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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 / This study examines the factors that influence active duty Marines in their retention decisions. Data from the 1999 US Marine Corps retention survey are matched with actual retention data from personnel files and limited to Marines eligible to make a stay/leave decision within 24 months of the survey. Four subgroups are defined: enlisted first-term males, enlisted first-term females, enlisted career males and officer junior grade males. Bivariate analysis of explanatory control variables (personal characteristics and military background) and focus variables (responses to questionnaire items about civilian employment opportunities and satisfaction with aspects of military life) indicates significant associations with retention. Factor analysis is used to create seven satisfaction dimensions from the satisfaction variables. Multivariate logistic regression model results show that all the satisfaction dimensions are significant for the enlisted first term male model. Satisfaction dimensions for pay and benefits, health benefits, work equity, current job characteristics, and future career opportunities are significant in one or more of the remaining models. Searching for a civilian job is significant in all models and perceptions of civilian job opportunities are significant in most. Among control variables, the interaction of marital status, dependents, and working spouse has a significant effect on retention for first term enlisted males, the only group large enough to test. / First Lieutenant, Turkish Army

Approved for public release, distribution is unlimited / This thesis investigates how perceptions of military opportunities affect the intentions of racial/ethnic minorities to remain in the U.S. Navy. The study uses responses of Navy personnel on the 1996 Armed Forces Equal Opportunity Survey to assess minority perceptions of equal opportunity. Logistic regression models are developed for male and female enlisted personnel and officers to determine the relationship between perceptions that opportunities are better in the military and the decision to stay on active duty or leave the Navy. The results of the quantitative analysis show that the positive perceptions about training opportunities and quality of life were significant most often, across all racial/ethnic groups and models. Further, the results show that, among racial/ethnic groups, blacks were most strongly influenced by perceptions in their retention plans. It is recommended that further research examine the relationship between racial/ethnic group and job assignments, or selection, along with the corresponding impact on perceptions and the effect of visible versus non-visible minority status on views of equal opportunity in the military. / Lieutenant Commander, United States Navy

The Tanzania Peoples Defense Force (TPDF) was established as a people's army entrusted with the traditional roles and missions of defending the United Republic of Tanzania against external enemies. The end of the Cold War and the collapse of the Soviet Union changed the strategic environment. Refugees from conflict torn areas, poaching, small arms proliferation, political fundamentalism, drug trafficking, transnational terrorism, and environmental degradation threaten internal security. At regional level, the Tanzania Peoples Defense Force with the militaries of other countries has been deployed in conflict areas through regional bodies such as the East African Community (EAC) and South African Development Community (SADC) on issues of collective defense and security. Technological developments also call for a military with the capability to operate modern weaponry systems and to operate in a complex environment. This thesis argues that innovative thinking has to be developed to enable the TPDF to meet conventional and unconventional military demands through the development of its human resources. / Tanzania Army author.

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 / Public Administration / Master / Master of Social Sciences

Thesis (doctoral) - Universität, Frankfurt. / Includes bibliographical references.

Thesis (MPA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Education and training under apartheid can at best be described as fragmented and unequal along racial lines. The consequence of the decades of human resource neglect resulted in the virtual destruction of human resource potential, with devastating effects for social and economic development. At the organisational level witness to this has been the lack of career paths offered to workers and the debilitating effect on worker motivation and general productivity. In response to this state of affairs the South African government introduced a number of innovative laws aimed at reversing this downward spiral: The Skills Development Act, 1998 and the related legislation have as their single objective the establishment of a more enabling and responsive human resource environment. This will amount to the rebuilding of the South African workforce within organisations through the introduction of new sets of human resource processes, policies and principles. This study compares the activities of the Pioneer Foods Group with those of the Drakenstein Municipality in relation to the skills development regulatory framework and the subsequent obligations it places on organisations to establish new human resource practices. The study goes further and seeks to establish whether there is a causal link between the processes of skills development and Organisational Development (00). The study concludes that there is a definitive link between the skills development regulatory framework and 00. The two processes are regarded as mutually supportive, leading to the achievement of individual and organisational end goals. / AFRIKAANSE OPSOMMING: Opvoeding en opleiding onder die Apartheidsregering kan beskryf word as gefragmenteerd, ongelyk en geskoei op ras. Die gevolge van dekades van menslike hulpbron vernalting het geweldige en verreikkende ekonomiese en sosiale implikasies tot gevolg gehad. 'n Nadere blik op die vlak van organisasies dui aan dat vir werkers geen beroeps vooruitsigte was nie met die gevolg dat die motiverings vlak en veral produktiwiteit ontsettend laag was. Die respons vanaf die Suid Afrikaaanse regering was die bekendmaking van 'n reeks innoverende wetgewing gemik om die afwaartste kurwe te stop. Die Vaardigheids Ontwikkeling Wet, 1998 en die ander meegaande wette het as primêre doelwit die daarskep van "n meer verantwoordelike menslike hulpbron klimaat. Dit het ten doel die heropbou van die Suid Afrikaanse mense deur die bekendmaking van "n stel menslike hulpbron prosessese, beleid en beginsels. Hierdie studie fokus en vergelyk die vaardigheidsontwikkeling aktiwiteite van die Pioneers Voedsel Groep met die van die Drakenstein Munisipaliteit. Die studie gaan verder deur vas stel of daar n definitiewe verband is tussen die prossese van vaardigheidsontwikkeling en die van organisasie ontwikkeling. Die slotsom is die volgende: dat daar 'n definitiewe verbintenis is tussen vaardigheidsontwikkeling en organisasie ontwikkeling. Die twee prossese steun op mekaar deurdat beide ten doel het 'n verbeterde organisasie en individu, soos hulle strewe na die bereiking van doelwitte.

published_or_final_version / Urban Studies / Master / Master of Social Sciences