Une méthode d'affectation des ressources humaines aux processus industriels

Abstract

performance des processus industriels. Cet article s'intéresse à la recherche du personnel permettant d'assurer, lors de son affectation, les objectifs de performance recherchés. Il s'appuie sur une méthodologie d'estimation de performance des processus d'entreprise, développée en collaboration avec un partenaire industriel, incluant explicitement l'impact des compétences des individus employés. Cette méthodologie permet de proposer une démarche d'affectation rapide et performante des ressources humaines s'appuyant sur un algorithme dichotomique. Une comparaison avec des approches heuristiques classiques (recuit simulé, etc.) est réalisée sur des exemples de moyenne et grande complexité. ABSTRACT. The human factor becomes a key element of the enterprise. Into a moving environment, it ensures timeless and competitiveness. It is now necessary to model and analyse enterprise processes by taking into account human resources as well as material resources. The proposed work is dedicated to decision making for human resource assignment. Human resources are needed for the execution of process activities and generate performance. A performance estimation methodology which links human capacities and process performance has been developed with an industrial. It underlies the human resource assignment approach proposed. It has been evaluated to determine the possible assignment guaranteeing the satisfaction a performance objective of a process. A fast and performant heuristic binary search algorithm for the human resources assignment is proposed. It is compared to other heuristic algorithms (Simulated Annealing, etc.) on large and medium complexity benchmarks. MOTS-CLÉS : affectation des ressources humaines, estimation de performance, algorithme heuristique.

Multisorted Tree-Algebras for Hierarchical Resources Allocation

“…However, in many real world situations as in organizations, resource allocation decisions are usually taken in consideration of the resource previously allocated to agent. This is quite different from the operation research literature [8,12,14], where an agent requesting the resources does not own any resource before the allocation decision of the allocator. Here resource allocation decisions are taken to improve the existing allocation state efficiency after measuring their disparities and consequences, with the objective of reducing them gradually by new allocation decisions.…”

“…Organisations' resources are entities used by operating agents to perform organisations' tasks [8,10,18].…”

“…Each management agent is supposed to allocate optimally the available resources to its immediate subordinate management or operating agents [6,7] by taking into account their specific needs and the policy of the organization. Examples of this kind of resource allocation processes abound in the literature for allocation of personnel [8], allocation of facilities [9], allocation of items or services [10], and allocation of suppliers or equipment [11].…”

A Meta-heuristically Approach of the Spatial Assignment Problem of Human Resources in Multi-sites Enterprise

“…The human resource management is one of the most critical problems and more costly for the majority of companies [5], and their problems occupy a place in company policies (public or private). The efficient and effective management of staff assignments is a key axis in the management of resources.…”

“…These studies have focused on the problems that primarily affect the human entity (assignment, planning and scheduling) in relation to the tasks to be executed and the constraints imposed by management. Among these works, we cite the work of Hachicha [15] proposed an approach to solve the problem of resource allocation with consideration of competence and preferences to constitute a system of correspondence between the achievements of an employee, the requirements of a task and the satisfaction of the performance of employers.The work of Bennour [5,6] was focused to propose method for optimizing the assignment of human resources in a enterprise, taking into account the performance and competencies in enterprise processes. The work of Campbell [7] proposes a model for maximizing the use of human resource skills for interdepartmental assignment and Hlaoitinun [14] proposed a method to support the formation of teams for coupling structuring project and piloting skills and other.…”