A military reserve manpower planning model

Reeves, Gary R.; Reid, Randall C.

doi:10.1016/s0305-0548(98)00103-8

Cited by 14 publications

(10 citation statements)

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“…Some models (e.g., Jaffry & Capon, 2005;Reeves & Reid, 1999;Sing, Love, & Tam, 2014;Williford & Chang, 1999) were just tested based on feedback from professionals and qualitative data collected from senior managers. Less than a half of articles have evaluated the validity of the developed models.…”

Section: Discussionmentioning

confidence: 99%

“…Less than a half of articles have evaluated the validity of the developed models. Some models (e.g., Jaffry & Capon, 2005;Reeves & Reid, 1999;Sing, Love, & Tam, 2014;Williford & Chang, 1999) were just tested based on feedback from professionals and qualitative data collected from senior managers. In other cases, the results of models were compared to other techniques; for example, Mantel and Gaalman (1982), Özdemir-Akyıldırım and Talay-Değirmenci (2015), and some other authors have trusted their models based on agreement between their results and data extracted from other relevant publications (e.g., Denton, Gafni, & Spencer, 1994;Haase, Lewis, & Kao, 1996;Ho, 2010;Sing et al, 2012b;Stone & Fiorito, 1986).…”

Section: Discussionmentioning

confidence: 99%

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Workforce forecasting models: A systematic review

Safarishahrbijari

2018

Journal of Forecasting

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Workforce analytics involves using models that integrate internal and external data to predict future workforce and help organizations in any industry examine factors that have a prognostic effect. This paper assesses workforce modeling and prediction methods by examining their rationale, strengths, and constraints. It aims to identify enhancements for further development of workforce forecasting models and compares the capacity and reliability of different forecasting methods. Past and present modeling trends are described and critiqued based on their relevance to current requirements. Several approaches are reviewed, such as time series modeling and system dynamics simulation. Sensitivity analysis in models is assessed. The models are decomposed into three modes: supply‐based, demand‐based, and need‐based, which in some cases provide substantially different estimates of future workforce need. The chronological progression of models' development is analyzed. The articles are also classified based on the countries and the sectors that have paid great attention to workforce prediction research. Consideration of the use of workforce models and the inputs into such models is not within the scope of this paper.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Workforce forecasting models: A systematic review

Safarishahrbijari

2018

Journal of Forecasting

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“…Krass et al [8] describe a nonlinear network optimization problem to assist the Navy in determining assignments of personnel to combat duty. Reeves and Reid [10] introduces an interactive, preference-driven manpower planning model for the US Army Reserves. This model balances five objectives for the assignments within a 100 person unit over the course of a one-year planning horizon.…”

Section: Optimization-based Classification Modelmentioning

confidence: 99%

Decision support for the career field selection process at the US Air Force Academy

Armacost

Lowe

2005

European Journal of Operational Research

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Each year, the US Air Force Academy graduates nearly 1000 young men and women. To support the decision of which cadets will be classified into which career fields, we describe a linear programming formulation with appealing computational properties that enable it as the core of a decision support tool. We explore methods for measuring and balancing cadetsÕ class standing, Air Force career field requirements, and cadetsÕ career field preferences in the context of this model. Our computational experiments demonstrate the improvement of this method over previous classification approaches, yielding more than 10% increase in the number of cadets assigned to their top career field choice and yielding nearly a 100% reduction in the number of cadets not receiving any of their career field choices. We also explore alternative methods for measuring cadetsÕ career field preferences and demonstrate the positive effect of the new measurement scheme on the overall classification. Because of the short running time of this model, it will serve as a flexible, real-time component of the AcademyÕs classification process.

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“…The relation of the SD model to discrete time space will be presented as well, where the SD model contributes to an understanding of the system's structure. Since one does not deal with the technical optimization process, the understanding of each particular parameter as well as the model structure by the user is of prime importance (Reeves and Reid, 1999).…”

Section: Introductionmentioning

confidence: 99%

Determination of recruitment and transition strategies

et al. 2011

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Purpose -This paper aims to describe the development and application of a manpower planning system for the Slovenian armed forces using a system approach, system dynamics (SD) and numerical optimization. Design/methodology/approach -The model of the hierarchical manpower system was developed by SD methodology and formulated in discrete time space. The problem of tracking the goal trajectories in the eight topmost ranks at the prescribed boundaries was solved by application of the quadratic performance index and finite automata (FA) which was used for classification of acceptable strategies. Genetic algorithms (GA) as well as pattern search were compared at the numeric optimization. Findings -Employing SD and a system approach increases the understanding of the system control. The definition of an optimum strategy, which would consider only target values for ranks within prescribed parameter boundaries, could provide an undesired oscillatory solution. Inclusion of rules by FA to determine acceptable strategies based on the time response of a strategy provided acceptable, nonoscillatory solutions. GA and pattern search were considered where pattern search was shown to be significantly more suitable for the task of control strategy determination. Practical implications -The developed system and methodology was applied by the Slovenian Armed Forces in the process of restructuring. Social implications -The developed approach permits a moderate transition to the new desired structure. Restructuring without a clear understanding of the system structure and dynamics might result in undesired social impacts such as strikes and riots. Originality/value -Provision of the systemic view of the hierarchical manpower system and application of FA to determine the proper control of a complex system.

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A military reserve manpower planning model

Cited by 14 publications

References 0 publications

Workforce forecasting models: A systematic review

Workforce forecasting models: A systematic review

Decision support for the career field selection process at the US Air Force Academy

Determination of recruitment and transition strategies

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