Fuzzy system dynamics and optimization with application to manpower systems
- Mutingi, M., Mbohwa, Charles
- Authors: Mutingi, M. , Mbohwa, Charles
- Date: 2012
- Subjects: Manpower planning , Human resources management , Fuzzy sets
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/374238 , uj:5198 , http://hdl.handle.net/10210/14441
- Description: The dynamics of human resource recruitment and training in an uncertain environment creates a challenge for many policy makers in various organisations. In the presence of fuzzy manpower demand and training capacity, many companies fear losing critical human resources when their employees leave. As such, the development of effective dynamic policies for recruitment and training in a fuzzy dynamic environment is imperative.
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- Authors: Mutingi, M. , Mbohwa, Charles
- Date: 2012
- Subjects: Manpower planning , Human resources management , Fuzzy sets
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/374238 , uj:5198 , http://hdl.handle.net/10210/14441
- Description: The dynamics of human resource recruitment and training in an uncertain environment creates a challenge for many policy makers in various organisations. In the presence of fuzzy manpower demand and training capacity, many companies fear losing critical human resources when their employees leave. As such, the development of effective dynamic policies for recruitment and training in a fuzzy dynamic environment is imperative.
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Governance of non-educators in public schools
- Authors: Nkhatho, Deborah
- Date: 2012-09-07
- Subjects: Unskilled labor , Schools - South Africa , Employees - Training of , Manpower planning
- Type: Mini-Dissertation
- Identifier: uj:9776 , http://hdl.handle.net/10210/7182
- Description: M.Ed. , The general aim of the research is to investigate governance of non-educators in public schools. The specific aims of this research are to: determine the roles and responsibilities of non-educators; determine factors, conditions and circumstances that influence the effective performance of non-educators; discuss the role of non-educators as perceived by the school governing body; provide guidelines for effective managing performance of non-educators; and discuss a code of conduct for non-educators. The specific aims of this research are to: determine the roles and responsibilities of non-educators; determine factors, conditions and circumstances that influence the effective performance of non-educators; discuss the role of non-educators as perceived by the school governing body; provide guidelines for effective managing performance of non-educators; and discuss a code of conduct for non-educators.
- Full Text:
- Authors: Nkhatho, Deborah
- Date: 2012-09-07
- Subjects: Unskilled labor , Schools - South Africa , Employees - Training of , Manpower planning
- Type: Mini-Dissertation
- Identifier: uj:9776 , http://hdl.handle.net/10210/7182
- Description: M.Ed. , The general aim of the research is to investigate governance of non-educators in public schools. The specific aims of this research are to: determine the roles and responsibilities of non-educators; determine factors, conditions and circumstances that influence the effective performance of non-educators; discuss the role of non-educators as perceived by the school governing body; provide guidelines for effective managing performance of non-educators; and discuss a code of conduct for non-educators. The specific aims of this research are to: determine the roles and responsibilities of non-educators; determine factors, conditions and circumstances that influence the effective performance of non-educators; discuss the role of non-educators as perceived by the school governing body; provide guidelines for effective managing performance of non-educators; and discuss a code of conduct for non-educators.
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A manpower planning model to predict future workforce behaviour and retention : a Markov chain approach
- Authors: Okaekwu, Emeka David
- Date: 2016
- Subjects: Manpower planning , Manpower planning - Case studies , Manpower planning - Evaluation , Human capital , Markov processes
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/233637 , uj:23858
- Description: M.Phil. (Engineering Management) , Abstract: Proper manpower planning is a key factor in the demand and supply of workforce in every organization. It probes the skills and capability sets, the right quantity, location, timing, and quality of the needed manpower. It is evident according to empirical studies that undivided attention has been given to manpower planning in the last decade. Different bodies involved include government parastatals, academic and industrial organizations and institutions performing some form of manpower planning research and activities to maintain stability and retention in the system. Whether these inputs are reflected in the manpower policies and make a significant contribution in this regard is yet to be seen. Several analytics and methods of modelling manpower planning exist, however, Markov chain has been used widely and accepted in various facets and domains. In this research, Markov Chain is used as a tool to analyse the manpower data from an academic institution as a case study with the aim to unearthing the hidden details regarding existing manpower policies and hence, its fairness and robustness towards staff training, promotion, and ultimately retention. A 9-year stage of manpower data split into states is used and matrix operations employed in analysing the manpower data obtained. Bayesian probability is also used for establishing the transition probability matrix (TPrM), and these matrix transformations are carried out repeatedly to achieve stability. The results of the analysis show that manpower policy in the participating organization towards overall staff retention is rigid and stern. The results clearly satisfy the purpose of the study which is to predict the trend in the manpower practice, the potential cause of manpower loss and subsequently, the flow and fairness of the existing manpower policy.
- Full Text:
- Authors: Okaekwu, Emeka David
- Date: 2016
- Subjects: Manpower planning , Manpower planning - Case studies , Manpower planning - Evaluation , Human capital , Markov processes
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/233637 , uj:23858
- Description: M.Phil. (Engineering Management) , Abstract: Proper manpower planning is a key factor in the demand and supply of workforce in every organization. It probes the skills and capability sets, the right quantity, location, timing, and quality of the needed manpower. It is evident according to empirical studies that undivided attention has been given to manpower planning in the last decade. Different bodies involved include government parastatals, academic and industrial organizations and institutions performing some form of manpower planning research and activities to maintain stability and retention in the system. Whether these inputs are reflected in the manpower policies and make a significant contribution in this regard is yet to be seen. Several analytics and methods of modelling manpower planning exist, however, Markov chain has been used widely and accepted in various facets and domains. In this research, Markov Chain is used as a tool to analyse the manpower data from an academic institution as a case study with the aim to unearthing the hidden details regarding existing manpower policies and hence, its fairness and robustness towards staff training, promotion, and ultimately retention. A 9-year stage of manpower data split into states is used and matrix operations employed in analysing the manpower data obtained. Bayesian probability is also used for establishing the transition probability matrix (TPrM), and these matrix transformations are carried out repeatedly to achieve stability. The results of the analysis show that manpower policy in the participating organization towards overall staff retention is rigid and stern. The results clearly satisfy the purpose of the study which is to predict the trend in the manpower practice, the potential cause of manpower loss and subsequently, the flow and fairness of the existing manpower policy.
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