The Experts below are selected from a list of 285 Experts worldwide ranked by ideXlab platform
Marie-anne Guerry - One of the best experts on this subject based on the ideXlab platform.
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Multidimensional military Manpower Planning based on a career path approach
Operations Management Research, 2020Co-Authors: Oussama Mazari-abdessameud, Filip Van Utterbeeck, Guy Van Acker, Marie-anne GuerryAbstract:This article presents a modeling approach to tackle the multidimensional military Manpower Planning problem. Requirements relevant to military Manpower Planning include the need to maintain distributions of Manpower characteristics (such as rank and age) with respect to career advancement within acceptable proximity to desired norms. Moreover, they include ensuring that the personnel allocated to the various roles of the defence force will be adequate throughout the Planning period. Addressing these tasks simultaneously represents a significant challenge for human resources managers. This paper proposes a model that assigns personnel to career paths (CPs) pre-defined as feasible prior to optimization. Adequate solutions through this model are generated by mixed integer goal programming. This solving approach is applied to a case study of the Belgian Defence’s Manpower and results in valuable insights for military human resources managers. For the illustration of our approach, we focus on a military organization, but it could be used for any hierarchical organization, such as a police force or a university.
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military Manpower Planning using a career path approach applied to the belgian defense
Research Papers in Economics, 2019Co-Authors: Oussama Mazari Abdessameud, Filip Van Utterbeeck, Marie-anne GuerryAbstract:Abstract In order to accomplish the missions of the organization, military Manpower Planning aims to provide the required workforce with the adequate competences and ranks. The military organization specificity is the hierarchical structure which restricts personnel movements and recruitments. Military Manpower Planning involves two logics: statutory logic and competence logic. We combine both logics into one integrated model, which allows the simultaneous optimization of the two logics. We model the military Manpower using a career path approach where each soldier is assigned to one of the possible career paths. The model was applied to the Belgian military Manpower. The model helps the human resources managers study the impact of different policies on the statutory and the competence levels. Furthermore, the model contributes to Planning the future policies regarding job transfers and annual recruitment.
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optimizing cost effectiveness in a stochastic markov Manpower Planning system under control by recruitment
Annals of Operations Research, 2017Co-Authors: Tim Feyter, Marie-anne GuerryAbstract:The present paper proposes a mathematical model and algorithm for optimizing cost-effectiveness in a stochastic Manpower Planning system under control by recruitment. More specifically, we suggest a multi-objective model that simultaneously addresses two objectives, namely minimizing the cost and maximizing the desirability degree of the attained personnel structure. In a stochastic environment, the uncontrollable parameters of the Manpower model (i.e. internal transitions and wastage) are random variables. We suggest a scenario approach in order to cope with this uncertainty. The optimization problem under study is formulated as a mixed integer program. Further, in order to decrease the computing time in solving the optimization problem, we show that the optimal recruitment strategy has some properties that enable narrowing the solution space.
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balancing desirability and promotion steadiness in partially stochastic Manpower Planning systems
Communications in Statistics-theory and Methods, 2016Co-Authors: Komar Komarudin, Tim Feyter, Marie-anne Guerry, Greet Van Den BergheAbstract:ABSTRACTCurrent Manpower Planning approaches focus on satisfying future personnel needs. In the mean time, there is a lack of contribution on managing the personnel work satisfaction on the long-term. In general, long-term work satisfaction can be achieved by maintaining the preferred promotion strategy. This paper aims at balancing the strategy to fulfill the future personnel requirements while at the same time maintaining the preferred promotion strategy. Moreover, stochastic wastage is considered to better capture the real world condition of voluntarily wastage. Illustration of the model shows that it enables obtaining favorable recruitment and promotion strategies.
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balancing attainability desirability and promotion steadiness in Manpower Planning systems
Journal of the Operational Research Society, 2015Co-Authors: Marie-anne Guerry, Greet Van Den Berghe, Tim FeyterAbstract:A Markov Manpower Planning model with fixed internal transition probabilities, enables assessing the feasibility to attain the most desirable personnel structure. In case the desirable personnel structure is not attainable under control by recruitment, the internal personnel flows can be modified while not disrupting the career progression expectations. This paper introduces the promotion steadiness degree to quantify the personnel policy deviation from the career progression expectations. As a result, this paper focuses on a model that balances three criteria, that is, the desirability degree, the attainability degree and the promotion steadiness degree, formulated by fuzzy membership functions. A new set of instances is introduced, and the algorithms are evidenced in a set of experiments.
Tim Feyter - One of the best experts on this subject based on the ideXlab platform.
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optimizing cost effectiveness in a stochastic markov Manpower Planning system under control by recruitment
Annals of Operations Research, 2017Co-Authors: Tim Feyter, Marie-anne GuerryAbstract:The present paper proposes a mathematical model and algorithm for optimizing cost-effectiveness in a stochastic Manpower Planning system under control by recruitment. More specifically, we suggest a multi-objective model that simultaneously addresses two objectives, namely minimizing the cost and maximizing the desirability degree of the attained personnel structure. In a stochastic environment, the uncontrollable parameters of the Manpower model (i.e. internal transitions and wastage) are random variables. We suggest a scenario approach in order to cope with this uncertainty. The optimization problem under study is formulated as a mixed integer program. Further, in order to decrease the computing time in solving the optimization problem, we show that the optimal recruitment strategy has some properties that enable narrowing the solution space.
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balancing desirability and promotion steadiness in partially stochastic Manpower Planning systems
Communications in Statistics-theory and Methods, 2016Co-Authors: Komar Komarudin, Tim Feyter, Marie-anne Guerry, Greet Van Den BergheAbstract:ABSTRACTCurrent Manpower Planning approaches focus on satisfying future personnel needs. In the mean time, there is a lack of contribution on managing the personnel work satisfaction on the long-term. In general, long-term work satisfaction can be achieved by maintaining the preferred promotion strategy. This paper aims at balancing the strategy to fulfill the future personnel requirements while at the same time maintaining the preferred promotion strategy. Moreover, stochastic wastage is considered to better capture the real world condition of voluntarily wastage. Illustration of the model shows that it enables obtaining favorable recruitment and promotion strategies.
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balancing attainability desirability and promotion steadiness in Manpower Planning systems
Journal of the Operational Research Society, 2015Co-Authors: Marie-anne Guerry, Greet Van Den Berghe, Tim FeyterAbstract:A Markov Manpower Planning model with fixed internal transition probabilities, enables assessing the feasibility to attain the most desirable personnel structure. In case the desirable personnel structure is not attainable under control by recruitment, the internal personnel flows can be modified while not disrupting the career progression expectations. This paper introduces the promotion steadiness degree to quantify the personnel policy deviation from the career progression expectations. As a result, this paper focuses on a model that balances three criteria, that is, the desirability degree, the attainability degree and the promotion steadiness degree, formulated by fuzzy membership functions. A new set of instances is introduced, and the algorithms are evidenced in a set of experiments.
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evaluating recruitment strategies using fuzzy set theory in stochastic Manpower Planning
Stochastic Analysis and Applications, 2009Co-Authors: Tim Feyter, Marie-anne GuerryAbstract:One aspect of Manpower Planning is the investigation of wastage and internal transitions for homogeneous groups of employees in a Manpower system. In the relevant literature, the attainability of a desired stock vector was studied under control by recruitment for time-discrete Markov models. These approaches allow choosing a proper recruitment strategy, resulting in an attainable vector most similar to a desired one. In this article, this problem will be discussed under stochastic assumptions for attainability after one step. Based on fuzzy set theory, a procedure is introduced that allows evaluating and comparing recruitment strategies, resulting in the determination of a most preferable strategy.
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Modeling mixed push and pull promotion flows in Manpower Planning
Annals of Operations Research, 2007Co-Authors: Tim FeyterAbstract:Manpower Planning is a useful tool for human resource management in large organizations. Classical Manpower Planning models are analytical time-discrete push and pull models. Push models are characterized by the same promotion and wastage probabilities for people within the same group. This assumption is suitable in organizations where for instance promotions are used for reasons of personnel motivation or employees are promoted after succeeding in an exam. In many organizations, people are only promoted when there are vacancies at other levels. In those cases, pull models can be used. Pull models only assume known wastage probabilities. In practice, both assumptions may occur simultaneously. In this paper, a mixed push-pull model is developed for organizations in which both types of flows are considered.
Kok Lay Teo - One of the best experts on this subject based on the ideXlab platform.
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deterministic conversion of uncertain Manpower Planning optimization problem
IEEE Transactions on Fuzzy Systems, 2018Co-Authors: Yuanguo Zhu, Yufei Sun, Kok Lay TeoAbstract:Manpower Planning is a very important component of human resource management. However, there are many indeterminate factors that should be taken into consideration in Manpower Planning. For example, the decision of employees to quit the job is determined by their preference, which is beyond the control of human resource department. It can be realistically modeled as a random variable when the historical data of quitting rate are large enough. Otherwise, it can only be regarded as an uncertain variable when the historical data are inadequate. In this paper, we discuss a Manpower Planning optimization problem for a manufacturing company with hierarchical system, where the quitting rate of employees is modeled as an uncertain variable. First, we formulate a mathematical model for this uncertain Manpower Planning optimization problem, where the influence on the production outputs by employees is taken into consideration. Second, we present a deterministic conversion method to transform this uncertain Manpower Planning optimization problem into an equivalent deterministic discrete-time optimization problem. It is further converted into an equivalent linear programming model with an equality constraint and an inequality constraint. Finally, we use the real data from Singapore, Denmark, and China to carry out a numerical simulation and make a comparison with the results obtained based on stochastic model to show the advantages of our method.
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an optimal control approach to Manpower Planning problem
Mathematical Problems in Engineering, 2001Co-Authors: Heung Wing Joseph Lee, Xiaoqiang Cai, Kok Lay TeoAbstract:A Manpower Planning problem is studied in this paper. The model includes scheduling different types of workers over different tasks, employing and terminating different types of workers, and assigning different types of workers to various trainning programmes. The aim is to find an optimal way to do all these while keeping the time-varying demand for minimum number of workers working on each different tasks satisfied. The problem is posed as an optimal discrete-valued control problem in discrete time. A novel numerical scheme is proposed to solve the problem, and an illustrative example is provided.
Kevin C Field - One of the best experts on this subject based on the ideXlab platform.
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simulation based Manpower Planning with optimized scheduling in a distributed multi user environment
Winter Simulation Conference, 2010Co-Authors: David Kalasky, Michael Coffman, Melanie De Grano, Kevin C FieldAbstract:The Transportation Security Administration (TSA) staffs and operates over 450 airports in the US. TSA has been using simulation to determine staffing requirements since 2005 and has recently completed a refresh of their Manpower Planning and scheduling system. The objectives of the effort were to replace the GPSS simulation engine, optimizer and user-interface (UI) to take advantage of current network-based systems technologies. The previous system was distributed to the 200+ users as a stand alone application. This presented maintenance, security and performance issues, especially during the annual budgeting process. This paper focuses on the creation and integration of the simulation engine which was required to replicate and improve on the existing GPSS model accuracy and performance. Additional considerations included providing TSA an easy-to-use simulation platform to maintain the simulation engine, make model and data edits and expand the use of simulation technology within TSA.
Paola Zuddas - One of the best experts on this subject based on the ideXlab platform.
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an optimization model for the short term Manpower Planning problem in transhipment container terminals
Computers & Industrial Engineering, 2016Co-Authors: Massimo Di Francesco, Nuria Diazmaroto Llorente, Simone Zanda, Paola ZuddasAbstract:We study the short-term Manpower Planning problem for transhipment container terminals.A deterministic optimization model is proposed for this problem.The model solutions are compared to the Manpower policy adopted by a real TCT.We show when the terminal policy is effective or there is room for optimization.The model can be optimally solved even in the case of huge transhipment container terminals. This paper investigates the short-term Manpower Planning problem regarding transhipment container terminals. It consists of determining shifts, tasks and activities of the Manpower working in these terminals in order to serve vessels in time intervals, which typically do not overlap with personnel shifts. This complex problem is modelled by an integer linear programming formulation. The optimal solutions of the model are compared with the decisions made in accordance with the Manpower policy adopted by a real transhipment container terminal. The experimentation sheds light on when its policy is effective or when there is room for optimisation. The computational tests indicate that the model can be optimally solved even in the case of huge transhipment container terminals.