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

The present paper proposes a non-homogeneous multivariate Markov manpower system in the general category of mathematical human resource planning. More specifically, we suggest a model, which takes into account the divisions existing in an organization categorizing its employees into several groups (departments). In this context, it considers not only possible transitions within the departments (intra-department transitions), but also, transfers of personnel between departments (inter-department transitions). Additionally, the proposed modeling structure is accompanied by cost and stocks (personnel) objectives which are set and in the sequel could be achieved by controlling either the recruitment policy or the allocation policy of employees transferred to other departments (or both). We use a minmax fuzzy goal-programming approach, under different operating assumptions, in order to keep the operational cost below desired aspiration levels and reach desirable stock structures in the presence of system’s constraints and regulations. The paper concludes with a numerical illustration.     

Recruitment Effects on Manpower Structures

Recruitment is one of the dynamics of manpower systems that can usually be most effectively controlled, always assuming that there is at any time an adequate supply of recruits to a system. In this situation, recruitment can be fixed to meet immediate demands, or it can be part of long-term planning programmes designed perhaps to alleviate a skewness in the length of service profile without reducing the strength of the system greatly. In general, recruitment levels will necessarily be connected with wastage and promotion in a system as well as with the desired growth of the system. The process of determining manpower-planning policies, hereunder recruitment levels, is open to a variety of options with regard to the underlying assumptions that are made: observed experience can be assumed to continue; promotion policies can be adjusted and the consequences estimated; recruitment levels can be allowed to meet immediate demands but with the restriction of some maximum level; or recruitment levels are pre-fixed on the basis of some perhaps even arbitrary management desires. Each of these options and each accompanying recruitment policy will affect the internal structure of the system, with regard to both rank and length of service profiles. This paper employs established projection and promotion models for hierarchical manpower systems to consider recruitment policies and their effects on internal structures. Various policy models are outlined and results presented for a particular application.     

On the development of manpower number and recruitment in the civil service

We present a model for manpower planning which describes the dependence between stocks, flows and age distributions. An unbalanced age distribution results in the following conflict: either a recruitment is chosen which produces minimal deviations from a given stock. Then the unbalanced age distribution will be reproduced. Or a recruitment is selected which produces a balanced age distribution, but then oscillations of the stock will occur until a stationary age distribution will be reached. A mixture of these two recruitment policies is possible.

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Zusammenfassung Das vorliegende Personalplanungsmodell beschreibt den Zusammenhang zwischen Beständen, Personalflüssen und Altersstrukturen. Eine unausgewogene Altersverteilung des Personalbestandes führt zu einem Zielkonflikt: Entweder werden Einstellungen so vorgenommen, daß Abweichungen von einem stabilen Soll-Bestand minimal werden, dann aber bleibt die Altersverteilung unausgewogen. Oder Einstellungen werden so gewählt, daß eine stabile Altersstruktur erreicht wird, dann aber schwankt der Gesamtbestand, bis eine stabile Altersverteilung erreicht wird. Mischungen zwischen diesen Einstellungsstrategien sind möglich.

     

On the equilibrium personnel structure in the presence of vertical and horizontal mobility via multivariate Markov chains

The present paper employs the Multivariate Homogeneous Markov System (MHMS) in the context of Markov manpower planning modelling. The system is regulated by an embedded multivariate Markov process that allows us to distinguish employees’ mobility patterns that take place either within or among the existing divisions (departments) of an organization. The motivation behind this step arises from the generalization of univariate Markov manpower planning models in which the organization is considered a single (probably hierarchical) group and from the fact that departmental mobility is actually common in most realistic establishments. The first part of the paper presents the functional relations of the MHMS governing intra/inter-departmental transitions. Using these functional forms, we proceed by studying the system’s equilibrium behaviour. This asymptotic analysis reveals the inherent tendencies of the system to reach the limiting structures of specific forms and properties under conditions imposed in the long run.     

An Optimal Strategy for Pairs Trading Under Geometric Brownian Motions

This paper is concerned with an optimal strategy for simultaneously trading of a pair of stocks. The idea of pairs trading is to monitor their price movements and compare their relative strength over time. A pairs trade is triggered by their prices divergence and consists of a pair of positions to short the strong stock and to long the weak one. Such a strategy bets on the reversal of their price strengths. From the viewpoint of technical tractability, typical pairs-trading models usually assume a difference of the stock prices satisfies a mean-reversion equation. In this paper, we consider the optimal pairs-trading problem by allowing the stock prices to follow general geometric Brownian motions. The objective is to trade the pairs over time to maximize an overall return with a fixed commission cost for each transaction. The optimal policy is characterized by threshold curves obtained by solving the associated HJB equations. Numerical examples are included to demonstrate the dependence of our trading rules on various parameters and to illustrate how to implement the results in practice.     

Balancing attainability,desirability and promotion steadiness in manpower planning systems

A Markov manpower planning model with fixed internal transition probabilities, enables assessing the feasibility to attain the most desirable personnel structure. In case the desirable personnel structure is not attainable under control by recruitment, the internal personnel flows can be modified while not disrupting the career progression expectations. This paper introduces the promotion steadiness degree to quantify the personnel policy deviation from the career progression expectations. As a result, this paper focuses on a model that balances three criteria, that is, the desirability degree, the attainability degree and the promotion steadiness degree, formulated by fuzzy membership functions. A new set of instances is introduced, and the algorithms are evidenced in a set of experiments.     

Optimal dynamic asset allocation for DC plan accumulation/decumulation: Ambition-CVAR

We consider the late accumulation stage, followed by the full decumulation stage, of an investor in a defined contribution (DC) pension plan. The investor’s portfolio consists of a stock index and a bond index. As a measure of risk, we use conditional value at risk (CVAR) at the end of the decumulation stage. This is a measure of the risk of depleting the DC plan, which is primarily driven by sequence of return risk and asset allocation during the decumulation stage. As a measure of reward, we use Ambition, which we define to be the probability that the terminal wealth exceeds a specified level. We develop a method for computing the optimal dynamic asset allocation strategy which generates points on the efficient Ambition-CVAR frontier. By examining the Ambition-CVAR efficient frontier, we can determine points that are Median-CVAR optimal. We carry out numerical tests comparing the Median-CVAR optimal strategy to a benchmark constant proportion strategy. For a fixed median value (from the benchmark strategy) we find that the optimal Median-CVAR control significantly improves the CVAR. In addition, the median allocation to stocks at retirement is considerably smaller than the benchmark allocation to stocks.     

Buffering from material recovery uncertainty in a recoverable manufacturing environment

Remanufacturing is becoming an increasingly important alternative to firms as they develop environmentally sound strategies aimed at minimizing waste and resources. Remanufacturing helps minimize costs through such methods as extending product life cycles via refurbishments and technical upgrades which require only a fraction of the resources and energy associated with a new product. The remanufacturing environment is characterized by a far greater degree of uncertainty than new manufacturing, due to such factors as material recovery uncertainty and probabilistic routings. In this study the use of safety stocks, with a material requirement planning system, to deal with the high inherent uncertainty in the system is examined. It is shown that some safety stocks must be kept in the system but have limited applicability. Additional safety stocks do not provide the manager in this environment with any added benefit beyond that obtained by keeping a minimum recommended level. The results obtained are somewhat counter-intuitive, since adding additional levels of safety stock does not add additional coverage when lead times are greater than one planning period. This lead time effect is explained fully and recommendations as to safety stock level to invest in are made.     

Portfolio optimization with a neural network implementation of the coherent market hypothesis

Capital market research seems to be widely governed by traditional static linear models like arbitrage pricing theory and capital asset pricing model, though there is some evidence that better results can be achieved using nonlinear approaches. In this study we described a portfolio optimization model based on artificial neural networks embedded in the framework of a nonlinear dynamic capital market model, the coherent market hypothesis. The main advantage of this theory is that it drops the premise of rational investors and therefore relaxes the precondition of approximately normally distributed stock returns. Neural networks are used to estimate the return distributions in order to forecast the fundamental situation and the level of group behavior of the specific stocks. On the basis of these forecasts the relative stock performance is predicted and used to manage stock portfolios, In a simulation with out-of-sample data from 1991–1994 a portfolio constructed from the eight best ranked stocks achieved an annual return rate about 25% higher than that of the market portfolio and one built from the eight worst ranked stocks attained a return about 25% lower than the market portfolio's return rate. A hedging strategy based on the two aforementioned portfolios leads to a consistently positive annual return of about 25% regardless of the movements of the market portfolio with only 41% of the risk of a buy and hold strategy in the market portfolio.     

A TIME SERIES APPROACH TO STOCK-RECRUITMENT ANALYSIS: TRANSFER FUNCTION NOISE MODELLING

Perceived relationships between stock size and recruitment have long been a corner-stone of fisheries management. These relationships are often used to design harvest strategies for ensuring that sufficient spawning stock exists to generate desired levels of recruitment in subsequent years. However, existing models fail to recognize and exploit the autocorrelation structure of both the recruitment and stock time series. The time series approach to modelling stock and recruitment presented in this paper takes this autocorrelation structure into account. The performance of the time series model is compared to existing stock-recruitment models using North Sea herring and Pacific halibut data.     

Managing inventory and service levels in a safety stock‐based inventory routing system with stochastic retailer demands

The inherent uncertainty in supply chain systems compels managers to be more perceptive to the stochastic nature of the systems' major parameters, such as suppliers' reliability, retailers' demands, and facility production capacities. To deal with the uncertainty inherent to the parameters of the stochastic supply chain optimization problems and to determine optimal or close to optimal policies, many approximate deterministic equivalent models are proposed. In this paper, we consider the stochastic periodic inventory routing problem modeled as chance‐constrained optimization problem. We then propose a safety stock‐based deterministic optimization model to determine near‐optimal solutions to this chance‐constrained optimization problem. We investigate the issue of adequately setting safety stocks at the supplier's warehouse and at the retailers so that the promised service levels to the retailers are guaranteed, while distribution costs as well as inventory throughout the system are optimized. The proposed deterministic models strive to optimize the safety stock levels in line with the planned service levels at the retailers. Different safety stock models are investigated and analyzed, and the results are illustrated on two comprehensively worked out cases. We conclude this analysis with some insights on how safety stocks are to be determined, allocated, and coordinated in stochastic periodic inventory routing problem. Copyright © 2017 John Wiley & Sons, Ltd.     

基于在线理论的股票算法交易策略研究

运用在线理论研究多支股票算法交易策略。在El-Yaniv等人研究基础上,构造了单支股票买入问题的在线策略,证明该策略为最优在线策略;将构造的单支股票交易策略应用到多支股票交易策略问题中,设计了多支股票交易策略算法,并以每支股票收益加权进行投资组合;最后选择上证A股二十支股票从2009年到2012年的交易时间价格数据验证本文所提策略有效性。将20支股票随机抽取10支组成一组,选4组分别进行验证,结果表明本文所给策略对于任意选择的多支股票有较好收益。对交易周期分别选取10个偶数长度进行验证,发现交易周期为18天时平均收益最大,平均收益率为5.2%。     

Optimal ordering and transfer policy for an inventory with stock dependent demand

This paper deals with an ordering-transfer inventory model to determine the retailer’s optimal order quantity and the number of transfers per order from the warehouse to the display area. It is assumed that the amount of display space is limited and the demand rate depends on the display stock level. The objective is to maximize the average profit per unit time yielded by the retailer. The proposed models and algorithms are developed to find the optimal strategy by retailer. Numerical examples are presented to illustrate the models developed and the sensitivity analysis is also reported.     

证券价格长期波动控制系统的最优控制策略

探讨证券价格长期波动控制系统的最优控制问题.建立了在有效市场条件下证券价格长期波动的控制系统模型.为了使证券价格和内在价值按照人们预期的目标变化,探讨了对它们服从的系统采用经典信息结构下的随机最优控制策略问题.设计了使系统的输出跟踪证券内在价值的估计值,同时使调节控制的幅度尽可能小的性能指标,给出了最优控制策略的求解公式和计算过程,并给出了考虑系统性能的计算过程,对相应结果进行了分析.主要结论是:当价值对价格的均衡回归调整不足,或投资者对前期价值的增值预期乐观时,最优控制策略所起的作用在加强;而当价值对价格的均衡回归调整过度,或投资者对前期价值的增值预期悲观时,最优控制策略所起的作用在减弱.这些结果可以为完善证券市场和上市公司的监管提供理论依据     

A TWO‐STAGE INFORMATION‐THEORETIC APPROACH TO MODELING LANDSCAPE‐LEVEL ATTRIBUTES AND MAXIMUM RECRUITMENT OF CHINOOK SALMON IN THE COLUMBIA RIVER BASIN

ABSTRACT. Many anadromous salmonid stocks in the Pacific Northwest are at their lowest recorded levels, which has raised questions regarding their long‐term persistence under current conditions. There are a number of factors, such as freshwater spawning and rearing habitat, that could potentially influence their numbers. Therefore, we used the latest advances in information‐theoretic methods in a two‐stage modeling process to investigate relationships between landscape‐level habitat attributes and maximum recruitment of 25 index stocks of chinook salmon (Onocorhynchus tshawy‐tscha) in the Columbia River basin. Our first‐stage model selection results indicated that the Ricker‐type, stock recruitment model with a constant Ricker a, i.e., recruits‐per‐spawner at low numbers of fish) across stocks was the only plausible one given these data, which contrasted with previous unpublished findings. Our second‐stage results revealed that maximum recruitment of chinook salmon had a strongly negative relationship with percentage of surrounding subwatersheds categorized as predominantly containing U.S. Forest Service and private moderate‐high impact managed forest. That is, our model predicted that average maximum recruitment of chinook salmon would decrease by at least 247 fish for every increase of 33% in surrounding subwatersheds categorized as predominantly containing U.S. Forest Service and privately managed forest. Conversely, mean annual air temperature had a positive relationship with salmon maximum recruitment, with an average increase of at least 179 fish for every increase in 2°C mean annual air temperature.     

考虑中间库存缓冲区的多目标设备不完美预防维修策略研究

针对考虑库存缓冲区的多目标设备维修问题,以设备维修能力为约束条件,获得随机故障设备的不完美预防维修策略。首先,利用准更新过程,表示出设备的随机故障次数。其次,结合设备故障次数表达式,以最大设备可用度和最小生产总成本为多目标构建不完美预防维修模型,使用粒子群算法求解,优化设备可用度与生产总成本,获得更新周期内的库存量和预防维修周期两个决策变量的最优值。最后,通过算例分析,验证了多目标不完美预防维修模型的可用性。     

The use of management science techniques in a corporate strategic planning system

This paper will discuss the role that Management Science has played in the Strategic Planning process in Gulf Oil Corporation. Two levels of planning will be covered: planning at the functional Company level and at the Corporate level. Both the problems and rewards of using Management Science techniques in these areas will be discussed and illustrated through models developed at Gulf.Gulf Oil Corporation is organizationally subdivided into functional companies that are each responsible for long-range planning in their respective business areas. Corporate Headquarters is responsible for allocations of capital, debt control, dividend policy and strategy. Models developed for use at these two levels face different organizational, personnel, technical and data problems and these problems recur as the organization and personnel change. For models to be effective, the perceived benefits ensuing from their use must outweigh the problems encountered in their implementation. Three models will be discussed to illustrate these points; a Corporate model designed to examine capital allocations, debt control, dividend policies, and net cash flow; a model to aid in the formulation of a strategic policy in the Synthetic Fuels area; and, a model to help plan capital improvements or divestments in the petroleum business.     

Personnel Recruitment Policies and Long-Term Production Planning

Any organization or industry operating in a market where there is unmet demand will be under considerable pressure to meet the demand as quickly as possible. This short-term objective can be met by rapidly expanding productive capacity in terms of both plant or other equipment and also manpower. If the commodity in demand is durable—e.g. housing, cars, computers—then when the initial requirement is met, further output is for replacement purposes. Production during the expansion phase, planned to eliminate the backlog of demand may be much greater than that needed for the next phase, meeting recurrent replacement demand. If capacity is allowed to run down, a later increase in demand will possibly find the organization with too little capacity. There follows a potentially continuing cycle of under- and over-production. Since manpower comprises a significant part of the capacity, this creates a possible cycle of under- and over-employment.Mathematical models of manpower systems can be adapted to investigate the consequences of controlling recruitment policies over fairly long periods of time. If costs can be ascribed to both under- and over-production it is possible to combine the manpower models with mathematical programming techniques to produce optimal longterm recruitment policies.The possible development of the telephone network in the Republic of Ireland is used as an illustrative example. Here it has already been established by government operational research scientists that meeting the original target number of installations for the early 1980's would require impossibly large levels of recruitment immediately. Our model shows that, if the target were achieved, an intolerably large proportion of the workforce would be redundant in a few years time. We use a linear programming model to illustrate viable policies trading off present delays in satisfying demand against future overmanning.     

Tactical Manpower Planning via Programming Under Uncertainty

This paper presents models for different types of manpower pooling policies. A multi-grade manpower system with mutually exclusive skills is considered. The work load imposed is a random variable characterized by the known joint distribution of the number of jobs to be performed and of the time to do a job. The basic models are developed as a tool for manpower planning in the jobbing workshops of an oil company. The resulting "two-stage programmes under uncertainty" are shown to reduce to mixed-integer linear programmes. The models are then generalized to permit their use in a larger class of manpower planning problems.     

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

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.