Optimal Manpower Planning with Temporal Labor and Contract Period Constraints

Li, Yongjian; Chen, Jian; Cai, Xiaoqiang; Tu, Fengsheng

doi:10.1007/11496199_38

Cited by 6 publications

(5 citation statements)

References 4 publications

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“…The constraint (3) is reduced into Y iit = X it , ∀i, t, so the constraint (2) is changed into the constraint (32). Cai et al (2004) and Li et al (2005) have addressed the optimization approach to the models that are similar to SMP i .…”

Section: Discussionmentioning

confidence: 99%

“…The solution for the singleobjective problem can be found by either a standard linear integer programming algorithm, or a specific algorithm (cf. Cai et al 2004;Li et al 2005). See Appendix 2 for more details.…”

Section: Solving the Staff Planning Modelmentioning

confidence: 96%

“…For instance, one important distinction is the way that movement between jobs is modelled (see for example, Price et al 1980;Silverman et al 1988). One class of problems is recruitment (see for example, Bres et al 1980;Rao 1990;Gans et al 2003;Cai et al 2004;Li et al 2005) with the selection of a recruitment schedule over multiple time periods, which best meets the goal pertaining to promotion opportunity, salary expenditure, desired levels of experience in the workforce and requirements for manpower in each planning period.…”

Section: Introductionmentioning

confidence: 99%

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An integrated staff-sizing approach considering feasibility of scheduling decision

Chen

Cai

2007

Ann Oper Res

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This paper presents an integrated staff-sizing system for analyzing and determining workforce management policies with consideration of staff flexibility in service organizations, which addresses and captures the integrated requirements between long-term manpower planning and short-term staff scheduling in the service sector. Multiple Objective Linear Programming (MOLP) is applied to optimize several diversified goals. Solution methods to the MOLP models for the staff planning and staff scheduling are developed respectively, then a solution approach is proposed to iteratively revise the unacceptable staff-sizing plan or scheduling plan. Finally, an example of nurse sizing is analyzed and computational studies are carried out to investigate managerial insights.

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Section: Discussionmentioning

confidence: 99%

Section: Solving the Staff Planning Modelmentioning

confidence: 96%

Section: Introductionmentioning

confidence: 99%

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An integrated staff-sizing approach considering feasibility of scheduling decision

Chen

Cai

2007

Ann Oper Res

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“…In some kinds of literature, some dimensional flows of the organization workforce are mentioned, but they do not have a comprehensive approach to them. For example, Li et al (2005) studied the exit of the workforce, but it is limited to dismissal. Udom (2014) studied the exit, but it has limited to retirement and Lee et al (2001) studied the exit.…”

Section: Discussionmentioning

confidence: 99%

“…Ozdemir (2013) proposed a multiple two-phase criteria stochastic dynamic programing approach for a personal selection process. Li et al (2005) investigated workforce planning that formulated the problem as a multi-period decision model. After that, they obtained properties of the optimal answer and presented an improved dynamic programing algorithm.…”

Section: Literature Reviewmentioning

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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Maximizing Dual Function by Genetic Algorithm – A New Approach for Optimal Manpower Planning

Cai

2006

Lecture Notes in Computer Science

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Optimal Manpower Planning with Temporal Labor and Contract Period Constraints

Cited by 6 publications

References 4 publications

An integrated staff-sizing approach considering feasibility of scheduling decision

An integrated staff-sizing approach considering feasibility of scheduling decision

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

Maximizing Dual Function by Genetic Algorithm – A New Approach for Optimal Manpower Planning

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