Assignment of employees to workplaces under consideration of employee competences and preferences

Abstract

PurposeThis paper seeks to develop a model for the assignment of employees to workplaces. Assignment methods are of high relevance in practice because employees should be assigned to workplaces according to their competences and preferences to ensure that motivated employees carry out tasks effectively and efficiently.Design/methodology/approachTwo goal programming models are introduced with inputs and valuations using the analytic hierarchy process.FindingsThe two goal programming models for the assignment of employees to workplaces, which take into account both employee competences and preferences as well as workplace competence requirements and attributes, seem to be effective in helping to arrive at an optimal assignment decision.Research limitations/implicationsIn practice, one major problem is that the input data for the goal programming models are not updated regularly. Thus, the documentation of the competence profiles and the preferences of the employees might be out of date or incomplete.Originality/valueThe development of the two goal programming models which could be applied immediately in practical competence management is what makes the work valuable and addresses a gap in the modelling of personnel assignment methodologies.

Relationship between Employee Motivation and Job Performance: A Study at Universiti Teknologi MARA (Terengganu)

“…Moreover, proper workplace environment helps reduce absenteeism and thus increase employee's performance which wills leads to increase productivity (Peters & Zelewski, 2007). Peoples working under inconvenient conditions may end up with low performance and face occupational health risks causing high absenteeism and turnover (Naharuddin & Sadegi, 2013).…”

“…Moreover, the consideration of competence preferences may motivate employees because they are normally more motivated to complete tasks related to their interests and abilities motivation (Peters & Zelewski, 2007).…”

An analytic hierarchy process and two-sided matching based decision support system for military personnel assignment

“…The last step is to perform a composition of priorities for the criteria, which gives rank of the alternatives relative to the goal or objective. Many example applications of AHP can be found in the literature [35,5,17,21,33].…”

Competency‐based IT personnel selection using a hybrid SWARA and ARAS‐G methodology

“…These methods have only used the MCDM methods, neglecting the importance of extracting an appropriate set of criteria in a systematic manner. The research, often in an unstructured way, tried to receive the opinions of experts (Dagdeviren, 2010;Kelemenis & Askounis, 2010), managers (Peters & Zelewski, 2007;Polychroniou & Giannikos, 2009), or customers (Peters & Zelewski, 2007), excluding related scientific organizing methods.…”