Manpower System Research Articles

Weak Ergodicity in G-NHMS

In the present we provide the definition of the new concept of the General Non-Homogeneous Markov System (G-NHMS) and establish the expected population structure of a NHMS in the various states. These results will be the basis to build on the new concepts and the basic theorems of what follows.We then establish the set of all possible expected relative distributions of the initial number of memberships at time t and all possible expected relative distributions of the expansion memberships at time t. We call this set the general expected relative population structure in the states of a G-NHMS. We then proceed by providing the new definitions of weak ergodicity in a G-NHMS and weak ergodicity with a geometrical rate of convergence. We then prove the Theorem 4 which is a new building block in the theory of G-NHMS. We also prove a similar theorem under the assumption that relative expansion of the population vanishes at infinity.We then provide a generalization of the coupling theorem for populations. We proceed then to study the asymptotic behavior of a G-NHMS when the input policy consists of independent non-homogeneous Poisson variates for each time interval t-1,t\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\left( t-1,t\\right] $$\\end{document}. It is founded in Theorem 7 that it displays a kind of weak ergodicity behavior, that is, it converges at each step to the row of a stable matrix. This row is independent of the initial distribution and of the asymptotic input policy unlike the results in previous works. Hence it generalizes the result in that works. Finally we illustrate our results numerically for a manpower system with three states.

학대피해아동쉼터의 근로환경에 관한 현장의 목소리

Objectives: The purpose of this study is to examine in depth how the shelter's working environment is perceived by the head of a shelter for abused children, and to derive alternatives to improve the working environment of shelter workers.
 Methods: A total of 3 FGIs were conducted by recruiting 13 facility heads who voluntarily agreed to participate, targeting shelter facility heads across the country. The FGI results were recorded after informed consent, the concepts found from the FGI analysis were coded, and the sub-topics extracted by categorizing the concepts were categorized into major themes. Results: As a result of the analysis, 4 major themes and 10 sub-theme are as follows. First, poor working conditions at shelters include lack of time for continuing education, no standardized work model, absence of job training manuals and training courses, necessity of supervisors and supervisors, second, the sub-topic of regional variation in remuneration system is local governments, third, the sub-topic of the need to protect the human rights of workers is the absence of guidelines for the protection of human rights of workers, the absence of sanctions against protected children who engage in violent behavior, and fourth, the psychological burnout of workers is related to cooking, etc. increased burnout due to housework and sacrifice of personal life in case of emergency.
 Conclusion: The policy proposal derived from the research results is to establish a replacement manpower system for workers who can be put into shelter overtime or weekend and night work in the community, provide a standardized manual for shelters, but include human rights protection, and a unified worker compensation system It was an improvement in the working environment, such as provision of supervision and supervision.

Steady State Conditions in Tractable Markov Manpower Model for an Extended Manpower System

In this work, a formulation of manpower structure in discrete-time homogeneous Markov model is done for a multilevel manpower system. The structure of the manpower system is first extended in a departmentalized framework and the features of the extended structure utilized to create a scenario of personnel membership in three classes: the active, non-active and external classes. This allows for the inclusion of different units of the system in the model. Specifically, a pool of members in absorbing states with respect to intra-class transitions is included, which forms a second channel of recruitment. The first channel of recruitment is from the external class and all recruits go to the active class. All states of the active class are non-absorbing and give rise to various intra-class and inter-class transitions. Different probability matrices that form the main components of the Markov manpower model are constructed from probabilities of these transitions. One-step steady state condition on the manpower structure is considered, based on the formulated model, and established to be invariant with respect to varying proportion of recruits into the system.

An extended Markov-switching model approach to latent heterogeneity in departmentalized manpower systems

In recent works in manpower planning interest has been awakened in modeling manpower systems in departmentalized framework. This, as a form of disaggregation, may solve the problem of observable heterogeneity but not latent heterogeneity; it rather opens up other aspects of latent heterogeneity hitherto unaccounted for in classical (non departmentalized) manpower models. In this article, a multinomial Markov-switching model is formulated for investigating latent heterogeneity in intra-departmental and interdepartmental transitions in departmentalized manpower systems. The formulation incorporates extensions of the mover-stayer principle resulting in several competing models. The best manpower model is chosen based on the optimum number of hidden states established by the use of Expectation-Maximization iterative algorithm for estimation of the model parameters and a search procedure for assessing model performance against one another. The illustration establishes the usefulness of the model formulation in highlighting hidden disparities in personnel transitions in a departmentalized manpower system and in avoiding wrong model specification.

Effects of Prioritized Input on Human Resource Control in Departmentalized Markov Manpower Framework.

In this paper, extended Markov manpower models are formulated by incorporating a new class of members of a departmentalized manpower system in a homogeneous Markov manpower model. The new class, called limbo class, admits members of the system who exit to a limbo state for possible re-engagement in the active class. This results to two channels of recruitment: one from the limbo class and another from the outside environment. The idea is motivated by the need to preserve trained and experienced individuals who could be lost in times of financial crises or due to contract completion. The control aspect of the manpower structure under the extended models are examined. Under suitable stochastic condition for the flow matrices, it is proved that the maintainability of the manpower structure through promotion does not depend on the structural form of the limbo class when the system is expanding with priority on recruitment from outside environment, nor on the structural form of the active class when the system is shrinking with priority on recruitment from the limbo class. Necessary and sufficient conditions for maintainability of the manpower structure through recruitment in the case of expanding systems are also established with proofs.

Markov manpower planning models: a review

A manpower system is a network of individuals working together in an organisation for the purpose of achieving the common goal of the organisation. To ensure that the right number of individuals is available to meet the task to be performed by the organisation, manpower planning techniques are needed. This paper reviews the manpower planning literature with specific interest on manpower systems modelled within the Markov chain context. Markov chains provide a convenient framework to analyse the structural mechanisms that underlie social change, extrapolate shifts in the state distribution of the system, control personnel structures by framing optimal promotion and recruitment strategies, evaluate personnel policies, and deal with heterogeneity and uncertainty in the system configuration. This paper surveys these applications areas and highlights the methodological issues arising from varying the unit interval of the Markov manpower system in discrete time.

A Quantitative Measure/Metric of Personnel Skill Levels in Manpower Systems: Modelling, Analysis, and Control

A Quantitative Measure/Metric of Personnel Skill Levels in Manpower Systems: Modelling, Analysis, and Control

A Markov Model for Prediction of Academic Manpower System in Nigerian Colleges of Education

A Markov Model for Prediction of Academic Manpower System in Nigerian Colleges of Education

일제하 대만 경찰력의 재검토 ― 번지 경찰력과 평지 경찰력의 통합적 이해 ―

I would like to put some new findings together according to what we had analyzed in this article. First, parapolice manpower system, originated from colonial Taiwan’s dualistic ruling system, was operated on a large scale, which which explains we cannot ignore the importance of parapolice manpower. But they were not equivalent to regular police officer in terms of rank, wage and duty, so if we want to measure the total police force of colonial Taiwan, we have to convert parapolice manpower into regular police manpower. I concluded that two parapolice manpower is approximately equal to one regular police manpower.BR Second, I reexaminated the scale of police manpower on the basis of the conversion above, and found that police manpower allocated on aborigine land accounted for 25% to 39% of the total police manpower, which explains that Government-General of Taiwan invested enormous human and material resources in order to govern securely aborigine land. But the relations between police manpower on aborigine land(= special administration area) and police manpower on general administration area was not the kind of zero sum. The police manpower on both areas increased simultaneously, and it implies that we cannot fully explain the superiority of colonial Taiwan’s police manpower compared with other regions within Japanese empire was derived from Taiwan’s regional characteristics like presence of aborigine land and aborigines.BR Anyway, the total police manpower of colonial Taiwan was far stronger than ant other parts of Japanese empire. It is confirmed in terms of population per police manpower and area per police station, especially compared with colonial Korea, the superiority of colonial Taiwan’s police manpower is striking.BR On the other hand, ethnic composition of police manpower in colonial Taiwan was no different from that of colonial Korea, not like previous researches have emphasized. Taiwanese police manpower ranged from 30 % to 46% of total police manpower of colonial Taiwan, and Korean police manpower ranged from 37 % to 44% of total police manpower of colonial Korea, which implies we rather see similarity than difference in terms of ethnic composition of police manpower. In the case of colonial Taiwan, the possible tension between police manpower demand and financial pressure was able to be resolved by applying ethnically hierarchic structure(Japanese Taiwanese-Aboriginal) to police manpower allocation.

Decision Making For Recruitment and Promotion Policies Using Linear Programming

Optimizing decision is one of the procedures used for maximization of benefit with minimization of cost. To achieve a meaningful development in any organization, proper allocation of funds is needed with minimized cost. There would be no meaningful development in any organization that will not involve recruitment and promotion. The method used in this study for optimizing a manpower recruitment and promotion is linear programming approach, proposing a model and applying the model on data collected from hypothetical data for optimizing recruitment and promotion for N-grade manpower system. The output from the research was able to identify the total costs of recruitment is 17,433,800 (seventeen million, four hundred and thirty-three thousands, eight hundred naira) with 22 (twenty-two recruited staff. The total costs for promotion is 10,297,800 (ten million, two hundred and ninety-seven thousands, eight hundred naira) with 22 (twenty-two) staff promoted. From the model formulated, it can be applied by other organization considering recruitment and promotions of staff with a minimized cost for the manpower system when faced with limited available resources.

Working Experience of Practitioners at the Dementia Care Center

Purpose: This study was attempted to collect opinions for operating dementia project of Dementia care center and to understand what is needed as a strategy for efficient dementia project by analyzing working experience of practitioners at the Dementia Care Center. Method: Focus group interviews with practitioner working at 47 Dementia Care Centers in Gyeonggi-do and contents analyzing method were conducted. Results: The contents of interviews were analyzed by dividing into two themes: the difficulty in conducting dementia project and the development plan for revitalizing the dementia project. Three categories of difficulties in carrying out the dementia projects were derived: negative perception of dementia, insufficient manpower system, and non-establishment of service system, and two categories of development plan were derived as the internal stability of the manpower system and the establishment of regional dementia management hub. Conclusion: Despite the increased social interest in dementia due to the implementation of the dementia national responsibility program, it was found that it was still difficult to carry out the project due to the negative perception of dementia. For the efficient operation of the dementia care center and vitalization of the project, the stabilization of the employment of working-level workers should be accompanied first, and a more systematic operation plan is needed by clearly establishing the role of each job group and confirming that the job is being performed according to the characteristics of the job.

The Global Economy During COVID-19: A Study on Increasing Disparity

COVID-19 has become an ongoing issue in the present business world. The topic raises confusion and debate over many resolved issues. Not only the developing but also developed countries faced the heat-shock of this micro-infectious agent. But the power to regain and cope with the uncertainty has not been the same everywhere. To some extent, the developed nations have been able to tackle the bad days with their enriched resources, manpower and efficient system whereas this has become a total collapse for the developing and underdeveloped nations. Inefficiency and lack of social security have made life unbearable for the general people in these areas. What is the condition of the vaccination program? Whereas it is costly for the developed nations, it has simply become a dream for the developing nations. No one knows when the world will get a hundred per cent population with vaccination. In this paper we will cover these issues also we will take a look at the ravages of the pandemic in both worlds, as well as identifying the amalgamation of reasons behind the terrible second-wave in India and other developing nations.

STOCHASTIC MODEL FOR TIME TO RECRUITMENT IN A SINGLE GRADE MANPOWER SYSTEM WITH TWO TYPES OF INTERDECISION TIMES WHEN THE BREAKDOWN THRESHOLD HAS THREE COMPONENTS

In this paper, the problem of time to recruitment is analyzed for a single grade manpower system in which attrition takes place due to two types of policy decisions where this classification is done according to intensity of attrition, it form an ordinary renewal process. Assuming (i) policy decisions and exits occur at different epochs (ii) wastage of manpower due to exits and wastage due to frequent breaks taken by the personnel working in the manpower system separately form a sequence of independent and identically distributed exponential random variables with different means and (iii) breakdown threshold for the cumulative wastage of manpower in the system has three components which are independent exponential random variables. A stochastic model is constructed and the variance of the time to recruitment is obtained using an univariate CUM policy of recruitment. Employing a different probabilistic analysis, analytical results in closed form for system characteristics are derived.

DETERMINATION OF VARIANCE OF TIME TO RECRUITMENT WITH INTER-DECISION TIME AS GEOMETRIC PROCESS WHEN THE THRESHOLD HAS THREE COMPONENTS

In this paper, the problem of time to recruitment is analyzed for a single grade manpower system using an univariate CUM policy of recruitment. Assuming policy decisions and exits occur at different epochs, wastage of manpower due to exits form a sequence of independent and identically distributed exponential random variables, the inter-decision times form a geometric process and inter-exist time form an independent and identically distributed random variable. The breakdown threshold for the cumulative wastage of manpower in the system has three components which are independent exponential random variables. Employing a different probabilistic analysis, analytical results in closed form for system characteristics are derived

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

BackgroundAt 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. MethodsConsidering 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/RelevanceThe 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 researchWe 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 limitations and scope for future research work are presented in the end.

On the Stable Gani-Type Attainability Problem Controlled by Promotion at Maximum Entropy

This study considers the attainability problem in one-step for the stable Gani-type model controlled by promotion within the context of maximum entropy. The technique adopted involves formulating the attainability problem as a constrained optimisation problem wherein the objective is to maximise the Shannon entropy rate subject to certain constraints imposed by the attainable configuration and the sub-stochastic transition matrix. The principle of maximum entropy is used to obtain results that are consistent with the exponential representation of transition probabilities for manpower systems.

Healthcare Systems & its Challenges in Pakistan

This paper shows the multiple challenges in Healthcare Systems’ Programme and its weaknesses and also gives some recommendations to improve it. Healthcare system plays very important role in the development of the country. If a country wants to make progress in all fields of life, it should provide the health atmosphere to its citizens and it is only then possible when it is increased by manpower system. Pakistan is an underdeveloped country and it stands 65th position among 102 developing countries. It has totally taken inherited Healthcare system from British side in 1947and now this Healthcare system consists of private and public sector. The private sector serves nearly 70% of population and 30% by public sector (Papanek, 2019). According to the constitution of provisional health of Pakistan, it is the government responsibility to provide the health facility to its citizens. Healthcare Services are delivered through a three-tiered namely; (Primary, secondary and territory Healthcare system). In Primary Healthcare services only Basic Health Units (BHUs) and Rural Health Centers (RHCs) are included. And in Secondary Healthcare Services Tehsil Head Quarters (THQs) and District Head Quarters (DHQs) are included. And Tertiary Healthcare hospital is an individual system.

RETRACTED ARTICLE: KYP modeling architecture for cardiovascular diseases and treatments in healthcare institutions

Healthcare industry is a platform which is introduced with immense technological advancements every day. Taking a populous country like India in picture and limited manpower in inevitable medical institutions, healthcare industries need alternate and foolproof techniques to ensure that quality and round the clock attention in provided to deserving people. Since automation and intelligent systems are developed in every domain known to mankind, hospitals and medical records, diagnosis, online pharmacies, surgeries operated by robots are coming into practice. This proposal is one of the promising solutions to limited manpower and decision support system to the medical practitioners. With the ideal knowledge of background information, literature and proposed algorithm, the proposal delivers architecture for supporting automated decisions to healthcare institutions. Electronic records are continuously collected and organized to provide a detailed history of patients, their diseases and diagnosis plans. The institution maintains a sufficient Datawarehouse for holding these diverse medical records and provides access to registered and trusted practitioners. The Datawarehouse regularly update the records and maintained by independent organization. From the obtained information, virtual doctoring engine (VDE) attempts to analyze the observable characteristics from the datasets using Known-Yet-Predict algorithm to propose an optimal diagnosis plan. This treatment plan will later be officiated by a doctor for treating the patients. The performance of VDE system is tested against patients suffering from cardiovascular diseases. The characteristics taken into consideration vary accordingly among individual patients and thus demands heterogeneous features to be extracted from patients’ electronic medical records. This approach has been investigated against various feature extraction algorithms and found to be 18.2% more accurate in predicting the optimal treatment plan. Steps to overcome missing information are also proposed in this model for ensuring an efficient decision support system.

On multinomial hidden Markov model for hierarchical manpower systems

In this paper, a three-state multinomial hidden Markov model (HMM) is formulated to handle the problem of intra-category heterogeneity caused by latent factors for transition flows of a hierarchical manpower system. The model, which incorporates mover, mediocre and stayer latent subclasses for each personnel category, is applied in analyzing manpower data for the academic staff of a University system in Nigeria. An EM algorithm is used to estimate the probabilities of transition of members from each of the subclasses. The principles of Likelihood Ratio Test, Akaike Information Criterion (AIC) and Bayesian Information Criterion (BIC) for model comparison/validation gave evidence in favor of the HMM over the classical Markov model for the system.

Introduction, analysis and asymptotic behavior of a multi-level manpower planning model in a continuous time setting under potential department contraction

A mathematical model in a multi-level manpower planning setting is developed and analyzed incorporating the divisions of an organization’s personnel into several homogeneous groups. The proposed framework builds upon recent research to develop, via the continuous time scale, a departmental model encompassing employees flows within departments (intra-departmental transitions), as well as transfers among departments (inter-departmental transitions). Management-wise, this is a common practice under certain conditions as in restructuring and rightsizing ventures both in private industries and in the public sector. After establishing the baseline differential equations of the system, an investigation follows regarding the system’s limiting behavior integrating the concept of department contraction which can be seen as an indirect and mild control that can be exercised on the manpower system. It is proved that under a set of conditions, the system’s limiting structure exists and is specified. The aforementioned asymptotic analysis can be utilized to predict, in the long run, future stock structures of departments and thus, in the case where these structures diverge from the desired ones, identify departments that could be considered as candidates for probable rightsizing or mergers. The paper concludes with a numerical illustration and some concluding remarks.