In this paper, we study a sequential workforce management problem in a contingent labor setting with uncertainty in both worker production and labor supply. A firm seeks to maximize cumulative profit by maintaining an active team of fixed size while learning worker productivity over time. We emphasize two critical operational frictions in this problem: replacing workers is costly, and workers may not be available immediately for hiring because of, for example, prior job commitments, scheduling constraints, or onboarding procedures. Thus, hiring decisions take effect only after a random delay. We formulate this problem as a stochastic multi-play bandit with costly switching and delayed actions, and develop a learning-based hiring policy, DR-UCB (DelayedReplacement-UCB), that makes replacement and hiring decisions sequentially through learning cycles. In each cycle, the policy uses real-time production data to determine when to initiate workforce changes and which workers to replace and hire. We show that the leading-order regret of the proposed policy matches its lower bound in its dependence on the time horizon. Our numerical experiments show that DR-UCB outperforms benchmark policies.
Production planning increasingly has to treat workforce capability as a decision variable: certifications lapse when skills are not maintained, new products require skills the current workforce does not hold, and reskilling competes for the same worker hours needed for production. Existing operations benchmarks usually treat labor as exogenous, while workforce-planning models with skills and learning are rarely released as reusable testbeds. We introduce SkillChain-Gym, a benchmark specification for reskilling-aware production-inventory control: a single-site environment with stylized worker skill-state dynamics, hard threshold certification, forgetting, and capacity-consuming training actions constrained by the same per-worker time budget as production. The benchmark includes seed-controlled disruption scenarios, three feasibility modes with projection diagnostics, deterministic replay, and metrics covering operations, resilience, capability growth, and training-access distribution. We evaluate production-only, reactive adaptive, water-filling adaptive, and static-insurance policies with budget variants over 60-shift horizons with paired statistical tests. The results are regime-dependent rather than a ranking. Training-capable policies dominate the production-only baseline, and maintenance training is necessary under forgetting even without disruptions. Among training-capable classes, adaptive training helps when bottlenecks are visible in the forecast, while a lean static cross-training plan, a deliberately favorable comparator whose structure encodes relevant skill contingencies, acts as strong insurance under surprise shocks and absenteeism. Capacity slack and the forgetting rate govern the boundary between these regimes. No policy class dominates across regimes, motivating forecast-driven controllers that decide when to buy skill insurance and when to react.
We study the problem of fair cohort selection under uncertainty, motivated by university admissions where applicant outcomes are only partially observed. We consider both a one-shot setting, where a fixed policy is applied to a population, and a sequential setting, where policies are updated over time using data from previous admission years. We propose a policy optimization framework that combines probabilistic modeling of outcomes with policy gradient methods, supporting both logistic and neural network policies. In the sequential setting, the approach jointly updates the policy and the underlying models to adapt to evolving applicant populations. Experiments on a simulator grounded in real admission data show that adaptive policies substantially outperform static baselines in term of expected utility, especially under higher admission costs. Neural policies consistently achieve higher utility and adapt more effectively than simpler models, while maintaining favorable fairness properties over time. Our results demonstrate the importance of adaptivity and model expressiveness for decision-making under uncertainty.
Many social services assign scarce resources, such as housing assistance or hospital interventions, to people who arrive one at a time: each arrival must receive a decision immediately, and the long-run usage of every resource must stay within its capacity. We study how to learn such an assignment policy from logged observational data. The standard pipeline is decision-blind: fit one outcome model per arm by regression, price each capacitated resource from the fitted models, and assign each arrival the arm whose predicted outcome minus price is largest. We instead train the outcome models end-to-end, differentiating an off-policy estimate of the deployed policy's value through the dual prices themselves. We study two formulations: an exact nonconvex one, and a convex relaxation whose optimum always satisfies the capacity constraints in expectation and which is suboptimal by at most a term linear in the smoothing temperature and logarithmic in the number of arms. Every method is evaluated in a queueing simulation with resources replenished at their capacity rates. Across six datasets, the two end-to-end variants take the top slots on a deployment-adjusted value index at every delay cost, including zero; when capacities are binding, decision-blind baselines frequently violate them and incur much longer queueing delays. On the largest dataset, a hospital cohort of seventy thousand patients, end-to-end training also achieves significantly higher policy value, a margin that survives a capacity-matched neural baseline. Flexible decision-blind regression remains the stronger pure predictor where ground truth is measurable; end-to-end training is best suited to settings where resources are genuinely scarce and feasibility matters.