Survey on Combinatorial Register Allocation and Instruction Scheduling

Register allocation (mapping variables to processor registers or memory) and instruction scheduling (reordering instructions to increase instruction-level parallelism) are essential tasks for generating efficient assembly code in a compiler. In the last three decades, combinatorial optimization has emerged as an alternative to traditional, heuristic algorithms for these two tasks. Combinatorial optimization approaches can deliver optimal solutions according to a model, can precisely capture trade-offs between conflicting decisions, and are more flexible at the expense of increased compilation time. This paper provides an exhaustive literature review and a classification of combinatorial optimization approaches to register allocation and instruction scheduling, with a focus on the techniques that are most applied in this context: integer programming, constraint programming, partitioned Boolean quadratic programming, and enumeration. Researchers in compilers and combinatorial optimization can benefit from identifying developments, trends, and challenges in the area; compiler practitioners may discern opportunities and grasp the potential benefit of applying combinatorial optimization

Boundaryless Organizations and Boundaryless Careers: A New Market for High-Skilled Temporary Work

A typology of four different groups of temporary workers (transitional, traditional, career, boundaryless) is derived from economic, strategic, and human resource theories. Based on a survey of 276 temporary workers, we find support for distinguishing between high-skilled boundaryless temporaries and the three other types using multinomial logistic analysis

The Effects of Temporary Services and Contracting Out on Low-Skilled Workers: Evidence from Auto Suppliers, Hospitals, and Public Schools

We examine why employers use temporary agency and contract company workers and the implications of these practices for the wages, benefits, and working conditions of workers in low-skilled labor markets. Through intensive case studies in manufacturing (automotive supply), services (hospitals), and public sector (primary and secondary schools) industries, we define the circumstances under which these workers are likely to be adversely affected, minimally affected, or even benefitted by such outsourcing. Adverse effects on compensation are clearest when companies substitute agency temporaries or contract company workers for regular employees on a long-term basis because low-skilled workers within the organization receive relatively high compensation and employment and labor law or workers and their unions do not block companies from such substitution. Often, however, organizations only contract out management functions or utilize agency temporaries for brief periods of time, with little direct effect on in- house, low-skilled workers. Moreover, employers often use temporary agencies to screen workers for permanent positions. Because temporary agencies lower the cost to employers of using workers with poor work histories or other risky characteristics, agencies may benefit these workers by giving them opportunities to try out for positions they otherwise might not have had.temporary, contingent, contract, workers, low-skilled, Houseman, Erickcek, Kalleberg, Upjohn

Temporary labor: Issues of training, motivating, and retaining a temporary workforce

This study focuses on the limiting conditions affecting training, motivating and retaining the temporary employees at the White Eagle Conference Center in Hamilton, New York. In order to provide a clear understanding of the temporary employee situation, a broad outlook of the use of temporaries in the service sector is presented. It includes factors inhibiting commitment, pride, and an ownership feeling in the organization, as well as discussion of issues dealing with training, recruiting, orientation, and turnover. The data gathered for this study was developed through a company wide survey. Information relevant to the subject was collected from literary sources and personal interviews with professionals in the field. The presentation of the data is analyzed as to how the permanent employees responded as opposed to the temporary employees. Key areas identified as having important differences between the two groups are: Presence of Leadership Time Off Job Interest Appreciation Advancement Opportunity An analyses of these issues and their possible causes, are discussed along with recommendations for improvement