;; vari�veis globais globals [ Employee_Trainee Employee Employee_Master Total-Employees Trainee_OutOfWork OutOfWork Employees_OutOfWork Masters_OutOfWork ] turtles-own [ Employee_Trainee? ;; se verdadeiro, a pessoa eh Employee Trainee Employee? ;; se verdadeiro, a pessoa eh Employee Employee_Master? ;; se verdadeiro, a pessoa eh Master Employee Trainee_OutOfWork? ;; se verdadeiro, a pessoa esta como Employee Trainee Afastado Employees_OutOfWork? ;; se verdadeiro, a pessoa esta como Employee Afastado Masters_OutOfWork? ;; se verdadeiro, a pessoa esta como Mestere Employee Afastado ;; anos-na-empresa ;; anos da pessoa na empresa ] ;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;; ;; prepara o programa para ser executado ;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;; to setup ;; (for this model to work with NetLogo's new plotting features, ;; __clear-all-and-reset-ticks should be replaced with clear-all at ;; the beginning of your setup procedure and reset-ticks at the end ;; of the procedure.) __clear-all-and-reset-ticks ;; limpa todas vari�veis e a interface set-default-shape turtles "person" ;; prepara a tartaruga para a forma person (pessoas) crt num_initial_Employees [ ;; cria as pessoas de acordo com o n�mero de pessoas set Employee_Trainee? true ;; atribui verdadeiro ao estado Employee Trainee da pessoa set Employee? false ;; atribui falso ao estado Employee da pessoa set Employee_Master? false ;; atribui falso ao estado Master Employee da pessoa set Trainee_OutOfWork? false ;; atribui falso ao estado Trainee_OutOfWork da pessoa set Employees_OutOfWork? false ;; atribui falso ao estado Employees_OutOfWork da pessoa set Masters_OutOfWork? false ;; atribui falso ao estado Masters_OutOfWork da pessoa set color yellow ;; atribui cor amarela � pessoa no estado Employee Trainee set size 1.5 ;; atribui 1.5 ao tamanho da pessoa, mais f�cil de ver setxy random-xcor random-ycor ;; posiciona aleatoriamente as pessoas no patch ] atualiza-variaveis-globais ;; executa a procedure que atualiza variaveis globais reset-ticks end ;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;; ;; executa o programa, procedure principal ;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;;; to go crt hires-employess-per-year [ ;; cria as pessoas por ano de acordo com o n�mero set Employee_Trainee? true ;; atribui verdadeiro ao estado Employee Trainee da pessoa set Employee? false ;; atribui falso ao estado Employee da pessoa set Employee_Master? false ;; atribui falso ao estado Master Employee da pessoa set Trainee_OutOfWork? false ;; atribui falso ao estado Trainee_OutOfWork da pessoa set Employees_OutOfWork? false ;; atribui falso ao estado Employees_OutOfWork da pessoa set Masters_OutOfWork? false ;; atribui falso ao estado Masters_OutOfWork da pessoa set color yellow ;; atribui cor amarela � pessoa no estado Employee Trainee set size 1.5 ;; atribui 1.5 ao tamanho da pessoa, mais f�cil de ver setxy random-xcor random-ycor ;; posiciona aleatoriamente as pessoas no patch ] envelhece ;; executa a procedure que envelhece a pessoa move ;; executa a procedure que move a pessoa atualiza-variaveis-globais ;; executa a procedure que atualiza variaveis globais tick if ticks = (delay_retirement + delay_promotion_1 + delay_promotion_2) [ stop ] end to atualiza-variaveis-globais ;; procedure que atualiza variaveis globais set Employee_Trainee count turtles with [Employee_Trainee?] set Employee count turtles with [Employee?] set Employee_Master count turtles with [Employee_Master?] set Trainee_OutOfWork count turtles with [Trainee_OutOfWork?] set Employees_OutOfWork count turtles with [Employees_OutOfWork?] set Masters_OutOfWork count turtles with [Masters_OutOfWork?] set OutOfWork ( Trainee_OutOfWork + Employees_OutOfWork + Masters_OutOfWork ) set Total-Employees ( Employee_Trainee + Employee + Employee_Master + OutOfWork ) update-plot ;; atualiza o gr�fico end to envelhece ;; procedure que envelhe as pessoas ask n-of ( ( Employee_Trainee / delay_promotion_1 ) * fraction_1 ) turtles with [Employee_Trainee?] [ promove-Employee ] ask n-of ( ( Employee_Trainee / delay_promotion_1 ) * ( 1 - fraction_1 ) ) turtles with [Employee_Trainee?] [ demite-Trainee ] ask n-of random ( Employee_Trainee * fraction_T ) turtles with [Employee_Trainee?] [ afasta-Trainee ] ask n-of random ( Trainee_OutOfWork / delay_T ) turtles with [Trainee_OutOfWork?] [ retorna-Trainee ] ask n-of ( ( Employee / delay_promotion_2 ) * fraction_2 ) turtles with [Employee?] [ promove-Master ] ask n-of ( ( Employee / delay_promotion_2 ) * ( 1 - fraction_2 ) ) turtles with [Employee?] [ demite-Employee ] ask n-of random ( Employee * fraction_C ) turtles with [Employee?] [ afasta-Employee ] ask n-of random ( Employees_OutOfWork / delay_C ) turtles with [Employees_OutOfWork?] [ retorna-Employee ] ask n-of ( Employee_Master / delay_retirement ) turtles with [Employee_Master?] [ promove-retirement ] ask n-of random ( Employee_Master * fraction_M ) turtles with [Employee_Master?] [ afasta-Master ] ask n-of random ( Masters_OutOfWork / delay_M ) turtles with [Masters_OutOfWork?] [ retorna-Master ] end to promove-Employee set Employee_Trainee? false ;; atribui falso ao estado Employee Trainee da pessoa set Employee? true ;; atribui verdadeiro ao estado Employee da pessoa set color blue ;; atribui cor azul � pessoa no estado Employee end to promove-Master set Employee? false ;; atribui falso ao estado Employee da pessoa set Employee_Master? true ;; atribui verdadeiro ao estado Master Employee da pessoa set color green ;; atribui cor azul � pessoa no estado Employee end to demite-Trainee set Employee_Trainee? false ;; atribui falso ao estado Employee Trainee da pessoa die end to demite-Employee set Employee? false ;; atribui falso ao estado Employee Trainee da pessoa die end to promove-retirement set Employee_Master? false ;; atribui falso ao estado Master Employee da pessoa die end to afasta-Trainee set Employee_Trainee? false ;; atribui falso ao estado Employee Trainee da pessoa set Trainee_OutOfWork? true ;; atribui verdadeiro ao estado Trainee Afastado da pessoa set color red ;; atribui cor vermelha � pessoa afastada end to retorna-Trainee set Trainee_OutOfWork? false ;; atribui falso ao estado Trainee Afastado da pessoa set Employee_Trainee? true ;; atribui verdadeiro ao estado Employee Trainee da pessoa set color yellow ;; atribui cor amarela � pessoa no estado Employee Trainee end to afasta-Employee set Employee? false ;; atribui falso ao estado Employee da pessoa set Employees_OutOfWork? true ;; atribui verdadeiro ao estado Employee Afastado da pessoa set color red ;; tribui cor vermelha � pessoa afastada end to retorna-Employee set Employees_OutOfWork? false ;; atribui falso ao estado Employee Afastado da pessoa set Employee? true ;; atribui verdadeiro ao estado Employee da pessoa set color blue ;; atribui cor azul � pessoa no estado Employee end to afasta-Master set Employee_Master? false ;; atribui falso ao estado Master Employee da pessoa set Masters_OutOfWork? true ;; atribui verdadeiro ao estado Master Afastado da pessoa set color red ;; tribui cor vermelha � pessoa afastada end to retorna-Master set Masters_OutOfWork? false ;; atribui falso ao estado Master Afastado da pessoa set Employee_Master? true ;; atribui verdadeiro ao estado Master Employee da pessoa set color green ;; atribui cor verde � pessoa no estado Master Employee end to move ;; move todas as pessoas ask turtles [ rt random 100 lt random 100 fd 1 ] end to update-plot ;; atualiza o gr�fico set-current-plot "population" ;; seta o gr�fico population como corrente set-current-plot-pen "Trainee" ;; atualiza a vari�vel pessoas Employee_Trainee plot Employee_Trainee ;; plota o n�mero de pessoas Employee_Trainee no gr�fico set-current-plot-pen "Employee" ;; atualiza a vari�vel pessoas Employee plot Employee ;; plota o n�mero de pessoas Employee no gr�fico set-current-plot-pen "Master" ;; atualiza a vari�vel infectadas Employee_Master plot Employee_Master ;; plota o n�mero de pessoas Employee_Master no gr�fico set-current-plot-pen "OutOfWork" ;; atualiza a vari�vel pessoas Afastadas plot OutOfWork ;; plota o n�mero de pessoas OutOfWork no gr�fico set-current-plot-pen "Total" ;; atualiza a vari�vel total de pessoas plot Total-Employees ;; plota o n�mero total de pessoas end @#$#@#$#@ GRAPHICS-WINDOW 524 12 988 497 17 17 12.97143 1 10 1 1 1 0 1 1 1 -17 17 -17 17 1 1 1 ticks 30.0 BUTTON 262 51 354 91 NIL setup NIL 1 T OBSERVER NIL NIL NIL NIL 1 BUTTON 357 52 452 91 NIL go T 1 T OBSERVER NIL NIL NIL NIL 1 PLOT 19 333 339 497 Population years people 0.0 36.0 0.0 200.0 true true "" "" PENS "Trainee" 1.0 0 -4079321 true "" "" "Employee" 1.0 0 -13345367 true "" "" "Master" 1.0 0 -10899396 true "" "" "OutOfWork" 1.0 0 -2674135 true "" "" "Total" 1.0 0 -16777216 true "" "" SLIDER 13 50 209 83 num_initial_employees num_initial_employees 100 1000 500 100 1 NIL HORIZONTAL SLIDER 109 144 279 177 delay_promotion_1 delay_promotion_1 0 2 2 1 1 NIL HORIZONTAL SLIDER 109 196 279 229 delay_promotion_2 delay_promotion_2 0 4 4 1 1 NIL HORIZONTAL SLIDER 108 237 279 270 delay_retirement delay_retirement 0 29 29 1 1 NIL HORIZONTAL SLIDER 12 144 104 177 fraction_1 fraction_1 0 1 0.8 0.1 1 NIL HORIZONTAL SLIDER 11 196 103 229 fraction_2 fraction_2 0 1 0.2 0.1 1 NIL HORIZONTAL SLIDER 300 143 392 176 fraction_T fraction_T 0 1 0.4 0.1 1 NIL HORIZONTAL SLIDER 299 190 391 223 fraction_C fraction_C 0 1 0.2 0.1 1 NIL HORIZONTAL SLIDER 299 236 391 269 fraction_M fraction_M 0 1 0.1 0.1 1 NIL HORIZONTAL SLIDER 394 144 513 177 delay_T delay_T 0 10 1 1 1 NIL HORIZONTAL SLIDER 394 189 513 222 delay_C delay_C 0 10 9 1.5 1 NIL HORIZONTAL SLIDER 396 236 515 269 delay_M delay_M 0 10 10 1 1 NIL HORIZONTAL MONITOR 16 281 147 326 Employee Trainee (T) Employee_Trainee 0 1 11 MONITOR 130 281 217 326 Employee (C) Employee 0 1 11 MONITOR 219 281 326 326 Employee Master (M) Employee_Master 0 1 11 MONITOR 328 281 432 326 Total Employees Total-Employees 0 1 11 MONITOR 435 281 516 326 Out of Work OutOfWork 0 1 11 MONITOR 352 337 493 382 Trainee Out of Work Trainee_OutOfWork 0 1 11 MONITOR 352 394 499 439 Employees Out of Work Employees_OutOfWork 0 1 11 MONITOR 352 453 493 498 Masters Out of Work Masters_OutOfWork 0 1 11 TEXTBOX 15 125 165 143 Promotion T -> C 11 0.0 1 TEXTBOX 18 178 168 196 Promotion C -> M 11 0.0 1 TEXTBOX 333 94 512 122 T,C,M -> AWAY \n(Leaves of abscense & others) 11 0.0 1 TEXTBOX 45 240 145 268 Masters \nRetirement: 11 0.0 1 TEXTBOX 137 10 385 54 EMPLOYEES EVOLUTION - SIMULATION\nOrganizational Responsibility Model 12 0.0 1 SLIDER 14 87 199 120 hires-employess-per-year hires-employess-per-year 0 30 20 1 1 NIL HORIZONTAL @#$#@#$#@ ## WHAT IS IT? The life cycle of the employee in the company is based on the chain of Aging (Aging Chains) model proposed by John Sterman in the book Business Dynamics: Systems Thinking and Modeling for a Complex World. Staff evolution model can map the evolution of professionals' careers, taking into account PROMOTION and OUTFLOW along employee life cycle, from hiring up to retirement. During this cycle there is a DELAY that makes the employee takes certain time to pass from beginner to more experienced positions. There is also ANOTHER DELAY for the employee to pass from the last employee stage, master, to finish his career at that company. The closure can be prematurely finished, along the intermediate stages. The model was adapted from the original to allow SHORT-TERM OR LONG-TERM LEAVES, and the main consequence is the consequent delay for their evolution/promotions, causing the employee to remain longer at each stage. Agent Based Modelling allows modelling each agent individually. For this model there is a PROBABILITY for each different agent leaving the company, as well as a different TIME for the agent to STAY TEMPORARY OUT of the company. The model then allows the manager to perform simulations changing parameters until he gets to a number of hires that allows, through the replacement of staff, to keep company with a suitable crew to keeping running it's services. ## HOW IT WORKS AGENTS (employees) can assume different STATUS: Employee-Trainee (T) is true when the agent is a beginner A common Employee (C) is true after beginners promotion Employee-Master (M) is true after Employee promotion When an AGENT is OUT OF THE COMPANY, status assume values as follows: Trainee_OutOfWork (T) is true if beginner is is out Employees_OutOfWork (C) if true if common employee is out Masters-OutOfWork (M) is true if master is out The system starts with all employees being trainees and no one out of company. Number of employees hired along the year represents the quantity of new employees that are inserted in the system, in the beginning of each new year. Along the time, the 3 groups of agents (T, M, C) age. - fraction-1 - determines a fraction from the quantity of trainees that will be promoted. The others will be out from the company, fired, or by choice. Comment: (fraction-1 = 0,8 means 20% will be fired (or leave definitely) and 80% remains and can be promoted - this is common in a public company delay-promotion-1 - defines how long (years) does it takes to be promoted from T to C - fraction-2 - determines a fraction from the quantity of common employees that will be promoted. The others will be out from the company, fired, or by choice. Comment: (fraction-2 = 0,9 means 10% will be fired (or leave definitely and 90% remains and can be promoted . This or other value could be applied to a prived company. delay-promotion-2 defines how long (years) does it takes to be promoted from C to M - fraction-T - ramdomically gives the number of trainees that were away that year delay-T - ramdomically gives the number of trainees that came back to the company after being away - fraction-C - ramdomically gives the number of common employees that were away that year delay-C - ramdomically gives the number of common employees that came back to the company after being away - fraction-M - ramdomically gives the number of masters that were away that year delay-M - ramdomically gives the number of masters that came back to the company after being away delay-retirement - defines the number of masters that left for retirement that year Whilst AGING, - part of each group will be PROMOTED - how many: (Employee / delay-promotion ) * fraction ("1" controls promotion and delay from T to C and 2 controls promotion from C to M ) - the other part of each group that is not away and REMANIN WORKING AT THE COMPANY - how many: ( Employee / delay-promotio ) * ( 1 - fraction ) - part of each group will LEAVE TEMPORARY the company (i.e. on license, illness) - how many: ( Employee * fraction ) - part of each group will RETURN TO THE COMPANY - how many: ( Trainee_OutOfWork / delay ) ## HOW TO USE IT select the number of new employees (trainees) are entering the company. Than try to change fraction_1 consider a test after a period and part of them will not be promoted, only X %. Run the model and observe the graphic. Do the same with fraction_2 Run the model again and observe the graphic. ## THINGS TO NOTICE - The sum of parameters: delay_promotion_1 + delay_promotion_2 + delay_retirement is 35 years, time considered for general retirement in Brazil (if you are finding that the employee be a lifetime in the company). So, consider: - delay_promotion_1 = 2; delay_promotion_2 = 4; delay_retirement = 29 years. These parameters reflect the opportunity that the company offers for public workers for building a career for life in the company. Nowadays the profile of the youth follows a different behavior, they does not think of staying in the same organization for all his life. - Fraction 1 and 2 represent the percentage of people who are expected to leave the company. It suggested 20% for promotion from beginners to common employees and 10% for promotion from common employees to masters. This parameter reflects the TURNOVER of the company. In a public company should be low, a private company whose majority of workers are young this value is higher or a telemarketing firm, for example, where there is need of manpower very knowledgable. - Fraction T, C and M indicate the percentage of removal. These parameters reflect two things: 1) the state of health of the population (employees), if a job quite unhealthy this value can be high. Former coal mine 2) if a majority of employees in new age woman is depending of the country this value may represent the birth rate. Ex factory making clothes in China vs. Brazil x Bolivia etc ... - Delay T, C and M indicate the time of removal. These parameters reflect two things: 1) high if the health status of the population is very poor, an important point may be the HDI of the region. 2) if it is a University staff may be away for a long time due to Masters, PhDs, Post-docs or Sabbatical year in some cases, ## THINGS TO TRY The sum of parameters: delay_promotion_1 + + delay_promotion_2 delay_retirement is 35 years, time considered for general retirement in Brazil (if you are finding that the employee be a lifetime in the company). So, consider: delay_promotion_1 = 2; delay_promotion_2 = 4; delay_retirement = 29 years. These parameters reflect the opportunity that the company offers for public workers for building a career for life in the company. Nowadays the profile of the youth follows a different behavior, they does not think of staying in the same organization for all his life. With 29, see what happens to the graphic. Now, reduce this parameter to 10 and see if the graphic shows the same performance. Compare both graphics and final numbers and the applicaton stops. Do changes with fracions and compare graphics and final classes of employees. Observe how many employees are still working in the company, after some years, depending on the paramenters. Change Fractions 1 and 2 that represent the percentge of people who are expected to leave the company. Try 20% for promotion from beginners to common employees and 10% for promotion from common employees to masters. Remmember: This parameter reflects the TURNOVER of the company. In a public company should be low, a private company whose majority of workers are young this value is higher or a telemarketing firm, for example, where there is need of manpower very knowledgable. Change Fraction T, C and M. These parameters indicate the percentage of removal. These parameters reflect two things: 1) the state of health of the population (employees), if a job quite unhealthy this value can be high. Former coal mine 2) if a majority of employees in new age woman is depending of the country this value may represent the birth rate. Ex factory making clothes in China vs. Brazil x Bolivia etc … Change Delay T, C and M, that indicate the time of removal. These parameters reflect two things: 1) high if the health status of the population is very poor, an important point may be the HDI of the region. 2) if it is a University staff may be away for a long time due to Masters, PhDs, Post-docs or Sabbatical year in some cases. ## EXTENDING THE MODEL This model can be extended to the Market field, to monitor consumers behaviour. Suppose instead of employees you have class of consumers. As consumers enter a fidelity programme they receive a white status. As long as they consume, they become more confident. However, they can stop to consume during a period and also can leave the programme. ## NETLOGO FEATURES Marketing Consumers simple model (with aging chains) http://api.adm.br/netlogo/Marketing/## RELATED MODELS Organizational Responsibility Model (Passos, Chamovitz & Theodoulidis, 2013) ## CREDITS AND REFERENCES Thanks for Uri Wilensky References: NetLogo website. http://ccl.northwestern.edu/netlogo/, PASSOS, G.F. CHAMOVITZ, I. Modelo De Responsabilidade Organizacional, Aplicado Em Empresa Pública De Tecnologia Da Informação E Fundamentado Em Dinâmica De Sistemas. In: IX Congresso Nacional de Excelência em Gestão – CNEG 2013, 2013, Rio de Janeiro – RJ. PASSOS, G.F. CHAMOVITZ, I., THEODOULIDIS, B. Organizational Responsibility Model: Dealing with demand for services higher than installed capacity. Article accepted for presentation at the IEEE SMC 2013 Conference (SMC: Systems Science), October, 2013. STERMAN, J. Business dynamics: systems thinking and modeling for a complex world.Boston, MA: Irwin McGraw-Hill, 2000 ![CC BY-NC-SA 3.0](http://i.creativecommons.org/l/by-nc-sa/3.0/88x31.png) This work is licensed under the Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License. To view a copy of this license, visit http://creativecommons.org/licenses/by-nc-sa/3.0/ or send a letter to Creative Commons, 559 Nathan Abbott Way, Stanford, California 94305, USA. Commercial licenses are also available. To inquire about commercial licenses, please contact Uri Wilensky at uri@northwestern.edu. @#$#@#$#@ default true 0 Polygon -7500403 true true 150 5 40 250 150 205 260 250 airplane true 0 Polygon -7500403 true true 150 0 135 15 120 60 120 105 15 165 15 195 120 180 135 240 105 270 120 285 150 270 180 285 210 270 165 240 180 180 285 195 285 165 180 105 180 60 165 15 arrow true 0 Polygon -7500403 true true 150 0 0 150 105 150 105 293 195 293 195 150 300 150 box false 0 Polygon -7500403 true true 150 285 285 225 285 75 150 135 Polygon -7500403 true true 150 135 15 75 150 15 285 75 Polygon -7500403 true true 15 75 15 225 150 285 150 135 Line -16777216 false 150 285 150 135 Line -16777216 false 150 135 15 75 Line -16777216 false 150 135 285 75 bug true 0 Circle -7500403 true true 96 182 108 Circle -7500403 true true 110 127 80 Circle -7500403 true true 110 75 80 Line -7500403 true 150 100 80 30 Line -7500403 true 150 100 220 30 butterfly true 0 Polygon -7500403 true true 150 165 209 199 225 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