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.
This pattern will result in high-quality outcomes in less time.
Foundational free Patterns
Buffer external information and subscribe to updates
Form cross-department teams for end-to-end case handling.
Empower workers for more decision-making authority
If capacity is insufficient, consider increasing the available number of resources
Elevate physical constraints by applying new technology
Consider whether activities may be executed in parallel
Execute tasks when the grid is powered by renewable energy
Experience-based task assignment
Delegate task according to experience: execution frequency, case involvement, interactions
Delegate tasks according to resource cost
Allocate task based on past feedback or quality metrics
Delegate tasks according to resource cost
Form cross-department teams for end-to-end case handling.
Performance-based task assignment
Allocate tasks based on past performance: execution time and success