Manpower information

A description of the NAL nominal roll database (listing basic information about NAL employees) created using the Ingres relational database software. Using this database it is possible to provide a wide variety of reports about NAL staff, respond to a wide assortment of queries and undertake elementary statistical analysis to tabulate (and pictorially depict) the average age of NAL scientists, the future retirement pattern of NAL employees etc

Manpower forecast program

Program reports distribution of actual manpower levels in each section versus accounts, projects versus sections, sections versus manpower classes, and project offices versus sections

Allocation of Manpower

In this study, the heat recovery from exhaust gas at the ACE Power Embilipitiya (Pvt) Ltd (APE) in Sri Lanka was conceptually proposed and evaluated. APE has an installed capacity of 100 MW comprising 14 units of 7.5MW medium speed diesel engines fired with heavy fuel oil. There is only a minimum recovery of waste heat in the plant at the moment, only for fuel preheating, whereas waste heat recovery (WHR) boilers of 750kWth are equipped on eight engines. The larger portion of the waste heat is dumped into the environment without being used in any reasonable way. The objective of this work was to design a HRSG system for the remaining six engines to recover maximum possible heat from the exhaust gas and select a suitable steam turbine according to the heat demand capacity of the proposed HRSG, for generating additional power and thus converting the APE plant into a sort of a combined cycle. At the initial stage of the investigation, the amount of recoverable waste heat was estimated by evaluating the known parameters of the engines at fully loaded condition. The maximum theoretical waste heat recovery potential from the exhaust gas stream of one engine was calculated as 9807.87 MJ/h, equivalent to a heat rate of 2724.4 kW. The modelling and optimization of the proposed HRSG was done using the Engineering Equation Solver (EES) software, considering technical and practical limitations such as pinch point temperature difference, approach point temperature difference, terminal temperature difference and sulphur dew point in the stack. A commercially available steam turbine with a power output of 3.579 MW was selected as the optimum steam turbine for the desired conditions, utilising 12884.4 MJ/h of recovered waste energy amounting to 21.89% of the total available energy in the flue gas

Determination of the Optimal Manpower Size Using Linear Programming Model

There would be no meaningful development lllltil manpower that involves in the transformation of production facilities into useful goods and services is well trained and planned. Recent advances in mathematical programming methodology have included:development of interior methods, competing with the simplex method, improved simplex codes, vastly improved performance for mixed-integer programming using strong linear programming formulations and a renewed interest in decomposition. Application areas have been expanding from the traditional refinery planning and distribution models to include finance, scheduling, manufacturing, manpower planning and many others. We see the acceleration of better methods and improved codes moving together with faster, lower-cost and more interesting hardware into a variety of application areas, thereby opening up new demands for greater fi.mction of optimization codes. This study applies Linear Programming (LP) model based on integer programming to the determination of effective size of manpower to be engaged. The study also incorporates global constraints such as production capacity/demand rate and allowable time of operation into the model to reflect the reality activities in production organizations in developing colUltries. The results obtained show that the model is more efficient than the existing model for effective manpower determination

The quest for a balanced manpower capacity: different flexibility strategies examined

To cope with permanent fluctuations in demand, organizations are challenged to organize their manpower capacity in a flexible way. Different strategies of manpower planning are being used for this purpose. Using data from the 2002 Panel Survey of Organisations Flanders, we first verify to what extent temporal, contractual and functional flexibility strategies are applied in Flemish organizations. Subsequently, logistic regression is used to analyse the link between these flexible work strategies and a ‘fitting manpower capacity’. While the results show a negative association between the use of temporal or contractual flexibility measures and a balanced manpower capacity, functional flexibility seems to be positively related. The different logics in which numerical and functional flexibility proceed can be labeled as ‘curative’ versus ‘preventive’ strategies of flexibility. Further analyses discern between various interpretations of functional flexibility and assess whether different team types make a contribution to a fitting manpower capacity.Knowledge Society; work; Foresight

Manpower Training and Public Sector Job Creation Under CETA: The Experience in Maine and New Hampshire

On December 28, 1973 President Nixon signed Public Law 93-203, the Comprehensive Employment and Training Act (CETA). The new law represents a significant shift in the roles played by federal, state, and local officials in the expenditure of federal money for manpower services. The key characteristics of CETA are often described as decentralization and decategorization. Prior to the passage of CETA the manpower system was almost exclusively under the control of federal officials. Under CETA, authority has, to some extent, been decentralized as state and local governments have been given block grants of money to be spent on manpower services in accord with locally determined priorities. In addition, CETA has made it possible for states and localities to escape the restrictive categorical programs of the past and to develop programs of a more flexible and more comprehensive nature. In this paper we examine the experience under CETA in Maine and New Hampshire. We will identify some of the problems which have emerged in the experience to date, evaluate the impact that CETA has had on the unemployed, underemployed, and economically disadvantaged, and assess the potential and possibilities which exist for making CETA a truly effective system for solving manpower problems

Manpower and project planning

The purpose was to study how manpower and projects are planned at the Facilities Engineering Division (FENGD) within the Systems Engineering and Operations Directorate of the LaRC and to make recommendations for improving the effectiveness and productivity ot the tools that are used. The existing manpower and project planning processes (including the management plan for the FENGD, existing manpower planning reports, project reporting to LaRC and NASA Headquarters, employee time reporting, financial reporting, and coordination/tracking reports for procurement) were discussed with several people, and project planning software was evaluated

CETA Employers’ Guide

A pamphlet for employers explaining how the CETA program will work with George Moscone’s picture on the coverhttps://scholarlycommons.pacific.edu/mayor-moscone/1001/thumbnail.jp