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Experience-based task assignment

Delegate task according to experience: execution frequency, case involvement, interactions

Assign a task to a person based on their experience, measured by the number of times they have executed a work item, been involved in a case, and interacted with others

Goel, K., Fehrer, T., Röglinger, M., & Wynn, M. T. (2023). Not Here, But There: Human Resource Allocation Patterns. In Lecture Notes in Computer Science (pp. 377–394).



An organisation assigns a senior manager role in data and analytics to a person with at least 10 project involvements, five project leadership experiences, and team management experience of at least 20 people.


Experience metrics for people must be available. At the time of execution, the experience required for the task will be matched with existing data and to select an appropriate person.

Performance considerations

This pattern will result in high-quality outcomes in less time.

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Foundational free Patterns

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Consider a standardized interface with customers and partners

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Consolidate Work

Collect similar work items and work in batches

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Generalize your process

Explore whether a process can easily be used for additional products or services

Constraint-based task assignment

Allocate tasks considering business process execution constraints


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Connected to

Quality-based task assignment

Allocate task based on past feedback or quality metrics

Cost-based task assignment

Delegate tasks according to resource cost

Work in customer teams

Form cross-department teams for end-to-end case handling.

Performance-based task assignment

Allocate tasks based on past performance: execution time and success

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