The U.S. Army distributes its 51,000 competitive category officers among manning targets specified by location, rank and skill that change over time in response to changing requirements. The officer inventory also changes over time and does not exactly match the manning target requirements. The Army responds to imbalances by redistributing officers in order to provide each location with the minimum required officers while minimizing the number of unfilled targets and excess officers at each location. This thesis focuses on branch officers, branch targets and generalist targets with ranks from Branch Qualified Captain to Colonel. Using data provided by the Army, we formulate an integer programming model called DISTRIBUTOR. When DISTRIBUTOR allows all officers in the inventory to move, it finds only 340 unfilled targets but this requires 4,688 or 28% of the inventory to move. We reduce the number of moves by using DISTRIBUTOR in two sequential steps. The first step optimally distributes officers at each location and identifies the excess officers and unfilled targets at each location. The second step takes the excess officers and distributes them to unfilled targets at other locations. The two-step leaves only 346 targets unfilled (6 more) but requires only 1,373 or 8% of the inventory to move. By allowing rank substitution DISTRIBUTOR can reduce the unfilled targets to 70.

Accurately forecasting future personnel inventory levels by rank and occupational specialty is a fundamental prerequisite for development of an effective and functional staffing plan. This thesis develops and evaluates univariate time series models to create six- and twelve-month forecasts of Marine Corps enlisted manpower levels. Models are developed for 44 representative population groups using Holt-Winters exponential smoothing, multiplicative decomposition, and Box-Jenkins autoregressive integrated moving average (ARIMA) forecasting methods. The forecasts are evaluated against actual, out-of-sample inventory levels using several goodness-of-fit indicators including Mean Absolute Percentage Error (MAPE), Mean Absolute Error (MAE), and Sum of Squared Errors (SSE). Among the modeling techniques evaluated, the multiplicative decomposition performed the best overall and represents an improvement over the Marine Corps' current forecasting method. This thesis recommends Marine Corps Systems Command, Total Force Information Technology Systems develop and introduce a multiplicative decomposition forecasting model into the Enlisted Staffing Goal Model. This forecasting technique should be implemented in phases, starting with the E-1 through E-4 population groups.

Personal discount rates can be defined as the rate at which Marines trade current dollars for future dollars. This research attempts to fill in the gaps in previous discount rate studies where Marine Corps data were omitted, by determining the personal discount rates for each individual who separated from the Marine Corps under the SSB or VSI voluntary separation payment programs between 1992 and 1997. This study also determined those personal, professional, and economic traits that had a significant influence on Marines during their separation payment option decisions. The findings of this research are similar to previous studies, indicating that the methodology applied in this study is accurate. The implications of this research for the Marine Corps are that manpower planners can use the determined personal discount rates to create policies that can target Marines who possess certain personal or professional characteristics for reduction or retention, thereby assisting the efforts to create a balanced and capable Marine Corps in the future. Planners can also use this research to anticipate the effect of policy changes on Marines with specific professional or personal traits. / US Marine Corps (USMC) author.

Thesis. 1979. M.S.--Massachusetts Institute of Technology. Dept. of Political Science. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY. / Includes bibliographical references. / M.S.

Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1982. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH / Bibliography: leaves 107-110. / by Jeanne Strain. / M.C.P.

Náklady na posádky v aerolinkách jsou po nákladech na palivo druhé největší. Cílem aerolinky je zajistit bezpečný provoz s minimálním počtem posádek a tím optimalizovat náklady. Práce popisuje metodiku odhadu počtu posádek na roční období. Používá přiřazení, ve kterém je každému dnu člena posádky přiřazena činnost, kterou vykonává. V práci je popsán nelineární model, který využívá přiřazení a následně agreguje dny pro získání celkového počtu posádek. Model je řešen v programu Premium Solver Platform a Lingu 7.

Intense competitive pressures have led to compressed product life cycles and frequent introduction of new products. This creates demand volatility and a consequent pressure on manufacturing to meet this variable demand. In this paper we model the manpower planning issues for a computer manufacturer during the product introduction phase when a quick ramp-up of production to meet rapidly increasing demand is a key requirement. A mix of permanent and contingent workers with different skill sets is considered. Some important issues addressed in this research are (a) how to assign workers with different skills to maximize production (b) what is the induction rate of contingent workers to achieve the desired ramp-up and (c) what are the key decision factors that impact manufacturing performance An LP model is proposed to minimize overall costs subject to complex scheduling, skills, and learning rate requirements. Our analysis indicates that cost of induction of contingent workers, overtime cost premium, and the amount of overtime have significant impact on performance. The findings of the study will be useful to managers in planning and allocation of workers of different skills to various manufacturing processes and to determine the optimal number of contingent workers to induct. / Singapore-MIT Alliance (SMA)

The study has twelve chapters. After a brief introduction in chapter 1 the development and scope of Swedish manpower training are summarized in chapter 2. Chapter 3 examines to what extent Swedish manpower training has contributed to the attainment of the overall goals of economic policy. Aspects of stabilization, allocation, growth and distribution are dealt with. The chapter ends with a brief review of attempts in the economics of education to explain why it may be advantageous for an individual to participate in manpower training. Chapter 4 opens with an account of results from Swedish and a number of American evaluations of manpower training. In order to assess the effects for the individual some kind of comparison must be made between participants and non-participants. Ways of doing this are discussed. The planning and implementation of the empirical study is described in chapter 5. One aim of the study is to determine the profitability of manpower training for the trainees. The trainees are compared to individuals in similar positions when the former started their training. In chapter 6 the main groups and the control groups are described with reference, to inter alia: sex, age, educational and occupational background. For the trainees, the occupations that the training leads to were also considered. One of the most important aims of manpower training is to improve the position of the trainees on the job market; that is, to shorten the duration of unemployment and to increase the time spent in gainful employment. Chapter 7 describes how the employment situation of the trainees has changed compared to that of the control groups. The effects of manpower training on employment are then analyzed in chapter 8 using regression analysis. Attention is paid to partial response and self selection. In addition to effects on employment, effects on income are also of interest. The measures of income used in the study are defined in chapter 9. These measures are then used in chapter 10 where the income of the trainees is compared to that of the control groups in order to determine to what extent income is influenced by manpower training. Chapter 11 analyzes how participation in manpower training has influenced income. The measures of income used are earned income, hourly wage and three measures of disposable income. Finally, the study concludes in chapter 12 with a summary and discussion. / digitalisering@umu

Nowadays many companies are interested to improve their production system. It has become important in globalize and competitive market for the survival. The companies are looking to their production systems in the different direction to get the competitive advantages. But the most important is to find out the problem of the production system to make improvements. In this thesis, a part of the production system of a company is studied to find the problems of the production system to make the improvements and to recommend some points to the company for the achievements of its goals. For this purpose, the overall equipment effectiveness calculations have been used to see the current situation of the production system of the company. These calculations of the O.E.E. of the different production work stations make the clear picture of the problems. It calculates the availability of the production system which shows that maintenance system’s effectiveness. The quality rate calculations of the work stations show the conditions of the machines and the worker’s skill and the calculations of the performance efficiency of the work stations show the utilization of the machines. The result of this thesis after all the calculations of O.E.E. is that there is a problem in the utilization of the machines. Most of the time the machines remain idle or wait for the maintenance if it fails.

In a competitive environment, how enterprises keep their advantages is becoming more and more significant. From many theoretical and practical researches, employees seem to be the key resource in a working place, which means to have a proper worker in a right position. However, some enterprises do not have a great understanding of making a good use of human resource to make things go smoothly and effectively. Thus this essay emphasizes on the issue of Manpower Inventory by interviewing eight enterprises. I analyzed the results from these eight enterprises to obtain the similarities and dissimilarities of using Manpower Inventory, like background, purpose, and goal. I hope this research will be a useful reference for all the enterprises. I highlighted the major points below: 1. These eight enterprises have different backgrounds and purses but all are willing to have a change to make a good use of human resource by using Manpower Inventory. 2. Manpower Inventory can be distinguished into regularity and particularity. The former one means to put manpower inventory in routine, in other words, to have manpower inventory regularly. The later, particular inventory will be brought up when the organization probably needs it. 3. Quantity inventory depending on the qualities of employees has different inventory means. Generally speaking, however, multi-index is the better method. Skill inventory is supposed to have some related aids to promote workers¡¦ special skills. 4. Manpower Inventory is connected with working achievement, resigning improper employees and promoting proper employees, to make the company stay strong and effective. Adjusting by the entire environment is the key to gain effects. 5. Manpower policy depends on the predictable produce. When the shortage of employees happens in a short term, asking for more hours working, taking shift turns or having helpers from outsider, can solve the problem. On the other hand, when a company has a quilter business, some workers might be asked to have days off without getting paid or even be let go. 6. Human resource department is supposed to follow the future development and find the solutions for the predictable problems. However, planning cannot always follow the changes. Being flexible and having well communication, therefore, will be the best way to untangle unexpected problems and achieve manpower inventory plan.