Workforce modeling: Difference between revisions

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'''Workforce Modelingmodeling''' is the process byof whichaligning the need ([[demand]]) for skilled workers at a particular time is matchedlabor with the availability and preferencepreferences of [[skilled workers]] ([[Supply and demand|supply]]). TheIt resultingutilizes mathematical models canto beperform usedtasks tosuch performas [[sensitivity analysis]], scheduling, and generate reports andworkload schedulesforecasting.

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This approach can be used in industries with complex labor regulations, certified professionals, and fluctuating demand — such as healthcare, public safety, and retail. Workforce modeling tools can include software that helps determine staffing needs based on workload variations across times of day, days of the week, or seasonal cycles.

'''Workforce Modeling''' is the process by which the need ([[demand]]) for skilled workers at a particular time is matched with the availability and preference of [[skilled workers]] ([[Supply and demand|supply]]). The resulting mathematical models can be used to perform [[sensitivity analysis]] and generate reports and schedules.

Workforce modeling is generally found in industries that have complex work rules, skilled or certified workers, medium to large teams of workers, and fluctuating demand. Some examples include [[healthcare]], [[public safety]], and [[retail]].

A workforce modeling solution can also refer to software demonstrating the number of staff necessary to complete tasks according to workload volumes/output by the time of day, day of the week, or time of year.

==Definition==

The term can be differentiated from traditional staff [[Schedule (workplace)|scheduling]].<ref>{{Cite journal |last=Ernst |first=A. T |last2=Jiang |first2=H |last3=Krishnamoorthy |first3=M |last4=Sier |first4=D |date=2004-02-16 |title=Staff scheduling and rostering: A review of applications, methods and models |url=https://www.sciencedirect.com/science/article/pii/S037722170300095X |journal=European Journal of Operational Research |series=Timetabling and Rostering |volume=153 |issue=1 |pages=3–27 |doi=10.1016/S0377-2217(03)00095-X |issn=0377-2217|url-access=subscription }}</ref> Research indicates that traditional static planning models result in 60% of operating hours being either understaffed, or overstaffed, while modern workforce modeling implementations have achieved substantial cost reductions.<ref name=":1">{{Cite web |title=AI workforce planning for travel and logistics {{!}} McKinsey |url=https://www.mckinsey.com/industries/travel/our-insights/ai-can-transform-workforce-planning-for-travel-and-logistics-companies |access-date=2025-06-24 |website=www.mckinsey.com}}</ref> Staff scheduling is rooted in [[time management]].<ref>{{Cite journal |last=Pinedo |first=Michael L. |date=2022 |title=Scheduling |url=https://link.springer.com/book/10.1007/978-3-031-05921-6 |journal=SpringerLink |language=en |doi=10.1007/978-3-031-05921-6|url-access=subscription }}</ref> Besides demand orientation, workforce modeling also incorporates the forecast of the workload and the required staff, the integration of workers into the scheduling process through interactivity, and analysis of the entire process.<ref>{{Cite journal |last=Algethami |first=Haneen |last2=Martínez-Gavara |first2=Anna |last3=Landa-Silva |first3=Dario |date=2019-10-01 |title=Adaptive multiple crossover genetic algorithm to solve workforce scheduling and routing problem |url=https://doi.org/10.1007/s10732-018-9385-x |journal=Journal of Heuristics |language=en |volume=25 |issue=4 |pages=753–792 |doi=10.1007/s10732-018-9385-x |issn=1572-9397}}</ref> The evolution from traditional scheduling to workforce modeling demonstrated quantitative benefits and reflects broader technological advancement in organizational management.<ref name=":1" />

The term can be differentiated from traditional staff [[Schedule (workplace)|scheduling]]. Staff scheduling is rooted in [[time management]]. Besides demand orientation, workforce modeling also incorporates the forecast of the workload and the required staff, the integration of workers into the scheduling process through interactivity, and analysis of the entire process.

==Complexity of model==

Many applications providing a workforce modeling solution use the [[linear programming]] approach to create the Workforce Model. Linear methods of achieving a schedule are generally based on assumptions that demand is based on a series of independent events, each with a consistent, predictable outcome. However, modeling the uncertainty and dependability of these events is a well-researched area.<ref name="Clancy, Thomas R. 2008">Clancy, Thomas R. ''Managing Organizational Complexity in Healthcare Operations.'' The Journal of Nursing Administration 38.9 (2008): 367–370. Print.{{Citation not found|date=October 2024}}</ref> Modeling approaches such as system dynamics have also been employed in workforce modeling to address interdependencies and feedback loops within large organizations, such as NASA.<ref name=":0">{{Cite journal |last=Marin |first=Mario |last2=Zhu |first2=Yanshen |last3=Meade |first3=Phillip |last4=Sargent |first4=Melissa |last5=Warren |first5=Jullie |date=2007 |title=Workforce Enterprise Modeling |url=https://www.jstor.org/stable/44719519 |journal=SAE Transactions |volume=116 |pages=873–876 |issn=0096-736X}}</ref> [[Heuristic|Heuristics]] have also been applied to the problem, and [[metaheuristics]] have been identified as effective methods for generating complex scheduling solutions.<ref name="Clancy, Thomas R. 2008" /><ref>{{Cite journal |last1=Burke |first1=Edmund |last2=Causmaecker |first2=Patrick De |last3=Berghe |first3=Greet Vanden |last4=Landeghem |first4=Hendrik Van |date=2004 |title=The State of the Art of Nurse Rostering |url=https://lirias.kuleuven.be/bitstream/123456789/123829/1/JOS_ |url-status=dead |journal=Journal of Scheduling |volume=7 |issue=441–499 |pages=441–499 |doi=10.1023/B:JOSH.0000046076.75950.0b |archive-url=https://web.archive.org/web/20160304113501/https://lirias.kuleuven.be/bitstream/123456789/123829/1/JOS_ |archive-date=March 4, 2016}}</ref>

==Complexity of the model==

Workforce modeling solutions can be created using a [[software]] solution for demand-oriented workforce management.

Many applications providing a workforce modeling solutionsolutions might use the [[linear programming]] approach to create the Workforce Model. Linear methods of achieving a schedule are generally based on assumptionsassume that demand is based on a series of independent events, each with a consistent, predictable outcome. However, modelingModeling the uncertainty and dependability of thesesuch events is a well-researched area.<ref name="Clancy, Thomas R. 2008">Clancy, Thomas R. ''Managing Organizational Complexity in Healthcare Operations.'' [[The Journal of Nursing Administration 38.9 (2008): 367–370. Print.{{Citation not found|date=October 2024}}]]</ref> Modeling approaches such as [[system dynamics]] have also been employed in workforce modeling to address interdependencies and feedback loops within large organizations, such as [[NASA]].<ref name=":0">{{Cite journal |last=Marin |first=Mario |last2=Zhu |first2=Yanshen |last3=Meade |first3=Phillip |last4=Sargent |first4=Melissa |last5=Warren |first5=Jullie |date=2007 |title=Workforce Enterprise Modeling |url=https://www.jstor.org/stable/44719519 |journal=SAE Transactions |volume=116 |pages=873–876 |issn=0096-736X}}</ref> [[Heuristic|Heuristics]] have also been applied to the problem, and [[metaheuristics]] have been identified as effective methods for generating complex scheduling solutions.<ref name="Clancy, Thomas R. 2008" /><ref>{{Cite journal |last1=Burke |first1=Edmund |last2=Causmaecker |first2=Patrick De |last3=Berghe |first3=Greet Vanden |last4=Landeghem |first4=Hendrik Van |date=2004 |title=The State of the Art of Nurse Rostering |url=https://lirias.kuleuven.be/bitstream/123456789/123829/1/JOS_ |url-status=dead |journal=Journal of Scheduling |volume=7 |issue=441–499 |pages=441–499 |doi=10.1023/B:JOSH.0000046076.75950.0b |archive-url=https://web.archive.org/web/20160304113501/https://lirias.kuleuven.be/bitstream/123456789/123829/1/JOS_ |archive-date=March 4, 2016|url-access=subscription }}</ref>

==NotesReferences==

{{reflist}}

<references/>

==Further reading==

*Sterman JD. ''Business Dynamics: Systems Thinking and Modeling For a Complex World.'' Boston, Massachusetts: McGraw-Hill Publishers; 2000.

*Taleb NN. ''The Black Swan.'' New York, New York: Random House; 2007.

*West B, Griffin L. ''Biodynamics: Why the Wirewalker Doesn't Fall.'' Hoboken, New Jersey: John Wiley & Sons, Inc;., 2004.

[[Category:Management systems]]

[[Category:Human resource management]]

[[Category:Workforce]]