It is of the greatest importance to any organisation to obtain recruits with the right qualifications and abilities both for the immediate tasks and for the years ahead. We will…
Abstract
It is of the greatest importance to any organisation to obtain recruits with the right qualifications and abilities both for the immediate tasks and for the years ahead. We will describe a model developed in conjunction with Civil Service Management aimed at assisting them to recruit staff with an appropriate mix of characteristics. The model is an extension of the Camel model described in a previous paper. The data used are based on Civil Service data but have been modified significantly to the extent that the conclusions do not necessarily apply to the Civil Service.
A.F. Forbes, R.W. Morgan and J.A. Rowntree
This paper describes the mathematical models used by the Civil Service Department for manpower planning supply work, their inter‐relationship, and the problems to which they are…
Abstract
This paper describes the mathematical models used by the Civil Service Department for manpower planning supply work, their inter‐relationship, and the problems to which they are suited. Mathematical detail is normally not included, the reader being referred to other publications.
G.A. Keenay, R.W. Morgan and K.H. Ray
Many large organizations employ staff who make the greater part of their careers within the organization. Today's recruits are tomorrow's senior managers and so the planning of…
Abstract
Many large organizations employ staff who make the greater part of their careers within the organization. Today's recruits are tomorrow's senior managers and so the planning of the careers of the staff is often undertaken with some care. The planners will want to avoid both shortages of suitably experienced staff for promotion to senior levels, and surpluses with their attendant problems of early retirement and redundancy schemes.
Manpower planning is a key aspect of the human resource management function in organizations. Specifically, manpower planning examines the gap between staff availabilities…
Abstract
Manpower planning is a key aspect of the human resource management function in organizations. Specifically, manpower planning examines the gap between staff availabilities (internal and external to the organization) and staffing requirements (to perform tasks in the organization) over time, and prescribes courses of action to narrow such a gap. Different perspectives in manpower planning have each been studied widely in the past. However, few insights are available on the interactions among these perspectives and the impact of these interactions on the resultant manpower plans. Describes these interactions in the form of decision and feedback loops. From this description, derives an integrated decision support system (DSS) framework for manpower planning. Also presents a methodology for analysis of the manpower planning business process and feasibility assessment of DSS deployment. The system framework and analysis methodology constitute a basis for applications deployment and consultancy undertaken by the author’s institute.
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D.J. Bartholomew, R.F.A. Hopes and A.R. Smith
The role of uncertainty in manpower planning is discussed and illustrated by reference to manpower planning in the Civil Service. The nature of the planning process is described…
Abstract
The role of uncertainty in manpower planning is discussed and illustrated by reference to manpower planning in the Civil Service. The nature of the planning process is described, and an account given of the principal statistical methods employed. Uncertainty is classified in terms of random error, specification error, estimation error and data error. Strategies for containing error are discussed, and examples used to illustrate the relative importance of each type. Parameter specification error is usually dominant, and experience suggests that sensitivity analysis is the most practical way of dealing with it. The mutually‐dependent roles of statistician and manager in the process of working towards effective decisions, and the importance of a flexible and continuous planning process which can adapt to the unexpected, are both stressed.
Robert Wagner, Svatopluk Hlavacka and Ljuba Bacharova
The study is an attempt to provide empirical evidence, in the context of acute hospital care, of the current human resource practices in the health sector of the Slovak Republic…
Abstract
The study is an attempt to provide empirical evidence, in the context of acute hospital care, of the current human resource practices in the health sector of the Slovak Republic. Using a sample of 72 acute care hospitals the research explored the perceived functions, typical customers and priorities of hospital human resource departments, ownership of a workforce plan, and the relationships between ownership of a workforce plan and type of hospital, as well as the degree to which different human resource activities are given priority. Cross‐tabulation procedure revealed statistically significant relationships between ownership of a workforce plan and the degree of priority given to having a quick, efficient and cost‐effective recruitment and selection system and, not surprisingly, the degree of priority given to ensuring that the human resource department has a workforce plan. The study evidence also indicates that, although the human resource staff in hospitals seem to be aware of their role in assisting hospital management in decision making, the human resource function in the Slovak hospitals still rather resembles that of a personnel administration than that of an important strategic human resource activity.
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Irina Burlacu, Cathal O’Donoghue and Denisa Maria Sologon
Research has shown that the tax treatment of replacement incomes differs considerably among countries. Consequently, the ranking of countries by expenditure level is different for…
Abstract
Research has shown that the tax treatment of replacement incomes differs considerably among countries. Consequently, the ranking of countries by expenditure level is different for gross and net social expenditures. On a micro level this is translated into a gap between gross and net benefits; this gap varies among countries. In this chapter, we use EUROMOD for an international comparison of the difference between gross and net benefits at the micro level. We investigate the distribution effects of the income tax treatment of replacement benefits, focusing on old-age pensions and unemployment benefits. We present a summary overview of the different ways of levying taxes on benefits in the pre-2004 EU-15 countries. We then try to answer the question how the tax treatment of social security benefits affects the distribution of these benefits and how progressive taxes on benefits are compared to taxes on earnings.
Daniela Mantovani, Fotis Papadopoulos, Holly Sutherland and Panos Tsakloglou
This paper considers the effects on current pensioner incomes of reforms designed to improve the long-term sustainability of public pension systems in the European Union. We use…
Abstract
This paper considers the effects on current pensioner incomes of reforms designed to improve the long-term sustainability of public pension systems in the European Union. We use EUROMOD to simulate a set of common illustrative reforms for four countries selected on the basis of their diverse pension systems and patterns of poverty among the elderly: Denmark, Germany, Italy and the UK. The variations in fiscal and distributive effects on the one hand suggest that different paths for reform are necessary in order to achieve common objectives across countries, and on the other provide indications of the appropriate directions for reform in each case.