一种基于蚁群算法的呼叫中心人力需求计算方法

针对呼叫中心人力需求优化这一离散约束问题,基于Dantzig提出的集合覆盖模型,建立了单技能呼叫中心的人力需求计算线性规划模型,并提出一种基于改进蚁群算法的求解方法.在该方法中,对算法的信息素更新规则进行了修改,并基于MATLAB编程针对实例进行仿真分析.选取统计学指标将算法的仿真结果与遗传算法进行对比,结果表明:基于蚁群算法的方法计算复杂度可行;能够节约人力,且话务员匹配度可满足实际运营需求;为智能算法在呼叫中心人力需求计算问题上的应用研究提供了一种新的解决思路.     

Absenteeism as a major cause of bottlenecks in assembly lines

This paper analyses the effects of absenteeism in assembly lines. The analysis shows that assigning temporary workers as substitutes for absentees has a major potential for generating bottlenecks. Such a bottleneck typically appears when an inexperienced worker replaces an absentee worker at their position. The inexperienced worker starts their learning curve, and for the initial period is significantly slower than other stations, and therefore is a bottleneck. The paper analyses the effect of typical absenteeism rates on the throughput, and shows it has strategic magnitude. This is verified using simulation. The effect of the absenteeism and turnover on the throughput is found to be related to the cycle time, and the amount and rate of learning. The paper discusses the simulation results, staffing requirements, strategies for overcoming absenteeism, and future research directions.     

Managing the microcomputer movement on campus

The microcomputer revolution is beginning to have a significant impact on colleges throughout the U.S. and Canada. The proliferation of microcomputer labs, found in 90 percent of 210 schools participating in this study, affects faculty, curricula, students, and the administrators who must manage them. This article examines the current and projected hardware and software needs of colleges. It also addresses the agenda of how to manage and control the expensive and rapidly expanding microcomputer resource.     

半导体晶圆制造中操作工数量的配置

对半导体制造中员工人数的配置问题进行了研究,提出了操作工人数的长期决策和短期决策两种情况,并用仿真模拟的方法对操作工数量需求进行动态研究,而非传统的静态模型.本文还对目前评价操作工绩效的指标进行了阐述,提出了在制品利用率作为评价指标.     

选煤厂化验室人员配备

按照DBL4T 158—2007《焦化企业化验室分级和评定》的规定要求,化验室应该拥有一定的检测设备、持证人员,能够检测一定的项目,并具有数据传递能力等。基于选煤厂化验室采制化人员工作复杂,劳动强度较大的现状,研究了如何合理配置人员,分别论述了采制化样工作量统计及人员配备,以期达到最高的生产效率和人员利用效率。     

Provision and quality of dialysis services in Libya

Dialysis is entirely funded by the public health care sector in Libya. Access to treatment is unrestricted for citizens but there is a lack of local information and no renal registry to gather national data. This cross-sectional study aimed to investigate dialysis provision and practice in Libyan dialysis facilities in 2009. A structured interview regarding dialysis capacity, staffing and methods of assessment of dialysis patients, and infection control measures was conducted with the medical directors of all 40 dialysis centers and 28 centers were visited. A total of 2417 adult patients were receiving maintenance dialysis in 40 centers, giving a population prevalence of approximately 624 per million. Most dialysis units were located in the northern part of the country and only 12.5% were free-standing units. Only three centers offered peritoneal dialysis. One hundred ninety-two hemodialysis rooms hosted 713 functioning hemodialysis stations, giving a ratio of one machine to 3.4 patients. Around half of centers operated only two dialysis shifts per day. Nephrologist/internist to patient ratio was 1:40 and nurse to patient ratio was 1:3.7. We found a wide variation in monitoring of dialysis patients, with dialysis adequacy assessed only in a minority. Separate rooms were allocated for chronic viral infection seropositive patients in 92.5% of the units. In general, the provision of dialysis is adequate but several areas for improvement have been identified, including a need for implementation of guidelines, recruitment of more nephrologists, and the development of more cost-effective alternatives such as peritoneal dialysis and transplantation.     

Usability laboratories

This article provides a table with summary statistics for the thirteen usability laboratories described in the papers in this special issue. It also gives an introduction to the main uses of usability laboratories in usability engineering and surveys some of the issues related to practical use of user testing and CAUSE tools for computer-aided usability engineering.     

Community mental health centers "staffing" legislation.

"3 factors importantly affect the successful achievement of the objectives of the comprehensive community mental health center approach: (1) The centers must be free from restrictions which dampen or thwart the emergence of new patterns of service. (2) The centers must be free to take advantage of demonstrated leadership capability from whatever source it may come—medical or nonmedical. (3) Under these conditions of exciting new programs and challenging opportunities for leadership and service, the provisions of H.R. 2985 become the crucial 3rd factor in the success of the centers. Initial staffing support becomes the key ingredient. The 50 State Psychological Associations which are constituent parts of the national organization are intimately concerned with this new legislation." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Analysis of Queues with Time-Varying Rates for Telecommunication Models

Time dependent behavior has an impact on the performance of telecommunication models. Examples include: staffing a call center, pricing the inventory of private line services for profit maximization, and measuring the time lag between the peak arrivals and peak load for a system. These problems and more motivate the development of a queueing theory with time varying rates. Queueing theory as discussed in this paper is organized and presented from a communications perspective. Canonical queueing models with time-varying rates are given and the necessary mathematical tools are developed to analyze them. Finally, we illustrate the use of these models through various communication applications.     

It Pays to Be Agile

Agile development approaches emphasize working software, customer collaboration, adaptation, and a strong commitment to achieving business results. In this article, we use the Human Capital Theory as the rationale for why IT professionals possessing agile skills garner salary benefits. We then employ a Human Capital Model to estimate the benefits. Further, we investigate two specific categories of IT job types: software application development professionals and IT professionals at the strategic level of organizations. Our Human Capital Model was fit using a data set from an online survey of IT professionals with 12,893 respondents. Our results confirm the Agile benefits with an overall salary premium of 22.6%. We also specifically discuss the various premiums across application development job titles as well as strategic positions. Based on our findings, we draw practical implications for both IT professionals and management.