Marie-Anne Guerry

Evaluating Recruitment Strategies Using Fuzzy Set Theory in Stochastic Manpower Planning

Abstract One aspect of Manpower Planning is the investigation of wastage and internal transitions for homogeneous groups of employees in a Manpower system. In the relevant literature, the attainability of a desired stock vector was studied under control by recruitment for time-discrete Markov models. These approaches allow choosing a proper recruitment strategy, resulting in an attainable vector most similar to a desired one. In this article, this problem will be discussed under stochastic assumptions for attainability after one step. Based on fuzzy set theory, a procedure is introduced that allows evaluating and comparing recruitment strategies, resulting in the determination of a most preferable strategy.

Hidden heterogeneity in manpower systems: A Markov-switching model approach

In modeling manpower systems, it is of crucial importance to deal with heterogeneity. Until recently, manpower models are dealing with heterogeneity due to observable sources, neglecting heterogeneity due to latent sources. In this paper a two-step procedure is introduced. In the first step personnel groups homogeneous with respect to the transition probabilities are determined in a classical way by taking into account the observable sources of heterogeneity. In the second step heterogeneity caused by latent sources is handled. A multinomial Markov-switching manpower model is introduced that deals with heterogeneity due to latent sources for the internal flows as well as for the wastage flows. The model incorporates the mover-stayer principle. A re-estimation algorithm is presented to estimate the parameters of the Markov-switching manpower model. The switching approach offers a methodology to build a Markov model with personnel groups as states that are more homogeneous, and therefore can contribute to a better validity of the manpower model.

Optimal recruitment strategies in a multi-level manpower planning model

Markov manpower planning models have extensively been analysed in the past in order to find an optimal personnel strategy for which the stocks of the manpower system evolve towards desirable ones. So far, those models do not take into account interactions among different organizational decision levels. In this paper, a multi-level manpower planning model is presented that considers, besides the desirable stock vector at overall level, proposals for the departmental stocks from lower organizational levels. Attainability of the stock vectors at departmental level is examined under control by recruitment and interdepartmental transitions. A multi-level optimization algorithm is presented to determine an optimal recruitment strategy resulting in attainable and acceptable stocks that are a compromise between the proposal from the top and the proposals from the departments.

The roster quality staffing problem – A methodology for improving the roster quality by modifying the personnel structure

Quantitative decision support on personnel planning is often restricted to either rostering or staffing. There exist some approaches in which aspects at the staffing level and the rostering level are treated in a sequential way. Obviously, such practice risks producing suboptimal solutions at both decision levels. These arguments justify an integrated approach towards improving the overall quality of personnel planning. This contribution constitutes (1) the introduction of the roster quality staffing problem and (2) a three-step methodology that enables assessing the appropriateness of a personnel structure for achieving high quality rosters, while relying on an existing rostering algorithm. Based on the rostering assessment result, specific modifications to the personnel structure can be suggested at the staffing level. The approach is demonstrated by means of two different hospital cases, which have it that they are subject to complex rostering constraints. Experimental results show that the three-step methodology indeed points out alternative personnel structures that better comply with the rostering requirements. The roster analysis approach and the corresponding staffing recommendations integrate personnel planning needs at operational and tactical levels.

An extended and tractable approach on the convergence problem of the mixed push–pull manpower model

Abstract In this paper, the asymptotic behavior of the time-homogeneous mixed push–pull manpower model is studied under the assumption that the desired stock vector and the recruitment policy are fixed over time. In the mixed push–pull manpower model, the internal mobility of a personnel system can be regulated by both pull and push transitions. Based on those characteristics, we express and examine the dynamics of the personnel system by formulating the mixed push–pull manpower model by means of particular transition matrices, which we demonstrate to have interesting properties. We show that under certain conditions the stock vector converges. An explicit analytical form for this limiting personnel stock vector is found.

Some Results on the Embeddable Problem for Discrete-Time Markov Models in Manpower Planning

For discrete-time 2-stated Markov chains the embeddable problem as well as the inverse problem are discussed in detail based on the concept of m-th root probability matrix: necessary and sufficient conditions are formulated under which the considered Markov chain is compatible with a transition matrix regarding time unity . In case of an embeddable Markov chain, the m-th root probability matrices are expressed in analytic form. A Markov chain with states that are ordered, is expected to be embedded in a discrete-time state-wise monotone Markov chain. For this type of Markov chains with the number of states equal to 2, 3, or 4, the trace of the transition matrix at least equal to 1 is proved to be a necessary condition for the embeddability in a Markov chain regarding time unity , for m an even number.

The occurrence of demotions regarding job level, salary and job authority

Purpose The purpose of this paper is to determine the occurrence of job level, salary and job authority demotions in the workplace through the analysis of Belgian Statistics on Income and Living Conditions (SILC)-data of 2007-2011. Design/methodology/approach Three hypotheses are tested: H1: there is a gender inequality in job authority demotions. H2: the level of education and the probability of being subject to a job level, salary or job authority demotion are negatively correlated. H3: age is negatively correlated with job level, salary or job authority demotion probabilities. The cross-sectional data of the SILC cover a specific time period with data on inter alia living conditions. The longitudinal data give information on inter alia income and non-monetary variables over a period of four years. The authors estimate multivariate regression models for binary demotion variables. These analyses allow the authors to estimate the odds of being demoted. The authors discuss the demotion rates, the bivariate correlations and the regression analysis. Findings The data analysis result in the fact that base salary demotions are not commonly applied as literature and the Belgian law on salary protection endorses. Fringe benefits demotions, as for instance the abolition of a company car or a bonus are, however, more frequent. There is a gender gap with regard to job authority demotion. Highly educated respondents are less confronted with job authority demotions. Age is negatively correlated with base salary/fringe benefits or job authority demotion probabilities, but not with job-level demotions. H1 is thus confirmed. H2 and H3 only partly confirmed. Research limitations/implications Several analyses were restricted because the EU-SILC did not question all dimensions of demotion in detail. Originality/value This study contributes to the scarce literature on demotion and to empirical studies on demotions regarding job level, salary and job authority.

Necessary embedding conditions for state-wise monotone Markov chains

Abstract In previous work, the embedding problem is examined within the entire set of discrete-time Markov chains. However, for several phenomena, the states of a Markov model are ordered categories and the transition matrix is state-wise monotone. The present paper investigates the embedding problem for the specific subset of state-wise monotone Markov chains. We prove necessary conditions on the transition matrix of a discrete-time Markov chain with ordered states to be embeddable in a state-wise monotone Markov chain regarding time-intervals with length 0.5: A transition matrix with a square root within the set of state-wise monotone matrices has a trace at least equal to 1.

Determinants of job-hopping: an empirical study in Belgium

Purpose - – The purpose of this paper is to analyze the determinants of job-hopping. More specifically, the authors investigate the effect of age, gender, educational level, organizational size and sector on the job-hop frequency. Design/methodology/approach - – Due to a lack of an existing appropriate measure of job-hopping, the authors introduce a new measure, namely, the job-hop frequency. Based on the data collected from a survey in Belgium, a linear regression analysis is performed. Findings - – Through an empirical analysis, the authors show that age is negatively related to the job-hop frequency. Gender moderates this relationship. Therefore, the analysis supports the view that young women tend to job-hop significantly more than young men, but as they age, women are significantly more likely than men to remain within the same company. Furthermore, the authors find that the educational level has no influence on the job-hop behavior, indicating that having more job alternatives does not necessarily result in actual job-hop behavior. Both the sector and the size of the organization are found not to be significantly related to the job-hop frequency. Practical implications - – This research provides human resource managers more insight into the job-hop behavior of employees and offers some useful suggestions for their retention management. Originality/value - – Existing literature on turnover is very extensive, but literature on job-hopping remains rather underexplored. Therefore, the study extends previous research on voluntary turnover and job mobility by focussing on job-hopping in particular.

Balancing desirability and promotion steadiness in partially stochastic manpower planning systems

ABSTRACT Current manpower planning approaches focus on satisfying future personnel needs. In the mean time, there is a lack of contribution on managing the personnel work satisfaction on the long-term. In general, long-term work satisfaction can be achieved by maintaining the preferred promotion strategy. This paper aims at balancing the strategy to fulfill the future personnel requirements while at the same time maintaining the preferred promotion strategy. Moreover, stochastic wastage is considered to better capture the real world condition of voluntarily wastage. Illustration of the model shows that it enables obtaining favorable recruitment and promotion strategies.