Relevant bibliographies by topics / Central planning of manpower

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Central planning of manpower'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Central planning of manpower"

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Brahma, Prasanta Kumar. "Hospital Central Laboratory's Manpower Planning by Use of Queueing Theory." Prabandhan: Indian Journal of Management 3, no. 10 (October 1, 2010): 52. http://dx.doi.org/10.17010//2010/v3i10/61204.

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Brahma, Prasanta Kumar. "Hospital Central Laboratory's Manpower Planning by Use of Queueing Theory." Prabandhan: Indian Journal of Management 3, no. 10 (October 1, 2010): 52. http://dx.doi.org/10.17010/pijom/2010/v3i10/61204.

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Li, Nan. "Organizational Changes of the PLA, 1985–1997." China Quarterly 158 (June 1999): 314–49. http://dx.doi.org/10.1017/s0305741000005798.

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At the 15th Chinese Communist Party (CCP) Congress held in September 1997, Chinese leader Jiang Zemin announced that the People's Liberation Army (PLA) would reduce its manpower by 500,000 in the next three years. This is apparently a new step to deepen the military reform that Deng Xiaoping had initiated in early 1980s. Such reform aims to transform the PLA from a manpower-based military geared toward fighting a major defensive “people's war” to a technology-based military capable of forward deployment to deal with more variegated local contingencies. While substantial research has been done on major aspects of this reform, changes within major PLA organizations, such as the Central Military Commission (CMC), the higher command structure, the research and learning institutions, and the force structure, have not been adequately and systematically analysed. This study intends to shed light on these changes. Such a study is necessary and significant also because it helps towards an understanding of the extent, direction and problems of China's defence modernization drive, which may have important implications for Asian security. Finally, it provides an analytical framework for research regarding further organizational changes of the PLA.
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Sriatmi, Ayun, Sutopo Patria Jati, and Eka Yunila Fatmasari. "The Influence Of Organizational Factors on Compliance With The Standard Planning Process in Primary Health Care." Journal of Public Health for Tropical and Coastal Region 3, no. 1 (April 15, 2020): 9–16. http://dx.doi.org/10.14710/jphtcr.v3i1.7531.

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Background: Planning becomes the most important management function because it arranges all management activities. Non-compliance with the standards of the planning process has an impact on the quality of planning that is unable to bridge needs which ultimately lead to dissatisfaction. PHC as public organizations must meet public service standards. Organizational factors are determinants of organizational performance as they relate to the provision and arrangement of vaious resourcesAims: The purpose of study was to determine affect of organizational factors on compliance with the standards of PHC planning process.Methods: An observational study with cross sectional design. All 56 PHC in the 2 districts in Central Java province (Semarang and Kudus) became the samples. The respondents are officer in charge of the PHC planning programme.. Data collection by interviews using questionnaires and observations. Data were analyzed descriptively and statistically.Results: Only 55.4% of PHCs comply with standard planning process. Weaknesses and inconsistencies still occur at every stage, especially with regard to inaccuracy of time, incomplete and inappropriate data, and low understanding of members of the team. Study shows that the aspect of manpower, infrastructure, organizing and monitoring-evaluation function are positively correlated with adherence to standard planning processes, where monitoring-evaluation factors are the dominant factor.Conclusion: All the gaps identified as the cause of puskesmas non-compliance to the standard planning process can be overcome through increasing staff commitment and competency by providing structured managerial training and routine socialization. Strengthening the monitoring-evaluation function needs to be pursued consistently to ensure the quality of the puskesmas planning process and the implementation of the work plan produced
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DZIENNIK, MATTHEW P. "THE MISKITU, MILITARY LABOUR, AND THE SAN JUAN EXPEDITION OF 1780." Historical Journal 61, no. 1 (June 5, 2017): 155–79. http://dx.doi.org/10.1017/s0018246x16000625.

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AbstractThis article examines the contributions of the Miskitu people of colonial Nicaragua and Honduras to Britain's largest military intervention in interior Central America – the invasion of Spanish Nicaragua in 1780. Lacking the local skills and knowledge essential to offensive operations in the region, the expedition relied on an existing alliance with the Miskitu. Charting the evolution of this alliance, this article reveals not only the importance of indigenous manpower to colonial endeavours but also how intercultural campaigns generated powerful assumptions about martial skills and racial categorizations. These assumptions were highly vulnerable to misunderstandings that, in turn, had a profound effect on supposedly rigid European concepts of national policy, military planning, and strategic interests. The failure of British officials to appreciate the needs of their allies ended hopes of defeating the Spanish empire. But the failure also shaped understandings of the Miskitu and broader British interests in Central America. The raising of military labour was much more than the process of hiring soldiers. It was a broader process of negotiation, understanding, and misunderstanding that helped define the expansion of European empires in the new world.
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Muralidharan, Shrikanth, Astha Chauhan, Srinivasa Gowda, Rutuja Ambekar, Bhupendra S. Rathore, Sakshi Chabra, Afsheen Lalani, and Harsh Harani. "Assessment of orthodontic treatment need among tribal children of Indore division, Central India." Medicine and Pharmacy Reports 91, no. 1 (January 30, 2018): 104–11. http://dx.doi.org/10.15386/cjmed-795.

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Introduction. India is home to many tribes which have an interesting and varied history of origins, customs and social practices. Oral health care in tribal areas is limited due to shortage of dental manpower, financial constraints and the lack of perceived need for dental care among tribal masses.Objective To assess orthodontic treatment need among tribal children of Indore division, Central India.Methods. A cross-sectional house to house survey was carried out among 800 tribal children aged 5 to 15 years old in two major tribal districts of Indore division. Permissions and consent were obtained from local administrative authorities, ethical committee and parents respectively. A structured proforma was used to record demographic data. Examination for dentofacial anomalies was conducted according to WHO 1997 survey methods. Descriptive tables and analytical tests like ANOVA, post-hoc and chi-square test were employed.Results. The mean age was 9.75(±2.43) years. The mean DAI score among 12 to 15 years old children was 23.19±5.22. Female exhibited higher (24.51±5.34) mean DAI score compared to males (22.12±4.87) (p<0.05). The Patelia tribes (24.38±5.13) reported higher mean DAI score than Bhilala (23.02±5.69) and Bhil tribe (22.73±4.79) (p<0.005).Conclusion. The tribal children had minor malocclusion with no or slight treatment need. Categorization of orthodontic treatment need according to malocclusion severity is particularly important for the planning of corresponding public policies. The isolation of the villages, lack of transportation options imposes limitations on the availability of health professionals to provide dental services.
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Muslihudin, T. R. Wulan, T. Sugiarto, S. Wardhianna, and S. Wijayanti. "Initial Implementation of Productive Migrant Village (PMV) Programs in Banyumas Central Java Indonesia." SHS Web of Conferences 86 (2020): 01050. http://dx.doi.org/10.1051/shsconf/20208601050.

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Since 2017 Banyumas Regency has received a program from the Ministry of Manpower and Cooperatives to become a pilot program for productive migrant village programs. The village that was used as a pilot was Cihonje village, Gumelar district and Losari village, Rawalo district. The program has been determined that is to realize the four productive migrant village pillars which include; 1). Providing migration information and services, 2). Developing productive business, 3). Facilitate the establishment of community care and growth (community parenting), 4). Facilitating the establishment and development of cooperatives/financial institutions. The four programs have been strived to run quickly by the two pilot villages, with various tools being formed from personnel, software, and hardware. The implementation of productive migrant village program in Banyumas Regency is still not implemented on the four pillars. Productive business programs are the most desirable programs by both villages in implementing productive migrant village. On the contrary, cooperative formation programs are programs that have not been carried out. The information-giving program also includes programs that are not going well because there is resistance to the interests of private employment agencies that have been sending Indonesia migrant worker (IMW) so far. Community parenting programs are also classified as programs that are still not optimal because they do not involve the community as caregivers of IMW’s children. The positive expectations from the Cihonje village community and Losari village are also the initial capital for the success of the productive migrant village program. However, the success of the productive migrant village program remains with the government because this program is a top-down planning program. For that sustainability must be done if the program does not want to be just a memorable program as other projects over the years.
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Ullah, Ahsan. "Examining collaboration among central library and seminar libraries of leading universities in Pakistan." Library Review 64, no. 4/5 (July 6, 2015): 321–34. http://dx.doi.org/10.1108/lr-04-2014-0044.

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Purpose – The purpose of this study is to investigate the nature of collaboration among seminar libraries and central library of universities and to recommend certain measures to strengthen this collaboration. Central libraries of leading universities in Pakistan possess more resources and manpower than seminar libraries. The task of planning about the important matters like access to e-resources, selecting infrastructure and automation mechanics lies with central libraries. Growth of information and communication technology (ICT) and information explosion has created opportunities for the libraries within a university for creating a cordial and beneficial relationship between central library and seminar libraries. Design/methodology/approach – Mixed-method design was used for exploring the collaboration and nature of relationship among central libraries and seminar libraries within the university. Data were collected from library executives chairing their sections at their workplaces in central libraries of leading universities during the author’s visits to these libraries for MPhil study for collecting data about organisational structures of central libraries. A questionnaire was constructed to elicit information about the relationship between the central library and the seminar libraries that was supplemented with the telephonic interviews from library professionals and faculty about the nature of this relationship. Findings – The data analysis of the present study revealed that the relationship between the central library and the seminar libraries is of a diverse nature. Private sector universities have developed integrative relationships, while some public sector ones have interactive relations and some have independent libraries with limited relationship. All library professionals interviewed have rejected the idea of independent seminar libraries and majority of them proposed integrated relationship between the central library and the seminar libraries. Practical implications – This study suggests that the relationship between the central library and the departmental library should be developed by considering the depleting resources and by developing ICT. According to library professionals, the relationship between the central and departmental libraries should be of either interactive or integrated nature. University administration and library administration should come forward for building a beneficial relationship among libraries within the university. This study will lead to broader collaborations among libraries of different universities in Pakistan. Originality/value – No study has ever been undertaken in Pakistan to explore the relationship between the central library and the seminar libraries of universities. This study will be a milestone for building collaborative relationships among different libraries within universities.
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Amosun, Seyi-Ladele, Alice Moyo, and Carmelo Matara. "Trends in Hand Grip Strength in Some Adult Male Zimbabweans." British Journal of Occupational Therapy 58, no. 8 (August 1995): 345–48. http://dx.doi.org/10.1177/030802269505800808.

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The Department of Occupational Health and Safety at Work, of the Ministry of Labour, Manpower Planning and Social Welfare in Zimbabwe, has consistently reported an appreciable number of occupational injuries involving the hand. In the central hospitals, routine hand assessment includes range of movement, sensory and muscle strength tests, as well as hand grip strength tests. Differences had been observed in the hand grip measurements obtained when compared with norms developed by Kellor et al (1971). The aim of this study was, therefore, to assess the trend in the grip strength of a sample of adult male Zimbabweans. Hand grip strength measures for the right and left hands of 204 male Zimbabweans, aged 18–56 years, were taken using a Jamar® dynamometer. The relationship between these grip strength measures and age, height, weight and body mass index was assessed. Grip strength percentage difference between dominant and nondomlnant hands did not obey the 10% rule, which assumes that the dominant hand can be up to 10% stronger than the nondominant hand. Grip strength was negatively related to age but positively related to body weight and height. The need for additional studies to establish normative data for grip strength measurements for use in the clinical situation is Indicated.
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Lamsal, S., and A. Badhu. "(P1-32) Training Needs Assessment of the Public Health Nurse (Phn) Competency at Health Post in Nepal." Prehospital and Disaster Medicine 26, S1 (May 2011): s109. http://dx.doi.org/10.1017/s1049023x11003645.

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ObjectiveThis study aimed to assess the training needs of public health nurses (PHN) and compare the job performed by them with job descriptions.Materials and MethodsA descriptive study was conducted by utilizing triangulation research method. It was conducted in Eastern and Central regions of Nepal with 13 PHNs (of 13 districts among 75 districts of Nepal) and their supervisors were included as the samples. Data was collected by using standardized tools.ResultsThe mean age of the PHNs was 43.69 ± 9.4 years. Near half (46%) had 10 to 20 years job experienced. Most of the respondents (85%) had done PCL Nursing. All most all (92%) subjects had undergone some in-service education. Most of them (57%) used to visit health posts. The majority of PHNs (85%) assisted in planning and implementation of program for a health post. The Majority (85%) were involved in educational activities. Most (85%) were used to supervise the staffs working at health post. The majority of PHNs (77%) were not involved in research activities. Most of them (85%) prioritized the needs of training on recent concepts to bridge the gap between traditional and recent concepts of public health.ConclusionPHNs have broad areas of nursing expertise and opportunities for work if needed in a sufficient manpower at the district level. Most of them completed PCL nursing a number of years previously and therefore need training on recent advances and need to recruit more PHNs to improve public health services in Nepal.
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Dissertations / Theses on the topic "Central planning of manpower"

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Litzenberg, Ward E. "An Army Reserve Manpower Planning model." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA392073.

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Thesis (M.S. in Operations Research) Naval Postgraduate School, June 2001.
Thesis advisor(s): Lawphongpanich, Siriphong. "March 2001." Includes bibliographical references (p. 53-54). Also available online.
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Gürdal, Ahmet E. "Basic computer models for manpower planning." Thesis, Monterey, California. Naval Postgraduate School, 1991. http://hdl.handle.net/10945/26397.

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McCartney, H. N. "Nurse manpower planning in Northern Ireland." Thesis, University of Ulster, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.378748.

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Ali, Hassan Ali. "Manpower planning and development in Oman." Thesis, Bangor University, 1990. https://research.bangor.ac.uk/portal/en/theses/manpower-planning-and-development-in-oman(2fa2cd0e-e24d-45d8-9fe6-76d97c143f1b).html.

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1. The Sultanate of Oman is the second largest country in the Arabian Peninsula with a total population of approximately two million. Young people below the age of 15 account for a large proportion (46 per cent) of the po pulation. According to studies carried out by various organizations, (i.e. World Bank, ECWA), it has been found that a majority of the population live in rural areas. 2. Before 1970, Oman had a great shortfall in most economic and social aspects. The dawn of development started after 1970, following Sultan Qaboos Bin Said's accession to the leadership and the launching of a broad plan to modernize and develop the country. 3. Oil is the main source of its economy. According to the Development Council statistics, the share of oil revenue in 1988 accounted for 79.6 per cent of the total. The oil net revenue was (993.6) million Rials Omani from a total of (1247.6) million Rials Omani. Actual development investment increased from (3341) million Rials Omani during the First Development Plan (1976-1980) to (7872) million Rials Omani during the Second Development Plan (1981-1985). The planned development investment during the Third Development vii plan (1986-1990) is estimated as (8164) million Rials Omani. One important factor to be noticed is the attempt of the government to diversify its strategy so as in the long run to depend on other sources rather than oil. Manufacturing is one of the main concerns of development for the government. Despite the dominance of the modern sector (in terms of contribution to the gross domestic product), Oman still remains a predominantly rural society. Up to 80% of the Omani population is estimated to live in rural areas. 4. The rural labour force has been steadily declining, emigrating to urban areas at a rate of 5000 people (mostly economically active males) annually. At present, Omanis form 30 percent of the total labour force employed in the modern sector; most of them occupy jobs at an unskilled and semi-skilled level. At present more than 200 thousand expatriates are working in the modern sector in Oman, which represents 70 percent of the total labour force in that sector. 5. The size of population and its rate of growth are obviously very important elements in the manpower assessment in the long term of the next 15 to 20 years. It becomes a more critical issue when the labour market patterns are not clearly known and defined. 6. Oman relies on a large number of non-Omani workers, essentially because human resource development (education and training of the population to produce an effective modern workforce) cannot keep pace with viii economic growth demands in terms of skilled manpower requirements. 7. The basic fact which should be considered is that manpower requirements are related proportionally to economic growth. In Oman, with late development, high priority was given to economic growth to build up the infrastructure and have a modern state. Economic planners, the executers of development projects and the contractors wish to see as high a rate of economic growth as possible. Although economic planners may acknowledge that reliance on non-Omani workers may present problems, they are not thought important enough to warrant any limitation of economic growth. Clearly then, the planning of human resources development in the Omani context lags behind general economic planning. 8. To cope with manpower requirements, due to the needs created by economic development, Education and Training plans were drawn up to form a human resource development plan. 9. No educational system existed before the 1970s. Only 3 primary schools were available with 900 students. No education for girls was provided. The present situation of education is the result of rapid development. An education ladder was formed which was based on a 6-3-3 structure. Technical and vocational education and training systems were established. The establishment operation of the university has added a new ix dimension in completing the educational system. In 1984/85, more than 225 thousand students were enrolled in educational institutions. 10. Despite the development of education in recent years, Oman is still not capable of meeting its manpower requirements internally. A large segment of the population is functionally illitrate, including a sizeable population of young males with a strong desire to share in the counry's new economic prosperity. The quality of education has also suffered considerably due to the rapid expansion in education. 11. Due to the great demand for labour and the shortage of Omani labour supply, manpower development has become an important issue. The Council of Education and Vocational Training under the Chairmanship of HM the Sultan Qaboos with 9 members at minister's level was formed in 1978 to set general policies of education and training in the context of manpower development. 12. The present trends in manpower development, whether from the education or training side, do not match with the long term objectives, set by the government, nor have they realized the potential to cope with future requirements. 13. This present study of manpower planning and development in Oman dicusses manpower development in relation to manpower planning. This research will analyse the past and present trends of manpower development and anticipate its effectiveness in the future. The manpower x development concept is discussed in terms of its objectives, manpower requirements and social demand. The discussion will highlight the main problems in the present system of manpower development: in the context of manpower planning in Oman. The system of manpower development is also analysed in terms of its relevance to, and possible conflict with the purpose of manpower development schemes. The present focus of such schemes is closely examined. 14. The main problems related to manpower development lie in: [1] The role of the technical and vocational education and training system and its performance in operating (a) The Vocational Education system run by the Ministry of Education and Youth (MOEY). (b) The Vocational Education System run by the Ministry of Social Affairs and Labour (MOSAL). [2] Social pressures from the student population in terms of their expectations on completing their general education versus the government policies 1 in having a sound output of manpower requirement T to fuf ill the country's needs. This create a conflict in the definition of objectives. [3] Lack of enrolment in vocational and training system due to the lack of vocational guidance, the social attitude towards it, and due to the closed xi pattern existing in technical education and training system, in not providing the student with access to further studies. This also affects manpower development schemes. [4] The unstable educational output in relation to manpower requirements. 15. The arguments are developed so 4ko propose a new model of manpower development for the future. This model aims to achieve a new target in producing an integration of educational and training concepts in manpower development. 16. In discussing the various hypotheses, and analysing the various concepts in comparis on with other countries, a new manpower development model will be proposed to meet the objectives and to overcome the above stated problems. This model aims to integrate manpower demands and educational and training outputs in relation to individual aspirations and manpower targets.
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Cimburek, Vít. "Plánování posádek v aerolinkách: Manpower Planning." Doctoral thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-2379.

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Náklady na posádky v aerolinkách jsou po nákladech na palivo druhé největší. Cílem aerolinky je zajistit bezpečný provoz s minimálním počtem posádek a tím optimalizovat náklady. Práce popisuje metodiku odhadu počtu posádek na roční období. Používá přiřazení, ve kterém je každému dnu člena posádky přiřazena činnost, kterou vykonává. V práci je popsán nelineární model, který využívá přiřazení a následně agreguje dny pro získání celkového počtu posádek. Model je řešen v programu Premium Solver Platform a Lingu 7.
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Mak, Chi-yuen Anthony. "A comparative study of manpower planning practices in Hong Kong /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13788127.

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Yamada, Wade S. "An Infinite Horizon Army Manpower Planning model." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA380273.

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Thesis (M.S. in Operations Research) Naval Postgraduate School, June 2000.
Thesis advisor(s): Lawphongpanich, Siriphong. "June 2000." Includes bibliographical references (p. 65-66). Also available in print.
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Holm, Åsa. "Manpower Planning in Airlines : Modeling and Optimization." Thesis, Linköping University, Department of Mathematics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-14757.

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Crew costs are one of the largest expenses for airlines and effective manpower planning is therefore important to maximize profit. The focus of research in the field of manpower planning for airlines has mainly been on the scheduling of crew, while other areas, surprisingly, have received very little attention. This thesis provides an overview of some of the other problems facing manpower planners, such as designing a career ladder, planning transitions and making course schedules.

Mathematical models are presented for some of theses problems, and for the problem of allocating training and vacation in time the mathematical model has been tested on data from SAS Scandinavian Airlines. When allocating training and vacation there are many aspects to consider, such as avoiding crew shortage, access to resources needed for training, and vacation laws. Comparisons between solutions obtained with the model and SAS Scandinavian Airlines manual plan show encouraging results with savings around 10%.

 

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Adams, J. D. "Manpower planning for basic needs in Tanzania." Thesis, University of the West of Scotland, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376089.

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Gribbin, James Owen. "Modelling the nurse manpower system." Thesis, University of Ulster, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329694.

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Books on the topic "Central planning of manpower"

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Sallūm, Yūsuf ibn Ibrāhīm. Ārāʼ wa-afkār fī al-idārah wa-al-tanmiyah: Maʻa al-ishārah ilá taṭbīqātihā fī al-Mamlakah al-ʻArabīyah al-Saʻūdīyah. al-Riyāḍ: Yuṭlabu min Dār ʻAbd al-Raḥmān al-Nāṣir, 1985.

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Rebecca, Murray, and Mazhavanchery Murali, eds. SuccessFactors employee central: The comprehensive guide. Boston: Rheinwerk Pub., 2015.

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Hebel, Jutta. Zwischen Arbeitsplan und Arbeitsmarkt: Strukturen des Arbeitssystems in der VR China. Hamburg: Institut für Asienkunde, 1992.

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Rutkowski, Michal. Workers in transition. Washington, DC: World Bank, Office of the Vice President, Development Economics, 1995.

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Oxenstierna, Susanne. From labour shortage to unemployment?: The Soviet labour market in the 1980s. Stockholm, Sweden: University of Stockholm, 1990.

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Job rights in the Soviet Union: Their consequences. Cambridge: Cambridge University Press, 1987.

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Brady, Sharon. Manpower planning. Dublin: University College Dublin, 1990.

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Hare, P. G. Central planning. Chur: Harwood Academic Publishers, 1991.

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Bennison, Malcolm. The manpower planning handbook. London: McGraw-Hill, 1991.

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Association of Institutions and Initiatives for the Care of Mentally Retarded Children in West and Central Africa. Nigerian Branch. National Workshop. Curriculum for training teachers of middle & low level manpower and teaching mentally retarded children in Nigeria: Proceedings of the Second Annual National Workshop of the Nigerian Branch of the Association of Institutions and Initiatives for the Care of Mentally Retarded Children in West and Central Africa. Abakpa-Nike, Enugu: Therapeutic Day Care Centre, 1993.

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Book chapters on the topic "Central planning of manpower"

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Bartholomew, David J. "Manpower Planning." In Encyclopedia of Operations Research and Management Science, 910–12. Boston, MA: Springer US, 2013. http://dx.doi.org/10.1007/978-1-4419-1153-7_573.

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Hopkins, Michael. "Employment and Manpower Planning Techniques." In Labour Market Planning Revisited, 1–24. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1057/9781403920263_1.

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Kowalik, Tadeusz. "Central Planning." In The New Palgrave Dictionary of Economics, 1481–87. London: Palgrave Macmillan UK, 2018. http://dx.doi.org/10.1057/978-1-349-95189-5_683.

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Kowalik, Tadeusz. "Central Planning." In Problems of the Planned Economy, 42–50. London: Palgrave Macmillan UK, 1990. http://dx.doi.org/10.1007/978-1-349-20863-0_5.

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Kowalik, Tadeusz. "Central Planning." In The New Palgrave Dictionary of Economics, 1–7. London: Palgrave Macmillan UK, 1987. http://dx.doi.org/10.1057/978-1-349-95121-5_683-1.

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Bulla, Daniel N., and Peter M. Scott. "Manpower Requirements Forecasting: A Case Example." In Strategic Human Resource Planning Applications, 145–55. Boston, MA: Springer US, 1987. http://dx.doi.org/10.1007/978-1-4613-1875-0_12.

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McClean, Sally. "Semi-Markov models for manpower planning." In Semi-Markov Models, 283–300. Boston, MA: Springer US, 1986. http://dx.doi.org/10.1007/978-1-4899-0574-1_15.

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van der Bij, Hans. "Manpower Planning Activities on Management Control Level." In Operations Research Proceedings, 29–35. Berlin, Heidelberg: Springer Berlin Heidelberg, 1985. http://dx.doi.org/10.1007/978-3-642-70457-4_6.

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Wijnmalen, Diederik J. D. "A Decision Support System For Manpower Planning." In Operations Research Proceedings, 243. Berlin, Heidelberg: Springer Berlin Heidelberg, 1988. http://dx.doi.org/10.1007/978-3-642-73778-7_57.

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Tzannatos, Zafiris. "Manpower Planning for the Industrial Sector in Ethiopia." In Topics in Policy Appraisal, 33–63. London: Palgrave Macmillan UK, 1993. http://dx.doi.org/10.1007/978-1-349-11423-8_3.

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Conference papers on the topic "Central planning of manpower"

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Saad, Syafawati Ab, Farah Adibah Adnan, Haslinda Ibrahim, and Rahela Rahim. "Manpower planning using Markov Chain model." In PROCEEDINGS OF THE 21ST NATIONAL SYMPOSIUM ON MATHEMATICAL SCIENCES (SKSM21): Germination of Mathematical Sciences Education and Research towards Global Sustainability. AIP Publishing LLC, 2014. http://dx.doi.org/10.1063/1.4887748.

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Halim, Siti Sarah A., and Akram M. Zeki. "Manpower Model for Human Resource Planning Management." In 2012 International Conference on Advanced Computer Science Applications and Technologies (ACSAT). IEEE, 2012. http://dx.doi.org/10.1109/acsat.2012.28.

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Brett, J. F., J. D. McCuish, and K. W. Oates. "Drilling Manpower Planning: Using a Systems Dynamics Approach." In SPE Annual Technical Conference and Exhibition. Society of Petroleum Engineers, 1992. http://dx.doi.org/10.2118/24562-ms.

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Chen, Chia-Hung, Shangyao Yan, and Miawjane Chen. "A manpower supply planning model for MRT carriage maintenance." In 2008 IEEE International Conference on Service Operations and Logistics, and Informatics. IEEE, 2008. http://dx.doi.org/10.1109/soli.2008.4682826.

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Erigüç, Gülsün. "Density and Number of Physicians in Turkey for the Period of 2002-2012: An Evaluation of Macro Health Manpower Planning." In International Conference on Eurasian Economies. Eurasian Economists Association, 2014. http://dx.doi.org/10.36880/c05.01002.

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Health care delivery requires a sufficient number of manpower. It is recognized that the shortage of health workforce is the most important issue for the health sector. Health manpower distribution should be in a balanced across the country. National human resources for health policies require evidence-based planning. Health manpower planning involves issues such as planning, employment and management of workforce. The main objectives of this study are determine physician numbers, compare the data to OECD and other countries, distribution of physicians, proportion of health employees to each other. The main criteria used in health manpower planning are that the numerical situation of manpower, while the other is distinguishes of manpower according to the regions, provinces and institutions. The Ministry of Health of Turkey Health Statistics Year Books (last one published in 2013 for 2012 data) and the other statistics were used for obtaining data. In Turkey, physicians total has increased by 41,1%, in this period. Specialist physician increased by 54, 2%, general practitioner 25, 8%, medical residents 33, 4%. In 2002, 62, 4% of physicians total were working in the Ministry of Health while 21.9% universities, 15.7% private sector. In 2012, 56.8% of physicians total were working in the Ministry of Health, 20.8% universities, 22.4% private sector. In 2002, Turkey had 139 physicians per 100.000 populations while the number is 172, in 2012. According to the tenth five-year development plan, the number of physicians per 100.000 people are estimated to be 176 for 2013, while 193 for 2018.
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Kalasky, David, Michael Coffman, Melanie De Grano, and Kevin Field. "Simulation-based manpower planning with optimized scheduling in a distributed multi-user environment." In 2010 Winter Simulation Conference - (WSC 2010). IEEE, 2010. http://dx.doi.org/10.1109/wsc.2010.5679034.

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Smith, Gregory C., and Shiang-Fong Chen. "Automated Initial-Population Generation for Genetic-Algorithm-Based Assembly Planning." In ASME 2000 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2000. http://dx.doi.org/10.1115/detc2000/flex-14464.

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Abstract Genetic algorithms show particular promise for automated assembly planning. As a result, several recent research reports present genetic-algorithm-based mechanical-product assembly planners. However, genetic-algorithm-based assembly planners require an initial assembly-sequence population, and search efficiency greatly depends upon input-population quality. State-of-the-art genetic-algorithm-based assembly planners use one of two techniques for generating an initial assembly-sequence population: use a user-supplied assembly-sequence set or use a randomly generated assembly-sequence set. Generating a user-supplied initial population requires a substantial amount of manpower. Using a randomly generated initial population reduces search efficiency. As a result, we propose an algorithm for automatically generating an initial assembly-sequence population. Our algorithm calculates component assembly complexity and uses both component assembly complexity and component connectivity to automatically generate a valid assembly-sequence population. Using automatically generated initial populations, we achieve search efficiencies comparable to search efficiencies achieved when using user-supplied initial assembly-sequence populations, while eliminating manpower required to generate user-supplied assembly sequences.
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Chu, S. C. K., and M. Zhu. "Data and GP modeling framework for manpower planning: The case of fixed-length duties." In 2008 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2008. http://dx.doi.org/10.1109/ieem.2008.4737847.

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Chen, Xiaohong, Wen Xiong, and Zhaoyi Huang. "Planning Bicycle Corridor for Shanghai Central City." In Seventh International Conference of Chinese Transportation Professionals Congress (ICCTP). Reston, VA: American Society of Civil Engineers, 2008. http://dx.doi.org/10.1061/40952(317)3.

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Xiufu, Zhang, Hao Gang, Gou Zhijing, Sun Bin, and Sun Junqing. "Simulating approach based optimal manpower planning in an employee leasing center and the approximate algorithm." In 2014 26th Chinese Control And Decision Conference (CCDC). IEEE, 2014. http://dx.doi.org/10.1109/ccdc.2014.6852389.

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Reports on the topic "Central planning of manpower"

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Evans, Susan M., and Nicole A. Ritchie. Requirements for an Automated Human Factors, Manpower, Personnel, and Training (HMPT) Planning Tool. Fort Belvoir, VA: Defense Technical Information Center, May 1992. http://dx.doi.org/10.21236/ada258531.

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Moore, S. C., L. T. Looper, J. N. Taylor, and J. R. Thomas. Projection of Air Force Enlisted Manpower Requirements to Support Personnel and Training Planning and Programming. Fort Belvoir, VA: Defense Technical Information Center, June 1985. http://dx.doi.org/10.21236/ada157379.

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Johnsen, William T., and Thomas-Durell Young. Planning Considerations for a Future Operational Campaign in NATO's Central Region. Fort Belvoir, VA: Defense Technical Information Center, January 1992. http://dx.doi.org/10.21236/ada248115.

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Fine, James. The ends of uncertainty: Air quality science and planning in Central California. Office of Scientific and Technical Information (OSTI), September 2003. http://dx.doi.org/10.2172/822267.

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N., Liswanti, Fripp E., Silaya T., Tjoa M., and Laumonier Y. Socio-economic considerations for land use planning: The case of Seram, Central Maluku. Center for International Forestry Research (CIFOR), 2013. http://dx.doi.org/10.17528/cifor/004264.

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Olek, J., and Rebecca McDaniel. Strategic Planning for Activation and Operation of the North Central Superpave Center (NCSC): Interim Report. West Lafayette, IN: Purdue University, 1997. http://dx.doi.org/10.5703/1288284313468.

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Klein, Sarah Klein, Douglas McCarthy McCarthy, and Alexander Cohen Cohen. Grand Rapids and West Central Michigan: Pursuing Health Care Value through Regional Planning, Cooperation, and Investment. New York, NY United States: Commonwealth Fund, April 2014. http://dx.doi.org/10.15868/socialsector.25103.

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Berg, R. C., E. D. McKay, D. A. Keefer, R. A. Bauer, P D Johnstone, B. J. Stiff, A. Pugin, et al. Three-dimensional geologic mapping for transportation planning in central-northern Illinois: Data selection, map construction, and model development. Natural Resources Canada/ESS/Scientific and Technical Publishing Services, 2002. http://dx.doi.org/10.4095/299493.

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., Aenunaim, Sudiyah Istichomah, and Gamma Galudra. Result of Land Use Planning and Land Administration (LULA) Implementation in South Sumatra, East Kalimantan, Central Java and Papua. World Agroforestry Centre, 2018. http://dx.doi.org/10.5716/wp18010.pdf.

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Gafurov, Z., and S. Eltazarov. Quantum geographic information system training and development of digital diagnostic atlas: intervention for analysis and planning of Murgab River Basin, Turkmenistan. [Final Project Report of the Transboundary Water Management in Central Asia]. International Water Management Institute (IWMI), 2017. http://dx.doi.org/10.5337/2017.223.

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