Abstract
Previous manpower planning models — e.g., in the OCMM series — have utilized multi-period Markoff processes embedded in goal programming (multiple objective) models. These are here extended to Equal Employment Opportunity plans directed to changing the mix of employees over time. At each point in the planning interval, the organization is taken as given, e.g., in terms of the probabilities for promotion, transfer, etc., When formulating manpower programs. Over time, however, these organization processes are submitted to planned changes which alter the probabilities of occurrence for these events. The Merit Promotion System is preserved and other controls are also imposed explicitly for the exercise of managerial discretion. The focus here is on an ordinary (absolute value) formulation of objectives and a numerical illustration is supplied with differing weights for each of the indicated classes of objectives. Other types of objectives are briefly discussed, along with different approaches to problems of validation and, subsequently, implementation in a U.S. Navy context.
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© 1976 Springer-Verlag Berlin · Heidelberg
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Charnes, A., Cooper, W.W., Lewis, K.A., Niehaus, R.J. (1976). A Multi-Objective Model for Planning Equal Employment Opportunities. In: Zeleny, M. (eds) Multiple Criteria Decision Making Kyoto 1975. Lecture Notes in Economics and Mathematical Systems, vol 123. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-45486-8_6
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DOI: https://doi.org/10.1007/978-3-642-45486-8_6
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