2008
DOI: 10.1504/ijsoi.2008.021338
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Optimatch: applying constraint programming to workforce management of highly skilled employees

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Cited by 11 publications
(7 citation statements)
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“…In the cluster Strategic HR and AI examined various AI techniques in association with outcomes in minimising errors and freeing up tasks to maximise profits, Organisational Human resources and artificial intelligence Development (Abdeldayem and Aldulaimi, 2020;Vinichenko et al, 2019;Sahota and Ashley, 2019;Stanley and Aggarwal, 2019;Prem, 2019) that is, those with a central focus on improving performance in HR management to contribute to sustainable organisational outcomes (Stanley and Aggarwal, 2019;Richter et al, 2008). Also include reflections on Obstacles and Challenges in the utilisation of AI and the complexity of HR phenomena, the constraints imposed by small data sets, liability issues associated with fairness and other ethical and legal constraints and possible adverse employee reactions to decisions and other algorithmic challenges that may arise (Tambe et al, 2019).…”
Section: Discussion and Research Agendamentioning
confidence: 99%
“…In the cluster Strategic HR and AI examined various AI techniques in association with outcomes in minimising errors and freeing up tasks to maximise profits, Organisational Human resources and artificial intelligence Development (Abdeldayem and Aldulaimi, 2020;Vinichenko et al, 2019;Sahota and Ashley, 2019;Stanley and Aggarwal, 2019;Prem, 2019) that is, those with a central focus on improving performance in HR management to contribute to sustainable organisational outcomes (Stanley and Aggarwal, 2019;Richter et al, 2008). Also include reflections on Obstacles and Challenges in the utilisation of AI and the complexity of HR phenomena, the constraints imposed by small data sets, liability issues associated with fairness and other ethical and legal constraints and possible adverse employee reactions to decisions and other algorithmic challenges that may arise (Tambe et al, 2019).…”
Section: Discussion and Research Agendamentioning
confidence: 99%
“…This subcategory addressed selection either based on competency (Hajiha et al , 2006; Karatop et al , 2015; Mavi and Mavi, 2014; Shahhosseini and Sebt, 2011; Wi et al , 2009), or a specific employee segment (such as army personnel) (Hooper et al , 1998), or with the focus on reduction of cost and time involved in the selection process (Karam et al , 2020; Maree et al , 2019; Shahhosseini and Sebt, 2011), or based on performance ranking (Canós and Liern, 2004; Fowler et al , 2008), or predicting work behaviors (Chen and Chien, 2011; Chien and Chen, 2008). Another subcategory discussed automation in the staffing of employees ( n = 4) (Gupta et al , 2018; Nawaz, 2019; Richter et al , 2008; Vinichenko et al , 2019), followed by problems of the likelihood of absenteeism by the employee ( n = 1) (Varalakshmi and Dhivya, 2019), allocation of employees to specific jobs ( n = 1) (Lin et al , 2020), employee transfer problem ( n = 1) (Acharyya and Datta, 2020) and finally a study on understanding the importance of AI in talent acquisition ( n = 1).…”
Section: Analysis and Findingsmentioning
confidence: 99%
“…In the other hand, there are software products for resource planning such as HP PPM, Oracle Primavera, or SAP Success Factor that does not have included unstructured data for planning decisions. Nevertheless, important studies from IBM research has developed and integrated algorithms for improving accuracy with unstructured data in solutions such as SPSS Modeler and Optimatch [5]. For instance, the Optimatch framework extracts required job skills from resumes and selects the useful descriptions, measuring how well the resume fits a position that is integrated into the matching criteria on the workforce optimization model.…”
Section: A Related Workmentioning
confidence: 99%