Staffing Problem
STAFFING PROBLEM
Introduction:
Replacement model is the part of operation research which is not include in linear programming, used to minimise the production time and maximise the profit.
Staffing problem:
- The replacement model may be well applied to manpower planning, where one can plan well in advance the requirement of different types of staff personnel or skilled / unskilled personnel.
- Here personnel are also considered as elements replaced for some reason or the other.
- Any organization requires at various period of time different types of personnel due to retirement, persons quitting the job in search of better jobs, vacancies arising due to death of personnel, termination, resignation etc.
- Therefore to maintain suitable strength of staff members in a system there is a need to formulate some useful recruitment policy. In this case we assume that the life distribution for the service of staff in a system is known.
Example:
A research team is planned to raise its strength to 50 chemists and then to remain at that level. The wastage of recruits depends on their length of service, which is as follows:
Solution:
From the given data,
The person who is joining the organization will not continue after 10 years. And we know that mortality table for any item can be used to derive the probability distribution of life span by{M (t – 1) – M (t)} N.
The required probabilities are calculated in the table above.
The column (3) shows that a recruitment policy 9 of 100 every year, the total number of chemists serving in the organization would have been 436.
Hence, to maintain strength of 50 chemists, then the recruitment should be: = (100 × 50) / 436 = 11.5 or approximately 12 chemists per year.
As per life distribution of service 12 chemists are to be recruited every year, to maintain strength of 50 chemists. Now referring to column (5) of the table above, we find that number of survivals after each year. This is given by multiplying the various values in column (5) by 12 as shown in the table given below:
As there are 8 senior posts, from the table we find that there are 3 persons in service during the 6th year, 2 in 7th year, and 2 in 8th year.
Hence the promotion for new recruits will start from the end of fifth year and will continue up to sixth year.(OR it can be done in this way: if we recruit 12 persons every year, then we want 8 seniors. Suppose we recruit 100 every year, then we shall require (8 × 100) / 12 = 66.4 or approximately 64 seniors.