Developing Talent from a Supply–Demand Perspective: An Optimization Model for Managers
While executives emphasize that human resources (HR) are a firm’s biggest asset, the level of research attention devoted to planning talent pipelines for complex global organizational environments does not reflect this emphasis. Numerous challenges exist in establishing human resource management str...
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| Format: | Article |
| Language: | English |
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MDPI AG
2017-08-01
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| Series: | Logistics |
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| Online Access: | https://www.mdpi.com/2305-6290/1/1/5 |
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| author | Hadi Moheb-Alizadeh Robert B. Handfield |
| author_facet | Hadi Moheb-Alizadeh Robert B. Handfield |
| author_sort | Hadi Moheb-Alizadeh |
| collection | DOAJ |
| description | While executives emphasize that human resources (HR) are a firm’s biggest asset, the level of research attention devoted to planning talent pipelines for complex global organizational environments does not reflect this emphasis. Numerous challenges exist in establishing human resource management strategies aligned with strategic operations planning and growth strategies. We generalize the problem of managing talent from a supply–demand standpoint through a resource acquisition lens, to an industrial business case where an organization recruits for multiple roles given a limited pool of potential candidates acquired through a limited number of recruiting channels. In this context, we develop an innovative analytical model in a stochastic environment to assist managers with talent planning in their organizations. We apply supply chain concepts to the problem, whereby individuals with specific competencies are treated as unique products. We first develop a multi-period mixed integer nonlinear programming model and then exploit chance-constrained programming to a linearized instance of the model to handle stochastic parameters, which follow any arbitrary distribution functions. Next, we use an empirical study to validate the model with a large global manufacturing company, and demonstrate how the proposed model can effectively manage talents in a practical context. A stochastic analysis on the implemented case study reveals that a reasonable improvement is derived from incorporating randomness into the problem. |
| format | Article |
| id | doaj-art-90c2bcbff08b4f9ea838e7ed5fef1ff4 |
| institution | DOAJ |
| issn | 2305-6290 |
| language | English |
| publishDate | 2017-08-01 |
| publisher | MDPI AG |
| record_format | Article |
| series | Logistics |
| spelling | doaj-art-90c2bcbff08b4f9ea838e7ed5fef1ff42025-08-20T02:52:13ZengMDPI AGLogistics2305-62902017-08-0111510.3390/logistics1010005logistics1010005Developing Talent from a Supply–Demand Perspective: An Optimization Model for ManagersHadi Moheb-Alizadeh0Robert B. Handfield1Graduate Program in Operations Research, North Carolina State University, Raleigh, NC 27695, USADepartment of Business Management, College of Management, North Carolina State University, 2806-A Hillsborough St., Upper Level, Campus Box 7229, Raleigh, NC 27695-7229, USAWhile executives emphasize that human resources (HR) are a firm’s biggest asset, the level of research attention devoted to planning talent pipelines for complex global organizational environments does not reflect this emphasis. Numerous challenges exist in establishing human resource management strategies aligned with strategic operations planning and growth strategies. We generalize the problem of managing talent from a supply–demand standpoint through a resource acquisition lens, to an industrial business case where an organization recruits for multiple roles given a limited pool of potential candidates acquired through a limited number of recruiting channels. In this context, we develop an innovative analytical model in a stochastic environment to assist managers with talent planning in their organizations. We apply supply chain concepts to the problem, whereby individuals with specific competencies are treated as unique products. We first develop a multi-period mixed integer nonlinear programming model and then exploit chance-constrained programming to a linearized instance of the model to handle stochastic parameters, which follow any arbitrary distribution functions. Next, we use an empirical study to validate the model with a large global manufacturing company, and demonstrate how the proposed model can effectively manage talents in a practical context. A stochastic analysis on the implemented case study reveals that a reasonable improvement is derived from incorporating randomness into the problem.https://www.mdpi.com/2305-6290/1/1/5talent managementnonlinear programmingstochastic programmingchance-constrained programming |
| spellingShingle | Hadi Moheb-Alizadeh Robert B. Handfield Developing Talent from a Supply–Demand Perspective: An Optimization Model for Managers Logistics talent management nonlinear programming stochastic programming chance-constrained programming |
| title | Developing Talent from a Supply–Demand Perspective: An Optimization Model for Managers |
| title_full | Developing Talent from a Supply–Demand Perspective: An Optimization Model for Managers |
| title_fullStr | Developing Talent from a Supply–Demand Perspective: An Optimization Model for Managers |
| title_full_unstemmed | Developing Talent from a Supply–Demand Perspective: An Optimization Model for Managers |
| title_short | Developing Talent from a Supply–Demand Perspective: An Optimization Model for Managers |
| title_sort | developing talent from a supply demand perspective an optimization model for managers |
| topic | talent management nonlinear programming stochastic programming chance-constrained programming |
| url | https://www.mdpi.com/2305-6290/1/1/5 |
| work_keys_str_mv | AT hadimohebalizadeh developingtalentfromasupplydemandperspectiveanoptimizationmodelformanagers AT robertbhandfield developingtalentfromasupplydemandperspectiveanoptimizationmodelformanagers |