On the dynamics of workforce-mix in a manpower system

Ekhosuehi, Virtue U.

doi:10.5784/32-2-534

Cited by 2 publications

(4 citation statements)

References 45 publications

(57 reference statements)

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“…They do not be surprised by encountering a vacancy position by applying the OC method that provided a function according to the organization's requirements to find the optimal path. Ekhosuehi (2016) has paid attention to recruitment and exits. Udom (2013) mentioned recruitment, promotion and retirement, and Mouza (2010), Sun et al (2005) and Lee et al (2001) have foreside some workforce flows.…”

Section: Discussionmentioning

confidence: 99%

“…Lee et al (2001) introduced a discrete-time OC model owing to schedule workforces on varied tasks to employ and to derogate various types of workforces. Ekhosuehi (2016) investigated the workforce planning system that appointed permanent and temporary workforces to various jobs by an OC model. Mouza (2010) adopted a comparatively dynamic system, including the systematic description of flows and stocks, and then advanced to formulate an OC model due to achieving some preassigned targets.…”

Section: Literature Reviewmentioning

confidence: 99%

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Multi-level nursing workforce planning considering talent management in healthcare with a dynamic quantitative approach

Ebrahimpour

Rahimnia

Pooya

et al. 2021

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PurposeWorkforce planning must answer how many workforces, in which positions, and talents, and when each organization is needed. To find the requirements workforce, organizations need to know the organizational position and talents pools. Clarifying the number of workforces required in each pool requires attention to workforce flows, including hiring, promotion, degradation, horizontal movement, and exiting the organization. It is a dynamic issue and must be addressed over several periods over a specific duration, which adds to the complexity. According to the talent management presented in this research, all the above complex questions are answered by applying the optimal control (OC) model according to talent management presented in this research.Design/methodology/approachThis research presents a dynamic model by using a linear-quadratic optimal control model, which was solved by Pontryagin's maximum principle, to achieve an optimal number of workforce requirements for each of the positions of nursing services manager, supervisor, head nurses and nurses in the health sector according to the required talents in each position.FindingsThe results have shown that the target value of workforce numbers has been achieved in the planning period, and the validation test and sensitivity analysis justified the model by reaching the workforce planning targets.Originality/valueThis study provides a dynamic model for achieving quantitative workforce planning targets; the model presented in this manuscript has included an important qualitative factor, namely workforce talents. According to the authors' review, there is no comprehensive research devoted to workforce planning through optimal control models by attention to workforces skills.

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Section: Discussionmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Multi-level nursing workforce planning considering talent management in healthcare with a dynamic quantitative approach

Ebrahimpour

Rahimnia

Pooya

et al. 2021

View full text Add to dashboard Cite

show abstract

“…Finally, they applied the proposed model in a real-world organization as a case study. Ekhosuehi (2016) studied the workforce system with a variety of jobs that employed a temporary and permanent workforce. In this paper, the dynamics of workforce-mix was modeled as an optimal control problem.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Guerrazzi (2011) studied an inter-temporal optimizing model in which an infinitely lived arbitrator continuously sets the real wage for solving conflicts between workers and employers. Some articles attention to the workforce planning process such as Pakdaman (2018a, 2018b), Ekhosuehi (2016), Udom (2014), Mouza (2010). This study presented a workforce planning because of solving the workforce planning issue through the continuous-time optimal control approach considering the human resources strategy framework (that mentioned in Section 3).…”

Section: Introductionmentioning

confidence: 99%

A continuous-time optimal control model for workforce planning considering human resource strategies (HRS)

Pooya

Pakdaman²,

Ebrahimpour

2020

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Purpose This paper aims to present a continuous-time workforce planning model in which workforce flow occurs in terms of internal and external recruitment considering human resource strategies (HRS). The proposed model is a linear optimal control model in which promotions occur by inside appointment and outside employment of the system considering a cost leadership or a differentiation strategy and whether organizations have an internal or an external recruitment orientation. In other words, in the model and its solution procedure, this paper could determine any arbitrary function for the demand of the workforce with each HRS. Design/methodology/approach The proposed model contains five main sections, namely, applicants, newcomers, workforce who are doing sensitive-simple jobs, expert workforce and supervisors (or managers) that have a different orientation in different HRS. Each of these sections has a target value that this paper tries to attain it by applying appropriate control variables, such as recruitment, layoff, degradation, promotion and retirement. To reach this purpose, this paper formulated an optimal control problem using a linear system transition equation with a quadratic cost function. Findings Based on the proposed model, it was found that the optimal control model can interpret the managerial aspects. This model could be useful for different firms with different types of workforce demands. This paper has tried to have a comprehensive view of different flows of the workforce in an organization that concern to workforce planning. Originality/value Despite the considerable amount of research published, and the importance of following a human resources strategy from organizational strategy, in the knowledge, there is no comprehensive study dedicated to human resources strategy and workforce planning by optimal control models for workforce planning.

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On the dynamics of workforce-mix in a manpower system

Cited by 2 publications

References 45 publications

Multi-level nursing workforce planning considering talent management in healthcare with a dynamic quantitative approach

Multi-level nursing workforce planning considering talent management in healthcare with a dynamic quantitative approach

A continuous-time optimal control model for workforce planning considering human resource strategies (HRS)

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