Human Resources (HR) occupy a dominant place in the life of an organization knowing that it becomes one of the competitive factors, it is also considered an important preoccupation of governments trying to control the wage bill and the evolution of the HR structure. This approach takes into consideration the endogenous conditions of an employee in his job and the exogenous shocks that may affect his behavior; the aim is to get closer to the reality of the HRM aspects and to predict the future models of the HR structure. According to Wayne and Martocchio [7] there are four steps to formulating a strategy, (Fig 1), starting with deciding what the overall goal of the organization is.
The complexity of the HR system drives us to emphasize the importance of integrating scientific tools such as ABM in the strategic human resource formulation. HRM is becoming a complex system due to the many relationships between the resources, its behavior requires human interactions. Agents are linked to each other through rules that are often simple, each agent sends some kind of message or stimuli that are received by the other agents and the environment, these rules are evolutionary according to the agents' experience [13].
This method has received a major boost thanks to the development of automated decision support systems and intelligent computer programs [22]. ABM is bottom-up modeling in the sense that the regularities of the HR system arise from the interactions within the interacting families that are considered to be heterogeneous. At each step, the agents adjust their behavior based on their new state and changes in the environment. [16]. The same idea of the social interaction mechanisms was addressed by Epstein [25] who showed that an emergent cooperative behavior can take place from the individual or group interaction [22].
Belhaj et al [33] have proposed an example of the agent-based modeling applied to HRM, which is represented as a system of agents that evolves automatically and freely, it seems that the relationship of employees at work and management policy can lead to a new behavior.
![Figure 1. Strategic management process. (Wayne and Martocchio [7])](https://thumb-ap.123doks.com/thumbv2/azdoknet/6373522.52516/4.892.192.737.193.709/figure-1-strategic-management-process-wayne-martocchio-7.webp)
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Application of ABM in the HRM
For First Class in the Administrative Agents family, the age range begins at 20 years, unlike Administrators or Engineers families where the minimum age is 25 years. The annual number of employees to be recruited corresponds to the annual need for people, taking into account the technological factor. The needy number consists of all kinds of departures that occur in the year such as; retirement, mobility, dissatisfied employees, early departure.
Reio and callhan [35] observed that the individual's emotions negatively affect the socialization learning process and, as a result, affect overall job satisfaction., the study involved 200 employees in service industries. Exogenous conditions: they refer to all the changes that come from the external environment and affect the professional life of an employee such as: new government laws or personal preferences comparing his situation with private sector salaries. It concerns the preference of an agent according to the probability of occurrence of an endogenous or exogenous event [36].
It also takes into account its annual score; seniority and his perception of the quality of professional relationships within a service. It illustrates the life cycle of an employee and the reasons that lead to a departure as previously stated, the career of an employee starts from recruitment to departure; this last is mainly caused by retirement; mobility and the dissatisfied employees in their work due to internal or external factors. The following graph illustrates the decision-making mechanism and the different forms of interactions between agents with each other and with the environment, (Fig 6).
In issues that lead to a strike (e.g. claims for salary increases), we are dealing here with a form of agent-agent interaction, because the success of the strike depends on its spread among employees. To do this, everyone tries to influence their neighbor to join the strike. strikers. Personal satisfaction influenced by agent preference. In this step, the HR system is divided into four shifts (class families) so that each agent can evaluate the quality of his professional relationship in his shift. He compares this to the average of employee altruism (professional relationship quality) in that service; we are dealing with a kind of agent-agent interaction here, because the level of altruism in a service affects the employee in such a way that if dissatisfied he may decide to demand a transfer or choose to quit. This flowchart illustrates the main procedures and steps of program coding, from variable initialization to worker lifecycle steps.
The following figure (Figure 8) represents the Netlogo interface user where the different variables described can be modified to experience the different scenarios. Turtles own: they are all the characteristics of an agent and its properties, they include. It deals with the events that take place in an agent career, they represent all the actions taken by an employee after evaluating his internal and external environment, the figure 9 is a screen capture of the Netlogo interface user who performs all the procedures from the program coding list.
Table 2 presents all the results for a time period simulation of 50 periods, performed 50 times, the results are matrices of 2550 rows for each exo/endo scenario, in each scenario we calculate the average of each output, the results concern the average number of departures and the number of employees in each family. shows that the number of departures increases whenever the probability of the occurrence of endogenous or exogenous factors increases, while the opposite occurs for the total number of employees in each family. It shows that the number of occurrences increases whenever the probability of occurrence of endogenous or exogenous factors increases. It is clear that the mass departures are clustered in the upper right corner of the image.
There are 12 times where we have an emerging phenomenon that corresponds to a massive deviations (counted from the classified departure column of the Excel sheet), if we divide this number by 2550 to get an annual average frequency; this would represent 0.0047.
Conclusion
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Department of Physics, University of Michigan, Center for the Study of Complex Systems, University of Michigan, Ann Arbor, 2011. Rand, Introduction to agent-based modeling: modeling natural, social, and engineered complex systems with NetLogo. Wilensky, Netlogo, Center for Connected Learning and Computer-Based Modeling, Northwestern University: Evanston, IL USA.
Theodoulidis, System Dynamics and Agent-Based with HR constrains, http://api.adm.br/netlogo/HR/, (2014).
