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1- , Dr.rahmani@tolouemehr.ac.ir
Abstract: (8 Views)
This research introduces and evaluates a novel analytical framework utilizing the Generalized Pigeonhole Principle to quantify and analyze the implications of imbalance in talent and opportunity allocation within Human Resource Development (HRD). While existing literature emphasizes talent supply-demand matching, it often overlooks the unavoidable, structural consequences arising from numerical and qualitative constraints in HR systems. Employing a quantitative, scenario-based simulation approach, we modeled key challenges prevalent in organizations. Simulation results, derived from synthetic data and visualized with appropriate tools, clearly demonstrate how changes in the ratio of human resources to opportunities, capacity constraints, or qualitative mismatch directly impact talent non-allocation rates, opportunity saturation, and overall talent management dynamics. Our findings offer valuable quantitative insights for HR managers. They illuminate the inherent nature of certain talent allocation challenges, help identify critical numerical pressure points, and enable the design of targeted intervention strategies to optimize resource allocation and reduce employee dissatisfaction. This model serves as a strategic decision-support tool, empowering organizations to manage talent with a realistic, data-driven perspective, fostering a more agile and motivated workforce.
Keywords: Pigeonhole Principle, Human Resource Development, Talent Management, Succession Planning, Strategic Planning.
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