Workforce modeling: Difference between revisions

Revision as of 18:39, 28 May 2025

Revision as of 10:41, 30 May 2025

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{{Use mdy dates|date=October 2024}}{{peacock|date=January 2014}}

'''Workforce modeling''' is the process of aligning the ([[demand]]) for skilled labor with the availability and preferences of [[skilled workers]] ([[Supply and demand|supply]]). It uses mathematical models to support tasks such as [[sensitivity analysis]] , scheduling, and workload forecasting.

This approach is commonly applied in industries with complex labor rules, certified workers, and varying levels of demand, including [[healthcare]], [[public safety]], and [[retail]].

Workforce modeling solutions often include software tools that help determine staffing needs based on workload volume across different time periods, such as times of day, days of the week, or seasonal cycles.

This approach is commonly applied in industries with complex labor rulesregulations, certified workers, and varying levels of demand, including [[healthcare]], [[public safety]], and [[retail]]retailforce modeling solutions often include software tools that help determine staffing needs based on workload volume across different periods, such as times of day, days of the week, or seasonal cycles.

==Definition==

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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 the 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|url-access=subscription }}</ref>

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

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*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:Health]]

[[Category:Organization]]

[[Category:Workforce]]

[[Category:Modeling]]