Optimal Army officer force profiles

Hall, Andrew O.; Fu, Michael C.

doi:10.1007/s11590-015-0947-7

Cited by 13 publications

(9 citation statements)

References 7 publications

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“…Gass [2] uses a set of dimensions composed of skill, function, time hired and job title. Hall and Fu [25] claim to be the first to apply multidimensional planning to the US Army by targeting planning using rank, specialty and experience dimensions. Bastian et al [10] plan for the Army Medical Department of the US Army using rank and specialty dimensions.…”

Section: Unidimensional and Multidimensional Planningmentioning

confidence: 99%

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Multidimensional military manpower planning based on a career path approach

et al. 2020

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Section: Unidimensional and Multidimensional Planningmentioning

confidence: 99%

“…[18] address an allocation problem with certain constraints of team jobs. Hall and Fu [25] use a network model to produce an optimal competence manpower distribution. Bastian et al [10] tackle manpower planning in an army medical department using goal programming.…”

Section: Planning Modelsmentioning

confidence: 99%

Multidimensional military manpower planning based on a career path approach

et al. 2020

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“…When requirements are taken as variables, simulation-optimization has been used to determine an optimal, or near-optimal, occupational mix (Henry and Ravindran, 2005;Harper et al, 2010;Zais, 2014). Other models incorporate human behavior associated with retention incentives in order to minimize the gap between personnel authorizations and inventory (Hall, 2009; Coates et al, 2010;Hall and Fu, 2015). However, Boudreau (2004) identified human resource management systems as an important area for manpower modeling.…”

Section: Related Literaturementioning

confidence: 99%

Simulation-based analysis of a forced distribution performance appraisal system

Evans

Bae

2018

JDAL

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Purpose-The paper aims to estimates the limitations of a forced distribution performance appraisal system in identifying the highest performing individuals within an organization. Traditionally, manpower modeling allows organizations to develop plans that meet future human resource requirements by modeling the flow of personnel within an organization. The aim is to quantify the limitations of a performance appraisal system in identifying the best-qualified individuals to fill future requirements. Design/methodology/approach-This paper describes an exploratory study using discrete event simulation based on the assignment, evaluation and promotion history of over 2,500 officers in the US Army. The obtained data provide a basis for estimating simulation inputs that include system structure, system dynamics, human behavior and policy constraints. The simulation approach facilitates modeling officers who receive evaluations as they move throughout the system over time. Findings-The paper provides insights into the effect of system structure and system dynamics on the evaluation outcome of employees. It suggests that decreasing the number of a rater's subordinates has a significant effect on the accuracy of performance appraisals. However, increasing the amount of time individuals spend on each assignment has little effect on system accuracy. Practical implications-This research allows an organization's leadership to evaluate the possible consequences associated with evaluation policy prior to policy implementation. Originality/value-This work advances a framework in assessing the effect of system dynamics and structure, and the extent to which they limit or enhance the accuracy of an organization's forced distribution performance appraisal system.

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“…For instance, Lin [6] models the multi-criteria human resource allocation problem as a multi-stage combinatorial optimization problem and sets the objective function from the organizational standpoint to simultaneously minimize the cost and maximize the benefit of human resource allocation. Hall [7] addresses HRP for U.S. Army officers using the CPLEX11.2 solver, constructing an officer flow network based on rank and managing personnel flow through recruitment, promotion, and retirement strategies to minimize deviation from target force structure. More current HRP studies will be detailed in Section 2.…”

Section: Introductionmentioning

confidence: 99%

Research of a Multi-Level Organization Human Resource Network Optimization Model and an Improved Late Acceptance Hill Climbing Algorithm

Huang,

Li,

et al. 2023

Mathematics

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Complex hierarchical structures and diverse personnel mobility pose challenges for many multi-level organizations. The difficulty of reasonable human resource planning in multi-level organizations is mainly caused by ignoring the hierarchical structure. To address the above problems, firstly, a multi-level organization human resource network optimization model is constructed by representing the turnover situation of multi-level organizations in a dimensional manner as a multi-level network. Secondly, we propose an improved late acceptance hill climbing based on tabu and retrieval strategy (TR-LAHC) and designed two intelligent optimization operators. Finally, the TR-LAHC algorithm is compared with other classical algorithms to prove that the algorithm provides the best solution and can effectively solve the personnel mobility planning problem in multi-level organizations.

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Optimal Army officer force profiles

Cited by 13 publications

References 7 publications

Multidimensional military manpower planning based on a career path approach

Multidimensional military manpower planning based on a career path approach

Simulation-based analysis of a forced distribution performance appraisal system

Research of a Multi-Level Organization Human Resource Network Optimization Model and an Improved Late Acceptance Hill Climbing Algorithm

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