Assignment of project members considering capability and personality balance

Abstract

Purpose -This paper aims to construct for the first time a link between the project members' assignment and personality balance. Design/methodology/approach -This study develops a project assignment quantitative model that maximizes the team's personality balance while meeting the capability requirements. Findings -The findings indicate that a more balanced project team that contributes to project performance can be obtained before project starts. Research limitations/implications -This paper is limited to the exploration of Belbin's personality types. However, it offers a generic approach that can be applied to other personality categorization. Practical implications -The paper helps practitioners form a personality balanced project team to improve the project performance by reducing the complexity of project communication and problem solving. Originality/value -The paper develops for the first time a project assignment model that considers both capability and personality and allocates project personnel in such a way that the most suitable personnel is selected from a group of qualified capable candidates, to increase the possibility of success for the project.

Recruitment and Evaluation Practices at the Service of Project-Based Organization and Competence Management: Case of Tunisian Companies

“…It helps senior management select the right candidate who will have the best performance in the project. Finally, the study by Wei, Lai, and Wei (2013) proposed a model that measures the level of imbalance in the project team which allows the project manager to carefully select the project team members to ensure the success of the project.…”

A model for project team formation in complex engineering projects under uncertainty

“…Examination of the literature on the project team formation indicated that many of the existing studies are concerned with the formation of teams based on the psychological and sociological competencies including personality, leadership, communication skills and decision-making abilities (Wei et al , 2013). Technical knowledge is the most widely used measure in the team formation literature for selecting team members (Chen and Lin, 2004; Fan et al , 2009; Otero et al , 2012; Wi et al , 2009; Zhang and Zhang, 2013).…”