Project Work Uncertainties and the Boundaries of the Firm

The effective use of resources in an economy requires both that they are available where and when most needed and that they are kept employed as fully and effectively as possible. A lack of certainty over future resource needs within firms brings these two requirements into conflict. It is argued that the firm and the market offer alternative means of handling this trade-off. The market switches resource services between customers to keep specialist resources employed. However, this does not guarantee the firm that a resource will always be available when needed. The firm may therefore internalise resources, switching them between different tasks to keep them employed and to make their specialist capabilities available where most needed. Idiosyncratic advantages form an important part of the theory, often severely exacerbating resource availability issues. A model of resource planning in a project with uncertain task durations is presented to illustrate the problem faced by the firm.Project, Organisation, Uncertainty, Resources, Scheduling, Internalisation

DEVELOPMENT OF MATHEMATICAL MODEL OF LESSON SCHEDULE FORMATION SYSTEM

The article presents the task of creating a linear mathematical model and an algorithm for automatically constructing a table of studies in a higher educational institution.Представлена задача создания линейной математической модели и алгоритма автоматического построения таблицы учебных занятий в высшем образовательном заведении

The Project Scheduling Problem with Non-Deterministic Activities Duration: A Literature Review

Purpose: The goal of this article is to provide an extensive literature review of the models and solution procedures proposed by many researchers interested on the Project Scheduling Problem with nondeterministic activities duration. Design/methodology/approach: This paper presents an exhaustive literature review, identifying the existing models where the activities duration were taken as uncertain or random parameters. In order to get published articles since 1996, was employed the Scopus database. The articles were selected on the basis of reviews of abstracts, methodologies, and conclusions. The results were classified according to following characteristics: year of publication, mathematical representation of the activities duration, solution techniques applied, and type of problem solved. Findings: Genetic Algorithms (GA) was pointed out as the main solution technique employed by researchers, and the Resource-Constrained Project Scheduling Problem (RCPSP) as the most studied type of problem. On the other hand, the application of new solution techniques, and the possibility of incorporating traditional methods into new PSP variants was presented as research trends. Originality/value: This literature review contents not only a descriptive analysis of the published articles but also a statistical information section in order to examine the state of the research activity carried out in relation to the Project Scheduling Problem with non-deterministic activities duration.Peer Reviewe

Design project planning, monitoring and re-planning through process simulation

Effective management of design schedules is a major concern in industry, since timely project delivery can have a significant influence on a company’s profitability. Based on insights gained through a case study of planning practice in aero-engine component design, this paper examines how task network simulation models can be deployed in a new way to support design process planning. Our method shows how simulation can be used to reconcile a description of design activities and information flows with project targets such as milestone delivery dates. It also shows how monitoring and re-planning can be supported using the non-ideal metrics which the case study revealed are used to monitor processes in practice. The approach is presented as a theoretical contribution which requires further work to implement and evaluate in practice

From Theory to Intervention: Mapping Theoretically Derived Behavioural Determinants to Behaviour Change Techniques

Theory provides a helpful basis for designing interventions to change behaviour but offers little guidance on how to do this. This paper aims to illustrate methods for developing an extensive list of behaviour change techniques (with definitions) and for linking techniques to theoretical constructs. A list of techniques and definitions was generated from techniques published in two systematic reviews, supplemented by "brainstorming" and a systematic search of nine textbooks used in training applied psychologists. Inter-rater reliability of extracting the techniques and definitions from the textbooks was assessed. Four experts judged which techniques would be effective in changing 11 theoretical constructs associated with behaviour change. Thirty-five techniques identified in the reviews were extended to 53 by brainstorming and to 137 by consulting textbooks. Agreement for the 53 definitions was 74.7 per cent (15.4% cells completed and 59.3% cells empty for both raters). Agreement about the link between the 35 techniques and theoretical constructs was 71.7 per cent of 385 judgments (12.2% agreement that effective and 59.5% agreement that not effective). This preliminary work demonstrates the possibility of developing a comprehensive, reliable taxonomy of techniques linked to theory. Further refinement is needed to eliminate redundancies, resolve uncertainties, and complete technique definitions.Institute of Applied Health Sciences, Chief Scientist Office of the Scottish Government Health Directive, NHS NIHR Academic Unit Fundin

Restructuring of Human Resource Management In The U.S.: Strategic Diversity

Change is endemic in the U. S. economy and in worker-management relations. This change can be examined from the perspective of increasing centralization in which public policy dictates that corporations and the state act in concert, to a decentralized market system in which assets are constantly being reconfigured to more productive uses. This paper looks at the evolution of industrial relations and personnel administration to human resource management within this context of continual change through centralized versus decentralized perspectives. Major shifts in HR policies in American companies are described. Within these major shifts, a wide diversity of policy options for workermanagement relations exist. A strategic-contingency model may provide a unifying framework to assist decision makers in choosing among these policy options