Factors Affecting the Development of Workforce Versatility

Among all strategies supporting the firms' flexibility and agility, the development of human resources versatility holds a promising place. This article presents an investigation of the factors affecting the development of this flexibility lever, related to the problem of planning and scheduling industrial activities, taking into account two dimensions of flexibility: the modulation of working time, which provides the company with fluctuating work capacities, and the versatility of operators: for all the multi-skilled workers, we adopt a dynamic vision of their competences. Therefore, this model takes into account the evolution of their skills over time, depending on how much they were put in practice in previous periods. The model was solved by using an approach relying on genetic algorithm that used an indirect encoding to build the chromosome genotype, and then a serial scheduling scheme is adopted to build the solution

South Africa’s protracted struggle for equal distribution and equitable access – still not there

The purpose of this contribution is to analyse and explain the South African HRH case, its historical evolution, and post-apartheid reform initiatives aimed at addressing deficiencies and shortfalls. HRH in South Africa not only mirrors the nature and diversity of challenges globally, but also the strategies pursued by countries to address these challenges. Although South Africa has strongly developed health professions, large numbers of professional and mid-level workers, and also well-established training institutions, it is experiencing serious workforce shortages and access constraints. This results from the unequal distribution of health workers between the well-resourced private sector over the poorly-resourced public sector, as well as from distributional disparities between urban and rural areas. During colonial and apartheid times, disparities were aggravated by policies of racial segregation and exclusion, remnants of which are today still visible in health-professional backlogs, unequal provincial HRH distribution, and differential access to health services for specific race and class groups. Since 1994, South Africa’s transition to democracy deeply transformed the health system, health professions and HRH establishments. The introduction of free-health policies, the district health system and the prioritisation of PHC ensured more equal distribution of the workforce, as well as greater access to services for deprived groups. However, the HIV/AIDS epidemic brought about huge demands for care and massive patient loads in the public-sector. The emigration of health professionals to developed countries and to the private sector also undermines the strength and effectiveness of the public health sector. For the poor, access to care thus remains constrained and in perpetual shortfall. The post-1994 government has introduced several HRH-specific strategies to recruit, distribute, motivate and retain health professionals to strengthen the public sector and to expand access and coverage. Of great significance among these is the NHI Plan that aims to bridge the structural divide and to redistribute material and human resources more equally. Its success largely hinges on HRH and the balanced deployment of the national workforce. Low- and middle-income countries have much to learn from South African HRH experiences. In turn, South Africa has much to learn from other countries, as this case study shows

Understanding Behavioral Sources of Process Variation Following Enterprise System Deployment

This paper extends the current understanding of the time-sensitivity of intent and usage following large-scale IT implementation. Our study focuses on perceived system misfit with organizational processes in tandem with the availability of system circumvention opportunities. Case study comparisons and controlled experiments are used to support the theoretical unpacking of organizational and technical contingencies and their relationship to shifts in user intentions and variation in work-processing tactics over time. Findings suggest that managers and users may retain strong intentions to circumvent systems in the presence of perceived task-technology misfit. The perceived ease with which this circumvention is attainable factors significantly into the timeframe within which it is attempted, and subsequently impacts the onset of deviation from prescribed practice and anticipated dynamics

Improving the performance of Virtualized Network Services based on NFV and SDN

Network Functions Virtualisation (NFV) proposes to move all the traditional network appliances, which require dedicated physical machine, onto virtualised environment (e.g,. Virtual Machine). In this way, many of the current physical devices present in the infrastructure are replaced with standard high volume servers, which could be located in Datacenters, at the edge of the network and in the end user premises. This enables a reduction of the required physical resources thanks to the use of virtualization technologies, already used in cloud computing, and allows services to be more dynamic and scalable. However, differently from traditional cloud applications which are rather demanding in terms of CPU power, network applications are mostly I/O bound, hence the virtualization technologies in use (either standard VM-based or lightweight ones) need to be improved to maximize the network performance. A series of Virtual Network Functions (VNFs) can be connected to each other thanks to Software-Defined Networks (SDN) technologies (e.g., OpenFlow) to create a Network Function Forwarding Graph (NF-FG) that processes the network traffic in the configured order of the graph. Using NF-FGs it is possible to create arbitrary chains of services, and transparently configure different virtualized network services, which can be dynamically instantiated and rearranges depending on the requested service and its requirements. However, the above virtualized technologies are rather demanding in terms of hardware resources (mainly CPU and memory), which may have a non-negligible impact on the cost of providing the services according to this paradigm. This thesis will investigate this problem, proposing a set of solutions that enable the novel NFV paradigm to be efficiently used, hence being able to guarantee both flexibility and efficiency in future network services

Multi-skilled Labor Optimization with Partial Allocation of Resources

The current practice of labor allocation in construction schedules assumes single-skilled workforce; meaning that each worker is assumed to be skilled in only one trade. In such practice, at any instance in the project lifecycle, some of the workforce become idle waiting for other labor types to complete their work. Traditionally, companies may relocate idle workers to other projects and return them back to their original project when needed again. This complicates the resource management process and is not often performed successfully, leading to schedule and cost overruns. Alternatively, project managers may keep the idle workforce at their projects because they will be needed at a later stage and pay them in their idle days, which adds unnecessary costs to the project. Another solution would be continuously hiring and laying off labor at need, which has severe negative impacts on projects and firms. Due to the inefficiencies of these solutions, some research discussed the idea of “multi-skilled” labor, where some of the workers may have enough training to carry out different activity types. Multi-skilling decreases inefficiencies and ensures a smooth and continuous progress of works whilst maintaining the workforce and keeping their idle time to a minimum. Multi-skilling could be also used to speed up progress in construction schedules. Previous research efforts have been made to encourage contractors in pursuing multiskilling as a solution to the non-smooth resource histograms. Yet, the literature falls short in providing a robust multi-skilling framework; specifically, one that considers the cost of training labor and solves the partial allocation problem. The objective of this research is to improve project duration and minimize unnecessary costs through the utilization of multi-skilled labor. Through a multi-step methodology, a model that optimizes the allocation of multi-skilled labor resources was developed. The novelty of the presented model is that it further minimizes the idle times of labor when compared to previous multi-skilled labor models, due to its capability in allocating resources “partially” to segments of activities rather than to full activities. In other words, unlike previous models, the developed model recognizes the fact that a crew can work for a period of time in an activity, then some workers in that crew can be allocated to another activity, leaving the rest of the crew to complete the first activity. The model allows the user to enter any number of activities and up to ten different resource types. With the use of genetic algorithms idle resources are assigned to activities that require additional manpower in order to reduce their durations, and in turn reduce the project’s indirect costs. When applied to a case study, the model generated promising results, where the reduction in duration between the single skilled allocation and multi-skilled labor allocation was 31% and this reduction jumped to 44% when partial allocation was applied. Multiskilling did not only reduce the idle labor days, but it will also shift the resource usage histogram’s end point to the left, reducing the total project duration. This did not only reduce the unnecessary costs being paid to workers on days where they have no work, but it also reduced the total indirect costs which are directly proportional to the overall project duration