Workload assignment with training, hiring and firing

This article discusses a workload allocation model in which tasks are matched to employees on the basis of a multi-dimensional skill measure. The main idea is to match positions and tasks to available and potential positions so as to minimize the differences in individuals’ abilities and skill requirements. In addition to allocating existing personnel to positions, it is also possible to fire employees and hire new employees. The objectives of the mixed-integer optimization model include different types of costs and the proximity of an individual's capabilities to a task's ability requirements. A number of policies are formulated that allow different combinations of retraining of employees, as well as hiring and firing. These policies are applied to a real-life example that is solved by means of the constraint method. A variety of sensitivity analyses demonstrate the usefulness of the approach as a decision aid.

[1]  Timothy J. Lowe,et al.  Aggregation error for location models: survey and analysis , 2009, Ann. Oper. Res..

[2]  Vladimir Marianov,et al.  Employee positioning and workload allocation , 2008, Comput. Oper. Res..

[3]  José António Cabral Vieira,et al.  Skill mismatches and job satisfaction , 2005 .

[4]  P. Siarry,et al.  Multiobjective Optimization: Principles and Case Studies , 2004 .

[5]  Shawn M. Fitzgerald,et al.  Factors Affecting the Job Satisfaction of Employed Adults with Multiple Sclerosis , 2004 .

[6]  Graham Mills,et al.  Multi-Skilled Workforce Optimisation , 2004, Ann. Oper. Res..

[7]  N. Tsantas,et al.  Modelling recruitment training in mathematical human resource planning , 2002 .

[8]  Holger Luczak,et al.  Personnel planning in concurrent engineering: A case study , 2000 .

[9]  E. Perry,et al.  An Exploration of Access and Treatment Discrimination and Job Satisfaction among College Graduates with and without Physical Disabilities , 2000 .

[10]  C. Cooper,et al.  Strategic stress management : an organizational approach , 2000 .

[11]  Abraham Sagie,et al.  Employee Absenteeism, Organizational Commitment, and Job Satisfaction: Another Look , 1998 .

[12]  P.-C. G. Vassiliou,et al.  The evolution of the theory of non‐homogeneous Markov systems , 1997 .

[13]  Paul E. Spector.  Job satisfaction: application, assessment, cause, and consequences , 1997 .

[14]  K. Law.  Estimating the Dollar Value Contribution of Human Resource Intervention Programs: Some Comments on the Brogden Utility Equation , 1995 .

[15]  B. Arnetz,et al.  Predictors of job satisfaction and job influence--results from a national sample of Swedish nurses. , 1995, Psychotherapy and psychosomatics.

[16]  The case against job satisfaction , 1994 .

[17]  G. S. Taylor,et al.  An Examination of Conflicting Findings on the Relationship Between Job Satisfaction and Absenteeism: A Meta-Analysis , 1985 .

[18]  Graham K. Rand,et al.  Mathematics of Manpower Planning , 1979 .

[19]  Lawrence K. Waters,et al.  JOB SATISFACTION, BEHAVIORAL INTENTION, AND ABSENTEEISM AS PREDICTORS OF TURNOVER , 1979 .

[20]  E. A. Locke.  The nature and causes of job satisfaction , 1976 .

[21]  U. Renker.  [Motivation for work]. , 1975, Zeitschrift fur die gesamte Hygiene und ihre Grenzgebiete.

[22]  T. Atchison,et al.  THE PREDICTION OF TURNOVER USING HERZBERG'S JOB SATISFACTION TECHNIQUE , 1972 .

[23]  Charles L. Hulin,et al.  The measurement of satisfaction in work and retirement: A strategy for the study of attitudes. , 1969 .

[24]  Steven Vajda.  Mathematics of manpower planning , 1967 .

[25]  G. R. Salkin,et al.  Linear programming and its applications , 1967 .

[26]  D. Weiss,et al.  Manual for the Minnesota Satisfaction Questionnaire. , 1967 .

[27]  H. Triandis,et al.  Work and the Nature of Man. , 1967 .

[28]  V. Vroom.  Work and motivation , 1964 .

[29]  M. Kilbridge.  Turnover, Absence, and Transfer Rates as Indicators of Employee Dissatisfaction with Repetitive Work , 1961 .

[30]  Andrew J. Young,et al.  Predicting Distributions of Staff , 1961, Comput. J..

[31]  Sergio Talacchi,et al.  Organization Size, Individual Attitudes and Behavior: An Empirical Study , 1960 .

[32]  Émile Gosselin.  Industrial Relations Center, University of Minnesota, Research and Technical Series. Orders addressed to the Publisher, Wm. C. Brown Co., 915 Main Street, Dubuque, Iowa. / Report 5: Minnesota Manpower Managers in 1949, February 1950, 7 pp. Price $0.50. , 1953 .

[33]  H. Seal,et al.  The mathematics of a population composed of kappa stationary strata each recruited from the stratum below and supported at the lowest level by a uniform annual number of entrants. , 1945, Biometrika.