This research investigated the development of a prototype expert system to allocate manpower in service systems. The three expert system components - a global data base, a knowledge base, and a inference procedure - were built for application in different service facilities. The general service system constraint set was used in conjunction with an expert's allocation logic to specify the production rules within the prototype expert system's knowledge base. The sequencing of these production rules is controlled by the inference procedure. The protoype system can be applied in those service facilities that maintain similar service system constraints as the facility used in this research. A specific facility was used to demonstrate and analyze the prototype expert system. An allocation schedule generated by the expert system was compared to a manually generated schedule. Full-time manpower allocations were the same. Yet, part-time manpower allocations differed due to flexibility, availability and shift constraints. The user must evaluate the expert system's schedule and make reassignments where necessary. Thus, this research determined that an expert system can be utilized to allocate manpower in service facilities; however, further research is required to build an expert system that encompasses all service facilities. / M.S.

Approved for public release, distribution is unlimited / 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

by Tse Wing Yin. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaf 49). / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.iv / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Objective --- p.3 / Methodology --- p.4 / Chapter II. --- EXPLORING SOME THEORIES IN WORKFORCE PLANNING --- p.7 / Capacity Planning --- p.7 / Workforce Scheduling --- p.8 / Chapter III. --- EXPLORING THE USE OF COMPUTERS IN MANUFACTURING --- p.10 / Manufacturing Resources Planning (MRPII) --- p.10 / Workforce Planning in Computerised Planning System --- p.11 / Chapter IV. --- COMPANY CASES --- p.14 / Case 1 Food Oil Manufacturer --- p.14 / Case 2 Electronics Assembly : Telephone Manufacturer --- p.18 / Case 3 Bed Product Manufacturer --- p.22 / Case 4 Drinks Producer --- p.25 / Chapter V. --- EXPLORING WORKFORCE PLANNING IN SOME COMPUTER PACKAGES --- p.28 / MIS (Manufacturing Information System) --- p.28 / MAN-MAN --- p.29 / Chapter VI. --- ANALYSIS AND REVIEW --- p.33 / Workforce Planning as the Core Operation Strategy --- p.33 / Strategies Employed by the Companies in Workforce Planning --- p.34 / Tactics on Workforce Planning --- p.35 / Use of Computers in Workforce Planning --- p.38 / Integration of Planning Functions with Other Functions --- p.39 / Chapter VII. --- RECOMMENDATION --- p.41 / Chapter APPENDIX I --- Checklist of Review --- p.45 / Chapter APPENDIX II --- Summary of ISO 9000 requirements --- p.47 / BIBLIOGRAPHY --- p.49

published_or_final_version / Urban Studies / Master / Master of Social Sciences

by Edmond Tam Wai-chu. / Bibliography: leaves 105-107 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1984

published_or_final_version / Education / Master / Master of Education

published_or_final_version / Business Administration / Master / Master of Business Administration

This study investigated the current practices of strategic human resources planning (SHRP) at large industrial and service companies in the United States and compared these practices with Walker's Four Stages of Human Resources planning model. The data for this study were collected from 130 industrial companies and 117 service companies listed in Fortune directories of the largest 500 industrial and largest 500 service companies in the United States. The study investigated also the impact of internal and external environmental factors on these companies' practices of SHRP. MANOVA, Factor Analysis, and Percentile Analysis were used as prime statistical methods in this study. Environmental factors studied were found to explain 78 per cent of the variances among large American companies. No significant difference was found between industrial and service companies in their SHRP practices. Significant improvements have taken place in large United States business corporations' practices of SHRP since the introduction of Walker's model (1974). These improvements took place in human resources information systems, forecasting human resource needs, human resource planning and development, and evaluation of SHRP projects, but the improvements were unbalanced. The improvements in corporate-centered SHRP activities were greater than the improvements in employee-centered SHRP activities. The reasons for unbalanced developments were explained and future directions were predicted. The findings of this study were compared to the findings of many recent studies in SHRP fields and future directions of the developments of SHRP were discussed. The conclusions of this study suggested that United States corporations are in need of balanced development in both employee-centered and corporate-centered SHRP. American companies are in need of advanced models to shape their practice in SHRP fields. Walker's model has been evaluated as the best available model. The study showed that mediumsized companies in the United States will benefit from SHRP and that they are able to pay the cost of SHRP projects. Several implications and recommendations for future studies and for business and educational institutions are listed.

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%.

<p> </p><p>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.</p><p>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%.</p><p> </p>