Balancing attainability, desirability and promotion steadiness in manpower planning systems
研究如何在人力资源规划中平衡人员结构的可达性、期望性与晋升稳定性，通过模糊隶属度函数量化三个目标，并用实验验证算法。
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.