Approved for public release; distribution is unlimited / The primary objective of this thesis was to critically assess the Productive Unite Resourcing (PUR) system as it is outlined in NAVSUP INSTRUCTION 7000,21A and as it being used at Navy Field Contracting Activities (NFCAs). The research was conducted by a review of current literature and extensive interviews with headquarters and field activity personnel. The research contains a review of PUR's predecessor system, the fixed workyear-cost funding methodology, an explanation of the PUR process and Procurement Cost Center algorithms, and summaries of the positive and negative impacts of PUR. Conclusions and recommendations are made concerning PUR's applicability to Navy Field Contracting Activities. Where specific problems were identified with either the process or algorithms, possible corrective actions are proposed. / http://archive.org/details/assessmentofnavy00fink / Lieutenant Commander, United States Navy

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Kuo, Yong Hong. / "August 2010." / Thesis (M.Phil.)--Chinese University of Hong Kong, 2010. / Includes bibliographical references (p. 130-133). / Abstracts in English and Chinese. / Abstract --- p.i / Acknowledgement --- p.iii / Chapter 1 --- Introduction --- p.1 / Chapter 2 --- Ground Staff Allocation at Airports --- p.4 / Chapter 2.1 --- Background --- p.4 / Chapter 2.2 --- Literature Review --- p.8 / Chapter 2.3 --- Model --- p.12 / Chapter 2.3.1 --- Notation --- p.13 / Chapter 2.3.2 --- Basic Model --- p.17 / Chapter 2.3.3 --- Model Structure --- p.20 / Chapter 2.3.4 --- Definition of Tasks --- p.22 / Chapter 2.3.5 --- Job x Language Model --- p.25 / Chapter 2.3.6 --- Job + Language Model --- p.27 / Chapter 2.4 --- Methodology --- p.35 / Chapter 2.4.1 --- Branch-and-Cut Algorithm --- p.36 / Chapter 2.4.2 --- Constraint-Driven Approach --- p.40 / Chapter 2.5 --- Optimization Tool --- p.51 / Chapter 2.6 --- Computational Results --- p.53 / Chapter 2.6.1 --- Branch-and-Cut Algorithm --- p.53 / Chapter 2.6.2 --- Constraint-Driven Approach --- p.59 / Chapter 2.7 --- Conclusions and Future Work --- p.64 / Chapter 3 --- Staff Scheduling in Emergency Departments --- p.67 / Chapter 3.1 --- Background --- p.67 / Chapter 3.1.1 --- Patient Flows --- p.69 / Chapter 3.1.2 --- Doctor Duties --- p.71 / Chapter 3.2 --- Simulation Model --- p.72 / Chapter 3.2.1 --- Assumptions --- p.73 / Chapter 3.2.2 --- Event-Scheduling --- p.74 / Chapter 3.2.3 --- Arrival Events --- p.80 / Chapter 3.2.4 --- Service Activities --- p.82 / Chapter 3.2.5 --- Paperwork-Processing --- p.84 / Chapter 3.2.6 --- Impact of Doctors' Schedules --- p.85 / Chapter 3.3 --- Parameter Estimation --- p.87 / Chapter 3.3.1 --- Data Scarcity --- p.87 / Chapter 3.3.2 --- Estimation of Service Time Distributions --- p.87 / Chapter 3.3.3 --- Search Procedure for Parameter Estimation --- p.90 / Chapter 3.3.4 --- Parameter Estimation by Descent Method --- p.91 / Chapter 3.3.5 --- Parameter Estimation by Simulated An- nealing --- p.93 / Chapter 3.4 --- Data Analysis and Simulated Results --- p.97 / Chapter 3.5 --- Conclusions and Future Work --- p.114 / Chapter A --- Mathematical Proofs --- p.116 / Chapter B --- Getting Started with the Manpower Optimization Tool --- p.122 / Chapter B.l --- Required Files or Programs --- p.122 / Chapter B.2 --- Input Parameters --- p.123 / Chapter B.3 --- Operational Tasks --- p.125 / Chapter B.4 --- Language Requirements --- p.126 / Chapter B.5 --- Flight Schedules --- p.126 / Chapter B.6 --- Availabilities of Workers --- p.128 / Chapter B.7 --- Staff Assignments --- p.128 / Bibliography --- p.130

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

The problem with which this study is concerned is that of determining and analyzing the problems of human resources created in Iran. These problems are rooted deeply and stream from Iranian history, culture, and social environment. The main purposes of this study are three. The first is to determine and analyze problems of human resources created in Iran, including social environment, education, and employment. The second is to study and evaluate the manpower policy of Iranian economic development. The third is to apply human resource development in planning, educating, training, and developing the human resources required for the economic development of Iran. Based on the reports and recommendations of the three research groups, a detailed plan and strategies are written to develop Iran's human resources.

The U.S. Navy has been confronted with budget cuts and constraints during recent years. This reduction in budget compels the U.S. Navy to limit the number of manpower and personnel to control costs. Reducing the total ownership cost (TOC) has become a major topic of interest for the Navy as plans are made for current and future fleets. According to the U.S. Government Accountability Office (GAO, 2003), manpower is the most influential component of determining the life cycle cost of a ship. The vast majority of the TOC is comprised of operating and support (O&S) costs which account for approximately 65 percent of the TOC. Manpower and personnel costs account for approximately 50 percent of O&S costs. This research focused on tradeoff analysis and cost estimation between manpower and new technology implementation. Utilizing concepts from System Dynamics Modeling (SDM), System Dynamics Causal Loop diagrams (CLD) were built to identify major factors when implementing new technology, and then stocks and flows diagrams were developed to estimate manpower cost associated with new technology implementation. The SDM base model reflected an 18 months period for technology implementation, and then compared different technology implementation for different scenarios. This model had been tested by the public data from Department of the Navy (DoN) Budget estimates. The objective of this research was to develop a SDM to estimate manpower cost and technology tradeoff analysis associated with different technology implementations. This research will assist Navy decision makers and program managers when objectively considering the impacts of iii technology selection on manpower and associated TOC, and will provide managers with a better understanding of hidden costs associated with new technology adoption. Recommendations were made for future study in manpower cost estimation of ship systems. In future studies, one particular type of data should be located to test the model for a specific manpower configuration.

The aim of this thesis is to explain the existence and coexistence of diverse hired labour arrangements in two contrasting localities in rural West Bengal (India). Hired labour arrangements for seasonal migrants are included in the analysis, the methods for which are drawn from a review of the contractual arrangements literature. One study locality, in Bardhaman District, was characterised by double-cropping of paddy facilitated by groundwater irrigation, the other, in Purulia District, by rainfed paddy cultivation. The structure of landownership was skewed - more so in the Bardhaman locality. Daily employment records were kept by ninety-two sampled households over two seasons. In each locality six different indigenous types of hired labour arrangement were identified. Analysis of the rationales for the existence and coexistence of these labour arrangements and of the variation within each type confirmed the embeddedness of the terms and conditions of labour hire (including those for migrant labour) in the land-holding structure, in ideologies of gender and caste, and in party political allegiances. Possibilities for and constraints on hiring out labour in particular arrangements are explained in part by the logic of deployment of household labour to unwaged reproductive and productive work, which is also socially embedded in the same way. The thesis thus sets a new agenda for research. It questions the received wisdom on rural labour exchange in India: i) that villages tend to have just one wage rate for 'casual' labour determined by supply and demand alone, ii) that stylised labour arrangements (eg 'casual' and 'attached') are appropriate occupational classifications for individuals and households, and iii) that rural labour is immobile. If the coexistence of diverse labour arrangements is to be explained, more, careful microstudies are required, so that a typology of socio-economic, political and agro-ecological contexts can be developed.