Optimal recruitment strategies in a multi-level manpower planning model

Abstract

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Balancing attainability, desirability and promotion steadiness in manpower planning systems

“…The current paper only considers the desirability degree at the organizational level. This can be generalized by taking into account the desirable number of members for each of the subgroups at the departmental level (Guerry and De Feyter, 2012).…”

“…The aim of Markov manpower planning is to describe and control the future evolution of the personnel structure, which depends on recruitments, promotions (ie, employee transitions between the subgroups) and wastage. Although recruitment and/or promotion are considered as decision variables, voluntary wastage is assumed to be beyond management control (Bartholomew, 1979;Guerry, 2011;Guerry and De Feyter, 2012).…”

“…Early research on this so-called attainability problem describes the set of attainable personnel structures, taking into account some specific constraints in the manpower model. Most often, those models include a restriction on the total number of individuals in the system (Tsantas and Georgiou, 1998;Mouza, 2008;Guerry and De Feyter, 2012). This fixed total size constraint is indeed appropriate in practice, in particular when the organization is faced with limited personnel availability on the external labour market, facility and/or budget restrictions.…”

Risk-Based Manpower Planning: A Tractable Multi-Period Model

“…and sustainability (What is the minimum cost to do so?). As explained in Gurrey and De Feyter (2012), attainability is not always guaranteed. As such, additional conditions (such as the proportionality assumption in Nilakantan and Raghavendra 2004) and approximate measures (such as fuzzy sets as in Dimitriou et al 2013) have been introduced.…”

Evaluation of staffing policies in Markov manpower systems and their extension to organizations with outsource personnel

“…A few of the contemporaneous and relevant papers are on the stochastic theory of compartments with applications to manpower planning (Agrafiotis, 1991), convergence of a manpower distribution (Ledermann, 1992), cohort analysis technique for long-term manpower planning (Chu and Lin, 1994), use of DEA for planning in UK universities (Sarricol and Dyson, 2000), modelling for planning and management of bed capacities in hospitals (Harper and Shahani, 2002), modelling heterogeneity in manpower systems (De Feyter, 2006), modelling of mixed push and pull promotion flows (De Feyter, 2007), an application of Markov manpower planning models in the armed forces (Skulj et al, 2008), profile-based push models (Guerry, 2008), a recent review of Markov models in manpower planning (De Feyter and Guerry, 2009a), Fuzzy set theory in stochastic manpower planning (De Feyter and Guerry, 2009b), two-stage workforce planning under demand fluctuations and uncertainty (Zhu and Sherali, 2009), and planning and benchmarking of doctoral programmes using Markov models (Nicholls, 2009). The most recent work is that of Li et al (2010) on optimal manpower decisions with a minimal length of employment constraint, Guerry (2011) on hidden heterogeneity in Markov manpower systems, Kim and Yoo (2012) on combined manpower planning and preventive maintenance strategies, and Guerry and De Feyter (2012) on optimal recruitment strategies in multi-level manpower planning. The papers of direct relevance to our study are those on proportionality systems and their characteristics (Nilakantan et al, 2010), and career growth properties in Markov manpower systems (Nilakantan, 2013).…”