Разработка нечеткой оптимизационной модели формирования портфеля мероприятий программы well-being для повышения производительности сотрудников
Аннотация
Исследование проведено в рамках актуальной задачи изучения процессов развития человеческого капитала организации и повышения производительности труда сотрудников. При этом процесс развития рассматривается сквозь призму создания и имплементации различных элементов программы well-being (с англ. «благополучие» – комплекс мероприятий для улучшения внутреннего состояния сотрудников) в основные корпоративные бизнес-процессы организации. Цель данной работы – разработать нечеткий метод формирования оптимального портфеля мероприятий программы well-being, который позволит максимально приблизиться к целевым значениям ключевых показателей эффективности (КПЭ) сотрудников на заданном горизонте планирования. Для достижения поставленной цели выдвигается гипотеза о возможности построения инструмента, позволяющего на основе функциональных зависимостей каналов влияния сформировать оптимальный портфель мероприятий программы well-being, повышающий эффективность работы организации. Разработанный метод состоит из модели, представляющей собой задачу нечеткого программирования, и метода нахождения ее решения. Отличительной чертой модели является учет двух уровней неопределенностей при формировании оптимального портфеля мероприятий, связанных с достоверностью оценок числовых коэффициентов функциональных зависимостей каналов влияния и набором параметров ограничений, определяемых экспертно. В качестве целевой функции модели используется интегральный показатель, который характеризует степень достижения целевых значений ключевых показателей эффективности сотрудников с учетом важности каждого из них для организации. В качестве переменных оптимизации в модели выступают бинарные переменные, которые определяют включение определенного мероприятия в программу well-being организации в конкретный момент времени в рамках заданного периода планирования. Ограничениями в модели являются: совокупный объем финансовых средств, направляемых на реализацию программы well-being; сумма инвестиций в конкретное направление программы well-being; прирост интегрального показателя компетентности каждого из сотрудников. С практической точки зрения предложенный метод позволит формировать обоснованный портфель мероприятий программы well-being, реализация которого оказывает максимально возможное положительное влияние на производительность труда сотрудников.
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Литература
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