Balancing attainability, desirability and promotion steadiness in manpower planning systems

Abstract

A Markov manpower planning model with fixed internal transition probabilities, enables assessing the feasibility to attain the most desirable personnel structure. In case the desirable personnel structure is not attainable under control by recruitment, the internal personnel flows can be modified while not disrupting the career progression expectations. This paper introduces the promotion steadiness degree to quantify the personnel policy deviation from the career progression expectations. As a result, this paper focuses on a model that balances three criteria, that is, the desirability degree, the attainability degree and the promotion steadiness degree, formulated by fuzzy membership functions. A new set of instances is introduced, and the algorithms are evidenced in a set of experiments.

Optimizing cost-effectiveness in a stochastic Markov manpower planning system under control by recruitment

“…Besides recruitment, future work could consider layoffs to optimize cost-effectiveness. Likewise, recent previous work (Komarudin et al 2015;Komarudin et al 2016) suggests to allow but minimize changes to the internal transition patterns. Consequently, also internal flows partly become decision variables.…”

“…Another approach for coping with unattainable desired personnel structures is opting for a personnel strategy that respects the model constraints and results in a personnel structure most similar to the desired one (Komarudin et al 2015;Guerry 1999). This approach corresponds to a maximization problem with a certain similarity measure as objective function, whereby the solution space is defined by the region of attainable personnel structures.…”

On the Alternative Structures for a Three-Grade Markov Manpower System

“…This study considers a three-grade manpower system, that is, k = 3. Markovian manpower systems with three grades arise in many practical situations [1,3,4,7,8,13]. Following [12], the study assumes a fixed size manpower system that operates a policy that allows wastage to be replaced by new recruits.…”

“…The study develops an additive representation for the stochastic matrix describing the evolution of the personnel structure of a Markov manpower system with fixed total size. The assumption of a fixed total size for manpower system is appropriate in practice when an organization is faced with limited personnel availability on the external labour market, facility and budget restrictions [8]. The usefulness of the additive representation is justified when there is a lack of observations regarding the time unit of the Markov chain (that was earlier estimated using historical data in discrete time) owing to a policy change in the short-term on the effective date of promotion.…”