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

Jaillet, Patrick; Loke, Gar Goei

doi:10.2139/ssrn.3168168

Cited by 10 publications

(4 citation statements)

References 53 publications

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“…Specifically, about the research object dimension, this section focuses on whether the studies involve multi-level organizations; furthermore, concerning the objective function dimension, this section examines the number of objective functions and whether they are set from an organizational or individual development perspective. [11] multi-level organization/HRP in government administration organizational perspective/single-objective: minimize organizational risk cut plane method Abdessameud (2021) [12] multi-level organization/military mobility planning organizational perspective/single-objective: minimize the deviation of the current state of the human resources strategy from the target state of the human resources strategy.…”

Section: Related Workmentioning

confidence: 99%

“…Also, it validates the predictive power of the Markov chain model. Jaillet et al [11] first proposed a method for assessing the riskiness of an organization's current human resource situation and solved this problem based on the cut-plane method to minimize the organizational risk factor. Abdessameud et al [12] conducted a study on the HRP planning problem in the Belgian army by constructing an army personnel flow network and setting an objective function from an organizational point of view to reach the target state of the organizational structure by controlling the personnel flow.…”

Section: Related Workmentioning

confidence: 99%

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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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Section: Related Workmentioning

confidence: 99%

Section: Related Workmentioning

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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“…This model helps engineering firms improve performances of their HR resources by building adequate competences and experiences. Jaillet et al (2018) propose a risk-based approach based on an optimization model that minimizes the risk parameter.…”

Section: Literature Reviewmentioning

confidence: 99%

Military Human Resource Planning through Flow Network Modeling

Abdessameud

Utterbeeck

Guerry

2021

Engineering Management Journal

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“…A tractable Risk-based manpower model is presented in [33]. The concept of pipeline invariance under multi-period optimization was applied to minimize a decision criterion's risk function expressed in employees' time-in-grade.…”

Section: Literature Reviewmentioning

confidence: 99%

Optimal manpower recruitment and promotion policies for the finitely graded systems using dynamic programming

Assi

Effanga

2021

Heliyon

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Background: At the heart in the development of any organization or nation is human resource. Over the years the world over, a sharp increase in too many numbers of qualified persons is being experienced yearly. This has impacted on recruitment and promotion costs to increase immensely, thereby affecting negatively manpower system costs. Dynamic Programming (DP) approach to optimal manpower recruitment and promotion policies for the two grade system has been proposed. Methods: Considering the fact that contemporary manpower systems are not limited to just two grades -a kind of "switch-approach" to manpower systems, we first establish the link between a manpower planning problem and a dynamic decision-making process. This linkage resulted to a multistage real-life decision-making problem whose solution demands that decisions be made sequentially at different levels and at different points in time and space. Dynamic Programming is a mathematical technique well appropriate for the optimization of multistage decision problems. This allows us to give a generalization to manpower systems by modifying the model to finite grades which came out to be more robust and actionable, a constrained deterministic Dynamic Programming (CDDP) found to function computationally as the very well-known Wagner-Whitin Model in inventory/production management. Five cost variables associated with manpower planning were identified and used as inputs to the modified deterministic DP model. Results/Relevance: The data shows yearly recruitments and promotions totaling 507 and 266 staff respectively for a ten-period (year) planning horizon. Total manpower system cost (in ooo's of Nigerian Naira) occasioned by yearly recruitments and promotions exercises for the period is 11334 (7092 for recruiting, 4100 for promoting, and 142 for overstaffing). Our DP model minimizes the manpower system cost to 9462 making a significant reduction of 1872. The optimal policy for the planning period calls for recruiting and promoting respectively 79 and 41 in period 1 only, 86 and 24 in period 2 for periods 2 and 3, 86 and 46 in period 4 for periods 4 and 5, 89 and 29 in period 6 only, 85 and 70 in period 7 for periods 7 and 8, and 82 and 56 in period 9 for periods 9 and 10. The study will contribute to the growing literature on applications of OR models to problems in manpower planning. The model outcomes would provide the basis for evaluating decision policies aimed at conducting recruitment promptly and to eliminate over-stagnated promotions. Conclusion/Further research:We formulate decisions making in a finitely-graded manpower system as a multistage decision-making optimization problem which are best handled by dynamic programming. Five cost variables associated with manpower planning were identified and used as inputs to the modified deterministic DP model. Our model is resolute for minimizing manpower system costs occasioned by recruitments and promotions exercises in a wide range of multi-graded manpower systems instead of just two grades. The study's limit...

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

Cited by 10 publications

References 53 publications

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

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

Military Human Resource Planning through Flow Network Modeling

Optimal manpower recruitment and promotion policies for the finitely graded systems using dynamic programming

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