Manpower Planning and Organization Design

This volume is the proceedings of the conference entitled "Manpower Planning and Organization Design" which was held in Stresa, Italy, 20-24 June 1977. The Conference was sponsored by the NATO Scientific Affairs Division and organized jointly through the Special Programs Panels on Human Factors and on Systems Science. Two Conference Directors were appointed with overall responsibilities for the programme and for policy, and they were assisted in their tasks by a small advisory panel consisting of Professor A. Charnes (University of Texas), Professor W.W. Cooper (Carnegie Mellon University, now at Harvard University) and Dr. F.A. Heller (TavistQck Institute of Human Relations). Professor R. Florio of Bergamo kindly agreed to become Administrative Director and, as such, was responsible for all the local arrangements. The Conference Directors were further assisted by "national points of contact" appointed from each of the member countries of NATO. These national representatives played a substantial part in the search for participants and in the collection and trans mission of the various conference communications. Although full details of the national points of contact are included in the Appendices, special tribute must be paid to the UK point of contact, Brian Smith of the Civil Service Department. He very capably shouldered the additional burdens of maintaining conti nuity and resolving problems during the absence in Canada of Don Bryant in the particularly demanding two months preceding the Conference.

Texte du rabat

This volume is the proceedings of the conference entitled "Manpower Planning and Organization Design" which was held in Stresa, Italy, 20-24 June 1977. The Conference was sponsored by the NATO Scientific Affairs Division and organized jointly through the Special Programs Panels on Human Factors and on Systems Science. Two Conference Directors were appointed with overall responsibilities for the programme and for policy, and they were assisted in their tasks by a small advisory panel consisting of Professor A. Charnes (University of Texas), Professor W.W. Cooper (Carnegie Mellon University, now at Harvard University) and Dr. F.A. Heller (TavistQck Institute of Human Relations). Professor R. Florio of Bergamo kindly agreed to become Administrative Director and, as such, was responsible for all the local arrangements. The Conference Directors were further assisted by "national points of contact" appointed from each of the member countries of NATO. These national representatives played a substantial part in the search for participants and in the collection and trans­ mission of the various conference communications. Although full details of the national points of contact are included in the Appendices, special tribute must be paid to the UK point of contact, Brian Smith of the Civil Service Department. He very capably shouldered the additional burdens of maintaining conti­ nuity and resolving problems during the absence in Canada of Don Bryant in the particularly demanding two months preceding the Conference.

Contenu
Introductory Statement.- Section 1: Organization Design and Career Management.- Models for Organization Design and Staffing.- Manpower Planning for the Managerial Workforce: A Quantitative and Qualitative Approach.- The Creation of a System of Personnel Management Forecasting: Technology or Sociology?.- A Methodological Review of the Treatment of Individual Goals in Some Recent German System Approaches Towards Manpower Planning.- An Optimal Retirement Policy for Individuals.- Section 2: Conversational Computer-Assisted Manpower Management.- Conversational Manpower Planning Models in a Telecommunications Environment.- MANPLAN: A Flexible Computer Package for Practical Manpower Planning.- Bargaining Assignment and Officer Rotation Models in the U.S. Navy.- Developing a Research-Based System for Manpower Management and Career Progression in the U. S. Army Officer Corps.- A Computer Assisted Manpower Planning Model.- Section 3: Organization Design in Workforce Planning.- An Action Research Approach to Organisation Design.- Organization Design in the Smaller Enterprise.- The Place of Value Orientation of Members in Organizational Design.- Manpower Planning on the Halifax Waterfront: A Case Study with Implications for Industrial Relations.- Matrix Organization in an Industrializing Society: Case Studies from Brazil.- Importance of Individual Differences in Intervention and Design for Improving Quality of Working Life.- Section 4: Descriptive Models of Organizations.- The Integration of Human Resources Planning into the Budgetary Cycle of the Canadian Federal Public Service.- Possibilities for Career Management in a Subordinate Organisation.- Organisational Dichotomies: The Dilemma of Management.- Planning for Manpower Needs and Organization Development.- Section 5: Mathematical Methods for Manpower Systems.- A Normative Model for Manpower Planning Under Risk.- Interactive Design of a Manpower System.- Efficient Computation and Long Range Optimization Applications Using a Two-Characteristic Markov-Type Manpower Flow Model.- Two Linear Programming Models of a Large German Federal Department.- Manpower Planning Under Stochastic Turnover Behavior.- Forecasting and Recruitment in Graded Manpower Systems.- Section 6: Planning for Equal Employment Opportunities.- Equal Employment Opportunity Planning and Staffing Models.- Planning Manpower Utilization in a Bi-Cultural Environment.- On the Racial Composition of Workers Available to an Organization.- Section 7: Economic and Demographic Implications of Manpower Planning.- Intertemporal Eco-Demographic Interactions and Their Manpower Planning Implications.- Personnel Transfer in the Public/Private Research and Development (R&D) Sector.- The Demand for Qualified Manpower: Some Implications for Macroeconomic Planning.- Some Economic-Demographic Interactions Affecting Female Manpower Supply: The Greek Experience.- Institutional Considerations for Macro Manpower Planning in Less Developed Countries.- Manpower Planning for Industrial Projects in Libya.- Engineering Education and Manpower Needs of Developing Countries.- Section 8: Practical Experiences with Manpower Planning Systems.- Organizational/Systems Opportunities in the Operational Use of a Personnel Planning Model.- Manpower Planning as a Basis for Current Changes in Periods of Engagement in the Canadian Forces.- Local Government Manpower Planning: Theory in Practice.- Re-Evaluating Company Manpower Planning in the Light of Some Practical Experiences.- An Integrated Assignment and Training Control System of the Army (IVAS).- On the Application of Analytical Models in Personnel Planning in the Bundeswehr.- Selecting the Most Appropriate Manpower Model.- Section 9: Issues in Selection, Performance and Occupational Choice.- The Identification of Management Potential: A Contingency Approach.- An Objective Approach to the Development of Job Classification Schemes.- The Characteristics of Naval Personnel and Personnel Performance.- Implications of a Country Work Force's Perceptions of Occupations on Work Force Mix and Macro Manpower Plans.- Contingency Analysis: With an Emphasis on Organization Satisfaction.- Section 10: Quantitative Methods and Studies for Manpower Planning.- An Interactive Manpower Planning and Scheduling System for a Health Facility.- The Cost-Effectiveness of Various Fringe Benefits to U. S. Navy Personnel.- VACATE: A Model for Personnel Inventory Planning Under Changing Management Policy.- An Initial Investigation into the Suitability of Absenteeism Rates as Measures of Performance.- An Evaluation of Navy Unrestricted Line Officer Accession Programs.- An Industry Framework for Company Manpower Planning.- Appendix I: National Points of Contact.- Appendix II: List of Participants.