8 research outputs found

    Discrete event simulation applied to the personnel recruiting process of a U.S. Army recruiting company

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    Due to the character of the original source materials and the nature of batch digitization, quality control issues may be present in this document. Please report any quality issues you encounter to [email protected], referencing the URI of the item.Includes bibliographical references: p. 39.Issued also on microfiche from Lange Micrographics.This study used discrete event simulation to model the personnel recruiting process for a U.S. Army recruiting company. Actual data from the company was collected and used to build the simulation model. The model is run under various conditions simulating changes in the recruiting process brought about by policy changes initiated by the U.S. Army Recruiting Command. The standard model is based strictly on the data collected, while the alternative models simulate increases in the number of appointments conducted by recruiters and elimination of one step in the recruiting process. Comparisons between the standard model and the alternative models are made using paired-t tests on the number of recruits put into the Army and the time a recruit spends in the system for each model. The results of this study help to quantify the impact of current policy decisions on the future of the recruiting system

    Identification of a Potent, Selective, and Efficacious Phosphatidylinositol 3‑Kinase δ (PI3Kδ) Inhibitor for the Treatment of Immunological Disorders

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    PI3Kδ plays an important role controlling immune cell function and has therefore been identified as a potential target for the treatment of immunological disorders. This article highlights our work toward the identification of a potent, selective, and efficacious PI3Kδ inhibitor. Through careful SAR, the successful replacement of a polar pyrazole group by a simple chloro or trifluoromethyl group led to improved Caco-2 permeability, reduced Caco-2 efflux, reduced hERG PC activity, and increased selectivity profile while maintaining potency in the CD69 hWB assay. The optimization of the aryl substitution then identified a 4′-CN group that improved the human/rodent correlation in microsomal metabolic stability. Our lead molecule is very potent in PK/PD assays and highly efficacious in a mouse collagen-induced arthritis model

    MODELING LEADERSHIP EFFECTS AND RECRUIT TYPE IN AN ARMY RECRUITING STATION

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    Army recruiters have an uphill battle recruiting wellqualified volunteers into military service. With a prospering economy, there are many alternatives to joining the military, and all services are having difficulty recruiting young people. United States Army Recruiting Command (USAREC) sponsored our research in simulating the workings of an Army recruiting station in an effort to help understand more about the recruiting process. Specifically, USAREC wanted a management tool to examine the effects of changing a variety of controllable factors on the way an individual recruiting station performs. We focused this study on the effect of recruiting station commander leadership on recruiting productivity, and the differences in processing times and success rates for different types of applicants (potential recruits). This study added capability to a previous simulation model developed at the Air Force Institute of Technology (AFIT) (Cordeiro and Friend 1998). Cordeiro & Friend’s model depicted an Army recruiting station with three types of recruiters, and a single (average) recruiter type. For the current work, we needed to gather pertinent data on the effects of leadership and on the differences between different applicant types. In addition, we needed to incorporate the new data into the simulation model. The remainder of this paper includes an overview of the recruiting process, considerations for modeling leadership effects and applicant types, a discussion of incorporating these features in the simulation, a brief look at some simulation output, and some future research interests. 1 RECRUITING PROCESS Army recruiters produce leads for new applicants two ways. First, they prospect for new applicants by visiting high schools or calling potential candidates on th

    Swept Under the Rug? A Historiography of Gender and Black Colleges

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    Science, service, and the professionalization of physical education: 1885–1905

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