Considering skills evolutions in multi-skilled workforce allocation with flexible working hours

The growing need of responsiveness for manufacturing companies facing market volatility raises a strong demand for flexibility in their organisation. Since the company personnel are increasingly considered as the core of the organisational structures, a strong and forward-looking management of human resources and skills is crucial to performance in many industries. These organisations must develop strategies for the short, medium and long terms, in order to preserve and develop skills. Responding to this importance, this work presents an original model, looking at the line-up of multi-period project, considering the problem of staff allocation with two degrees of flexibility. The first results from the annualising of working time, and relies on policies of changing schedules, individually as well as collectively. The second degree of flexibility is the versatility of the operators, which induces a dynamic view of their skills and the need to predict changes in individual performance as a result of successive assignments. We are firmly in a context where the expected durations of activities are no longer predefined, but result from the performance of the operators selected for their execution. We present a mathematical model of this problem, which is solved by a genetic algorithm. An illustrative example is presented and analysed, and, the robustness of the solving approach is investigated using a sample of 400 projects with different characteristics

Metaheuristics For Solving Real World Employee Rostering and Shift Scheduling Problems

Optimising resources and making considerate decisions are central concerns in any responsible organisation aiming to succeed in efficiently achieving their goals. Careful use of resources can have positive outcomes in the form of fiscal savings, improved service levels, better quality products, improved awareness of diminishing returns and general output efficiency, regardless of field. Operational research techniques are advanced analytical tools used to improve managerial decision-making. There have been a variety of case studies where operational research techniques have been successfully applied to save millions of pounds. Operational research techniques have been successfully applied to a multitude of fields, including agriculture, policing, defence, conservation, air traffic control, and many more. In particular, management of resources in the form of employees is a challenging problem --- but one with the potential for huge improvements in efficiency. The problem this thesis tackles can be divided into two sub-problems; the personalised shift scheduling & employee rostering problem, and the roster pattern problem. The personalised shift scheduling & employee rostering problem involves the direct scheduling of employees to hours and days of week. This allows the creation of schedules which are tailored to individuals and allows a fine level over control over the results, but with at the cost of a large and challenging search space. The roster pattern problem instead takes existing patterns employees currently work, and uses these as a pool of potential schedules to be used. This reduces the search space but minimises the number of changes to existing employee schedules, which is preferable for personnel satisfaction. Existing research has shown that a variety of algorithms suit different problems and hybrid methods are found to typically outperform standalone ones in real-world contexts. Several algorithmic approaches for solving variations of the employee scheduling problem are considered in this thesis. Initially a VNS approach was used with a Metropolis-Hastings acceptance criterion. The second approach utilises ER&SR controlled by the EMCAC, which has only been used in the field of exam timetabling, and has not before been used within the domain of employee scheduling and rostering. ER&SR was then hybridised with our initial approach, producing ER&SR with VNS. Finally, ER&SR was hybridised into a matheuristic with Integer Programming and compared to the hybrid's individual components. A contribution of this thesis is evidence that the algorithm ER&SR has merit outside of the original sub-field of exam scheduling, and can be applied to shift scheduling and employee rostering. Further, ER&SR was hybridised and schedules produced by the hybridisations were found to be of higher quality than the standalone algorithm. In the literature review it was found that hybrid algorithms have become more popular in real-world problems in recent years, and this body of work has explored and continued this trend. Problem formulations in this thesis provide insight into creating constraints which satisfy the need for minimising employee dissatisfaction, particularly in regards to abrupt change. The research presented in this thesis has positively impacted a multinational and multibillion dollar field service operations company. This has been achieved by implementing a variety of techniques, including metaheuristics and a matheuristic, to schedule shifts and roster employees over a period of several months. This thesis showcases the research outputs by this project, and highlights the real-world impact of this research

Prise en compte de la flexibilité des ressources humaines dans la planification et l’ordonnancement des activités industrielles

Le besoin croissant de réactivité dans les différents secteurs industriels face à la volatilité des marchés soulève une forte demande de la flexibilité dans leur organisation. Cette flexibilité peut être utilisée pour améliorer la robustesse du planning de référence d’un programme d’activités donné. Les ressources humaines de l’entreprise étant de plus en plus considérées comme le coeur des structures organisationnelles, elles représentent une source de flexibilité renouvelable et viable. Tout d’abord, ce travail a été mis en oeuvre pour modéliser le problème d’affectation multi-périodes des effectifs sur les activités industrielles en considérant deux dimensions de la flexibilité: L’annualisation du temps de travail, qui concerne les politiques de modulation d’horaires, individuels ou collectifs, et la polyvalence des opérateurs, qui induit une vision dynamique de leurs compétences et la nécessité de prévoir les évolutions des performances individuelles en fonction des affectations successives. La nature dynamique de l’efficacité des effectifs a été modélisée en fonction de l’apprentissage par la pratique et de la perte de compétence pendant les périodes d’interruption du travail. En conséquence, nous sommes résolument placés dans un contexte où la durée prévue des activités n’est plus déterministe, mais résulte du nombre des acteurs choisis pour les exécuter, en plus des niveaux de leur expérience. Ensuite, la recherche a été orientée pour répondre à la question : « quelle genre, ou quelle taille, de problème pose le projet que nous devons planifier? ». Par conséquent, les différentes dimensions du problème posé sont classées et analysés pour être évaluées et mesurées. Pour chaque dimension, la méthode d’évaluation la plus pertinente a été proposée : le travail a ensuite consisté à réduire les paramètres résultants en composantes principales en procédant à une analyse factorielle. En résultat, la complexité (ou la simplicité) de la recherche de solution (c’est-à-dire de l’élaboration d’un planning satisfaisant pour un problème donné) peut être évaluée. Pour ce faire, nous avons développé une plate-forme logicielle destinée à résoudre le problème et construire le planning de référence du projet avec l’affectation des ressources associées, plate-forme basée sur les algorithmes génétiques. Le modèle a été validé, et ses paramètres ont été affinés via des plans d’expériences pour garantir la meilleure performance. De plus, la robustesse de ces performances a été étudiée sur la résolution complète d’un échantillon de quatre cents projets, classés selon le nombre de leurs tâches. En raison de l’aspect dynamique de l’efficacité des opérateurs, le présent travail examine un ensemble de facteurs qui influencent le développement de leur polyvalence. Les résultats concluent logiquement qu’une entreprise en quête de flexibilité doit accepter des coûts supplémentaires pour développer la polyvalence de ses opérateurs. Afin de maîtriser ces surcoûts, le nombre des opérateurs qui suivent un programme de développement des compétences doit être optimisé, ainsi que, pour chacun d’eux, le degré de ressemblance entre les nouvelles compétences développées et les compétences initiales, ou le nombre de ces compétences complémentaires (toujours pour chacun d’eux), ainsi enfin que la façon dont les heures de travail des opérateurs doivent être réparties sur la période d’acquisition des compétences. Enfin, ce travail ouvre la porte pour la prise en compte future des facteurs humains et de la flexibilité des effectifs pendant l’élaboration d’un planning de référence. ABSTRACT : The growing need of responsiveness for manufacturing companies facing the market volatility raises a strong demand for flexibility in their organization. This flexibility can be used to enhance the robustness of a baseline schedule for a given programme of activities. Since the company personnel are increasingly seen as the core of the organizational structures, they provide the decision-makers with a source of renewable and viable flexibility. First, this work was implemented to model the problem of multi-period workforce allocation on industrial activities with two degrees of flexibility: the annualizing of the working time, which offers opportunities of changing the schedules, individually as well as collectively. The second degree of flexibility is the versatility of operators, which induces a dynamic view of their skills and the need to predict changes in individual performances as a result of successive assignments. The dynamic nature of workforce’s experience was modelled in function of learning-by-doing and of oblivion phenomenon during the work interruption periods. We firmly set ourselves in a context where the expected durations of activities are no longer deterministic, but result from the number and levels of experience of the workers assigned to perform them. After that, the research was oriented to answer the question “What kind of problem is raises the project we are facing to schedule?”: therefore the different dimensions of the project are inventoried and analysed to be measured. For each of these dimensions, the related sensitive assessment methods have been proposed. Relying on the produced correlated measures, the research proposes to aggregate them through a factor analysis in order to produce the main principal components of an instance. Consequently, the complexity or the easiness of solving or realising a given scheduling problem can be evaluated. In that view, we developed a platform software to solve the problem and construct the project baseline schedule with the associated resources allocation. This platform relies on a genetic algorithm. The model has been validated, moreover, its parameters has been tuned to give the best performance, relying on an experimental design procedure. The robustness of its performance was also investigated, by a comprehensive solving of four hundred instances of projects, ranked according to the number of their tasks. Due to the dynamic aspect of the workforce’s experience, this research work investigates a set of different parameters affecting the development of their versatility. The results recommend that the firms seeking for flexibility should accept an amount of extra cost to develop the operators’ multi functionality. In order to control these over-costs, the number of operators who attend a skill development program should be optimised, as well as the similarity of the new developed skills relative to the principal ones, or the number of the additional skills an operator may be trained to, or finally the way the operators’ working hours should be distributed along the period of skill acquisition: this is the field of investigations of the present work which will, in the end, open the door for considering human factors and workforce’s flexibility in generating a work baseline program

Considering the flexibility of human resources in planning and scheduling industrial activities

The growing need of responsiveness for manufacturing companies facing the market volatility raises a strong demand for flexibility in their organization. This flexibility can be used to enhance the robustness of a baseline schedule for a given programme of activities. Since the company personnel are increasingly seen as the core of the organizational structures, they provide the decision-makers with a source of renewable and viable flexibility. First, this work was implemented to model the problem of multi-period workforce allocation on industrial activities with two degrees of flexibility: the annualizing of the working time, which offers opportunities of changing the schedules, individually as well as collectively. The second degree of flexibility is the versatility of operators, which induces a dynamic view of their skills and the need to predict changes in individual performances as a result of successive assignments. The dynamic nature of workforce’s experience was modelled in function of learning-by-doing and of oblivion phenomenon during the work interruption periods. We firmly set ourselves in a context where the expected durations of activities are no longer deterministic, but result from the number and levels of experience of the workers assigned to perform them. After that, the research was oriented to answer the question “What kind of problem is raises the project we are facing to schedule?”: therefore the different dimensions of the project are inventoried and analysed to be measured. For each of these dimensions, the related sensitive assessment methods have been proposed. Relying on the produced correlated measures, the research proposes to aggregate them through a factor analysis in order to produce the main principal components of an instance. Consequently, the complexity or the easiness of solving or realising a given scheduling problem can be evaluated. In that view, we developed a platform software to solve the problem and construct the project baseline schedule with the associated resources allocation. This platform relies on a genetic algorithm. The model has been validated, moreover, its parameters has been tuned to give the best performance, relying on an experimental design procedure. The robustness of its performance was also investigated, by a comprehensive solving of four hundred instances of projects, ranked according to the number of their tasks. Due to the dynamic aspect of the workforce’s experience, this research work investigates a set of different parameters affecting the development of their versatility. The results recommend that the firms seeking for flexibility should accept an amount of extra cost to develop the operators’ multi functionality. In order to control these over-costs, the number of operators who attend a skill development program should be optimised, as well as the similarity of the new developed skills relative to the principal ones, or the number of the additional skills an operator may be trained to, or finally the way the operators’ working hours should be distributed along the period of skill acquisition: this is the field of investigations of the present work which will, in the end, open the door for considering human factors and workforce’s flexibility in generating a work baseline program

Mind the gap: a review of optimisation in mental healthcare service delivery

Well-planned care arrangements with effective distribution of available resources have the potential to address inefficiencies in mental health services. We begin by exploring the complexities associated with mental health and describe how these influence service delivery. We then conduct a scoping literature review of studies employing optimisation techniques that address service delivery issues in mental healthcare. Studies are classified based on criteria such as the type of planning decision addressed, the purpose of the study and care setting. We analyse the modelling methodologies used, objectives, constraints and model solutions. We find that the application of optimisation to mental healthcare is in its early stages compared to the rest of healthcare. Commonalities between mental healthcare service provision and other services are discussed, and the future research agenda is outlined. We find that the existing application of optimisation in specific healthcare settings can be transferred to mental healthcare. Also highlighted are opportunities for addressing specific issues faced by mental healthcare services

Parallel memetic algorithms for the problem of workforce distribution in dynamis multi-agent system

Tesis inédita de la Universidad Complutense de Madrid, Facultad de Informática, Departamento de Arquitectura de Computadores y Automática, leída el 20/09/2013Esta tesis describe un novedoso enfoque para resolver el problema de distribución de carga de trabajo en sistemas multi-agente dinámicos basados en arquitecturas de pizarra, enfocándose especialmente en un escenario real: el call center multitarea. Para abordar este tipo de entornos dinámicos, tradicionalmente se han aplicado diversas heurísticas voraces que permiten dar una solución en tiempo real. Básicamente, dichas heurísticas realizan planificaciones continuamente, considerando el estado del sistema en cada momento. Como las decisiones se toman de forma voraz sin hacer una planificación óptima, la distribución de la carga de trabajo puede ser pobre a medio y/o largo plazo. El uso de algoritmos meméticos paralelos nos puede permitir encontrar soluciones mucho más precisas. Para aplicar este tipo de algoritmos, introducimos el concepto de ventana temporal adaptativa. De esta forma, el tamaño de la ventana temporal depende del nivel de dinamismo del sistema en un instante dado. Este trabajo propone una serie de herramientas para determinar el dinamismo del sistema de forma automática, así como un novedoso módulo de predicción basado en una red neuronal y un potente método de búsqueda basado en meta-algoritmos meméticos paralelos para poder lidiar con entornos dinámicos complejos. Para concluir, comparamos nuestro enfoque con otras técnicas del estado del arte en un entorno de producción real (Telefónica) obteniendo mejores resultados que el resto de técnicas actuales. También se proporciona un estudio exhaustivo de cada uno de los módulos.Depto. de Arquitectura de Computadores y AutomáticaFac. de InformáticaTRUEunpu

Applications of Mathematical Programming in Personnel Scheduling

In the few decades of its existence, mathematical programming has evolved into an important branch of operations research and management science. This thesis consists of four papers in which we apply mathematical programming to real-life personnel scheduling and project management problems. We develop exact mathematical programming formulations. Furthermore, we propose effective heuristic strategies to decompose the original problems into subproblems that can be solved effciently with tailored mathematical programming formulations. We opt for solution methods that are based on mathematical programming, because their advantages in practice are a) the exibility to easily accommodate changes in the problem setting, b) the possibility to evaluate the quality of the solutions obtained, and c) the possibility to use general-purpose solvers, which are often the only software available in practice

Development and application of hyperheuristics to personnel scheduling

This thesis is concerned with the investigation of hyperheuristic techniques. Hyperheuristics are heuristics which choose heuristics in order to solve a given optimisation problem. In this thesis we investigate and develop a number of hyperheuristic techniques including a hyperheuristic which uses a choice function in order to select which low-level heuristic to apply at each decision point. We demonstrate the effectiveness of our hyperheuristics by means of three personnel scheduling problems taken from the real world. For each application problem, we apply our hyperheuristics to several instances and compare our results with those of other heuristic methods. For all problems, the choice function hyperheuristic appears to be superior to other hyperheuristics considered. It also produces results competitive with those obtained using other sophisticated means. It is hoped that - hyperheuristics can produce solutions of good quality, often competitive with those of modern heuristic techniques, within a short amount of implementation and development time, using only simple and easy-to-implement low-level heuristics. - hyperheuristics are easily re-usable methods as opposed to some metaheuristic methods which tend to use extensive problem-specific information in order to arrive at good solutions. These two latter points constitute the main contributions of this thesis

Development and application of hyperheuristics to personnel scheduling

This thesis is concerned with the investigation of hyperheuristic techniques. Hyperheuristics are heuristics which choose heuristics in order to solve a given optimisation problem. In this thesis we investigate and develop a number of hyperheuristic techniques including a hyperheuristic which uses a choice function in order to select which low-level heuristic to apply at each decision point. We demonstrate the effectiveness of our hyperheuristics by means of three personnel scheduling problems taken from the real world. For each application problem, we apply our hyperheuristics to several instances and compare our results with those of other heuristic methods. For all problems, the choice function hyperheuristic appears to be superior to other hyperheuristics considered. It also produces results competitive with those obtained using other sophisticated means. It is hoped that - hyperheuristics can produce solutions of good quality, often competitive with those of modern heuristic techniques, within a short amount of implementation and development time, using only simple and easy-to-implement low-level heuristics. - hyperheuristics are easily re-usable methods as opposed to some metaheuristic methods which tend to use extensive problem-specific information in order to arrive at good solutions. These two latter points constitute the main contributions of this thesis

Holistic, data-driven, service and supply chain optimisation: linked optimisation.

The intensity of competition and technological advancements in the business environment has made companies collaborate and cooperate together as a means of survival. This creates a chain of companies and business components with unified business objectives. However, managing the decision-making process (like scheduling, ordering, delivering and allocating) at the various business components and maintaining a holistic objective is a huge business challenge, as these operations are complex and dynamic. This is because the overall chain of business processes is widely distributed across all the supply chain participants; therefore, no individual collaborator has a complete overview of the processes. Increasingly, such decisions are automated and are strongly supported by optimisation algorithms - manufacturing optimisation, B2B ordering, financial trading, transportation scheduling and allocation. However, most of these algorithms do not incorporate the complexity associated with interacting decision-making systems like supply chains. It is well-known that decisions made at one point in supply chains can have significant consequences that ripple through linked production and transportation systems. Recently, global shocks to supply chains (COVID-19, climate change, blockage of the Suez Canal) have demonstrated the importance of these interdependencies, and the need to create supply chains that are more resilient and have significantly reduced impact on the environment. Such interacting decision-making systems need to be considered through an optimisation process. However, the interactions between such decision-making systems are not modelled. We therefore believe that modelling such interactions is an opportunity to provide computational extensions to current optimisation paradigms. This research study aims to develop a general framework for formulating and solving holistic, data-driven optimisation problems in service and supply chains. This research achieved this aim and contributes to scholarship by firstly considering the complexities of supply chain problems from a linked problem perspective. This leads to developing a formalism for characterising linked optimisation problems as a model for supply chains. Secondly, the research adopts a method for creating a linked optimisation problem benchmark by linking existing classical benchmark sets. This involves using a mix of classical optimisation problems, typically relating to supply chain decision problems, to describe different modes of linkages in linked optimisation problems. Thirdly, several techniques for linking supply chain fragmented data have been proposed in the literature to identify data relationships. Therefore, this thesis explores some of these techniques and combines them in specific ways to improve the data discovery process. Lastly, many state-of-the-art algorithms have been explored in the literature and these algorithms have been used to tackle problems relating to supply chain problems. This research therefore investigates the resilient state-of-the-art optimisation algorithms presented in the literature, and then designs suitable algorithmic approaches inspired by the existing algorithms and the nature of problem linkages to address different problem linkages in supply chains. Considering research findings and future perspectives, the study demonstrates the suitability of algorithms to different linked structures involving two sub-problems, which suggests further investigations on issues like the suitability of algorithms on more complex structures, benchmark methodologies, holistic goals and evaluation, processmining, game theory and dependency analysis