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1 – 2 of 2Alireza Pooya, Morteza Pakdaman and Shila Monazam Ebrahimpour
This paper aims to present a continuous-time workforce planning model in which workforce flow occurs in terms of internal and external recruitment considering human resource…
Abstract
Purpose
This paper aims to present a continuous-time workforce planning model in which workforce flow occurs in terms of internal and external recruitment considering human resource strategies (HRS). The proposed model is a linear optimal control model in which promotions occur by inside appointment and outside employment of the system considering a cost leadership or a differentiation strategy and whether organizations have an internal or an external recruitment orientation. In other words, in the model and its solution procedure, this paper could determine any arbitrary function for the demand of the workforce with each HRS.
Design/methodology/approach
The proposed model contains five main sections, namely, applicants, newcomers, workforce who are doing sensitive-simple jobs, expert workforce and supervisors (or managers) that have a different orientation in different HRS. Each of these sections has a target value that this paper tries to attain it by applying appropriate control variables, such as recruitment, layoff, degradation, promotion and retirement. To reach this purpose, this paper formulated an optimal control problem using a linear system transition equation with a quadratic cost function.
Findings
Based on the proposed model, it was found that the optimal control model can interpret the managerial aspects. This model could be useful for different firms with different types of workforce demands. This paper has tried to have a comprehensive view of different flows of the workforce in an organization that concern to workforce planning.
Originality/value
Despite the considerable amount of research published, and the importance of following a human resources strategy from organizational strategy, in the knowledge, there is no comprehensive study dedicated to human resources strategy and workforce planning by optimal control models for workforce planning.
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Keywords
Shila Monazam Ebrahimpour, Fariborz Rahimnia, Alireza Pooya and Morteza Pakdaman
Workforce planning must answer how many workforces, in which positions, and talents, and when each organization is needed. To find the requirements workforce, organizations need…
Abstract
Purpose
Workforce planning must answer how many workforces, in which positions, and talents, and when each organization is needed. To find the requirements workforce, organizations need to know the organizational position and talents pools. Clarifying the number of workforces required in each pool requires attention to workforce flows, including hiring, promotion, degradation, horizontal movement, and exiting the organization. It is a dynamic issue and must be addressed over several periods over a specific duration, which adds to the complexity. According to the talent management presented in this research, all the above complex questions are answered by applying the optimal control (OC) model according to talent management presented in this research.
Design/methodology/approach
This research presents a dynamic model by using a linear-quadratic optimal control model, which was solved by Pontryagin's maximum principle, to achieve an optimal number of workforce requirements for each of the positions of nursing services manager, supervisor, head nurses and nurses in the health sector according to the required talents in each position.
Findings
The results have shown that the target value of workforce numbers has been achieved in the planning period, and the validation test and sensitivity analysis justified the model by reaching the workforce planning targets.
Originality/value
This study provides a dynamic model for achieving quantitative workforce planning targets; the model presented in this manuscript has included an important qualitative factor, namely workforce talents. According to the authors' review, there is no comprehensive research devoted to workforce planning through optimal control models by attention to workforces skills.
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