We investigated the probabilities of acquisition of requisite human capital by new entrants in the institutional network. Graph theories applied in complex social networks using multi-attribute decision models were employed for our study. We coupled the dynamical and complexities of social network analysis with BASS-SIR epidemiological model to ascertain sustainability in the light of internal and external forces in the human capital acquisition. The results show that a new entrant’s ability to acquire human capital within the network increases rapidly and reaches a steady state by the third month. The fractional analysis indicated that a combined effect of internal and external injection of knowledge into the network sees entrants acquiring the required knowledge and work world skills in a relatively shorter time. Finally, the discrete and continuous analyses revealed that relatively even and continuous patterns of information flow reduce the time of reaching a steady state in the industry. We recommend a strong policy on continuous and even rates of training, a high rate of information flow such as internal and external training with the emphasis on internal training systems to gain competitive advantage.

我们调查了机构网络中新进入者获得必要人力资本的可能性。在我们的研究中，采用了使用多属性决策模型的复杂社会网络中的图论。我们将社会网络分析的动态性和复杂性与BASS-SIR流行病学模型相结合，以根据人力资本获取中的内在和外在力量来确定可持续性。结果表明，新进入者在网络中获取人力资本的能力迅速增加，并在第三个月达到稳定状态。分数分析表明，内部和外部将知识注入网络的综合作用使参赛者能够在相对较短的时间内获得所需的知识和工作环境技能。最后，离散和连续的分析表明，相对均匀和连续的信息流模式减少了达到行业稳定状态的时间。我们建议对持续和均匀的培训率制定有力的政策，对内部和外部培训之类的信息流要有较高的比例，并强调内部培训系统以获得竞争优势。