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Academic literature on the topic 'Workforce Cost'

Author: Grafiati

Published: 4 June 2025

Last updated: 23 June 2025

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Journal articles on the topic "Workforce Cost"

Lopes, Marcos Aurelio, Flavio De Moraes, Francisval Melo Carvalho, Fabio Raphael Pascotti Bruhn, Andre Luis Ribeiro Lima, and Eduardo Mitke Brandão Reis. "Effect of workforce diversity on the cost-effectiveness of milk production systems participating in the “full bucket” program." Semina: Ciências Agrárias 40, no. 1 (2019): 323. http://dx.doi.org/10.5433/1679-0359.2019v40n1p323.

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This study aimed to analyze the effect of each workforce type on the cost-effectiveness of 20 dairy farms participating in the “Full Bucket” program, from January to December 2011, in the State of Rio de Janeiro. A stepwise multiple linear regression was used to identify the production cost components that most affected net margin, profitability, and cost-effectiveness. Workforce type influenced both profitability and cost-effectiveness, as well as total production cost. Economic analysis showed that farms with a hired workforce had the lowest total unit costs and a positive result. This way, the activity is able to produce in the long term and farmers are capitalizing. The farms that adopted mixed and family workforce had a positive net margin and a negative result, obtaining conditions to produce in the medium term. The highest representativeness on the items of effective operating cost in the family workforce stratum, in a descending order, were food, miscellaneous expenses, and energy. The most representative items in the mixed and hired workforce strata were food, workforce, and miscellaneous expenses.

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Sudheer Devaraju and Tracy Boyd. "AI-augmented workforce scheduling in cloud-enabled environments." World Journal of Advanced Research and Reviews 12, no. 3 (2021): 674–80. https://doi.org/10.30574/wjarr.2021.12.3.0691.

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In a rapidly evolving world of modern enterprises, workforce scheduling is an effective way to achieve operational efficiency and resource optimization. In this research, we investigate the combination of AI driven workforce scheduling solutions with Cloud platforms for the management of dynamic workforces in industries like healthcare, logistics and manufacturing. The integrated systems employ artificial intelligence and cloud computing for scalability and for the power of real time adaptability with optimal resource allocation. In this paper we present a comprehensive study of the key components, methodologies and benefits of AI augmented workforce scheduling in cloud enabled environment. The research methodology consists of a systematic literature review combined with case studies and the empirical evaluation of proposed solutions using existing implementations. The findings show considerable improvements in workforce utilization, operational agility, and cost effectiveness. In addition, the paper presents challenges and future research directions in this area and shows how AI driven workforce scheduling has the potential to transform workforce management practices for many industries.

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Lee, Sang Hyuk, Boyoung Moon, and Hongmin Chun. "Female Employees and Implied Cost of Equity Capital : Focusing on Korean Affirmative Action in 2006." Korean Accounting Information Association 40, no. 4 (2022): 31–53. http://dx.doi.org/10.29189/kaiaair.40.4.2.

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[Purpose] This study empirically examined the effect of the female workforce on firms’ implied cost of equity capital after implementing Korean affirmative action (Equal Employment Act) in 2006. [Methodology] Using samples publicly listed firms between 2002 and 2019, this paper conducted an empirical analysis to investigate the influence of the female workforce on the cost of equity capital for firms listed in the Korean Stock Exchange. [Findings] The result indicates that the more the female employees in a firm, the lower the cost of equity capital, especially after implementing affirmative action in 2006. This means implementing affirmative action in 2006 might be the crucial factor for the market participants positively evaluate high female workforce. [Implications] As the first study to verify the effect of the female workforce on the cost of equity capital of firms, the results can provide incentives for corporate managers to more strategically hire and nurture female employees after the implementation of affirmative action in 2006. In addition, the results support the positive effects of government policies on promoting women's employment and provide implications for capital market participants evaluating companies that are active in women's employment.

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Nakayama, Don K. "Workforce Issues in Pediatric Surgery." American Surgeon 83, no. 6 (2017): 660–65. http://dx.doi.org/10.1177/000313481708300634.

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High salaries indicate a demand for pediatric surgeons in excess of the supply, despite only a slight growth in the pediatric-age population and a sharp increase in numbers of trainees. Top-level neonatal intensive care units require 24-hour-7-day pediatric surgical availability, so hospitals are willing to pay surgeons a premium and engage high-priced locum tenens surgeons to fill vacancies in coverage. With increased supply comes an erosion of the numbers of cases performed by trainees and surgeons in practice. Caseloads may be inadequate to gain expertise and maintain skills. A quality initiative sponsored by the American College of Surgeons and the American Pediatric Surgical Association will discourage underresourced community facilities and surgeons without specialty training from performing operations on children, mostly common conditions such as appendicitis. This will further increase demand for specialty-trained practitioners. Receiving less attention are considerations of value, the ratio of quality per dollar cost. Cost concerns, paramount among buyers of health care (businesses, insurance companies, and governmental health agencies), will prefer community hospitals that have lower cost structures than specialty children's facilities. Less recognized are the costs to families, who for a myriad of reasons would prefer closer alternatives. Cost considerations support providing pediatric surgical services in local facilities. Quality considerations may be addressed by a tiered system where top centers would care for conditions that require technical expertise and advanced modalities. Evidence indicates that pediatric surgeons already direct such cases to more specialized centers.

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Hejducki, Zdzisław, and Łukasz Łodożyński. "Scheduling construction works with established workforce cost budget." ACTA SCIENTIARUM POLONORUM - Architectura Budownictwo 18, no. 2 (2019): 3–10. http://dx.doi.org/10.22630/aspa.2019.18.2.16.

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Stanton, Pauline. "Managing the healthcare workforce: cost reduction or innovation." Australian Health Review 25, no. 4 (2002): 92. http://dx.doi.org/10.1071/ah020092.

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Few studies have explored the socio-economic profile, service utilisation, obstetric history and pregnancy outcomes of ethnic women who utilise ethno-specific obstetric services in Australia. The purpose of this study was to form a profile of women who accessed the Ethnic Obstetric Liaison Services (EOLO) in South Western Sydney Area Health Service (SWSAHS), New South Wales and explore their beliefs about using maternal and infant health services. We found that the prevalence of risks and special needs varied significantly by language groups in this study sample. Our results suggest that equity of access to quality care for this group of mothers and infants can be assured if models similar to the EOLO in SWSAHS are thoroughly planned and developed, and take account of cultural appropriateness for the population served.

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Rubenfeld, Gordon. "Workforce and Organizational Change: Implications for Cost Containment." Seminars in Respiratory and Critical Care Medicine 20, no. 03 (1999): 245–51. http://dx.doi.org/10.1055/s-2007-1021320.

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Banaag, Francis. "Effects of working environment and workforce retention programs on workforce productivity of financial technology companies." Journal of the Academy of Business and Emerging Markets 3, no. 1 (2023): 53–64. https://doi.org/10.5281/zenodo.7947360.

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Organizational challenges, market competition, and workforce productivity are vital to promote employees’ health and the firm's success. Research indicates that time, stress, work environment, and the cost of hiring and training new employees were significant in achieving the organizational deliverables. Poor work environments and the lack of workforce retention strategies negatively impact business outcomes. The high employee turnover brings multiple problems, with high human capital costs and knowledge loss, leading to low productivity. The combined good working environment and workforce retention strategies increase workforce motivation in the firm and ultimately reach the extremes of workforce productivity. The researcher finds that working environment and workforce retention strategies have strong positive relationships with workforce productivity. Managers should collaborate for competitive workforce retention programs and policies.

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Asamani, James Avoka, Hamza Ismaila, Sunny C. Okoroafor, et al. "Cost analysis of health workforce investments for COVID-19 response in Ghana." BMJ Global Health 7, Suppl 1 (2022): e008941. http://dx.doi.org/10.1136/bmjgh-2022-008941.

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The COVID-19 pandemic had multiple adverse impacts on the health workforce that constrained their capacity to contain and combat the disease. To mitigate the impact of the pandemic on the Ghanaian health workforce, the government implemented a strategy to recruit qualified but unemployed health workers to fill staffing gaps and incentivise all public sector health workers. This paper estimated the cost of the new recruitments and incentives given to health workers and presented lessons for health workforce planning in future health emergencies towards health systems resilience. Between March and November 2020, 45 107 health workers were recruited, representing a 35% boost in the public sector health workforce capacity, and an increase in the recurrent public health sector wage bill by about GHS103 229 420 (US$17 798 176) per month, and about GHS1.24 billion (US$213.58 million) per annum. To incentivise the health workforce, the government announced a waiver of personal income taxes for all health workers in the public sector from April to December 2020 and offered a 50% additional allowance to some health workers. We estimate that the Government of Ghana spent about GH¢16.93 million (equivalent to US$2.92 million) monthly as COVID-19 response incentives, which translates into US$35 million by the end of 2020. Ghana invested considerably in health workforce recruitment and incentives to respond to the COVID-19 pandemic, resulting in an almost 37% increase in the public sector wage bill. Strengthening investments in decent employment, protection and safety for the health workforce using the various resources are helpful in addressing future pandemics.

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Hanrahan, Nancy, Gail W. Stuart, Pat Brown, Mary Johnson, Claire Burke Draucker, and Kathleen Delaney. "The Psychiatric-Mental Health Nursing Workforce: Large Numbers, Little Data." Journal of the American Psychiatric Nurses Association 9, no. 4 (2003): 111–14. http://dx.doi.org/10.1016/s1078-3903(03)00156-3.

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Managing the supply of psychiatric-mental health nursing labor, determining the financial incentives associated with the provision of services by these providers, and ensuring optimal patient and cost outcomes are critical elements of cost control and patient safety in the current health care market. Knowledge of the psychiatric-mental health nursing workforce is needed to plan and evaluate cost-effective programs to accomplish the aforementioned elements. However, the psychiatric-mental health nursing workforce data are woefully inadequate. This paper will review the extent to which national data sources contain workforce information on psychiatric-mental health nurses.

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Dissertations / Theses on the topic "Workforce Cost"

Gordon, Margaret. "Women's labour lost - mothers' labour's cost : workforce participation when children have disabilities /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18561.pdf.

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Stegelman, Michael S. "Development of a cost effective organizational model for the shipbuilding welder labor workforce." Thesis, Monterey, California : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/theses/2009/Sep/09Sep%5FStegelman.pdf.

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Thesis (M.S. in Systems Engineering Management)--Naval Postgraduate School, September 2009. Thesis Advisor(s): Osmundson, John. "September 2009." Description based on title screen as viewed on November 6, 2009. Author(s) subject terms: Manpower, Marine Welder, Organizational Structure, Labor Workforce Development, Requirements Management, Marine Labor Crafts, Trade Union, Gap Analysis Includes bibliographical references (p. 73-76). Also available in print.

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Dočekalová, Eva. "Hodnocení výkonnosti společnosti Lunaria." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2012. http://www.nusl.cz/ntk/nusl-223412.

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Diploma thesis deals with evaluation of company performance. The opening part describes the theoretical points, which is followed by introduction of the company. Using the financial analysis methods the financial condition of the company is evaluated. The results are compared to other five competitors. In the closing part are suggested recommendations to improve company performance.

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Casey, Joseph. "LOCAL GOVERNMENT LAW ENFORCEMENT SERVICES: RELATIONSHIPS BETWEEN PERFORMANCE AND COST IN COLLECTIVE AND NON-COLLCTIVE BARGAINING WORKFORCES." VCU Scholars Compass, 2013. http://scholarscompass.vcu.edu/etd/3247.

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High performance organizations desire to provide services in an effective and efficient manner with positive outcomes; therefore measures of performance and cost can be utilized to gauge such success. Through comparative research and analysis of local governments that have and do not have collective bargaining for law enforcement, findings and results can determine if there is any correlation between employee workforce classification (in collective or non-collective bargaining workplaces), high performance traits, costs and high performance return on costs (HPRC) for law enforcement. A HPRC composite measure was developed and utilized to compare and contrast all of the local governments to determine relationships between performance and costs. Based upon the research, the following findings were discovered for the null hypothesis which compared two forms of collective bargaining - arbitration and mediation - separately to non-collective bargaining localities: 1) Correlation between workforce classification and high performance attributes – mediation (negative – perform at a lower performance level); 2) Correlation between workforce classification and law enforcement costs - arbitration (negative – costs are at a lower level); and 3) No correlation between workforce classification and HPRC. In the preceding three areas, only the model on high performance attributes had a high r square and low variance with adjusted r square; both indicators of a parsimonious model. While correlations arose, further research in this area is warranted in developing a more enhanced and publicly accepted comparable metric of performance, costs and HPRC for law enforcement. In addition, certain control variables illustrated a correlation with the dependent variables as follows: 1) Performance - High median household incomes, density, age, survey quality of life, and city; 2) Law Enforcement Costs per Capita - Non-right-to-work state and county; and 3) HPRC - Median household income and county. A rational choice theory was utilized as the lens of framework in assessing an employee’s motivational behavior in a collective and non-collective bargaining work environment that could contribute to differentials in performance.

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Weng, Stephen Franklin. "The health and economic costs of smoking in the workforce : premature mortality, sickness absence and workplace interventions for smoking cessation." Thesis, University of Nottingham, 2013. http://eprints.nottingham.ac.uk/27653/.

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Background: The common argument used against the implementation of tobacco control policies is that revenue from tobacco duty is considerably higher than the health care costs smoking imposes on society. This point is true as revenue in the United Kingdom (UK) totalled £9.1 billion while recent costs estimates for the treatment of smoking-attributable disease totalled £5.2 billion to the UK National Health Service. However, this argument becomes unclear when indirect costs such as productivity loss or cost of absenteeism are incorporated. In the UK, there were 29.2 million employed adults in 2011 of which 20% were current smokers. This equates to approximately 5.84 million employed adult smokers. There are currently no studies which have quantified the economic impact of smoking-attributable indirect costs to both employers and the wider society in the UK. These costs are suspected to impose a large economic burden to society but the best practice methodology for estimating indirect costs and the magnitude of these costs are still unknown. Therefore, the aims of this thesis were to quantify the economic impact of smoking-attributable indirect costs due to productivity loss from premature mortality and absenteeism of workforce and to evaluate workplace interventions which could potentially decrease the burden of smoking in the workforce in the UK. Methods: A number of methods were used along with a range of data sources which provided the information to quantify the economic impact of smoking in the workforce. Cost-of-illness methodology based on the human capital method was utilised to quantify the monetary burden of smoking in the workforce due to premature mortality in the UK. Systematic review and meta-analysis was used to examine the epidemiological association between smoking and absenteeism while also providing the necessary parameters to estimate costs of absence in the UK. Finally, decision analysis and Markov simulation modelling was used to conduct both cost-benefit analysis and cost-effectiveness analysis from the employer's perspective for evaluating workplace smoking cessation interventions of brief advice, individual counselling and nicotine replacement therapy with individual counselling. Results: Cost-of-smoking modelling estimated that smoking was responsible for 96,105 deaths (58% male) in adults aged 35 years and over (17% of all deaths) in the UK annually, resulting in 1.2 million years of total life lost and 357,831 years of productive life lost valued at £4.93 billion in 2010. From the systematic review of 29 longitudinal studies, current smokers had a 33% increase in risk of absenteeism and were absent for an average of 2.74 more days per year compared with non-smokers. Compared with never smokers, ex-smokers had a 14% increase in risk of absenteeism; however, no increase in duration of absence could be detected. Indirect comparison meta-analysis showed that current smokers also had a 19% increase in risk of absenteeism compared with ex-smokers. Consequently, smoking was estimated to cost UK employers £1.46 billion in 2011 from absenteeism in the workplace. Workplace interventions for smoking cessation provide a possible method for reducing the burden of smoking in the workforce. Cost-benefit analysis of workplace interventions resulted in brief advice being the optimal decision strategy for women while brief advice and individual counselling both were optimal decision strategies for men in terms of minimising total costs and maximising return on investment for the employer. If the employer valued maximising quitting instead, cost-effectiveness analysis showed that nicotine replacement therapy with individual counselling would be the optimal strategy given a maximised budget constraint. Conclusion: This thesis has provided the first indirect cost-of-smoking study quantifying the productivity loss due to premature mortality and absenteeism in UK; the first systematic review and meta-analysis which has explored the association between smoking and absence from work; and the first cost-benefit and cost-effectiveness analyses of workplace interventions for smoking cessation in the UK. The implications of this research have particular relevance for UK policy makers and employers to justify stronger tobacco control policy which promotes smoking cessation. However, these findings are not unique to the UK. The thesis has provided the framework and methodology for studies that can strengthen the evidence-base around the economics of smoking in other countries as well.

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Huang, David Tien. "A new tool to measure the relationship between health-related quality of life and workforce productivity." Diss., Atlanta, Ga. : Georgia Institute of Technology, 2008. http://hdl.handle.net/1853/24642.

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Thesis (Ph.D.)--Industrial and Systems Engineering, Georgia Institute of Technology, 2008. Committee Chair: Vidakovic, Branislav; Committee Co-Chair: Edwards, Paula; Committee Member: Goldsman, David; Committee Member: Griffin, Paul; Committee Member: Lee, Eva

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Ross, Peter, and n/a. "Organisational and Workforce Restructuring in a Deregulated Environment: A Comparative Study of The Telecom Corporation of New Zealand (TCNZ) and Telstra." Griffith University. Graduate School of Management, 2003. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030930.155125.

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In the late 1980s, governments in New Zealand and Australia began to deregulate their telecommunications markets. This process included the corporatisation and privatisation of former state owned telecommunications monopolies and the introduction of competition. The Telecom Corporation of New Zealand (TCNZ) was corporatised in 1987 and privatised in 1990. Its Australian counterpart, Telstra, was corporatised in 1989 and partially privatised in 1997. This thesis examines and compares TCNZ and Telstra's changing organisational and workforce restructuring strategies, as they responded to these changes. It further examines how these strategies influenced the firms' employment relations (ER) policies. Strategic human resource management (SHRM) and transaction costs economics (TCE) theories assist in this analyse. TCE links organisational restructuring to the make/buy decisions of firms and the asset-specificity of their employees. It suggests that firms will retain workers that have developed a high degree of firm-specific skills, and outsource more generic and semi-skilled work. Firm strategies are also influenced by national, contextual, factors. From a TCE perspective, these external factors alter relative transaction costs. Hence, different ownership structures, ER legislation and union power help to explain differences in TCNZ and Telstra's organisational restructuring and ER strategies. During the decade from 1990 to 2000, TCNZ and Telstra cut labour costs through large-scale downsizing programs. Job cuts were supported by outsourcing, work intensification and the introduction of new technologies. These initial downsizing programs were carried out through voluntary redundancies, across most sections of the firms. In many instances workers simply self-selected themselves for redundancies. TCNZ and Telstra's downsizing strategies then became more strategic, as they targeted generic and semi-skilled work for outsourcing. These strategies accorded with a TCE analysis. But TCNZ and Telstra engaged in other practices that did not accord with a TCE analysis. For example, both firms outsourced higher skilled technical work. TCNZ and Telstra's continued market domination and the emphasis that modern markets place on short term profits, provided possible reasons for these latter strategies. This thesis suggests, therefore, that while TCE may help to predict broad trends in 'rational organisations', it may be less effective in predicting the behaviour of more politically and ideologically driven organisations aiming for short term profit maximisation. Some TCNZ and Telstra workers were shifted to subsidiaries and strategic alliances, which now assumed responsibility for work that had previously been performed in-house. Many of these external firms re-employed these workers under more 'flexible' employment conditions. TCNZ and Telstra shifted to more unitarist ER strategies with their core workers and reduced union influence in the workplace. Unions at Telstra were relatively more successful in retaining members than their counterparts at TCNZ. By 2002, TCNZ and Telstra had changed from stand-alone public sector organisations, into 'leaner' commercially driven firms, linked to subsidiaries, subcontractors and strategic alliances.

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Ross, Peter. "Organisational and Workforce Restructuring in a Deregulated Environment: A Comparative Study of The Telecom Corporation of New Zealand (TCNZ) and Telstra." Thesis, Griffith University, 2003. http://hdl.handle.net/10072/367438.

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Shi, Yu-Zhe, and 施宇哲. "Labor Cost of Transmission Workforce Optimization in the Hospital." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/06169059230770520881.

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碩士 東海大學 工業工程與經營資訊學系 103 For the past ten years, the demand of medical needs has been increasing in Taiwan. The overused of medical resources, the aging population and chronic diseases has become increasingly common. Because of the reasons stated, therefore the average number of hospitalized patient and the number of days the patient need has increased year by year. Due to the limitation of human resources in the hospital, it is very substantial for the hospital to rationally and scientifically allocation the human resources. Hospitalized patients need the service from the hospital’s staff to be moved around during surgery or exchanging room. The hospital personnel who work in the transferring section is a group of trained non-medical personnel. Their work included detecting the transferring service for the patients, managing the transferring file of the patients, and so many hospital medication delivery services. From the research that has been done, the Simulation System could meet the current situation of the process of the transferring staff. By using Simulation System, the information about the remittance of the staff can be known; therefore the optimal strategy for resource allocation can be discovered for solving the transmission operating costs. To improve staff resource configuration in the day shift, through the optimization configuration, using hybrid human resource, set one worker at 12 floor. One worker at 1 floor, one worker at B1 floor and thirteen workers at B2 floor. Followed centralized resource configuration. The later shift and graveyard shift is equipped four workers and there workers respectively, it will cost down the cash of 50105 and improve 10 percent human resource than past.By simulation data analysis with later and graveyard shift, under the low frequency of the human delivering situation. By the simulation to gain the best centralized human resource solution, it was fitted in later and graveyard shift with the delivering human configuration strategy.

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Holt, Bruce A. "Development of an Optimal Replenishment Policy for Human Capital Inventory." 2011. http://trace.tennessee.edu/utk_graddiss/980.

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A unique approach is developed for evaluating Human Capital (workforce) requirements. With this approach, new ways of measuring personnel availability are proposed and available to ensure that an organization remains ready to provide timely, relevant, and accurate products and services in support of its strategic objectives over its planning horizon. The development of this analysis and methodology was established as an alternative approach to existing studies for determining appropriate hiring and attrition rates and to maintain appropriate personnel levels of effectiveness to support existing and future missions. The contribution of this research is a prescribed method for the strategic analyst to incorporate a personnel and cost simulation model within the framework of Human Resources Human Capital forecasting which can be used to project personnel requirements and evaluate workforce sustainment, at least cost, through time. This will allow various personnel managers to evaluate multiple resource strategies, present and future, maintaining near “perfect” hiring and attrition policies to support its future Human Capital assets.

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Books on the topic "Workforce Cost"

United States. Department of Labor. Pension and Welfare Benefits Administration. A Look at health benefits and the workforce. U.S. Department of Labor, Pension and Welfare Benefits Administration, 1992.

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Vernez, Georges. The acquisition cost-estimating workforce: Census and characteristics. RAND, 2009.

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Vernez, Georges. The acquisition cost-estimating workforce: Census and characteristics. RAND, 2009.

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Vernez, Georges. The acquisition cost-estimating workforce: Census and characteristics. RAND, 2009.

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G, Massey H., Project Air Force (U.S.), Rand Corporation, and United States Air Force, eds. The acquisition cost-estimating workforce: Census and characteristics. RAND, 2009.

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Rothwell, William J. Lean but agile: Rethink workforce planning and gain a true competitive edge. American Management Association, 2012.

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New York (State). Metropolitan Transportation Authority. Office of the Inspector General. Using New York City Transit's workforce to rehabilitate subway stations. The Office, 2002.

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Hollenbeck, Kevin. Net impact estimates of the workforce development system in Washington State. W.E. Upjohn Institute for Employment Research, 2003.

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Office, General Accounting. Federal workforce: Added cost of early retirement is included in retirement cost factor : briefing report to the Honorable John Porter, House of Representatives. The Office, 1986.

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Book chapters on the topic "Workforce Cost"

Yli-Jyrä, Anssi, Heini Ikävalko, and Tomi Janhunen. "Integrating Competencies into Preventive Maintenance Scheduling with Answer Set Optimization." In Lecture Notes in Computer Science. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-56940-1_21.

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AbstractThe maintenance optimization of multi-component machines has been recently formalized as an Answer Set Optimization (ASO) problem based on component selection and grouping of overlapping maintenance intervals. The motivation of the current work is to develop an extension that would integrate resources and availability constraints into this maintenance model. This article outlines an extended ASO model with the primary focus on modeling and optimizing costly maintenance resources, culminating in cost savings facilitated by the progressive development of workforce competence. The model presented in this work extends the cost function of the prior ASO formalization in a modular way with additional cost priorities concerning parallelism, workforce, and expertise. Due to the presented extensions, the complexity of the integrated maintenance model increases compared to the prior formalization.

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Kökhan, Serhan, and Ömer Faruk Baykoç. "Parallel Assembly Lines with Heterogeneous Workforce: A Cost-Driven Mathematical Model and Simulated Annealing Approach." In Proceedings of the Fifteenth International Conference on Management Science and Engineering Management. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-79203-9_9.

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Habyarimana, Ephrem. "Future Vision, Summary and Outlook." In Big Data in Bioeconomy. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-71069-9_21.

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AbstractThe DataBio’s agriculture pilots were carried out through a multi-actor whole-farm management approach using information technology, satellite positioning and remote sensing data as well as Internet of Things technology. The goal was to optimize the returns on inputs while reducing environmental impacts and streamlining the CAP monitoring. Novel knowledge was delivered for a more sustainable agriculture in line with the FAO call to achieve global food security and eliminate malnutrition for the more than nine billion people by 2050. The findings from the pilots shed light on the potential of digital agriculture to solve Europe’s concern of the declining workforce in the farming industry as the implemented technologies would help run farms with less workforce and manual labor. The pilot applications of big data technologies included autonomous machinery, mapping of yield, variable rate of applying agricultural inputs, input optimization, crop performance and in-season yields prediction as well as the genomic prediction and selection method allowing to cut cost and duration of cultivar development. The pilots showed their potential to transform agriculture, and the improved predictive analytics is expected to play a fundamental role in the production environment. As AI models are retrained with more data, the decision support systems become more accurate and serve the farmer better, leading to faster adoption. Adoption is further stimulated by cooperation between farmers to share investment costs and technological platforms allowing farmers to benchmark among themselves and across cropping season.

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Tengler, Nancy. "Covid-19 Hit Women’s Finances Much Harder Than Men’s: Women Left the Workforce En masse—At What Cost?" In The Women's Guide to Successful Investing. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-38373-1_3.

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Leonard, Phil, and Arthur Sweetman. "6 Paying the Health Workforce." In Bending the Cost Curve in Health Care. University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442609778-008.

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Runnels, Patrick. "Chapter 12. Psychiatric Workforce Development." In Seeking Value: Balancing Cost and Quality in Psychiatric Care. American Psychiatric Association Publishing, 2020. https://doi.org/10.1176/appi.books.9780873182591.lg12.

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Caudill, Jason G., and Barry Reeves. "Strategic Management of Workplace E-Learning." In Remote Workforce Training. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5137-1.ch002.

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Continuing education has become a necessary component of the modern knowledge worker and, by extension, of the modern firm. Increasingly, cost effectiveness points firms to using e-learning solutions in the workplace over older, more traditional methods. This chapter explores the strategic positioning of e-learning in the workplace, the instructional design process, and different types of training that are necessary in the workplace.

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Williams Patricia A.H. and Giles Margaret. "Viability of Healthcare Service Delivery Alternatives for the Australian Mining Sector." In Studies in Health Technology and Informatics. IOS Press, 2012. https://doi.org/10.3233/978-1-61499-152-6-170.

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The changing and demanding nature of the mining workforce in rural and remote Australia brings unique challenges to the delivery of healthcare services. In an attempt to control costs whilst delivering cost effective and quality healthcare, new models of delivery must be considered. For a workforce that is fly-in/fly-out, the provision of healthcare is problematic given the lack of consistency in location. A cost-benefit framework is analysed comparing three models of service provision using travel to a major location, locum services and remote health monitoring. Ultimately, new models of care must be considered to address the issues of increasing workforce turnover, to cater for rising healthcare costs, and to improve the health of such communities.

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Chapman, Benjamin, Sarah D. Kirby, and Katrina Levine. "Lessons Learned from Distance Workforce Training Applications." In Remote Workforce Training. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5137-1.ch008.

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North Carolina Cooperative Extension (NCCE) depends on the skill set and subject matter competency of its field faculty to deliver quality, credible education to North Carolina citizens. In order to maintain and enhance field faculty competency, NCCE uses distance technology to provide training to field faculty located in offices across the state. Although not the only method of training, distance training allows NCCE to maximize resources by reducing the cost of travel and protecting valuable professional time. This chapter’s case studies identify areas in which NCCE utilizes distance education to train employees for on-going competency development, crisis response, program development and implementation, and program evaluation.

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Glaser-Segura, Daniel A., Suzanne D. Mudge, Constantin Bratianu, and Ivona Orzea. "Convergence at What Cost?" In Handbook of Research on Trends in European Higher Education Convergence. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5998-8.ch010.

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The Bologna Process instituted measures promoting common curriculum throughout Europe with three-year standards established for Bachelor programs in economics, humanistic and positive sciences, and four-year standards for engineering sciences. Dramatic reductions were made to programs resulting in students moving into the workforce at a faster pace and with fewer academic credits. Questions existed as to whether three-year programs were sufficient for professional identity development. Professional identity, a system of attributes and values one has about self in relation to professional role, is essential for professional culture integration. This chapter employs a quasi-experimental design to compare professional identity development of Romanian business students ranging from first- through third-year using 2012 data and fourth-year students using 2007 data. Findings reveal professional identity within post-Bologna Process programs rose from first year to second but fell in the end-of-program third year. Data from pre-Bologna Process programs show higher measures of professional identity for end-of-program fourth-year students. Interpretations are provided and student workforce readiness discussed.

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Conference papers on the topic "Workforce Cost"

Spandana, N., Vishnu Shidramappa Ganagi, and Rashmi Benni. "A Cost-Benefit Analysis of Employee Layoffs versus Workforce Management Strategies: Assessing Financial Impacts and Organizational Profitability." In 2024 IEEE Conference on Engineering Informatics (ICEI). IEEE, 2024. https://doi.org/10.1109/icei64305.2024.10912093.

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Knott, Michael, and Brandon Hall. "Reusable Energy Absorbing Lab (REAL) Seat." In Vertical Flight Society 71st Annual Forum & Technology Display. The Vertical Flight Society, 2015. http://dx.doi.org/10.4050/f-0071-2015-10144.

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Energy absorbing seats have played a critical role in increasing the survivability of rotary wing mishaps in both military and civilian rotorcraft. By using various methods of energy absorption, crashworthy seats limit occupant exposure to potentially injurious spinal loading and whole-body accelerations during a mishap. When testing aircrew-mounted equipment, or while conducting experiments on crashworthy seating systems, the costs associated with using a new or refurbished crashworthy seating system can prove to be cost prohibitive. To alleviate this cost burden and provide for substantially more iterative design support testing, a completely reusable Energy Absorbing (EA), crashworthy seat was desired. The Reusable Energy Absorbing Lab (REAL) Seat was developed to address this need. Through the Naval Innovative Science and Engineering (NISE) Workforce Development (WFD) program, a project was established to develop and validate the REAL Seat. The objective of the REAL Seat is to provide a capable, reusable EA seat that can be used as a Fleet representative test bed for simulating the use of a crashworthy seat. The REAL Seat is designed to simulate the kinematics of military crashworthy seating systems. It complies with MIL-S-85510 and MIL-S-58095, which are the legacy military standard baselines for cabin and cockpit crashworthy seating systems, respectively. By using a pneumatic-actuated braking system, the REAL Seat absorbs kinetic energy of the occupant and seat mass similar to that of an actual production crashworthy seating system. The REAL Seat can accommodate occupant sizes ranging from the 5th percentile female up to the fully equipped 95th percentile male (119-275lbs). The seat can use a variety of restraint systems and seat cushions, allowing it to simulate the use a range of seating systems. The system has been successfully tested and has shown that it adequately represents the crashworthy seating systems presently fielded in military aircraft.

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Knott, Michael, and Brandon Hall. "Reusable Energy Absorbing Lab (REAL) Seat." In Vertical Flight Society 70th Annual Forum & Technology Display. The Vertical Flight Society, 2014. http://dx.doi.org/10.4050/f-0070-2014-9476.

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Energy absorbing seats have played a critical role in increasing the survivability of rotary wing mishaps in both military and civilian rotorcraft. By using various methods of energy absorption, crashworthy seats limit occupant exposure to potentially injurious spinal loading and whole-body accelerations during a mishap. When testing aircrew-mounted equipment, or while conducting experiments on crashworthy seating systems, the costs associated with using a new or refurbished crashworthy seating system can prove to be cost prohibitive. To alleviate this cost burden and provide for substantially more iterative design support testing, a completely reusable Energy Absorbing (EA), crashworthy seat was desired. The Reusable Energy Absorbing Lab (REAL) Seat was developed to address this need. Through the Naval Innovative Science and Engineering (NISE) Workforce Development (WFD) program, a project was established to develop and validate the REAL Seat. The objective of the REAL Seat is to provide a capable, reusable EA seat that can be used as a Fleet representative test bed for simulating the use of a crashworthy seat. The REAL Seat is designed to simulate the kinematics of military crashworthy seating systems. It complies with MIL-S-85510 and MIL-S-58095, which are the legacy military standard baselines for cabin and cockpit crashworthy seating systems, respectively. By using a pneumatic-actuated braking system, the REAL Seat absorbs kinetic energy of the occupant and seat mass similar to that of an actual production crashworthy seating system. The REAL Seat can accommodate occupant sizes ranging from the 5th percentile female up to the fullyequipped 95th percentile male (119-275lbs). The seat can use a variety of restraint systems and seat cushions, allowing it to simulate the use a range of seating systems. The system has been successfully tested and has shown that it adequately represents the crashworthy seating systems presently fielded in military aircraft.

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Louscher, Sue. "Introducing the Nation’S First Bachelor of Science Degree in Corrosion Engineering and the National Center for Education and Research on Corrosion and Materials Performance." In SSPC 2011. SSPC, 2011. https://doi.org/10.5006/s2011-00044.

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Abstract By establishing a holistic program that incorporates workforce training, the nation's first baccalaureate degree in Corrosion Engineering, and world-class research in corrosion and materials performance; The University of Akron (UA) is establishing a program that will create a pipeline of critical resources that will ensure that future investments in equipment and infrastructure revitalization are designed and implemented in a manner that minimizes the impact of corrosion and thus reduces the life-cycle cost to sustain those assets. The UA program offers a multi-disciplinary approach to education, training and research that leverages the academic expertise that is housed across several colleges within UA. While emphasizing strong science and engineering principles, all of our courses, workshops and activities will also integrate a strong management component that will help our students develop a competency in management skills that are necessary for executing "real world" projects. Because of this unique program the Department of Defense has recently named the University of Akron its National Center for Education and Research on Corrosion and Materials Performance.

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Vainblat, Guerman, and Timur Kolchinskiy. "When Size Does Matter: an In-Depth Analysis of Brooklyn Bridge Project Data to Determine the Most Efficient Size of Abrasive Blast Containment Units and the Workforce." In SSPC 2014 Greencoat. SSPC, 2014. https://doi.org/10.5006/s2014-00027.

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Abstract This study is a result of analyzing the data and statistics from the Brooklyn Bridge project collected during lead paint removal operation. The $508 million Brooklyn Bridge Contract 6, which is still ongoing, commenced in 2010 as a part of New York City Department of Transportation’s (NYCDOT) $2.6 billion East River Bridges Capital Program. The estimated cost of the painting component in Contract #6 is over $200 million. More than 4,000,000 SF of surface area are being coated by multiple contractors with five individual paint systems, using in excess of 100,000 gallons of paint. Big containments. Small containments. Wide containments. Narrow containments. What’s the difference, and why should this concern us? Our previous paper, “The Brooklyn Bridge: Repainting the Most Iconic Structure in the World,” gave a brief overview of the rehabilitation work being performed on a monumental testament of post-Civil War ingenuity. This paper delved deep into the technical aspects of the project to showcase one of the most important considerations when it comes to recoating any sizeable structure. This consideration is as significant as selecting the right contractor, the right engineer, or the right coating system; it has a great effect on proper cleaning, proper coating application, and proper inspection; and it certainly improves community relations and optimizes project management. In this paper an attempt was made to answer the question: what is the optimal size of an abrasive blast containment unit? It is obvious that every structure of significant size, such as the Brooklyn Bridge, is unique and has its own shape, configuration, and even “personality.” However, most structures can be contained in somewhat typical containment units. In this paper, the real data collected during the last three years of the Brooklyn Bridge rehabilitation project was compiled and analyzed with one simple goal: to come up with recommendations, and possibly a “magic formula,” for managing the size of blast containments and the workforce in order to achieve optimal results, with higher production rates, while delivering a high-quality product to the owner.

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Gharote, M. S., R. J. Patil, and S. P. Lodha. "Minimal cost stable workforce allocation in presence of ties." In 2016 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2016. http://dx.doi.org/10.1109/ieem.2016.7798057.

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Khan, Shahla, and Israa Al Saadi. "Maximizing Cost Efficiency & Enhancing the Culture of Cost Consciousness Through Workforce Engagement." In Abu Dhabi International Petroleum Exhibition & Conference. Society of Petroleum Engineers, 2017. http://dx.doi.org/10.2118/188639-ms.

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Kermanshachi, Sharareh, Stuart Anderson, Keith R. Molenaar, and Cliff Schexnayder. "Effectiveness Assessment of Transportation Cost Estimation and Cost Management Workforce Educational Training for Complex Projects." In International Conference on Transportation and Development 2018. American Society of Civil Engineers, 2018. http://dx.doi.org/10.1061/9780784481561.009.

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Al Yahmadi, Abeer, Shabib Al Mahrouqi, Nadir Al Hinai, Saoud Al Jabri, and Nadir Al Hinai. "Ai-Driven Workforce Transformation Model." In ADIPEC. SPE, 2024. http://dx.doi.org/10.2118/222219-ms.

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Abstract A leading oil and gas company in Sultanate of Oman is pioneering HR digitization with an AI-driven Workforce Transformation tool. This solution addresses the challenge of redeploying redundant Sultanate of Omani personnel within the company's contracting community. By upskilling and redeploying this workforce, the tool aligns with Sultanate of Oman's Vision 2040, which emphasizes future-ready skills. In 2023, the tool transitioned over five hundred Sultanate of Omani personnel, showcasing its impact in the current economic climate. The tool analyzes expiring contracts, identifies at-risk Sultanate of Omani personnel, and detects skills gaps within this workforce. This enables strategic redeployment across the contracting community. It creates tailored upskilling, reskilling, or multi-skilling programs based on comprehensive needs assessments, collaborating with industry experts for relevance. The tool employs a diverse delivery model, including competency matching, experience level requirements, gap assessments, and various training methods such as classroom instruction, direct training, mentoring, and coaching. It also provides post-training support with job placement assistance and follow-up assessments. This process is continuously monitored and evaluated for data-driven improvements, ensuring a cost-optimized model with zero direct costs to the company. The AI-driven Workforce Transformation tool demonstrates its value in retaining skilled Sultanate of Omani personnel within the company's contracting community. By analyzing expiring contracts and identifying skills gaps, the AI tool matches redundant personnel with suitable redeployment opportunities, minimizing layoffs. Observations highlight the importance of targeted skills development programs for smooth workforce transitions. The tool's success lies in initiative-taking workforce management, data-driven skills matching, and economic stability. Its achievements underscore the potential of AI-driven solutions to foster a sustainable workforce while aligning with Sultanate of Oman's Vision 2040. This paper will discuss the AI tool's development and the process to manage the redeployment of redundant Sultanate of Omani workers in the contracting community, focusing on developing future skills. It will provide insights into the program's methods, procedures, and continuous improvements, including the sustainability of over five hundred employment opportunities. The paper will contribute to the existing literature by presenting a case study of a successful program that has enhanced human capacity and capability, making significant changes within the company's contracting community in a brief period.

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Swain, Walker. "Minimum Wages and the Early Childhood Education Workforce: Policy Effects on Pay, Composition, and Cost." In 2023 AERA Annual Meeting. AERA, 2023. http://dx.doi.org/10.3102/2017312.

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Reports on the topic "Workforce Cost"

Fox, Elise B. 2017 Alabama PV Soft Cost and Workforce Development. Office of Scientific and Technical Information (OSTI), 2018. http://dx.doi.org/10.2172/1430088.

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Fox, E., and T. Edwards. 2016 Alabama PV soft cost and workforce development. Office of Scientific and Technical Information (OSTI), 2016. http://dx.doi.org/10.2172/1335827.

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Fox, Elise B., Thomas B. Edwards, and Michael D. Drory. 2016 End of the year South Carolina PV soft cost and workforce development. Office of Scientific and Technical Information (OSTI), 2017. http://dx.doi.org/10.2172/1377028.

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Fox, Elise B., and Thomas B. Edwards. 2015 South Carolina PV soft cost and workforce development Part I. Initial survey results. Office of Scientific and Technical Information (OSTI), 2016. http://dx.doi.org/10.2172/1252420.

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Hollenbeck, Kevin, and Wei-Jang Huang. Net Impact and Benefit-Cost Estimates of the Workforce Development System in Washington State. W.E. Upjohn Institute, 2003. http://dx.doi.org/10.17848/tr03-018.

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Hollenbeck, Kevin, and Wei-Jang Huang. Net Impact and Benefit-Cost Estimates of the Workforce Development System in Washington State. W.E. Upjohn Institute, 2006. http://dx.doi.org/10.17848/tr06-020.

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Hollenbeck, Kevin, and Wei-Jang Huang. Net Impact and Benefit-Cost Estimates of the Workforce Development System in Washington State. W.E. Upjohn Institute, 2014. http://dx.doi.org/10.17848/tr13-029.

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Hollenbeck, Kevin, and Wei-Jang Huang. Net Impact and Benefit-Cost Estimates of the Workforce Development System in Washington State. W.E. Upjohn Institute, 2016. http://dx.doi.org/10.17848/tr16-033.

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Hermansen, Anna, and Cailean Osborne. The Economic and Workforce Impacts of Open Source AI: Insights from Industry, Academia, and Open Source Research Publications. The Linux Foundation, 2025. https://doi.org/10.70828/itvq4899.

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In a literature review commissioned by Meta, LF Research found that open source AI (OSAI) is widely adopted, cost effective, highly performing, and leads to faster and higher-quality development of tools and models. The study included a comprehensive analysis of academic and industry literature as well as empirical data from previous LF Research surveys to determine existing evidence of the economic and workforce impacts of OSAI. The study assessed these impacts in four areas: Adoption rates: a significant majority (89%) of organizations are using some form of open source in their AI stack and almost two-thirds (63%) of companies are using an open model Economic benefits: OSAI is considered a cost-effective choice as compared to proprietary solutions while increasing productivity and accelerating collaborative innovation Workforce impacts: AI has nuanced impacts on the workforce and is poised to be more of a complement for jobs than a tool to replace jobs Sector-specific insights: AI has unique impacts on healthcare, agriculture, construction, manufacturing, and energy

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Fox, Elise B., and Thomas B. Edwards. 2015 South Carolina PV Soft Cost and Workforce Development Part 2: Six Month Confirmation of Anticipated Job Growth. Office of Scientific and Technical Information (OSTI), 2017. http://dx.doi.org/10.2172/1342716.

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Academic literature on the topic 'Workforce Cost'

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