Evaluation of staffing policies in Markov manpower systems and their extension to organizations with outsource personnel

Abstract

This paper takes up the problem of the evaluation of manpower policies followed in an organization, and examines it in relation to the career growth facilitation afforded by the system to its members. The method proposes and constructs a quantitative measure of effectiveness for manpower policies based on the career growth facilitation afforded to the members, which can then be used for comparative evaluation of different policies. The models are then extended to organizations which outsource work through outsource manpower, and which seek to control the blend of internal and outsource manpower. The models and analyses developed herein will be of relevance to all manpower systems, and in particular, to organizations which outsource work, and those that attempt to achieve desired blends of the outsource staff with their own.

On the Evolution of Academic Staff Structure in a University Setting

“…Thus academic staff may be listed from the rank of Assistant Lecturer to the rank of Professor. The rank may be used as a determinant of a staff commitment [11]. The position of Graduate Assistant in Nigerian universities is a temporary appointment for academic staff without a master's degree.…”

“…Let p ij (t) be the transition probability from state i to j in period t, i, j ∈ S. We assume a system with a stable set of parameters and policies so that p ij (t) = p ij for all t. This assumption was earlier employed by Nilakantan [11]. The transition probabilities satisfy the relation p i1 + p i2 + p i3 ≤ 1 for each i ∈ S, owing to the loss of staff.…”

On the Alternative Structures for a Three-Grade Markov Manpower System

“…Mathematical models are often used to describe how changes take place in a manpower system, where individuals move through a network of states which may be defined in terms of ranks or position. One of the widely used approaches to the modeling of manpower systems is the Markov chain framework [1,7,9]. The basic Markov chain model for a k−grade manpower system is expressed algebraically using the following recursive relation n j (t + 1) = where n i (t) is the expected number of individuals in state i at time t, p ij is the internal homogeneous transition probability from state i to state j, r j is the proportion of recruits allocated to state j and R(t + 1) is the expected number of recruits to the system at time t+1.…”

Markov-Based Forecasting Model for Enterprise Human Resources Internal Supply

“…Feyter [6], Dimitriou and Georgiou et al [7] divided the staff into several groups, taking into account the flow of staff within and between departments. Raghavendra, Sankaran and Nilakantan [8], Nilakantan [9] extended the model to the organization of labor outsourcing, among which Nilakantan [9] also evaluated the different HR policies. In domestic, Hongli Sun and Yonggui He et al [10] took the power plant as an example to validate the Markov model in practical application.…”