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The text in the image is in Albanian, and it describes a problem involving the planning and costing of road maintenance operations by a company called "B302." Here's a breakdown of the problem and its questions:

### Problem Summary:
- **Company "B302"** is involved in road paving activities.
- The company aims to complete all ordered services within a trimester (3-month period).
- The demand for hours (required work) for each trimester is 4,800, 9,600, 24,000, and 16,800 hours.
- Each worker completes 400 hours per trimester under regular conditions, but can work overtime for up to 80 more hours.
- **Pay Rates:**
  - Workers earn €1,000 per trimester for regular hours.
  - For overtime, workers are paid 120% of the regular rate for hours beyond 400.
- **Training and Hiring Costs:**
  - Cost for training a new worker: €600.
  - Firing cost per worker: €1,300.
- **Current Workforce:**
  - There are 16 workers employed at the company currently.

### Questions:
1. **(a) Develop a strategy using a "follow the workforce" approach, considering hiring and firing. Create a plan and calculate the total cost. How many hours will be at this level?**
2. **(b) Find a constant level of workers to minimize overtime and reduce the usage of additional labor. Build the plan and find the total cost. How many hours will be at this level?**
3. **(c) Compare the plans from the perspectives of total cost, operational cost, and service levels.**

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### Next Steps:
Would you like help with detailed calculations for these problems, or would you prefer an overview of the strategic approaches?

Here are 5 relative questions that could expand this discussion:
1. How does overtime impact overall costs for the company?
2. What are the advantages of using a constant labor force versus adjusting to demand fluctuations?
3. How can companies optimize training and firing costs?
4. What operational factors should be considered in workforce planning for long-term sustainability?
5. How does fluctuating demand affect service levels in similar industries?

**Tip:** When calculating costs in workforce planning, it's important to consider both direct labor costs and indirect costs like training, firing, and potential overtime compensation.

Kompania ‘B302’ kryen një sërë aktivitetesh shtrimi rruge. Politika e kompanisë është që të kryejë të gjitha shërbimet e porositura brenda tremujorit gjatë të cilit bëhen. Kërkesa (ore) për çdo tremujor është 4,800; 9,600; 24,000; 16,800. Çdo punëtor kryen 400 ore në tremujor por me kohë të rregullt dhe mund të punojë deri në 80 ore jashtë orarit (mbi 400 ore). Pagat janë 1,000€ për punëtor për tremujor, me një koefiçient pagese prej 120% për ore punën jashtë orarit (mbi 400 ore). Kosto e marrjes në punë dhe trajnimit të një punëtori të ri është 600€, ndërsa ajo e largimit nga puna është 1,300€. Aktualisht në këtë kompani punojnë 16 punëtorë.

This problem explores workforce planning and cost optimization for a company involved in road paving. Learn how to calculate total labor costs including regular hours, overtime, hiring, and firing expenses, with step-by-step solutions using operations research principles.

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