The US Army enlisted personnel system: a system dynamics approach

Thomas, D. A. H.; Kwinn, B.T.; McGinnis, Michael L.; Bowman, Bindi; Entner, M.D.

doi:10.1109/icsmc.1997.638134

Cited by 9 publications

(2 citation statements)

References 1 publication

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“…As an example, the external factors can be improved via launching an advertisement campaign showing the benefits and incentives of jobs in the public services sector, especially for the new recruits. These kinds of activities are used to glorify the most basic-level jobs in the armed forces (Thomas, Kwinn, McGinnis, Bowman, & Entner, 1997). It helps set up both public image and the expectations of the new recruits.…”

Section: Analysis and Discussionmentioning

confidence: 99%

Perceived Organizational Health as a Mediator for Job Expectations

Meng

Zhang

Huang

2014

Public Personnel Management

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The comparison between self-expectations and perceived situations of one organization usually affects people's perception of work. The present study proposes that perceived organizational health is a mediator for the relationships between job expectations and job self-efficacy, and between job expectations and job satisfaction. Also, job self-efficacy plays a mediating role between perceived organizational health and job satisfaction. The questionnaires were developed for Chinese participants. Data were collected from 477 junior employees in the public bus companies. Results indicated that the first two propositions had been confirmed. Both of them produced a complete mediating effect. Then they were combined and fitted in the same model, of which the fitness was good. The research outcomes were consistent with the social cognitive theory. Strengths, limitations, and future orientations have been discussed.

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Section: Analysis and Discussionmentioning

confidence: 99%

Perceived Organizational Health as a Mediator for Job Expectations

Meng

Zhang

Huang

2014

Public Personnel Management

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“…However, the application of SD in manpower systems has been very limited. SD models have been used to analyse personnel policies training army personnel (Thomas et al, 1997). Park, et al (2008) presented a dynamic manpower forecasting model specifically for local information security industry.…”

Section: System Dynamicsmentioning

confidence: 99%

System dynamics of manpower planning strategies under various demand scenarios

Mutingi¹

2012

msl

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The development of human resources recruitment and training strategies in a dynamic environment poses a challenge to many policy makers in various organisations. The goal of every human resource manager is to recruit, train and deploy the right personnel at the right place and at the right time in order to meet organizational requirements. We develop a system dynamics simulation model that captures the dynamic behaviour of a typical corporate manpower system. Three major strategies are indentified and simulated under different manpower demand scenarios. Based on a set of performance indices, the impact of the strategies is simulated under assumed demand scenarios including steady increasing, fluctuating, and s-shaped demand. Useful managerial insights are derived from the study. The model is a decision support tool for developing reliable dynamic manpower policies in terms of recruitment, training capacity, available skills, and attrition. This approach can assist organizations to design effective manpower strategies.

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