This volume is the proceedings of the conference entitled "Manpower Planning and Organization Design" which was held in Stresa, Italy, 20-24 June 1977. The Conference was sponsored by the NATO Scientific Affairs Division and organized jointly through the Special Programs Panels on Human Factors and on Systems Science. Two Conference Directors were appointed with overall responsibilities for the programme and for policy, and they were assisted in their tasks by a small advisory panel consisting of Professor A. Charnes (University of Texas), Professor W.W. Cooper (Carnegie Mellon University, now at Harvard University) and Dr. F.A. Heller (TavistQck Institute of Human Relations). Professor R. Florio of Bergamo kindly agreed to become Administrative Director and, as such, was responsible for all the local arrangements. The Conference Directors were further assisted by "national points of contact" appointed from each of the member countries of NATO. These national representatives played a substantial part in the search for participants and in the collection and trans mission of the various conference communications. Although full details of the national points of contact are included in the Appendices, special tribute must be paid to the UK point of contact, Brian Smith of the Civil Service Department. He very capably shouldered the additional burdens of maintaining conti nuity and resolving problems during the absence in Canada of Don Bryant in the particularly demanding two months preceding the Conference.

Includes material received through Dec. 1974.

The title of this book is Techniques in Corporate Manpower Planning: Methods and Applications. Manpower planning, also called personnel plan ning, implies the analysis of possible discrepancies in the future between personnel demand and supply. Personnel demand will also be called person nel requirement; and personnel supply, personnel availability. The notion of corporate manpower planning refers to the planning of personnel on the level of an industrial or governmental organization. As such, it does not stand for manpower planning for branches of industries or labor market studies of countries or international communities. One type of manpower planning is the planning of short-term succes sions of managers or the assignment planning of positions for individual employees for the next year. In fact, this type of short-term manpower plan ning is always executed, whether formally or informally, centrally or other wise. Another type of manpower planning, however, may be executed to match the requirement for and availability of personnel for the medium and long term. This type of manpower planning considers groups of employees rather than individuals. Our goal is to consider medium- and long-term manpower planning for groups of employees. We call this the multicategory vii Vlll PREFACE approach to manpower planning. In our view, this medium-and long-term personnel planning provides the conditions for individual manpower plan ning or for personnel development.