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
Determine whether activities are related to the same type of case and, if necessary, distinguish new business processes
Delegate and optimize your operations
Consider to deepen or broaden the skills of resources
Avoid shared responsibilities for tasks by people from different functional units
Automate for environmental impact
Implement automation in a sustainable way
Consider whether it is eco-friendly to let humans work over machines
Offer customers the possibility to choose among privacy settings
Workload-based task assignment
Allocate tasks based on individuals' incomplete workload
Distribute tasks by interdepartmental interactions to enable or restrict involvement
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