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Job rotation is an organizational strategy increasingly used in manufacturing systems as it provides benefits to both workers and management in an organization. Job rotation prevents musculoskeletal disorders, eliminates boredom and increases job satisfaction and morale. As a result, the company gains a skilled and motivated workforce, which leads to increases in productivity, employee loyalty and decreases in employee turnover. A multi-criteria genetic algorithm is employed to generate job rotation schedules, with considering the most adequate employeejob assignments to prevent musculoskeletal disorders caused by accumulation of fatigue. The algorithm provides the best adequacy available between workers and the competences needed for performing the tasks. The design of the rotation schedules is based not only on ergonomic criteria but also on issues related to product quality and employee satisfaction. The model includes the workers' competences as a measure for the goodness of solutions.

Service companies in developed countries represent 70–80% of the Gross Domestic Product (GDP). In Spain, within the service sector, tourism is the main contributor and is growing annually. This is obviously an opportunity for the country due to its benefits and economic effects but at the same time a well-structured, sustainable and competitive model for its continued development is needed in order to adopt best practices and reference innovative models from other sectors. A qualitative approach using Case Study, Grounded Theory and Delphi Method has been conducted to study the tourism sector in the city of Gandia, Valencia (Spain). Results show that a tourist destination with its different components and stakeholders involved in its value chain can be interpreted as an ecosystem and so reference ecosystem models could be adopted to boost the development of a region. Considering the results obtained, this study can contribute to the development of a tourist destination in a sustainable and innovative way.

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Purpose: This paper has a double purpose. First, to analyze the competencies and skills proposed as ideals for an Industrial Engineering degree and identify them in the current study plans implemented in Spanish universities. Second, to check the fit between competencies and skills described in Spanish Industrial Engineering and corporative strategy are in all the analyzed study plans, but competencies as shared vision, free access to information and involvement of managers do not appear in new degrees, but they are required in real business.Research limitations/implications: About the origin of information, we use official web sites belonging to Spanish public and some private universities, and corresponding schools. Some universities have not updated the information about degrees in Industrial Engineering, and they still have old plans information.Moreover, the comparison we can make between the competencies of degrees and the needs to develop the Industrial Engineering profession is theoretical because the introduction of new degrees has just started and there are no graduates.Practical implications: The principal practical implication is to identify a professional profile of the engineer common to most Spanish universities and therefore facilitate the selection of one curricula or another for students. These can lead to check with the first graduates whether or not the competencies acquired in University fit in the business world. On the other hand, from a professional point of view, we open a future line of research by testing competencies acquired by graduates and competencies required in the professional field, as well as the study of these competencies in the professional field. In addition, current employees may decide to recycle their competencies or acquire new ones knowing the design of new degrees. Originality/value: There are no comparative studies about competencies a Spanish Industrial Engineer has to acquire in University to develop his or her professional work. In consequence, there are not comparative studies about competencies acquired in University and profiles demanded by companies in real business world. This paper deals with both topics.

Public administrations are organizations whose mission is to serve the interests of society by providing efficient and sustainable services. Much of the information received from public administrations uses social media due to their versatility and capacity to reach a large number of citizens. Among them, Twitter is the most widely used, especially to disseminate messages with a high social content. This type of messages falls within the discipline of social marketing. However, when public administrations use Twitter for social marketing communication, it is not known which factors are the most decisive to achieve the social objective for which they are issued. This article provides an answer to this question, using the Analytic Network Process Multicriteria method to determine which factors matter and how they are interrelated when issuing social marketing messages through Twitter. The result of this research reveals that from the 22 factors analyzed, the most influential from a social marketing point of view are the average age of population, the existence of a strategic communication plan, the number of tweets and the average number of tweets per day, the number of followers, retweets and mentions, as well as the efficiency of the account.

Dentro del contexto del Espacio Europeo de Educación Superior hay una serie de aspectos que condicionan la educación universitaria de las ingenierías que deben ser tenidos en cuenta en la elaboración de los planes de estudio. Estos planes son documentos en los que se plasma, entre otras cosas, qué se debe aprender, cómo se debe aprender y evaluar lo que se aprende, y cuándo, en que secuencia, se aprende. En este trabajo nos centraremos en proponer qué competencias, actitudes y valores se deberían aprender en el título de grado de Ingeniero de Organización. Hemos realizado una extensa revisión de bibliografía, revisado en profundidad 38 referencias y planteado 3 grupos de enfoque. Estas actividades nos han permitido identificar una secuencia de desarrollo de planes de estudios y 3 visiones de la profesión. A partir de ello hemos planteado el dominio de actuación de los futuros titulados y hemos propuesto 14 competencias desglosadas en 53 objetivos formativos.

PurposeIn this paper, the aim is to present an algorithm to identify the most motivated employees according to the corporate human resources policies applied in a knowledge‐based company.Design/methodology/approachFirst, the author presents a complete table with motivation factors found in the literature. Then, a fuzzy tool, i.e. an adequacy index, is used in order to include subjectivity and uncertainty from personal perceptions both from employees and managers in the model.FindingsAn algorithm to identify the most motivated employees according to corporate motivation policies designed by managers is found.Practical implicationsResults provide information that can be used as a support for helping managers in decision making about training, promotion, leadership practices or team management.Originality/valueAn exhaustive list that does not exist in the literature about motivation factors is presented as well as the proposal of measure and identification on most‐motivated employees is also a new idea.