The multivariate non-homogeneous Markov manpower system in a departmental mobility framework

Balancing attainability, desirability and promotion steadiness in manpower planning systems

“…Future research should consider the solution to be cost-effective. Interesting work by Georgiou and Tsantas (2002) and Dimitriou et al (2013) extends such an optimization problem by including cost minimization as supplementary objective. A cost-effective solution balances the goals of minimizing operational costs and attaining the desired personnel structure to cover the organization's workload as good as possible.…”

“…Setting the solution beyond the set of attainable personnel structures under control by recruitment, can also be achieved by allowing control by promotion (Song and Huang, 2008;Nilakantan et al, 2011;Dimitriou et al, 2013). Considering both recruitment and promotion as decision variables could result in a more preferable personnel structure, because of a higher desirability and/or attainability degree in comparison with those structures that can be realized by controlling recruitment only.…”

“…First, as suggested by Guerry (1999), an organization could choose a personnel strategy that realizes an attainable personnel structure most similar to the desired one. This approach corresponds to maximizing the similarity between the realized and the desired personnel structure, an objective that is frequently used in previous work (Georgiou and Tsantas, 2002;Dimitriou et al, 2013). In order to express this similarity, De Feyter and Guerry (2009) introduced the desirability degree of a personnel structure.…”

Risk-Based Manpower Planning: A Tractable Multi-Period Model

“…As explained in Gurrey and De Feyter (2012), attainability is not always guaranteed. As such, additional conditions (such as the proportionality assumption in Nilakantan and Raghavendra 2004) and approximate measures (such as fuzzy sets as in Dimitriou et al 2013) have been introduced.…”

Markov-Based Forecasting Model for Enterprise Human Resources Internal Supply

“…Saad and Adnan et al [5] used the Markov chain to forecast the flow of university lecturers in order to advise on the recruitment and budget of university lecturers. 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.…”