Development of a fuzzy optimization model for the formation of a portfolio of well-being program activities to increase employee productivity

This study was conducted within the framework of the urgent task of studying the processes of developing the human capital of an organization and increasing employee productivity. At the same time, the development process is viewed through the prism of creating and implementing various elements of the well-being program into the main corporate business processes of the organization. The purpose of this work is to develop a fuzzy method for forming an optimal portfolio of well-being program activities which will allow you to get as close as possible to the target values of key performance indicators (KPIs) of employees on a given planning horizon. To achieve this goal, a hypothesis is put forward about the possibility of building a tool that allows, based on the functional dependencies of influence channels, to form an optimal portfolio of well-being program activities that increases the efficiency of the organization. The method developed consists of a model representing a fuzzy programming problem and a method for finding its solution. A distinctive feature of the model is the consideration of two levels of uncertainty in the formation of an optimal portfolio of activities related to the reliability of estimates of numerical coefficients of functional dependencies of channels of influence and a set of parameters of constraints determined by experts. An integral indicator is used as the target function of the model, which characterizes the degree to which the target values of key employee performance indicators are achieved, taking into account the importance of each of them for the organization. The optimization variables in the model are binary variables that determine the inclusion of a certain event in the well-being program of an organization at a specific time within a given planning period. The limitations in the model are: the total amount of financial resources allocated for the implementation of the well-being program; the amount of investment in a specific area of the well-being program; an increase in the integral indicator of competence of each employee. From a practical point of view, the proposed method will make it possible to form a well-founded portfolio of well-being program activities, the implementation of which has the maximum possible positive impact on employee productivity.