Modeling Team Member Characteristics for the Formation of a Multifunctional Team in Concurrent Engineering

Chen, Shijie; Lin, Li

doi:10.1109/tem.2004.826011

Cited by 181 publications

(86 citation statements)

References 38 publications

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“…There is a considerable amount of literature on Team Formation in the operations research (OR) community [3,7,17,16]. A trend in this line of work is to formulate the Team Formation problem as an integer linear program (ILP), and then focus on finding an optimal match between people and the demanded functional requirements.…”

Section: Related Workmentioning

confidence: 99%

“…Fitzpatrick and Askin [9] use the Kolbe Conative Index (KCI) to measure individuals' drive and temperament, which in turn reflects the quality of the team. Chen and Lin [7] use the MyersBriggs test to measure the candidates' personality and evaluate their interpersonal relationships as team members. Although these approaches are interesting from the anthropological/psychological point of view, they also ignore the existing graph structure among individuals.…”

Section: Related Workmentioning

confidence: 99%

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Finding a team of experts in social networks

Lappas

Liu

Terzi

2009

Proceedings of the 15th ACM SIGKDD International Conference on Knowledge Discovery and Data Mining

573

515

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Given a task T , a pool of individuals X with different skills, and a social network G that captures the compatibility among these individuals, we study the problem of finding X , a subset of X , to perform the task. We call this the Team Formation problem. We require that members of X not only meet the skill requirements of the task, but can also work effectively together as a team. We measure effectiveness using the communication cost incurred by the subgraph in G that only involves X . We study two variants of the problem for two different communication-cost functions, and show that both variants are NP-hard. We explore their connections with existing combinatorial problems and give novel algorithms for their solution. To the best of our knowledge, this is the first work to consider the Team Formation problem in the presence of a social network of individuals. Experiments on the DBLP dataset show that our framework works well in practice and gives useful and intuitive results.

show abstract

Section: Related Workmentioning

confidence: 99%

Section: Related Workmentioning

confidence: 99%

Finding a team of experts in social networks

Lappas

Liu

Terzi

2009

Proceedings of the 15th ACM SIGKDD International Conference on Knowledge Discovery and Data Mining

573

515

View full text Add to dashboard Cite

show abstract

“…Theoretical approaches for modelling the factors influencing workgroup performance span either psychological characteristics and technical skills of the individuals, as well as their specific attitude towards the group [6,7]. Particularly in academic circles, where students themselves frequently define their own group composition, additional factors like the ones derived from personal friendship and acquaintance among partners should also be considered [8,9].…”

Section: Previous Work On Student Groupwork Compositionmentioning

confidence: 99%

A Comparative Study of Two Automated Workgroup Composition Strategies

Calafate¹,

Mart́ınez²,

Arlandis³

2016

INTED2016 Proceedings

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Nowadays, the professional environment of leading companies requires multidisciplinary teams to be created, including both internal and external experts, to adequately face the challenges of a fast-evolving and complex market. For newcomers, this situation can be difficult to handle if no previous experiences allowed preparing them for those situations. This is where college education finds its place, and in fact the curricula of different university careers are being updated to include more transversal competences like leadership and cooperation skills within groups. However, such efforts still remain at an amateur level in most cases due to lack of specific expertise by the majority of instructors, due to limitations in terms of creating actual multidisciplinary groups, and due to the little resources available to maximize the benefits of such experiences. Students also show little involvement in this issue, typically opting for approaches that minimize their efforts. Thus, simple and yet effective strategies that can be helpful for instructors to make a meaningful change to the current status quo are necessary. To address this need, in this paper we present the results of a 2-year study where students were forced to team up with other partners based on the results of a computer networking skills-ranking exam. In the first experiment, groups where formed by students achieving a similar performance (homogeneous), while in the second experiment groups were formed so that the average score of group members was the same (mostly heterogeneous). Through detailed survey results taken by students at the end of both courses, we find that, compared to the alternative strategy promoting group heterogeneity, having partners with similar skills does not help at improving the coordination between group members, nor students' perception about the usefulness of the experience towards future jobs. In fact, their rating of the overall experience was mostly the same, and, to our surprise, the partner expertise on the course topics was not a motivating factor, being that students' complaints in both cases were about not being able to pick their partners. Thus, we consider that a simple strategy to define groups (e.g. randomly) suffices, but it should be adopted on all courses since the first year of the degree.

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“…The team formation problem has been studied since the mid 2000s in the Operations Research community [3,15,2,14]. In early works, the problem used to be modeled as purely an assignment or matching problem, where the goal was to match people with required skills.…”

Section: Prior Artmentioning

confidence: 99%

Submodularity in Team Formation Problem

Bhowmik

Borkar

Garg³

et al. 2014

Proceedings of the 2014 SIAM International Conference on Data Mining

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We consider the team formation problem where the goal is to find a team of experts for a specific project. In the past, several attempts have been made to formulate this problem and each formulation focuses only on a subset of design criteria such as skill coverage, social compatibility, economy, skill redundancy, etc. In this paper, for the first time, we show that most of the important design criteria for this problem can be fully modeled within one single formulation as an unconstrained submodular function maximization problem. In our formulation, the submodular function turns out to be non-negative and non-monotone. The maximization of this class of submodular function is much less explored than its monotone constrained counterpart. A few recent works [7] [4] have come up with a simulated annealing based randomized approximation scheme for this problem with an approximation ratio of 0.41. In this paper, we customize this algorithm to our formulation and conduct an extensive set of experiments to show its efficacy. Our proposed formulation offers several advantageous features over the existing formulations including skill cover softening, better team communication, and connectivity relaxation. Unlike previous formulations, the skill cover softening feature allows a designer to specify Must Have and Should Have skills. Similarly, through better team communication, we avoid the restriction that all the communication among team members should pass through only the team members and not the outsiders. Finally, connectivity relaxation feature alleviates the constraint of whole team being connected and thereby, lowering the cost.

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Modeling Team Member Characteristics for the Formation of a Multifunctional Team in Concurrent Engineering

Cited by 181 publications

References 38 publications

Finding a team of experts in social networks

Finding a team of experts in social networks

A Comparative Study of Two Automated Workgroup Composition Strategies

Submodularity in Team Formation Problem

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