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.