate the impact of 30% churn in both junior managers and experienced supervisors with 1) no external recruiting and 2) promoting only qualified employees for the next two years. Other churn values should remain at 18% in your model. Explain to her the impact of that situation on the HR health of the organization.
   ICM 的人力资源总监想要用你的模型来模拟初级经理及高级总监的离职率都为30%时的影响。其中1，没有对外新聘员工；2，公司在未来两年内只提拔优质的员工。在你的模型中，其他档次的员工离职率用18%。向HR总监解释这样的境况对组织的人力资源健康的影响