Job Assignments to Construction Workers: Accounting for the Brain Resource Requirements of Activities

Alireza Ahmadian, FF; Akbarnezhad, A; Rashidi, TH; Waller, ST

Job Assignments to Construction Workers: Accounting for the Brain Resource Requirements of Activities

Alireza Ahmadian, FF

Akbarnezhad, A Rashidi, TH Waller, ST

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Publication Type:: Conference Proceeding
Citation:: Construction Research Congress 2016: Old and New Construction Technologies Converge in Historic San Juan - Proceedings of the 2016 Construction Research Congress, CRC 2016, 2016, pp. 1897 - 1906
Issue Date:: 2016-01-01

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Field	Value	Language
dc.contributor.author	Alireza Ahmadian, FF https://orcid.org/0000-0001-7681-1270	en_US
dc.contributor.author	Akbarnezhad, A	en_US
dc.contributor.author	Rashidi, TH	en_US
dc.contributor.author	Waller, ST	en_US
dc.date.issued	2016-01-01	en_US
dc.identifier.citation	Construction Research Congress 2016: Old and New Construction Technologies Converge in Historic San Juan - Proceedings of the 2016 Construction Research Congress, CRC 2016, 2016, pp. 1897 - 1906	en_US
dc.identifier.isbn	9780784479827	en_US
dc.identifier.uri	http://hdl.handle.net/10453/120315
dc.description.abstract	© ASCE. Assignment of jobs to a construction crew is not a trivial task. The optimal job allocation should consider the characteristics of workers as well as brain resource requirements of the job. Failure in proper allocation of jobs to workers can lead to an inconsistent workload distribution among workers which can then results in a decrease in the overall productivity. The inconsistency in the workload of workers can cause imbalanced fatigue rates and skill level stagnation particularly for workers who are less involved. This paper proposes a framework for regulating job allocation to workers by accounting for workloads and characteristics of worker. Workloads are attributed to visual, auditory, cognitive, and psychomotor brain resource requirements of different tasks. To achieve a realistic assignment of jobs, the framework incorporates workers' capabilities in terms of skill type and skill level. Workforce management strategies established by a contractor, including safety improvement, skill enhancement, and multiskilling, determine approaches toward minimizing workers' workload variance within a crew. Application of the proposed framework is demonstrated using a real case concreting project with a simple trial modification in task assignment process under "safety improvement" strategy.	en_US
dc.relation.ispartof	Construction Research Congress 2016: Old and New Construction Technologies Converge in Historic San Juan - Proceedings of the 2016 Construction Research Congress, CRC 2016	en_US
dc.relation.isbasedon	10.1061/9780784479827.189	en_US
dc.title	Job Assignments to Construction Workers: Accounting for the Brain Resource Requirements of Activities	en_US
dc.type	Conference Proceeding
utslib.for	120201 Building Construction Management and Project Planning	en_US
pubs.embargo.period	Not known	en_US
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/Faculty of Design, Architecture and Building
pubs.organisational-group	/University of Technology Sydney/Faculty of Design, Architecture and Building/School of Built Environment
utslib.copyright.status	closed_access
pubs.publication-status	Published	en_US

Abstract:

© ASCE. Assignment of jobs to a construction crew is not a trivial task. The optimal job allocation should consider the characteristics of workers as well as brain resource requirements of the job. Failure in proper allocation of jobs to workers can lead to an inconsistent workload distribution among workers which can then results in a decrease in the overall productivity. The inconsistency in the workload of workers can cause imbalanced fatigue rates and skill level stagnation particularly for workers who are less involved. This paper proposes a framework for regulating job allocation to workers by accounting for workloads and characteristics of worker. Workloads are attributed to visual, auditory, cognitive, and psychomotor brain resource requirements of different tasks. To achieve a realistic assignment of jobs, the framework incorporates workers' capabilities in terms of skill type and skill level. Workforce management strategies established by a contractor, including safety improvement, skill enhancement, and multiskilling, determine approaches toward minimizing workers' workload variance within a crew. Application of the proposed framework is demonstrated using a real case concreting project with a simple trial modification in task assignment process under "safety improvement" strategy.

Please use this identifier to cite or link to this item:

http://hdl.handle.net/10453/120315