Yetkinlik Bazlı Operatör Atama Problemi için Atama Bazlı Yetkinlik Ölçümü

Öz

Bu çalışmada yetkinlik değerlerinin baştan bilinmediği bir durumda operatörlerin operasyonlara atanması için farklı atama yöntemleri karşılaştırılmıştır. 3 farklı atama yöntemlerinin denenebilmesi için 10, 30 ve 50 operatör ve operasyon olan problemler oluşturulmuş, operatörlerin yetkinlik değerlerindeki değişkenlik için 3 farklı seviye (σ=1, 3, 5) belirlenmiş ve her bir problem örneği problem boyutundaki operatör sayısının 3 katı uzunluğunda çalışma dönemi temel alınarak 10 tekrar ile çalıştırılmıştır. Rastgele (R) atama yönteminde her gün operatörler rastgele atanmıştır. Sistematik (S) atama yönteminde her gün operatörler sırasıyla tüm operasyonlara atanmış ve çalışma dönemi boyunca bu döngü 3 defa tekrarlanmıştır. Sistematik Optimum (SO) atama yönteminde ise deneme dönemi olarak ifade edilebilecek ilk n gün n operatör sırasıyla n ayrı operasyonda denendikten sonra elde edilen yetkinlik değerlerine göre geri kalan günlerde optimum atamalar yapılmıştır. Bu yöntemler atama yapılan pozisyon sayısının seyri, toplam atama puanının seyri ve hesaplanan ile gerçekteki yetkinlik değeri arasındaki ortalama mutlak sapma değerleri açısından karşılaştırılmıştır. Ayrıca SO yöntemi için deneme dönemini arttırmanın etkisi incelenmiştir. Toplam atama puanı açısından SO atama yöntemi diğer iki yönteme göre anlamlı farklar oluştururken, ortalama mutlak sapma açısından herhangi bir yöntemin diğerlerine baskın olmadığı tespit edilmiştir. Ayrıca SO yönteminde deneme dönemini uzatmanın ortalama atama puanını anlamlı ölçüde azalttığı, buna karşın ortalama mutlak sapma açısından anlamlı bir iyileşme olmadığı görülmüştür.

Anahtar Kelimeler

• Operatör
• Atama
• Yetkinlik

Assignment-Based Competency Measurement for the Competency-Based Operator Assignment Problem

Öz

This study compares different assignment methods for assigning operators to operations when initial competency values are not known in advance. To evaluate 3 different assignment methods, problem instances with sizes of 10, 30, and 50 operators and operations were generated, three different variability levels in operators' competence values (σ = 1, 3, 5) were determined and based on an operation period equivalent to three times the number of operators in the problem size 10 replications were performed for each problem instance. In the Random (R) assignment method, operators were assigned randomly each day. The Systematic (S) assignment method involved cyclically assigning each operator to all operations in sequence, with this cycle repeated three times over the working period. In the Systematic Optimum (SO) assignment method, which incorporates a trial period, n operators were sequentially tested on n distinct operations for the first n days; subsequently, optimal assignments were executed for the remaining days based on the acquired competence values. These methods were compared across several metrics: the progression of assigned positions, the progression of total assignment scores, and the mean absolute deviation between calculated and actual competency values. Furthermore, the impact of extending the trial period was analyzed for the SO method. The results indicate that the SO assignment method generated significant differences compared to the other two methods in terms of the total assignment score, whereas no single method demonstrated dominance over the others regarding the mean absolute deviation. Additionally, extending the trial period in the SO method significantly decreased the average assignment score, while yielding no statistically significant improvement in the mean absolute deviation.

Anahtar Kelimeler

• Operator
• Assignment
• Competency

Kaynakça

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