A mathematical model proposal for cost-effective course planning in large hierarchical organizations
•We develop the cost-effective course planning model to decrease training costs.•It defines the amount of training needed for an assigned employee.•It determines the minimum training costs for an employee’s career path.•It satisfies person-to-position compatibility and employee preferences. Hierarch...
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Veröffentlicht in: | European journal of operational research 2014-10, Vol.238 (2), p.579-595 |
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Sprache: | eng |
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Zusammenfassung: | •We develop the cost-effective course planning model to decrease training costs.•It defines the amount of training needed for an assigned employee.•It determines the minimum training costs for an employee’s career path.•It satisfies person-to-position compatibility and employee preferences.
Hierarchical organizations, especially in government agencies, are known by their pyramidal structures and continuous training needs resulting from promotions and/or assignments. Using scientific and rational methods in the job analysis/description, recruitment/selection, assignment, performance appraisal and career planning functions of human resource management (HRM) process decreases training costs. In this study, we develop a new chain of methodologies (the cost-effective course planning model (CECPM)) to decrease training costs and increase the level of specialization. This methodology is implemented in the following steps of the HRM process: (1) the job analysis/description step, where our Mission Description Matrix defines in measurable units the amount of training needed for an employee assigned to a position, (2) the career matrix step, where the minimum training costs for an employee’s career path are determined using our network-flow model and (3) the assignment step, where we propose a decision support system composed of an analytical hierarchy process, linear programming and Pareto optimality analysis. The results indicate that our proposed system ensures minimum training needs while satisfying person-to-position compatibility and personnel’s preferences. |
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ISSN: | 0377-2217 1872-6860 |
DOI: | 10.1016/j.ejor.2014.04.014 |