Dissertations / Theses: 'Manpower planning'

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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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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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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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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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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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Wheeler, Michael G. "Navy officer manpower optimization revisited." Thesis, Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Mar/10Mar%5FWheeler.pdf.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, March 2010.
Thesis Advisor(s): Salmeron, Javier. Second Reader: Burton, Douglas. "March 2010." Description based on title screen as viewed on April 26, 2010. Author(s) subject terms: Navy Officer Manpower Planning, Manpower Optimization, Non-linear Optimization, Manpower Modeling, Program Objective Memorandum, POM, Program Review, PR. Includes bibliographical references (p. 75-77). Also available in print.

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Setlhare, Keamogetse. "Optimization and estimation study of manpower planning models." Thesis, Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-06182007-161805.

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Cooperman, Kathleen Kamala Houde Linda Jane. "A strategic approach to humanitarian medical manpower planning." Monterey, Calif. : Naval Postgraduate School, 2008. http://bosun.nps.edu/uhtbin/hyperion-image.exe/08Mar%5FCooperman.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2008.
Thesis Advisor(s): Richter, Anke. "March 2008." Description based on title screen as viewed on April 29, 2008. Includes bibliographical references (p. 79-83). Also available in print.

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Leung, Pak-chung, and 梁伯聰. "Prevocational schools and manpower planning in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31956580.

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Houde, Linda Jane. "A strategic approach to humanitarian medical manpower planning." Thesis, Monterey, California. Naval Postgraduate School, 2008. http://hdl.handle.net/10945/4257.

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The demand for "soft power tools" to positively influence stability and security has increased interest in Humanitarian Medical Assistance. Current medical manpower determination processes for staffing medical missions are based on the Required Operational Capabilities in the Projected Operational Environment. These platforms are designed to support combat casualty, disaster relief, and readiness training. The current manpower process fails to capture country-centric health care requirements associated with peacetime missions. To develop a country-centric approach, a demand-driven manpower model was constructed using standard health statistical indicators. The model draws from the statistical indicators to align medical manpower workload to country health objectives for delivery at the community level. The model framework guides medical planners in identifying mission essential medical programs and services. It shifts manpower planning from scenario based to country capability and needs assessment; which improves alignment to transformational doctrine. Finally, it creates clarity by using actual standard health statistics, thereby fostering prioritization of medical services and improved coordination with stakeholders, such as nongovernmental organizations. It is recommended that a country-centric planning approach be adopted to optimize manpower resources and improve overall operational effectiveness.

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Leung, Pak-chung. "Prevocational schools and manpower planning in Hong Kong." [Hong Kong : University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13553707.

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Anderson, Robert L. "The potential impact of an auction based retention bonus and other factors on the continuation rates of general dentists completing their initial obligation." Thesis, Monterey, Calif. : Naval Postgraduate School, 2007. http://handle.dtic.mil/100.2/ADA467131.

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Thesis (M.B.A.)--Naval Postgraduate School, December 2007.
Thesis Advisor(s): Gates, William ; Kocher, Kathryn. "March 2007." Description based on title screen as viewed on February 22, 2008. Includes bibliographical references (p. 63-65). Also available in print.

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Feiring, Douglas I. "Forecasting Marine Corps enlisted manpower inventory levels with univariate time series models." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Mar%5FFeiring.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, March 2006.
Thesis Advisor(s): Samuel Buttrey, William Hatch. "March 2006." Includes bibliographical references (p. 87-88). Also available online.

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Leung, Suk-yi Anita. "An analysis of resource allocation practices in the Immigration Department." [Hong Kong : University of Hong Kong], 1990. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12816917.

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Ali, Mohammed Abdel Hameed Ibnoaf. "Manpower planning and development potentialities : test case of Sudan." Thesis, Queen Mary, University of London, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309283.

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Yesiltas, Mehmet. "Manpower planning in tourism : a case study of Turkey." Thesis, University of Strathclyde, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.401705.

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Diaz, Andres. "Heuristics in global combat logistic force operational planning." Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Mar/10Mar%5FDiaz%5FAndres.pdf.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, March 2010.
Thesis Advisor(s): Carlyle, W. Matthew. Second Reader: Burson, Patrick. "March 2010." Description based on title screen as viewed on April 26, 2010. Author(s) subject terms: Optimization, Navy Logistics, Operational Logistics, Navy Mission Planner, Combat Logistics Force Planner, Ship Scheduling, Optimization Decision Aid, Combat Logistics Force, Heuristics. Includes bibliographical references (p. 53). Also available in print.

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Levy-Hecht, Evelyn S. "The Development of a professional identity in the human resource practitioner-in-training /." Access Digital Full Text version, 1987. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10778299.

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Thesis (Ed. D.)--Teachers College, Columbia University, 1987.
Typescript; issued also on microfilm. Sponsor: Ellen Condliffe Lagemann. Dissertation Committee: Gary Natriello. Bibliography: leaves 135-143.

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Yang, Cheng-Liang. "Manpower planning in hierarchical organisations : a mixed integer programming approach." Thesis, University of Edinburgh, 1993. http://hdl.handle.net/1842/26062.

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Manpower planning is concerned with planning the use of human resources. In this thesis, manpower planning is defined as the process of determining manpower policies which ensure that suitable numbers of qualified people are in appropriate positions at the right times in order to meet organisational goals, while taking account of the career development opportunities of the individuals within the organisation. A number of different mathematical models have been developed for manpower planning. These models are reviewed and it is noted that a weakness of the optimisation models which have been proposed is that promotion rates, i.e. the proportion of staff promoted per year, can vary substantially from year to year because of the limitations of the techniques used. Since staff morale is likely to be affected if promotion rates vary significnatly from one year to another, the results from these models may be unacceptable to management. In this thesis a mixed integer programming (MIP) manpower planning model is developed for determining minimum cost manpower policies in which promotion rates remain stable over time, and which satisfy specified staffing level requirements. In this MIP model promotion rates are treated as decision variables by using a binary variable representation. An iterative procedure is developed for solving this MIP model. The computational aspects of using the MIP manpower planning model are investigated. A demonstration decision support system based on this MIP model is developed, and the use of this system is illustrated using representative data for a military manpower system. The experience with this demonstration system suggests that the approach could be developed to produce a practical tool to aid management decision making.

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Mak, Chi-yuen Anthony, and 麥志遠. "A comparative study of manpower planning practices in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31266162.

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Al-Khayat, Faleh H. M. "A systems approach to strategic manpower planning for technological development under conditions of manpower scarcity and centralised control." Thesis, Aston University, 1985. http://publications.aston.ac.uk/12146/.

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This thesis deals with the integration of the manpower criterion with the strategic decision making processes of technological projects in developing countries. This integration is to be achieved by ensuring the involvement of the actors, who have relevant roles and responsibilities along the whole life cycle of the project, in the strategic decision making phases of the project. The relevance of the actors is ascertained by the use of a responsibility index which relates their responsibility to the project's constituent stages. In the context of a technological project in a typical centrally-planned developing environment, the actors are identified as Arbiters, Planners, Implementors and Operators and their roles, concerns and objectives are derived. In this context, the actors are usually government and non-government organisations. Hence, decision making will involve multiple agencies as well as multiple criteria. A methodology covering the whole decision-making process, from options generation to options selection, and adopting Saaty's Analytical Hierarchy Process as an operational tool is proposed to deal with such multiple-criteria, multipleagency decision situations. The methodology is intended to integrate the consideration of the relevant criteria, the prevailing environmental and policy factors, and the concerns and objectives of the relevant actors into a unifying decision-making process which strives to facilitate enlightened decision making and to enhance learning and interaction. An extensive assessment of the methodology's feasibility, based on a specific technological project within the Iraqi oil industry is included, and indicates that the methodology should be both useful and implementable.

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Suryadi. "A manpower planning model for the composition of officers of the Indonesian Army personnel system." Thesis, Monterey, California : Naval Postgraduate School, 1990. http://handle.dtic.mil/100.2/ADA243092.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, December 1990.
Thesis Advisor(s): Marshall, Kneale T. Second Reader: Whitaker, Lyn R. "December 1990." Description based on title screen as viewed on March 30, 2010. DTIC Descriptor(s): Markov Processes, Promotion(Advancement), Officer Personnel, Models, Manpower, Army Personnel, Parameters, Rates, Theses, Planning, Human Resources, Schools, Policies, Indonesia, Output, Computations. DTIC Identifier(s): Grade Time In Grade Models. Author(s) subject terms: The Grade/Time-in-Grade Model, APL Prgrams, Applications. Includes bibliographical references (p. 80). Also available in print.

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Erasmus, Lynne. "The effectiveness of succession planning in SARS enforcement Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1208.

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This research study addressed the importance of succession planning for the organisations’ survival, which depends on the continuous supply of competent, experienced and well trained managers. It addresses the problem of determining the strategies that can be used by SARS Enforcement Port Elizabeth to manage succession planning effectively. To achieve this objective a comprehensive literature study was performed to determine the views on various succession planning models. The literature review serves as a model in the development of a guideline for SARS Enforcement Port Elizabeth management to manage succession planning. An interview was conducted with the Human Resource Manager and Middle management from the various departments who were requested to complete a questionnaire in order to determine the current practices of succession planning. The questionnaire was developed in accordance with the findings from the research. A pilot study was conducted to evaluate the relevance of the study to the problem questions and to evaluate whether the questionnaire will be easily understood. The answers of the respondents were analysed and compared to the findings of the literature study. The information obtained from the literature study and from the respondents resulted in various recommendations and conclusions.

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Sohoni, Milind G. "A robust optimization approach to reserve crew manpower planning in airlines." Diss., Georgia Institute of Technology, 2002. http://hdl.handle.net/1853/24925.

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Devine, Colum Aloysius Mary John. "Nonparametric estimation using the EM algorithm with applications in manpower planning." Thesis, University of Ulster, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.359412.

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Zhu, Minyue. "Manpower planning for airport baggage service data models, goals programming models and DSS /." Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/b40203694.

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Anderson, Amber Cristal. "Towards theorizing human resource development in South Africa: a critical analysis and the development of a tool to facilitate improved understanding and practice." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/469.

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The primary objective of this study is to generate pathways to understanding Human Resources Development (HRD) by developing a tool which enables and enhances a shared and common understanding of HRD in South Africa (SA). To achieve this objective, this research explores the nature and importance of HRD and articulates and aggregates these thoughts and practices into a tool which facilitates an understanding of HRD with the overarching aim of improving HRD thoughts and practices in South Africa. While there is substantial international and local literature on HRD, the existing body of research on the nature and importance of HRD in South Africa is skeletal. National HRD concepts and practices are fragmented, and are as diverse as the number of stakeholders and partners that it serves. In addition, theory-building in HRD is disconnected and removed from practice. In order to address this problem, a qualitative, interpretive, theory-building social constructionist research strategy was embarked upon. The research strategy was executed in an iterative, cyclical manner, using theoretical sampling and content analysis rigorously executed within a coding paradigm informed by open, axial and selective coding techniques with local and international literature and informal reviews as the units of analysis. Qualitative and quantitative findings of the South African Qualifications Authority ground-breaking, world-first longitudinal study was analyzed and used to find relevance and corroborate the international literature available on HRD. Informal reviews were conducted with 7 human resources (HR) practitioners and 54 internationally-based HR colleagues of the researcher in order to ensure as appropriate a degree of integration between theory and practice as was possible. This process culminated in the most significant contribution of this research, which is a tool consisting of six pathways, that facilitates an understanding of the nature and importance of HRD in South Africa. The development of the tool enabled the articulation and aggregation of a thorough and coherent description, explanation and representation of HRD. The research highlights the need for HRD scholars and practitioners to channel their energies and effort on all the catalytic aspects of organizational life, namely uniqueness, social complexity, knowledge, and path dependency, by acquiring critical insight into the profound value of HRD which will allow the realization and sustainability of competitive advantage in a rich and dynamic global economy.

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Proctor, Susan. "A study of the effects on the provision of nursing services of dependence on a learner nurse workforce to staff hospital wards." Thesis, Northumbria University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.236052.

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Morén, Björn. "Utilizing problem specic structures in branch and bound methods for manpower planning." Thesis, Linköpings universitet, Optimeringslära, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-84327.

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This thesis is about solving the manpower planning problem concerning stangand transitioning of pilots. The objective of the planning is to have enoughpilots to satisfy the demand while minimizing the cost. The main decisions totake are how many pilots to hire, which pilots to train and which courses toschedule. The planning problems that arise are both large and dicult whichmakes it important to use ecient solution methods. Seniority rules betweenpairs of pilots are the most complicating factor.A major part in the solution process is the solving of mixed integer programs.The emphasis in the thesis is to develop and test adaptations of the branch andbound algorithm to solve mixed integer programs faster. One of these is abranching principle that takes a problem specic structure into account. Agraph of implications is constructed from the seniority rules and this graph isthen used to estimate the impact of each branching candidate. The implementedmethods outperform the software XPRESS on some instances, while for mostinstances the performance is comparable.

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Oh, Shao Chong. "Manpower planning and cycle-time reduction of a labor-intensive assembly line." Thesis, Massachusetts Institute of Technology, 2010. http://hdl.handle.net/1721.1/62504.

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Thesis (M. Eng.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering, 2010.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 49).
The demand for Gas Lift Mandrels(GLM) in the oil and gas industry is expected to increase over the next few years, requiring Schlumberger's GLM assembly line to increase their manufacturing capacity. Given the labor-intensive nature of Schlumberger's GLM assembly line, other than implementing kaizens and purchasing more equipment, it is important to also consider manpower issues. This research analyzes manpower management issues in the GLM assembly line to meet the projected increase in customer demand over the next three years. A detailed time study was conducted to understand and characterize all processes in the assembly line, before manpower plans were drawn up for each year till 2013. Several manpower scheduling concepts were incorporated in the manpower plan, such as Job Rotation and Workforce Flexibility to optimize the rate of utilization, human performance and well-being. By clustering processes together, the labor utilization rate can be increased to more than ninety percent. A new position of grinders has also been proposed to assist in various grinding operations, in order to reduce the cycle times of processes, to help workers gain better focus in their work and to reduce the cost of labor.
by Shao Chong Oh.
M.Eng.

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Yunos, Jailani Md. "A study of manpower planning and occupational expectations of vocational stream students in Malaysia." Thesis, University of Sheffield, 1997. http://etheses.whiterose.ac.uk/3448/.

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Although manpower and educational planning have been used in Malaysia for a considerable time to ensure an adequate supply of qualified manpower for the economy, the problem of skilled manpower shortages still persists. Estimated employment targets forecasted by planners to meet the economic needs of the country often clash with the needs and capabilities of vocational students who are seeking employment in the labour market. These students face the problem of occupational choices. Sometimes their occupational preferences tend to be far removed from the demand of the country's manpower needs, resulting in shortages and surpluses in certain occupational categories. The upwardly distorted, educational system, the narrow range of available careers, inadequate careers information and limited careers guidance have frequently been cited as reasons why vocational stream students manifest these unrealistic career ambitions. A study of vocational stream students' occupational expectations could generate a wide range of information for formulating appropriate policies for the development of the vocational education system and the labour market. Unfortunately, despite the usefulness of such information, there is a paucity of research in this area. In view of the above, the study was formulated to achieve the following objectives: 1) to concentrate on the extent to which students of vocational schools are aware of national manpower needs and how their occupational expectations relate to them; 2) to explore the extent to which factors other than manpower needs may affect students' occupational expectations; 3) to investigate the role played by careers guidance in the vocational school in helping students to make their occupational decisions; 4) to acquire an understanding of the role of the technical and vocational education planners in relation to the way manpower and educational planning has developed and operates. To explore possible explanations for the persistence of manpower needs and students' occupational expectations, two kinds of data were used: sample surveys and interview data. A total of 420 Form V vocational stream students were surveyed. The interviews were conducted with three groups of key informants: 28 vocational stream students, 3 careers guidance and counselling teachers and 4 technical and vocational education planners. The analysis of the data confirms that: 1) a majority of vocational stream students were unaware of the country's skilled manpower requirements although there were efforts made by the schools to help them prepare for future occupations; 2) vocational stream students' occupational expectations were often not in accordance with the country's skilled manpower requirements. Vocational students' occupational expectations were unrealistic. Students tend to place priority on their own individual needs rather than being influenced by the occupational structure of the country; 3) except for job security and parents, other factors that affected vocational stream students' choice of expected occupations were not dominant. However, students' occupational expectations were negatively related to their fathers' present occupations; 4) the vocational course specialisation was a significant determinant in selecting expected occupations of vocational stream students, however, these did not make them renounce other occupations; 5) male vocational stream students were more likely to exhibit extrinsic reasons for job expectations than were vocational stream female students who showed a marked preference for people-oriented aspects of occupational expectations; 6) the secondary vocational schools' careers guidance and counselling programmes were generally appreciated and thought to be helpful, there is very little evidence that they provided the source of careers information; 7) there are limitations in manpower and educational planning models, and there is a lack of some of the conditions required for their optimal functioning. The secondary vocational schools are not demand driven, their output has not matched actual industrial requirements.

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Sensenbrenner, Julia Smith. "Rust in the iron rice bowl labor reforms in Shanghai's state enterprises, 1992-1993 /." access full-text, 1996. http://libweb.cityu.edu.hk/cgi-bin/ezdb/umi-r.pl?9719025.pdf.

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Kinstler, Daniel Paul, and Raymond W. Johnson. "Developing a Markov Model to be used as a force shaping tool for the Navy Nurse Corps." Thesis, Monterey, California. Naval Postgraduate School, 2005. http://hdl.handle.net/10945/2205.

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A Markov Model was used to determine the number of nurses the Navy must gain each year in order to maintain desired end strength. Significant characteristics affecting career progression of individuals in the Navy Nurse Corps were identified. The characteristic of primary concern, accession source, was determined to be significant. Markov models were created to identify personnel flow from ENS through LCDR. The models end-strength projections for 2006-2009 were then compared to Nurse Corps targeted end-strengths for this same period. Several scenarios were run to minimize overages and underages in rank distribution. Optimization was achieved by changing both the distribution of accession sources and the distribution of recruited ranks. Optimal distribution of accession source and rank are dependant upon the degree of accepTable deviation from these targets. As stated above we were not able to acquire this information limiting our ability to accurately forecast optimized distribution of accession source or rank. The Markov Model demonstrated that the Nurse Corps current business practices optimize accessions for two year projections. Increasing variation between the current force structure plan and our models projections suggest that greater efficiency could be obtained in the out-years. This Markov Model provides a tool for improving extended forecasts.
Lieutenant Commander, United States Navy

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Corbett, Jeffrey C. "Military manpower planning : optimization modeling for the Army Officer Accession/Branch Detail program /." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA304980.

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Thesis (M.S. in Operations Research) Naval Postgraduate School, September 1995.
Thesis advisor(s): James R. Wood. "September 1995." Includes bibliographical references (p. 83-84). Also available online.

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Zhu, Minyue, and 朱旻月. "Manpower planning for airport baggage service: data models, goals programming models and DSS." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B40203694.

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Workman, Patrick E. "Optimizing security force generation." Thesis, Monterey, Calif. : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/theses/2009/Jun/09Jun%5FWorkman.pdf.

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Thesis (M.S. in Operations Research)--Naval Postgraduate School, June 2009.
Thesis Advisor(s): Dell, Robert F. "June 2009." Description based on title screen as viewed on July 13, 2009. Author(s) subject terms: manpower planning, optimization, infinite horizon, variable time model, officer management, enlisted management. Includes bibliographical references (p. 61-64). Also available in print.

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Kinstler, Daniel Paul Johnson Raymond W. "Developing a Markov Model to be used as a force shaping tool for the Navy Nurse Corps /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Mar%5FKinstler.pdf.

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Barry, John C. Gillikin Paul L. "Comparative analysis of Navy and Marine Corps Planning, programming, budgeting and execution systems from a man power perspective /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Mar%5FBarry.pdf.

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Montgomery, Erin James. "Statistical estimation for non-homogeneous stochastic population models with particular application to manpower planning." Thesis, University of Ulster, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.243742.

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Niazi, Hamid Khan. "Manpower planning in Pakistan : a study of its assumptions concerning the education-occupation relationship." Thesis, University College London (University of London), 1996. http://discovery.ucl.ac.uk/10021610/.

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The study explored the validity of the assumptions concerning the education-occupation relationship with special reference to manpower planning in Pakistan. Empirical evidence both from the literature on manpower planning and from the real-working situation in Pakistan were collected. We collected data through questionnaires from the respondents. The main research question was: Is the education-employment relationship assumed in Pakistani manpower planning valid? The study is divided into nine chapters. It begins with an introduction to the study in which we highlight its significance, research questions, and the assumptions of the manpower requirements approach concerning this relationship. The second chapter reviews the manpower planning literature critically examining the main features of different methods of the manpower requirements approach. Chapter three presents the overall picture of the "economic structure of Pakistan". Chapter four describes in detail, the various manpower planning exercises conducted in Pakistan and the role of different organizations both at the Federal and Provincial level, involved in the planning exercises. This is followed by a "critical examination of manpower planning in Pakistan" in chapter five. Chapter six describes the "research questions and methodology"used in the research. The "sample and responses" is presented in chapter seven, followed by the "analysis and interpretation" presented in chapter eight focusing on their implications in Pakistan. Chapter nine concludes the study with a "summary of conclusions and recommendations" based on the findings of the present study. On the basis of the evidence collected in this research we concluded that the assumptions made concerning the education-occupation relationship in Pakistani manpower planning exercises are largely invalid.

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Alhamdan, Ali M. "Evaluation of potential DSS tool for BDF-HQ manpower and operational equipment resource planning." Thesis, Monterey, California. Naval Postgraduate School, 2003. http://hdl.handle.net/10945/1039.

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This thesis explores the Bahrain Defense Force (BDF) needs for a decision support system in the area of analyzing, establishing and maintaining the organizational structures of BDF units. It also identifies the BDF measures that must be taken to qualify a certain unit structure. Subsequently, the thesis designs and develops a specific DSS prototype that can aid BDF decision makers and planners perspectives in this area. Creating this prototype has involved three different layers to be investigated: the data, the models and the user interfaces. The data layer consists of a Microsoft Access database application that houses BDF Units, Manpower, Vehicles, Weapons, Salaries, and Jobs information. The model layer consists of two Microsoft Excel spreadsheets that contain Infantry Battalion and enhanced Armor Battalion HR optimization models. The UI layer consists of user controls, input/output forms, queries, reports, and visualization aids (i.e. charts and pivot tables). These interfaces were developed using MS Access capabilities. Consequently, the BDF-DSS is an integration of database and optimization technology using widely available desktop tools. The general benefits of this DSS are reduced costs for data gathering, computation, and data presentation, and added value resulting from investigating more alternatives, doing more sophisticated analyses of alternatives, using better methods of comparing alternatives, and making quicker and better decisions.
Bahrain Defense Force author.
Major, Bahrain Defense Force

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Alhamdan, Ali M. "Evaluation of potential DSS tool for BDF-HQ manpower and operational equipment rsource planning /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Jun%5FAlhamdan.pdf.

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Thesis (M.S. in Information Technology Management)--Naval Postgraduate School, June 2003.
Thesis advisor(s): Daniel R. Dolk, Glenn Cook. Includes bibliographical references (p. 113-114). Also available online.

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Garcia, Kelly A. "Planning for the labor shortage a study of Rock County employers /." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005garciak.pdf.

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Mushayavanhu, Pinias Rabson. "Manpower planning in the Zimbabwe public sector : a myth or reality? /\c Pinias Rabson Mushayavanhu." Thesis, Monterey, California. Naval Postgraduate School, 1994. http://hdl.handle.net/10945/43004.

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Aircraft design and control techniques rely on the proper modeling of the aircraft's equations of motion. Many of the variables used in these equations are aerodynamic coefficients which are obtained from scale models in wind tunnel tests. In order to model damaged aircraft, every aerodynamic coefficient must be determined for every possible damage mechanism in every flight condition. Designing a controller for a damaged aircraft is particularly burdensome because knowledge of the effect of each damage mechanism on the model is required before the controller can be designed. Also, a monitoring system must be employed to decide when and how much damage has occurred in order to re configure the controller. Recent advances in artificial intelligence have made parallel distributed processors (artificial neural networks) feasible. Modeled on the human brain, the artificial neural network's strength lies in its ability to generalize from a given model. This thesis examines the robustness of the artificial neural network as a model for damaged aircraft.

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ZANDA, SIMONE. "Manpower planning optimization in three different real world areas: container terminals, hospitals and retail stores." Doctoral thesis, Università degli Studi di Cagliari, 2019. http://hdl.handle.net/11584/260674.

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Problems related to the optimization of human resources in working areas have been extensively studied in the literature with the major goal of guaranteeing the greatest benefits from the efforts of workers, while taking into account their personal skills and requirements. In particular, in this thesis we focus on short-term and long-term manpower planning problems. The main goal consists in appropriately assigning shifts to workers in a given time horizon, taking into account their own requirements, their contractual rules, and the quality and efficiency of the work environment. In this thesis the manpower planning problem is studied in three different working areas, namely container terminals, hospitals and retail stores. Different solutions are proposed based on mathematical models that allow to describe in linear algebraic terms the set of feasible solutions. An optimal scheduling is then computed using linear integer programming. The proposed policies have been validated on three different real case studies in Cagliari, Italy.

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Dissertations / Theses on the topic 'Manpower planning'

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