PRIORITY INFORMATION
[001] This patent application does not claim priority from any application.
TECHNICAL FIELD
[002] The present subject matter described herein, in general, relates to facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project.
BACKGROUND
[003] Operations management refers to the administration of business practices to create the highest level of efficiency possible within an organization. It may be noted that the operations management is more concerned with converting materials and labor into goods and services as efficiently as possible to maximize the profit of an organization. In other words, the operations management refers to the governance of business practices to generate the maximum efficiency possible within the organization. This could be accomplished by improving the resource skill sets and processes within the organization through effective planning and monitoring. The objective of the operational management is to increase the productivity and reduce costs, improve flexibility to cater rapidly changing customer needs, assure a safe workplace for all the employees, and assist in promising high-quality customer services.
[004] Upon implementing the concepts of the operations management in engineering service sector, it has been observed that project specific skill set and competency of the team are the key parameters. These are considered in planning and assigning of any specific activity to an individual or a team. If ignored, it may lead to a violation of a Service Level Agreement (SLA) with the customer which in-turn affects the key quality metrics such as On Time Delivery (OTD), First Time Right (FTR) etc. and thereby affects the relationship with the customer. This could lead to customer losing the trust on the service provider that could eventually result in loss of business opportunity.
[005] In order to align with the SLA, at present, the average team’s skill set / competency level (or) considering the past performance estimation methodology may be considered while planning the activities for the individuals to be working on a project. It may
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be noted that there are even chances that the deployment of the individuals on the project may happen based on the individual’s perception. This may significantly impact on overall project health as such individuals may not be deployed based on the project specific skill set and competencies required.
SUMMARY
[006] Before the present systems and methods, are described, it is to be understood that this application is not limited to the particular systems, and methodologies described, as there can be multiple possible embodiments which are not expressly illustrated in the present disclosure. It is also to be understood that the terminology used in the description is for the purpose of describing the particular versions or embodiments only, and is not intended to limit the scope of the present application. This summary is provided to introduce concepts related to systems and methods for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project and the concepts are further described below in the detailed description. This summary is not intended to identify essential features of the claimed subject matter nor is it intended for use in determining or limiting the scope of the claimed subject matter.
[007] In one implementation, a system for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project is disclosed. The system may comprise a processor and a memory coupled to the processor. The processor may execute a plurality of modules present in the memory. The plurality of modules may comprise a performance parameters determination module, a performance evaluation module, an operation performing module, and a visualization module. The performance parameters determination module may determine values pertaining to one or more performance parameters for each human resource present in an organization. In one aspect, a value indicates performance of a human resource of the plurality of human resources. The performance evaluation module may evaluate the performance of each human resource based on a predefined function. The predefined function may comprise aggregation of the one or more performance parameters. The operation performing module may enable a user to perform an operation corresponding to a human resource, deployed in a project, of a plurality of human resources. In one aspect, the operation may be one of replacement and removal of the human resource from the project. The visualization module may visualize an impact of
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the operation performed corresponding to the human resource and thereby facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in the project.
[008] In another implementation, a method for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project is disclosed. In order to facilitate the user to optimally utilize the plurality of human resources, initially, values pertaining to one or more performance parameters may be determined for each human resource present in an organization. In one aspect, a value indicates performance of a human resource of the plurality of human resources. Upon determining the values, the performance may be evaluated of each human resource based on a predefined function. The predefined function may comprise aggregation of the one or more performance parameters. Subsequent to the evaluation of the performance, a user may be enabled to perform an operation corresponding to a human resource, deployed in a project, of a plurality of human resources. In one aspect, the operation may be one of replacement and removal of the human resource from the project. Based on the performance of the operation, an impact of the operation may be visualized corresponding to the human resource and thereby facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in the project. In one aspect, the aforementioned method for facilitating the user to optimally utilize the plurality of human resources may be performed by a processor using programmed instructions stored in a memory.
[009] In yet another implementation, non-transitory computer readable medium embodying a program executable in a computing device for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project is disclosed. The program may comprise a program code for determining values pertaining to one or more performance parameters for each human resource present in an organization, wherein a value indicates performance of a human resource of the plurality of human resources. The program may further comprise a program code for evaluating the performance of each human resource based on a predefined function, wherein the predefined function comprises aggregation of the one or more performance parameters. The program may further comprise a program code for enabling a user to perform an operation corresponding to a human resource, deployed in a project, of a plurality of human resources, wherein the operation is one of replacement and removal of the human resource from the project. The program may further comprise a program code for visualizing an impact of the operation
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performed corresponding to the human resource and thereby facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in the project,
BRIEF DESCRIPTION OF THE DRAWINGS
[0010] The foregoing detailed description of embodiments is better understood when read in conjunction with the appended drawings. For the purpose of illustrating the disclosure, example constructions of the disclosure is shown in the present document; however, the disclosure is not limited to the specific methods and apparatus disclosed in the document and the drawings.
[0011] The detailed description is given with reference to the accompanying figures. In the figures, the left-most digit(s) of a reference number identifies the figure in which the reference number first appears. The same numbers are used throughout the drawings to refer like features and components.
[0012] Figure 1 illustrates a network implementation of a system for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project, in accordance with an embodiment of the present subject matter.
[0013] Figure 2 illustrates the system, in accordance with an embodiment of the present subject matter.
[0014] Figures 3 and 4 illustrate examples, in accordance with an embodiment of the present subject matter.
[0015] Figure 5 illustrates a method for facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in the project, in accordance with an embodiment of the present subject matter.
DETAILED DESCRIPTION
[0016] Some embodiments of this disclosure, illustrating all its features, will now be discussed in detail. The words "comprising," "having," "containing," and "including," and other forms thereof, are intended to be equivalent in meaning and be open ended in that an item or items following any one of these words is not meant to be an exhaustive listing of such item or items, or meant to be limited to only the listed item or items. It must also be
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noted that as used herein and in the appended claims, the singular forms "a," "an," and "the" include plural references unless the context clearly dictates otherwise. Although any systems and methods similar or equivalent to those described herein can be used in the practice or testing of embodiments of the present disclosure, the exemplary, systems and methods are now described. The disclosed embodiments are merely exemplary of the disclosure, which may be embodied in various forms.
[0017] Various modifications to the embodiment will be readily apparent to those skilled in the art and the generic principles herein may be applied to other embodiments. However, one of ordinary skill in the art will readily recognize that the present disclosure is not intended to be limited to the embodiments illustrated, but is to be accorded the widest scope consistent with the principles and features described herein.
[0018] The present invention facilitates a user (hereinafter also referred to as an individual or a Manager) to optimally utilize a plurality of human resources (hereinafter also referred to as an individual), of an organization, to be deployed in a project. In order to optimally utilize the human resources, initially, a performance (hereinafter also referred to as a ‘Run Rate’) of each human resource may be evaluated. In one aspect, the ‘Run rate’ is an estimate of how an individual is improving his/her skills required for the respective project needs over a period of time. This may be derived from one or more performance parameters including, but not limited to, Quality, Productivity, Skill Level, and Experience.
[0019] The evaluation of the run rate may help the Manger to work on the skill gap identification amongst the human resources for the foreseeing business opportunities, strategic planning of the activities to the human resources and analytical deployment of the human resources. In addition, the individual may also gauge his/her run rate with the team’s average benchmark set. This methodology also helps to know the current skill set and the skill gap for the foreseeing business opportunities and analytical deployment of the resources for meeting the dynamic change in the business needs without affecting the present project health.
[0020] In one aspect, ‘Quality’ is a factor that contributes more to the organizational goals and customer satisfaction, Business renewals, long-term revenue and Profitability. It is one of the significant factors that may decide the cost of a work product or the project. In order to maintain the optimum cost and best possible quality, it is considered as a prime
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parameter to calculate the Run rate. In return, the Run rate may be used to balance the cost and quality of the work product or the project by optimal operational planning.
[0021] In one aspect, ‘Productivity’ is a measure of a team’s efficiency. It is used to balance the supply for market demand. It is also the key factor for customer satisfaction and Profitability. In order to keep the profit margin higher and compete in the market, it is also taken as the key parameter to calculate Run rate or Strike rate. In return the Run rate or Strike rate could be used for highly productive planning.
[0022] In one aspect, ‘Skill Level’ is also key deciding factor on how effective a team may handle the project and issues, which in turn affect the quality, productivity of a work product or process. It is an independent parameter that would affect the customer confidence and lead time for problem solving as well. So it is considered as a major parameter for the Run rate calculation.
[0023] In one aspect, ‘Experience’ of an individual may have the impact on the quality and productivity of a work product or process. It may affect the customer confidence and lead time for problem solving. So it is also considered as a parameter for the Run rate calculation.
[0024] After evaluation of the run rate based on the aforementioned parameters, a user may be enabled to perform an operation corresponding to a human resource, deployed in the project, of a plurality of human resources. In one aspect, the operation may be one of replacement and removal of the human resource from the project. After performing the operation, an impact of the operation performed corresponding to the human resource may be visualized. Thus, based on the run rate evaluated for each human resource, the user may be facilitated to optimally utilize the plurality of human resources, of an organization, to be deployed the project.
[0025] While aspects of described system and method for facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in a project and may be implemented in any number of different computing systems, environments, and/or configurations, the embodiments are described in the context of the following exemplary system.
[0026] Referring now to Figure 1, a network implementation 100 of a system 102 for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project is disclosed. In order to facilitate the user to optimally utilize the
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plurality of human resources, initially, the system 102 determines values pertaining to one or more performance parameters for each human resource present in an organization. In one aspect, a value indicates performance of a human resource of the plurality of human resources. Upon determining the values, the system 102 evaluates performance of each human resource based on a predefined function. The predefined function may comprise aggregation of the one or more performance parameters. Subsequent to the evaluation of the performance, the system 102 enables a user to perform an operation corresponding to a human resource, deployed in a project, of a plurality of human resources. In one aspect, the operation may be one of replacement and removal of the human resource from the project. Based on the performance of the operation, the system 102 visualizes an impact of the operation may be visualized corresponding to the human resource and thereby facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in the project.
[0027] Although the present disclosure is explained considering that the system 102 is implemented on a server, it may be understood that the system 102 may be implemented in a variety of computing systems, such as a laptop computer, a desktop computer, a notebook, a workstation, a mainframe computer, a server, a network server, a cloud-based computing environment. It will be understood that the system 102 may be accessed by multiple users through one or more user devices 104-1, 104-2…104-N, collectively referred to as user 104 or stakeholders, hereinafter, or applications residing on the user devices 104. In one implementation, the system 102 may comprise the cloud-based computing environment in which a user may operate individual computing systems configured to execute remotely located applications. Examples of the user devices 104 may include, but are not limited to, a portable computer, a personal digital assistant, a handheld device, and a workstation. The user devices 104 are communicatively coupled to the system 102 through a network 106.
[0028] In one implementation, the network 106 may be a wireless network, a wired network or a combination thereof. The network 106 can be implemented as one of the different types of networks, such as intranet, local area network (LAN), wide area network (WAN), the internet, and the like. The network 106 may either be a dedicated network or a shared network. The shared network represents an association of the different types of networks that use a variety of protocols, for example, Hypertext Transfer Protocol (HTTP), Transmission Control Protocol/Internet Protocol (TCP/IP), Wireless Application Protocol (WAP), and the like, to communicate with one another. Further the network 106 may include
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a variety of network devices, including routers, bridges, servers, computing devices, storage devices, and the like.
[0029] Referring now to Figure 2, the system 102 is illustrated in accordance with an embodiment of the present subject matter. In one embodiment, the system 102 may include at least one processor 202, an input/output (I/O) interface 204, and a memory 206. The at least one processor 202 may be implemented as one or more microprocessors, microcomputers, microcontrollers, digital signal processors, central processing units, state machines, logic circuitries, and/or any devices that manipulate signals based on operational instructions. Among other capabilities, the at least one processor 202 is configured to fetch and execute computer-readable instructions stored in the memory 206.
[0030] The I/O interface 204 may include a variety of software and hardware interfaces, for example, a web interface, a graphical user interface, and the like. The I/O interface 204 may allow the system 102 to interact with the user directly or through the client devices 104. Further, the I/O interface 204 may enable the system 102 to communicate with other computing devices, such as web servers and external data servers (not shown). The I/O interface 204 can facilitate multiple communications within a wide variety of networks and protocol types, including wired networks, for example, LAN, cable, etc., and wireless networks, such as WLAN, cellular, or satellite. The I/O interface 204 may include one or more ports for connecting a number of devices to one another or to another server.
[0031] The memory 206 may include any computer-readable medium or computer program product known in the art including, for example, volatile memory, such as static random access memory (SRAM) and dynamic random access memory (DRAM), and/or non-volatile memory, such as read only memory (ROM), erasable programmable ROM, flash memories, hard disks, optical disks, and magnetic tapes. The memory 206 may include modules 208 and data 210.
[0032] The modules 208 include routines, programs, objects, components, data structures, etc., which perform particular tasks or implement particular abstract data types. In one implementation, the modules 208 may include a performance parameters determination module 212, a performance evaluation module 214, an operation performing module 216, a visualization module 218, and other modules 220. The other modules 220 may include programs or coded instructions that supplement applications and functions of the system 102.
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The modules 208 described herein may be implemented as software modules that may be executed in the cloud-based computing environment of the system 102.
[0033] The data 210, amongst other things, serves as a repository for storing data processed, received, and generated by one or more of the modules 208. The data 210 may also include a system database 222 and other data 224. The other data 224 may include data generated as a result of the execution of one or more modules in the other modules 220.
[0034] As there are various challenges observed in the existing art, the challenges necessitate the need to build the system 102 for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project. In order to facilitate the user to optimally utilize the plurality of human resources, at first, a user may use the client device 104 to access the system 102 via the I/O interface 204. The user may register them using the I/O interface 204 in order to use the system 102. In one aspect, the user may access the I/O interface 204 of the system 102. The system 102 may employ the performance parameters determination module 212, the performance evaluation module 214, the operation performing module 216, and the visualization module 218. The detail functioning of the modules are described below with the help of figures.
[0035] The present system 102 facilitates a user (hereinafter also referred to as a Manager) to optimally utilize a plurality of human resources (hereinafter also referred to as an employee or an individual or human resources), of an organization, to be deployed in a project. It may be understood that the each human resource present in the organization may be utilized on any project based on his/her performance (hereinafter also referred to as Run Rate). In one aspect, the Run rate indicates an estimate of how an individual is improving his/her skills required for respective project over a period of time. In one embodiment, the Run rate may be derived from one or more performance parameters including, but not limited to, Quality, Productivity, Skillset, and Experience.
[0036] Based on the determination the Run rate for each individual, a Manager may plan the activities for each individual and/or team based on their latest Run rate and accordingly creates a Service Level Agreement (SLA) for the customer on the realistic data. The determination of the Run rate may further facilitate each individual to gauge his/her performance and compares with the team’s average benchmark performance. This methodology may help the Manager to know the current skill set and the skill gap amongst the human resources for the foreseeing business opportunities and analytical deployment of
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the human resources for meeting the dynamic change in the business needs without affecting the present project health.
[0037] In order to facilitate the Manager to optimally utilize the plurality of human resources, initially, the performance parameters determination module 212 determines values pertaining to one or more performance parameters for each human resource present in the organization. In one aspect, a value may indicate the performance of a human resource of the plurality of human resources. It may be understood that the value pertaining to each performance parameter may be determined based on skill metrics derived from the one or more performance parameters. Examples of the skill metrics may include, but not limited to, Defect Removal Efficiency (DRE), Work Product Development Rate (WPDR), Work Product Review Rate (WPRR), Individual skill level, required skill level, and Work Packets.
[0038] Table 1, as mentioned below, indicates the derivation of skill metrics from the one or more performance parameters.
Skill Metrics
Performance Parameter
Data Source
DRE
Quality
Monthly Delivery Quality Index (DQI) Metrics
WPDR
Productivity
Monthly DQI Metrics
WPRR
Productivity
Monthly DQI Metrics
Average of individual skill level Available / Required skill level
Skill Level
Skill Matrix
No. Work packets Delivered
Experience
Historical data
[0039] Based on the above table 1, the performance parameters determination module 212 determines the values pertaining to Quality, Productivity, Skillset, and Experience.
[0040] For example, the Quality may be determined based on the DRE. The DRE may be computed based on a count of Defects identified by the human resource and a total count of Defects identified in the project. In other words, the DRE for Person A (in %) = No. of Defects Identified by person A / Total no of Defects identified.
[0041] Similarly, the Productivity may be determined based on the WPDR and the WPRR. The WPDR may be computed based on a count of Pages of project and a count of
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days spent on accomplishing the project. The WPRR, on the other hand, may be computed based on and a count of Pages of project and a count of days spent on reviewing the project.
[0042] Similarly, the Skill Level may be determined based on an average of skill level of the human resource available for the project and skill level required for the project. In other words, the Skill Level may be determined by using an equation (1) mentioned below:
…… (1)
[0043] Similarly, the Experience may be determined based on a count of projects delivered by the human resource and a minimum count of years of experience required. In other words, the Skill Level may be determined by using an equation (1) mentioned below:
.… (2)
[0044] Thus, in this manner, the values pertaining to the one or more performance parameters may be determined for each human resource. Subsequent to the determination of the values, the performance evaluation module 214 evaluates the performance or the Run rate of each human resource based on a predefined function. The predefined function may comprise aggregation of the one or more performance parameters. In one embodiment, the Run rate may be determined based on the predefined function equation as mentioned below:
…… (3)
[0045] After evaluating the performance or the Run rate for each human resource, the operation performing module 216 enables the Manager to perform an operation corresponding to a human resource, deployed in the project, of the plurality of human resources. It may be understood that the operation may be one of replacement and removal of the human resource from the project. In one aspect, when the Manager performed the operation as replacement, the Manager selects another human resource, amongst one or more available human resources, to be replaced with the human resource. It may be understood that the one or more available human resources are a subset of the plurality of human resources.
[0046] Once the operation may be performed corresponding to the human resource, the visualization module 218 visualizes an impact of the operation performed corresponding
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to the human resource. In one aspect, the visualization of the impact may indicate at least one of a change in an average of the performance of the plurality of human resources, a change in count of one or more available resources skilled in one or more domains, a change in skill gap analysis, and a change in timelines of the deliverables of the project.
[0047] In order to elucidate the functioning of the modules 208, as aforementioned, consider an example where ‘4’ employees (Emp1, Emp2, Emp3, and Emp4) of an Organization are working on Project P1. In order to evaluate the performance of Emp1, Emp2, Emp3, and Emp4, the performance parameters determination module 212 determines the values pertaining to the one or more performance parameters. Based on the values, the performance evaluation module 214 evaluates the performance (i.e. the Run rate) of employee based on a predefined function equation (3). In one aspect, the Run rate evaluated for Emp1, Emp2, Emp3, and Emp4 are ‘90’, ‘100’, ‘87’, and ‘65’ respectively.
[0048] Subsequent to the evaluation of the performance, the operation performing module 216 may enable the user to perform an operation corresponding to an employee amongst the ‘4’ employees deployed in the project P1. If the Manager performs the operation as ‘replacement’ for Emp2, the operation performing module 216 further enables the Manager to select another employee amongst one or more available human resources. It may be understood that the Manager selects Emp5 amongst available resources i.e. Emp5, Emp6, Emp7, and Emp8. It may be noted that the Run rate evaluated for Emp5, Emp6, Emp7, and Emp8 are ‘40’, ‘60’, ‘55’, and ‘90’ respectively. After replacing Emp2 with Emp5, the visualization module 218 visualizes an impact of replacement of Emp2 with Emp5 on the Project P1 to the Manager as well as the other stakeholders of the project P1, as shown in figure 3.
[0049] As illustrated in the figure 3, it may be noted that the replacement of Emp2 with Emp5 impacts the timelines (End date) of the deliverables of the project P1 as the Emp5 has significantly less Run rate than Emp2, Emp5 may take more time to accomplish the work assignment than Emp2. Therefore, the replacement of Emp2 with Emp5 impacts the delivery date of the project P1 to the customer. Similarly, if the Manager performs the operation as ‘removal’ of Emp2 from the Project P1, the visualization module 218 visualizes the impact of removal’ of Emp2 on the Project P1 to the Manager as well as the other stakeholders of the project P1, as shown in figure 4.
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[0050] As illustrated in the figure 4, it may be noted that the removal of Emp2 from the Project P1 impacts an average of the performance of the employees and a count of one or more available resources skilled in one or more domains. More specifically, the average of the performance of the employees brings down to ‘80.6’ from ‘85.5’ and the count of one or more available resources skilled in one or more domains are reduced to ‘0’, ‘0’, and ‘1’ from ‘1’, ‘1’, and ‘2’ in ‘Rationale document’, ‘Analytical’, and ‘DOORS’ domain respectively as shown in the figure 4.
[0051] Thus, based on the above methodology, the user may be facilitated to optimally utilize the plurality of human resources, of the organization, to be deployed in the project. This methodology also helps to know the current skill set and the skill gap for the foreseeing business opportunities and analytical deployment of the resources for meeting the dynamic change in the business needs without affecting the present project health. In addition to the above, the methodology further facilitates a manager or higher management to foresee the future requirement of the team and help them to take business decisions on how to bridge the skill-gap.
[0052] Referring now to Figure 5, a method 500 for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project is shown, in accordance with an embodiment of the present subject matter. The method 500 may be described in the general context of computer executable instructions. Generally, computer executable instructions can include routines, programs, objects, components, data structures, procedures, modules, functions, etc., that perform particular functions or implement particular abstract data types. The method 500 may also be practiced in a distributed computing environment where functions are performed by remote processing devices that are linked through a communications network. In a distributed computing environment, computer executable instructions may be located in both local and remote computer storage media, including memory storage devices.
[0053] The order in which the method 500 is described is not intended to be construed as a limitation, and any number of the described method blocks can be combined in any order to implement the method 500 or alternate methods. Additionally, individual blocks may be deleted from the method 500 without departing from the spirit and scope of the subject matter described herein. Furthermore, the method can be implemented in any suitable hardware, software, firmware, or combination thereof. However, for ease of explanation, in the
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embodiments described below, the method 500 may be considered to be implemented as described in the system 102.
[0054] At block 502, values pertaining to one or more performance parameters may be determined. In one aspect, a value may indicate performance of a human resource of the plurality of human resources. In one implementation, the values pertaining to one or more performance parameters may be determined by the performance parameters determination module 212.
[0055] At block 504, the performance of each human resource may be evaluated based on a predefined function. In one aspect, the predefined function may comprise aggregation of the one or more performance parameters. In one implementation, the performance of each human resource may be evaluated by the performance evaluation module 214.
[0056] At block 506, a user may be enabled to perform an operation corresponding to a human resource, deployed in a project, of a plurality of human resources. In one aspect, the operation may be one of replacement and removal of the human resource from the project. In one implementation, the user may be enabled to perform the operation by the operation performing module 216.
[0057] At block 508, an impact of the operation performed corresponding to the human resource may be visualized and thereby facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in the project. In one implementation, the impact of the operation performed corresponding to the human resource may be visualized by the visualization module 218.
[0058] Exemplary embodiments discussed above may provide certain advantages. Though not required to practice aspects of the disclosure, these advantages may include those provided by the following features.
[0059] Some embodiments enable a system and a method to optimally utilize a plurality of human resources, of an organization, to be deployed in a project.
[0060] Some embodiments enable a system and a method for assessing competency level amongst the human resources, human resource deployment analysis, and proactive business requirement analysis.
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[0061] Some embodiments enable a system and a method to perform analytical decisions based on the inference of performance metrics.
[0062] Some embodiments enable a system and a method to foresee business opportunities and analytical deployment of human resources for meeting the dynamic change in the business needs.
[0063] Although implementations for methods and systems for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project have been described in language specific to structural features and/or methods, it is to be understood that the appended claims are not necessarily limited to the specific features or methods described. Rather, the specific features and methods are disclosed as examples of implementations for facilitating the user to optimally utilize the plurality of human resources.
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WE CLAIM:
1. A method for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project, the method comprising:
determining, by a processor, values pertaining to one or more performance parameters for each human resource present in an organization, wherein a value indicates performance of a human resource of the plurality of human resources;
evaluating, by the processor, the performance of each human resource based on a predefined function, wherein the predefined function comprises aggregation of the one or more performance parameters;
enabling, by the processor, a user to perform an operation corresponding to a human resource, deployed in a project, of a plurality of human resources, wherein the operation is one of replacement and removal of the human resource from the project; and
visualizing, by the processor, an impact of the operation performed corresponding to the human resource and thereby facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in the project.
2. The method of claim 1, wherein the one or more performance parameters are Quality, Productivity, Skill Level, and Experience.
3. The method of claim 2, wherein a value pertaining to Quality is determined based on a count of Defects identified by the human resource and a total count of Defects identified in the project.
4. The method of claim 2, wherein a value pertaining to Productivity is determined based on a count of Pages of project, a count of days spent on accomplishing the project and a count of Pages of project, a count of days spent on reviewing the project.
5. The method of claim 2, wherein a value pertaining to Skill Level is determined based on an average of skill level of the human resource available for the project and skill level required for the project.
6. The method of claim 2, wherein a value pertaining to Experience is determined based on a count of projects delivered by the human resource and a minimum count of years of experience required.
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7. The method of claim 1, wherein when the operation performed is replacement
selecting another human resource, amongst one or more available human resources, to be replaced with the human resource, and wherein the one or more available human resources are a subset of the plurality of human resources.
8. The method of claim 1, wherein the visualization of the impact indicates change in an average of the performance of the plurality of human resources, change in count of one or more available resources skilled in one or more domains, change in skill gap analysis, and change in timelines of the deliverables of the project.
9. A system for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project, the system comprising:
a processor; and
a memory coupled to the processor, wherein the processor is capable of executing a plurality of modules stored in the memory, and wherein the plurality of modules comprising:
a performance parameters determination module for determining values pertaining to one or more performance parameters for each human resource present in an organization, wherein a value indicates performance of a human resource of the plurality of human resources;
a performance evaluation module for evaluating the performance of each human resource based on a predefined function, wherein the predefined function comprises aggregation of the one or more performance parameters;
an operation performing module for enabling a user to perform an operation corresponding to a human resource, deployed in a project, of a plurality of human resources, wherein the operation is one of replacement and removal of the human resource from the project; and
a visualization module for visualizing an impact of the operation performed corresponding to the human resource and thereby facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in the project.
10. The system of claim 9, wherein the one or more performance parameters are Quality, Productivity, Skill Level, and Experience.
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11. The system of claim 9, wherein when the operation performed is replacement
selecting another human resource, amongst one or more available human resources, to be replaced with the human resource, and wherein the one or more available human resources are a subset of the plurality of human resources.
12. The system of claim 9, wherein the visualization of the impact indicates change in an average of the performance of the plurality of human resources, change in count of one or more available resources skilled in one or more domains, change in skill gap analysis, and change in timelines of the deliverables of the project.
13. A non-transitory computer readable medium embodying a program executable in a computing device for facilitating a user to optimally utilize a plurality of human resources, of an organization, to be deployed in a project, the program comprising a program code:
a program code for determining values pertaining to one or more performance parameters for each human resource present in an organization, wherein a value indicates performance of a human resource of the plurality of human resources;
a program code for evaluating the performance of each human resource based on a predefined function, wherein the predefined function comprises aggregation of the one or more performance parameters;
a program code for enabling a user to perform an operation corresponding to a human resource, deployed in a project, of a plurality of human resources, wherein the operation is one of replacement and removal of the human resource from the project; and
a program code for visualizing an impact of the operation performed corresponding to the human resource and thereby facilitating the user to optimally utilize the plurality of human resources, of the organization, to be deployed in the project.