| Summary: | From a stakeholder perspective, the personal growth of industrial personnel is important for the promotion of the sustainable development of the construction industry. As an important part of knowledge management, training is a common way to improve the personal knowledge and skills of construction practitioners. Group role assignment with a training plan is thought to optimize group performance and the assignment of personnel with collaborative behaviors. However, existing mathematical models or approaches have mainly considered the loss of downtime caused by training while ignoring the different costs of training programs and personal capabilities, which affect the overall benefits. Hence, to solve the training-related role assignment problem, the intention of this study is to formulate a new model that integrates comprehensive training costs with various personal capabilities. After training, all roles need to be reassigned to maximize the overall benefit. Four experiments were conducted. The results show that training strategies can increase the total benefit, but also weaken it when the training costs are too high. Training strategies have a cumulative effect, i.e., training performance is positively related to the knowledge and skill levels of construction practitioners. Finally, training performance varies with the industrial role.
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