A LARGE-SCALE PERSONNEL ASSIGNMENT MODEL FOR THE NAVY*

The U.S. Navy has been trying for years to develop a model to automate its personnel assignment process The requirement of rotating navy personnel frequently between sea duty and shore duty in accordance with multiple policies makes modeling efforts difficult. However, without a model to optimize assignments with regard to multiple policies, navy managers do not know the real impact of personnel assignments. This limits their ability to make effective decisions. This paper summarizes our effort to develop a large-scale network model for the navy's assignment problem. The navy has accepted this model for implementation, replacing the current manual assignment process. The approach in this paper can be generalized to a wide variety of perosnnel assignment problems.     

Models and methods for workforce planning under uncertainty: Optimizing U.S. Army cyber branch readiness and manning

This work examines the problem of optimally resourcing personnel for a new set of U.S. Army cyber-specialty career fields using a combination of personnel accessions and inter-career-field transfers that are limited to occur over a subset of periods early within a 30-year career cycle. This workforce planning problem is bounded by constraints respectively pertaining to organizational needs for personnel, as well as personnel promotion policies. Complicating the problem are stochastic retention rates for every combination of year and promotion level within each career field over the 30-year period. Upon formalizing this Cyber Workforce Planning Problem (CWPP) within the framework of multiple performance goals, this study formulates, tests, and compares three frameworks to seek optimal workforce planning decisions under uncertainty: two stochastic programming (SP) variants and a robust optimization (RO) representation. Upon sampling the stochastic parametric distributions to generate a set of collectively representative, deterministic scenarios, the SP variants respectively leverage a scenario-based Monte Carlo approach and sample average approximation, whereas the RO model examines robust solutions over a range of decision-maker risk attitudes. A sensitivity analysis applied to the first of the SP variants indicates the solutions are relatively insensitive to different prioritizations of goals, and identifies policy insights to help recruit and retain personnel. Comparative testing of the three methodologies yields workforce planning recommendations that are relatively consistent across solution methodologies and identify concerns to inform changes to personnel policies.     

A framework of managerial promotion in a lifetime employment organization: The D bank

From existing formal personnel policies in a Korean bank, a set of internally consistent career system properties are logically inferred for an organization with the strategic human resource objective of lifetime employment. It is argued that the policy emphasis accorded particular functional personnel activities is inherent in the choice of human resource utilization strategy. It is recognized, however, that certain contextual features (e.g., the legal environment, cultural norms) may either constrain or facilitate the choice.     

Levi's corporate AIDS programme

AIDS is a contemporary phenomena that has been extensively covered by the media but its impact on the employers of the sufferers is only now being measured and assessed. This article describes the personnel policies that have been developed by one particular organization to deal with the problem. Educational and training programmes have been initiated and management given clear directives to ensure that high morale and productivity are maintained during potentially adverse situations.     

An integrated nurse staffing and scheduling analysis for longer-term nursing staff allocation problems

The efficient and effective management of nursing personnel is of critical importance in a hospital's environment comprising a vast share of the operational costs. The adopted nurse workforce practices and policies highly affect the nurses' working conditions and the provided quality of care. Policy decisions on the staffing level have an impact on the outcome of the scheduling level and vice versa. Isolated reasoning typically leads to suboptimal decisions often resulting in ineffective outcomes of care. In order to overcome these inefficiencies, we propose in this paper a new integrative nurse staffing and shift scheduling approach. We test and assess the benefits of our approach in a reallife environment. Moreover, we examine the impact of several personnel policies on the staffing decision.     

Personnel and training policies—Some lessons for western companies

The authors feel that Japanese personnel and training methods need to be examined from a specifically personnel and training viewpoint and their article represents their analysis and conclusions based on discussions with a variety of large and medium size companies and with individuals. Their study had three main objectives—to understand how Japanese policies contribute to their economic success; to assess the effect of cultural factors; and to consider how Japanese practices might be applied to the U.K.     

A Multivariate Methodology for Simultaneously Capturing and Clustering Judgment Policies

This paper presents a new linear model methodology for clustering judges with homogeneous decision policies and differentiating dimensions which distinguish judgment policies. This linear policy capturing model based on canonical correlation analysis is compared to the standard model based on regression analysis and hierarchical agglomerative clustering. Potential advantages of the new methodology include simultaneous instead of sequential consideration of information in the dependent and independent variable sets, decreased interpretational difficulty in the presence of multicollinearity and/or suppressor/moderator variables, and a more clearly defined solution structure allowing assessment of a judge's relationship to all of the derived, ideal policy types. An application to capturing policies of information systems recruiters responsible for hiring entry-level personnel is used to compare and contrast the two techniques.     

Stochastic Optimal Control for Staffing and Backlog Policies in a Two‐Stage Customized Service Supply Chain

Motivated by an oilfield services industry case study, we investigate the dynamic behavior of customized service supply chains by developing a two‐stage serial staffing model. Each stage holds no finished goods inventory, but rather only backlogs that can be managed by adjusting staffing levels. We develop optimal control policies to balance backlog costs against hiring and firing personnel costs'assuming shared backlog information—under both centralized and decentralized control. We examine when there is sufficient economic incentive for two completely decentralized stages to begin: (1) to share backlog information without centralizing control, or (2) to completely centralize control. These switching points are determined by the relative service and personnel costs of the two stages. From these results, we show that decentralizing control in many cases does not materially worsen performance, so long as information is shared. Moreover, in some cases, even sharing information is of only marginal benefit.     

Limitations to Freedom: is there a Choice for Human Resource Management?

There is a great variety in human resource management (HRM) practices, not only in terms of policies and personnel activities, but also with regard to the parties involved and the procedures for decision-making. But which factors can best account for these differences? Are they due to organizational and environmental characteristics or are they basically due to the interests, preferences and power positions of the parties concerned - parties like management, employees, personnel management staff, trade union representatives, members of the works council and so on? Based on elements of industrial relations theory, organization theory and organization sociology, a research project was set up with the aim of gaining a better understanding of the factors which can shape HRM practices. The empirical part of the research consisted of paired comparative case studies from different industries. The result is a conceptual model which not only encompasses the relevant forces in the shaping of HRM, but also states the conditions determining the amount of room for manoeuvre the parties concerned have to make their own strategic choices with regard to HRM.     

Human resource practices of multinational organizations in Belgium

This study uses data from a survey of 117 large organizations located in Belgium to examine the relationship between corporate ownership and personnel practices. Results obtained from multivariate analyses supported the general hypothesis that personnel policies and practices vary as a function of ownership and nationality. For example, foreign-owned firms are found to be more advanced in their adoption of methods to gain employee loyalty and commitment than domestic enterprises. In addition to ownership effects, the moderating effects of some key organizational characteristics were examined. This shows that large differences exist with respect to the human resource practices used in firms as a function of management philosophy, creative strategy and industry sector.     

Goal programming and constrained regression—A comment

Goal programming was originated to obtain “constrained regression” estimates for an executive compensation formula which would conform to an organization hierarchy and other company policies prescribed by management. A subsequent history in that context is traced through other uses in personnel planning and in organization designs. Applications to planning advertising strategies are also examined which extend to uses of goal programming that involve fitting frequency functions under a variety of constraints. Finally this is all related to the initial and continuing research on the statistical properties of these estimates.     

An Exploratory Analysis of the Value of the Skills of IT Personnel: Their Relationship to IS Infrastructure and Competitive Advantage

Determining and assessing the requisite skills of information technology (IT) personnel have become critical as the value of IT has risen in modern organizations. In addition to technical skills traditionally expected of IT personnel, softer skills like managerial, business, and interpersonal skills have been increasingly cited in previous studies as mandatory for these employees. This paper uses a typology of IT personnel skills—technology management skills, business functional skills, interpersonal skills, and technical skills—and investigates their relationships to two information systems (IS) success variables, IS infrastructure flexibility and the competitive advantage provided by IS. The study investigates these relationships using the perceptions of chief information officers (CIOs) from mostly Fortune 2000 companies. The contributions of this study are: IT personnel skills do affect IS success, technical skills are viewed as the most important skill set in affecting IS infrastructure flexibility and competitive advantage, and modularity is viewed as more valuable to competitive advantage than integration. Several explanations are offered for the lack of positive relationships between the softer IT personnel skills and the dimensions of IS success used in this study.     

COMPARISON OF NURSE ALLOCATION POLICIES-A MONTE CARLO MODEL*

Many hospitals have historically used a fixed staffing policy for allocating nursing personnel, in which the daily demand in each ward is met by nurses who are permanently assigned to the specific wards. In recent years, the concept of variable staffing has been proposed as a means of increasing manpower efficiency. A variable staffing policy is one which provides for staffing adjustments to meet work load through the use of a common pool of cross-trained nurses. In this paper, a model is formulated to evaluate the relative benefits of variable and fixed staffing policies. Results from a Monte Carlo evaluation of the model demonstrate how the hospital administrator can assess the sensitivity of savings to changes in policy and operating parameters. Several criteria which an administrator might adopt for equating levels of patient care under alternative staffing schemes are suggested and studied. The proposed method of analyzing benefits of alternative allocation procedures shows promise for evaluating policy choices in hospitals, as well as other service organizations with similar characteristics.     

The shift minimisation personnel task scheduling problem: A new hybrid approach and computational insights

Assigning scheduled tasks to a multi-skilled workforce is a known NP-complete problem with many applications in health care, services, logistics and manufacturing. Optimising the use and composition of costly and scarce resources such as staff has major implications on any organisation׳s health. The present paper introduces a new, versatile two-phase matheuristic approach to the shift minimisation personnel task scheduling problem, which considers assigning tasks to a set of multi-skilled employees, whose working times have been determined beforehand. Computational results show that the new hybrid method is capable of finding, for the first time, optimal solutions for all benchmark instances from the literature, in very limited computation time. The influence of a set of problem instance features on the performance of different algorithms is investigated in order to discover what makes particular problem instances harder than others. These insights are useful when deciding on organisational policies to better manage various operational aspects related to workforce. The empirical hardness results enable to generate hard problem instances. A set of new challenging instances is now available to the academic community.     

Studies of optimal ordering policies for perishable commodities

Abstract

Problems associated with perishable or outdating products arise in many areas of inventory and production man agement. Many commodities exist whose value does not remain constant over time during transportation, holding stock, etc. Significant work has been done to describe optimal ordering policies for items which have a fixed lifetime. In this paper, per ishable inventory models subject to stochastic procurement leadtinie both on LIFO (Last In First Out) and FIFO (First In First Out) issuing policies are considered with cither zero or 1 unit leadtinie. First, assumptions and notation used throughout the paper are given. FIFO and LIFO models are then con structed, and the existence of the optimal ordering policies and theirpropertiesare clarified. Finally, significantresults are illustrated for the relationship among inventory on hand, delay probability of procurement and optimal ordering policies.     

Employers' Reactions to the Productivity Drive: the Search for Labour Consensus*

Abstract. European employers' different policies of personnel management and of industrial relations depend to some extent on the technological and organisational choices they make, but cultural - and especially institutional - factors play an even greater role, in a period in which previous models for action clearly appear inadequate and in which, as a consequence, uncertainty grows. This article illustrates a conceptual and analytical framework which helps understand the scope and the meaning of the recent managerial search for a greater labour consensus noted by many observers. Then it shows how this framework can be used, by applying it to the analysis of the Italian case. Finally, it tries to transform some of the propositions discussed into questions and hypotheses which should guide comparative research.     

Ice‐Breaker vs. Standalone: Comparing Alternative Workflow Modes of Mid‐level Care Providers

Capitalizing on the operational concept of division‐of‐labor, clinics often reduce physician service time by off‐loading some of his/her clinical activities to lower‐cost personnel. These personnel, such as nurse practitioners and physician assistants, are often collectively referred to as “mid‐level providers” (MLPs) and can perform many patient‐consultation tasks. The common rationale is that using an MLP allows the physician to serve more patients, increase patients’ access to care, and, due to MLPs’ lower salaries, improve the clinic's financial performance. An MLP is typically integrated into the outpatient clinic process in one of two modes: as an “ice‐breaker,” seeing each patient before the physician, or as a “standalone” provider, a substitute for the physician for the entirety of some patients’ visits. Despite both of these modes being widely used in practice, we find no research that identifies the circumstances under which either one is preferable. This study examines these two modes’ effects on operational performance, such as patient flow and throughput, as well as on financial measures. Using queueing and bottleneck analysis, discrete‐event simulation, and profit modeling, we compare these two deployment modes and identify the optimal policies for deploying MLPs as either ice‐breakers or as standalone providers. Interestingly, we also find there exists a range of scenarios where not hiring an MLP at all (i.e., the physician works alone) is likely to be most profitable for the clinic. Implications for practice are discussed.     

How to fight the regulator glut: the role of the HCFA-type survey

More and more hospitals in this country are being threatened by the removal of their Health Care Financing Authority (HCFA) Medicare Certification. A perception of competitiveness among HCFA, the Joint Commission on Accreditation of Healthcare Organizations (JCAHO), and other organizations has heightened this concern. This unpleasant situation has provoked many hospitals to prevent any type of regulator decertification. One of the practical methods of prevention is the use of a HCFA-type survey. These surveys prepare institutions for unexpected, unarmored review by regulators and should be part of the quality improvement (QI) process even in institutions with limited resources. This article discusses the means to accomplish the HCFA-type survey. The development of the survey process involves institutional commitment, hospital policy and procedures, a department review schedule, selection of review personnel, preparation of review personnel, record keeping, and department education.     

Winning customers through employee involvement

This article describes the author's impressions of American industry following a study tour to the Deep South of the U.S.A. as winner of the 1983 IPM/Gardner Merchant Award. The visit to leading corporations in New Orleans, Houston and Atlanta provided the opportunity to study at first hand their management philosophies and personnel policies. At a time when industry in the U.S.A. is facing stiff international competition and is beginning to come out of the recession, this article provides some timely insights into some of the issues and themes that they are pursuing.     

Quo vadis ... Orientierungshilfen durch Coaching und Karriereberatung — Eine Einzelfallstudie

Quo vadis — Coaching and career counseling as guidance. A case study The individual case study presents coaching and career counseling as effective and efficient strategies for personnel development, particularly as it regards its ?exclusive“ potential: Contents, methods and counseling process can be adapted to the executive’s concern, person and background, adjustable in time and with precision. Public administrations and private enterprises, both in ?profit“ and ?non-profit“ areas, will therefore increasingly (have to) make use of this professional form of management counseling, since successful personnel management has established itself as a decisive factor for business success a long time ago.