The idea is that employees no longer work according to the job descriptions, but they bid for each task. Thus the firm can fully utilize all human capital and employees can learn more through this task rotation.
First, the company will distribute the tasks and also the value of the task, accompanying with it the task description and required skills. Depending on how the bidding system is deployed, it can be either within in a department or globally.
Then, the employees can bid based on their personal assessment by revising the value (the lower value means they are more qualified for the task and thus less effort). If the task requires a team, then the employees can either choose to bid as a team.
Next, the task creator evaluates all the bidding entries and select the best candidate based on their bidding value, profile and past performance and so on. Once decided, the task creator may debrief the selected employee(s) and they can get down to work.
Yet, it is also important for the task creator and task executor to provide feedback. The task creator may focus on the quality of the result while the executor may focus on whether the task description and assigned value are fair enough.
And performance review will be based on how many value points does the employee earn and also the quality of the result.
This will help solve problems from both employer's and employee's perspective.
First, it will help the firm find the best talent to crack each task. This will not only help reduce potential cost, but more importantly, develop next stage leaders.
Secondly, the employee can always find the most interesting job for them. It will create natural rotation opportunities and will keep their work energy high. Oftentimes, employees get bored after six months on the job and they lose their interest. Through the bidding system, employees can always find new and challenge task.