Assumptions and Definitions. In our master thesis, we have exemplified 2 main composition based classification of steel: Carbon Steel and Stainless Steel. We can increase the number of the product types, however, our aim is to build the model for multi-products and we can success this as long as there won’t be just one product type exemplified. There are many sub-product-groups and different products which are element composition variations of these main categories. However we have selected one representative product from each main type to set the data for element composition bounds. For instance, if we would like to test the model for stainless steel type than we choose any sub-product group of stainless steel such as martensitic stainless steel and adjust the composition of elements, costs and other relevant data according to what is provided by SINTEF and we found about the type. Although, steel scrap may have different types comprised various compositions and qualifications, we have assumed that our two representative steel types are recycled as scrap purchased from the market. We didn’t add ‘set-up’ feature into the problem and assign a decision variable that demonstrates whether we need to produce the particular steel type or not. In other words, we assumed that there is no set-up cost or time for producing a new product. Variety of products can be supplied by using different amounts and combinations of raw materials which will give desired composition of elements for the particular product. Thus, the problem didn’t become unnecessarily more complex and hard to solve since it can be solved by LP model instead of Mixed Integer Programming (MIP) model which contains binary decision variables. Besides, in this phase, it is not crucially important to have ability of such decision. As stated previously, DRI and steel scrap are required raw materials for the steel production. Moreover in order to obtain different types of steel which may be demanded by the market, Ferro-Alloys should be considered as a raw material as well. These are quite expensive materials to purchase, however, necessary to obtain the elements such as Nickel, Chrome, Molybdenum, Manganese and Magnesium which are required to produce various types of steel. Other used commodities such as electricity, oil and gas weren’t handled as raw materials and treated in the model as new index of set since they don’t have any influence on the type of the product. On the other hand, losses may come out during the processes, thus ...
Assumptions and Definitions. The term ‘competent workforce’ means the range of skills, knowledge and understanding needed by the workforce in order to be able to provide a safe and effective service as required by the people who are using those service and/or their carers. Efficient and effective workforce development is based on the employer understanding the purpose of the service (ideally defined by the person(s) who require the service); a service design that provides that service, and a managed resource plan to provide it. The resource plan will include information on the quantity and competence of the staff required and will allow the employer to define the nature of competence required of each member of that care team. National Occupational Standards provide a tool to define competence and can be used to match a job-role to a particular qualification. New staff can be judged against the requirements for their role, and the qualification assessment system used to confirm existing competence and to judge areas of developing competence. Training or learning support can then be targeted. The information in this section applies four levels of qualification to job roles, using the National Vocational Qualification Levels 2, 3, and 4 and the social work degree. All direct care and management tasks in the sector fit roughly into these categories; however, the individuals undertaking those roles may not currently have the qualification or may require professional development in specific areas. A small number of employers have a pre-employment training programme that they use as part of a staff selection system or as a means to use government-funded entry to work / back to work programmes to support the training of their staff. Point of employment is not considered for this purpose, only the costs.
