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Manpower Planning in Airlines : Modeling and OptimizationHolm, Åsa January 2008 (has links)
<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>
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The political economy of labor market liberalizationChoung, Jinhee Lee. January 2009 (has links)
Thesis (Ph. D.)--University of California, San Diego, 2009. / Title from first page of PDF file (viewed October 22, 2009). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references (p. 161-170).
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Die Europäisierung nationaler Beschäftgungspolitik : europäische Koordinierung und institutionelle Reformen /Zirra, Sascha. January 1900 (has links)
Originally presented as the author's thesis (doctoral)--Universität Oldenburg, 2009. / Includes bibliographical references (p. [353]-381).
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Foreign direct investments : the impacts of linkages on the Chinese economy /Xu, Luodan. January 2003 (has links)
Thesis (doctoral)--University of Lapland, 2003. / Extra t.p. with thesis statement inserted. Includes bibliographical references (p. 328-344).
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differences in learning style preferences, environmental press perceptions, and job satisfaction between surgical intensive care and general surgical unit nursesNelson, Julia Ellen, 1959- January 1991 (has links)
No description available.
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MEXICAN-AMERICANS AND MANPOWER POLICYRankin, Jerry, 1942- January 1971 (has links)
No description available.
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Βελτιστοποίηση του κόστους λειτουργίας - αμοιβών ενός συστήματος ανθρώπινου δυναμικού με τη χρήση τεχνικών goal programmingΚρητικού, Μαγδαλινή 09 October 2009 (has links)
Στην παρούσα εργασία παρουσιάζονται εφαρμογές των στοχαστικών διαδικασιών στα λεγόμενα κοινωνικά συστήματα από τη σκοπιά του προγραμματισμού ανθρώπινου δυναμικού (manpower planning). O προγραμματισμός του ανθρώπινου δυναμικού έχει να κάνει με την κατάλληλη τοποθέτηση των μελών του συστήματος στις σωστές θέσεις, σε αριθμούς οι οποίοι εγγυώνται την ομαλή λειτουργία.
Αρχικά αναπτύσσουμε το μη ομογενές Μαρκοβιανό σύστημα (ΜΟΜΣ), το οποίο έχει ως βάση του τις Μαρκοβιανές αλυσίδες: η συμπεριφορά του καθορίζεται από την οριακή ή σε πεπερασμένο χρόνο συμπεριφορά μιας μη ομογενούς Μαρκοβιανής αλυσίδας. Το ΜΟΜΣ, είναι ένα μαθηματικό μοντέλο, το οποίο αποτέλεσε μια θεωρία ενοποίησης μέσα σε ένα κοινό πλαίσιο, πολλών γνωστών στοχαστικών μοντέλων προγραμματισμού ανθρώπινου δυναμικού.
Στη συνέχεια επικεντρωνόμαστε στον έλεγχο της συμπεριφοράς του μοντέλου. Για το σκοπό αυτό, ορίζουμε μια σχέση για το αναμενόμενο κόστος λειτουργίας και αμοιβών του ΜΟΜΣ. Στη σχέση αυτή δίνουμε τη γενικότερη δυνατή μορφή, έτσι ώστε να περιλαμβάνει ως ειδικές περιπτώσεις αρκετές από τις παραλλαγές των συναρτήσεων κόστους-αμοιβών που υπάρχουν.
Τέλος, με τη βοήθεια του προγραμματισμού στόχων (Goal Programming), ελέγχουμε τις ροές του ΜΟΜΣ προκειμένου να επιτευχθεί μια ικανοποιητική συμπεριφορά σύμφωνα με κάποιους στόχους, καθώς το σύστημα περνάει τις τρεις φάσεις λειτουργίας του, δηλ. την παροδική, την ημι-παροδική και τη φάση στατιστικής ισορροπίας. / Manpower planning deals with aspects of human resources management and has been given considerable attention in the last decades. In the attempt to simulate the evolution of a manpower system and predict its future properties, mathematical models were proved to be extremely helpful both for descriptive and optimization purposes. Manpower systems have been modeled in several ways, deterministic or stochastic. The attempt of determine and regulate future structures in a manpower planning system is based mainly on the selection of appropriate recruitment distribution vectors. This effort gives rise to the control problem in mathematical manpower planning. The control of manpower systems has been of considerable concern in recent times. In a series of articles and books beginning back in the early 70's, the problem of finding appropriate recruitment policies was considered, and various mathematical models were developed according to several criteria and practical considerations.
In the present work aspiration levels and priorities using goal programming are employed in a NHMS which evolves in three phases, the transient, the semi-transient and the equilibrium phase. The general goal programming framework is used in several variations which depend on the phase, in order to detect appropriate input policies that can achieve a satisfactory trade off between operational cost and target attainability.
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A simulation of case management operations at the Workers' Compensation Board: a decision support tool for human resource allocationLin, Claire 11 1900 (has links)
The challenges in human resource allocation drive the present project. Conducted at an
office of the Workers' Compensation Board of British Columbia (the WCB), the project
aims at developing a simulation model of claim management operations to facilitate
decision-making in resource allocation. In this context, resource allocation refers to the
alignment of staff to claims. The components of the problem include the number of staff
required and the types of staff required, given targeted system performance.
The volume of claims, the profile of claims, the Workers Compensation Act, the board's
business guidelines and the board's operational targets all influence staffing requirement.
It is far from straightforward to answer the following questions: what is the optimal level
of staffing? What is the right mix of skills? And what is the proper alignment of staff
with claims? How will the system perform given a certain staffing level? How will
change in the profile of incoming claims influence staffing requirement?
A discrete-event simulation model was developed as a decision support tool in this
project. The model was used to evaluate several resource allocation scenarios.
Simulation showed that timeliness measures such as time to decision and time to closure
would improve with additional resources, but the improvement was not drastic. At the
staffing level of 14, compared to the current level of 12, time to decision for
unadjudicated claims would reduce by 6%. Simulation further showed that specialization
of staff by claim type might have a negative impact on system performance measures,
because economics of scale were compromised. Finally, simulation showed that if Site
Visits, a required procedure for adjudicating claims related to Activity-Related Soft
Tissue Diseases, could be conducted by dedicated personnel, time to decision for these
claims might reduce by as high as 60%.
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Assessing discrimination in a police recruit assessment centerTinsley, Paul N. 11 1900 (has links)
The overall concern of this study is that of substantive equality, as defined by
Canadian law, in the employment context, and the specific goal of this study is to provide
a model to assess (and prevent) unlawful systemic discrimination in an assessment center.
Because discrimination is essentially the same, wherever it occurs, the model proposed in
this study is also useful for assessing discrimination in employment selection generally.
In the employment context, evidence of systemic discrimination is often limited to
selection patterns, and so this study argues that statistical analyses can be particularly
useful. Since the Supreme Court adopted the effects theory, where intent is immaterial
and the focus is on results, such analyses are likely to become an appealing alternative to
traditional arguments of exclusion and disproportion. The analytic model proposed here
suggests two general phases to a legal analysis of discrimination. First, there is the
preliminary phase, which consists of three interrelated steps: identifying the applicable
selection procedure, identifying the relevant legal issue, and identifying the appropriate
groups for comparison. Second, there is the assessment phase, which consists of two
sequential steps: comparing the groups of interest on the dimension of interest to
determine if differences exist, and analyzing observed differences to determine if they are
legally or practically significant. It is in this phase that statistical analyses can be
especially helpful in an assessment of systemic discrimination.
To test its utility, the proposed model was applied to the Justice Institute of
British Columbia Police Academy assessment center (where entry level police applicants
are screened) to determine whether the assessment center discriminated on the basis of
sex. Of particular interest to the Police Academy is that the results indicated no sex
discrimination, but notably the results also indicated that the proposed model provides a
practicable and relatively uncomplicated way to assess discrimination. Moreover,
consistent with the goal of prevention, this study demonstrates how a reliability
assessment can provide important information about the potential for discrimination in
employee selection, thereby providing employers with the means to be more proactive
than otherwise possible.
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Gyventojų užimtumas ir jo plėtros modeliai / Employment and models of its developmentBeržinskienė, Daiva 18 July 2005 (has links)
The object of research is to create the integrated analysis model of population employment based on theoretical – methodological approaches to population employment, and serving as a macro-economic indicator and as a means of presenting a complex assessment of population employment; to propose the development model of population employment integrating micro- and macro- level factors.
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