A novel extension to VIKOR method under intuitionistic fuzzy context for solving personnel selection problem

Krishankumar, Raghunathan; Premaladha, J.; Ravichandran, K. S.; Sekar, K. R.; Manikandan, R.; Gao, Xiao‐Zhi

doi:10.1007/s00500-019-03943-2

Cited by 60 publications

(34 citation statements)

References 51 publications

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“…The objective of MCDM procedure is to select the best option from a set of options under a set of various attributes. Currently, numerous MCDM approaches namely COPRAS (Kumari and Mishra 2020 ; Mishra et al 2020a ), CODAS (He et al 2019 ; Zhou et al 2020 ), ELECTRE (Fei et al 2019 ; Mishra et al 2020b ), MULTIMOORA (Tian et al 2017 ; Wu et al 2020 ), TOPSIS (Aydemir and Gunduz 2020 ; Dammak et al 2020 ), TODIM (Zindani et al 2020 ; Mishra et al 2020c ), VIKOR (Rani et al 2019 ; Krishankumar et al 2020 ), WASPAS (Ghorabaee et al 2017 ; Mishra and Rani 2018 ) and others have been discussed to solve the MCDM problems on different uncertain environments. Each MCDM procedure has been developed with different advantages and disadvantages, though, the scholars usually select an approach which is based on the nature and intricacy of the problem.…”

Section: Related Workmentioning

confidence: 99%

Fermatean fuzzy CRITIC-EDAS approach for the selection of sustainable third-party reverse logistics providers using improved generalized score function

Mishra

Rani

Pandey

2021

J Ambient Intell Human Comput

142

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In today’s world, the demand for sustainable third-party reverse logistics providers (S3PRLPs) becomes an increasingly considerable issue for industries seeking improved customer service, cost reduction and sustainability perspectives. However, the assessment and selection of right S3PRLP is a complex uncertain decision-making problem due to involvement of numerous conflicting attributes, imprecise human mind and lack of information. Recently, Fermatean fuzzy set (FFS) has been recognized as one of the suitable tools to tackle the uncertain and inaccurate information. In this paper, we introduce a hybrid methodology based on CRITIC and EDAS methods with Fermatean fuzzy sets (FFSs) to solve the S3PRLP selection problem in which the attributes and decision makers’ weights are completely unknown. In this framework, CRITIC approach is applied to calculate the attribute weight and EDAS method is used to evaluate the priority order of S3PRLP options. To do this, a new improved generalized score function (IGSF) is developed with its elegant properties. Also, a formula is discussed to calculate the decision makers’ weights based on the developed IGSF. Next, developed framework is applied to assess a case study of S3PRLP selection problem with Fermatean fuzzy information, which elucidates the usefulness and practicality of the proposed method. Finally, comparative study is implemented to show the strength of introduced framework with extant approaches. The outcomes of the work confirm that the introduced approach is more feasible and well-consistent with the other extant approaches.

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Section: Related Workmentioning

confidence: 99%

Fermatean fuzzy CRITIC-EDAS approach for the selection of sustainable third-party reverse logistics providers using improved generalized score function

Mishra

Rani

Pandey

2021

J Ambient Intell Human Comput

142

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“…Since personal selection is a challenging dilemma, HR authorities in any firm are responsible for handling such an issue by considering different MCDM research attempts, including VIKOR applications (Krishankumar et al 2020). Hence, although the issue of personal selection has commonly and traditionally been addressed using simplified criteria-oriented approaches (Thomas 2004;Blue et al 2013;Thorndike 1949;Robertson and Smith 2001;Schmit and Ryan 1993), several research attempts have employed various sophisticated method-oriented approaches (Safari et al 2014;Kabak et al 2012;Islam and Rasad 2005;Gibney and Shang 2007;Boran et al 2008).…”

Section: Discussionmentioning

confidence: 99%

“…Indeed, Alguliyev et al (2015) emphasized that personnel evaluation is a critical HRM issue due to its nature of multicriteria and its complexity through the existence of various quantitative as well as qualitative aspects, which imply that for such an evaluation process, subjective, unreliable, and/or invalid approaches "no longer suffice". Hence, such an issue "is a complicated MCDM problem in which candidates must be prioritized in a rational manner and a suitable personnel must be selected" (Krishankumar et al 2020). Therefore, VIKOR has been employed empirically in several HRM research works that incorporate personnel and/or job criteria in order to develop innovative models for handling such a dilemma (Alguliyev et al 2015;Krishankumar et al 2020).…”

Section: Discussionmentioning

confidence: 99%

“…Hence, such an issue "is a complicated MCDM problem in which candidates must be prioritized in a rational manner and a suitable personnel must be selected" (Krishankumar et al 2020). Therefore, VIKOR has been employed empirically in several HRM research works that incorporate personnel and/or job criteria in order to develop innovative models for handling such a dilemma (Alguliyev et al 2015;Krishankumar et al 2020). From this point of view, the applicability of VIKOR can be extended to handle the issue of job evaluation as a rational extension of the issue of personnel selection; particularly, because both of the issues are identical in a sense that any criterion in any of their different models can be mutually set for exchangeable employment.…”

Section: Discussionmentioning

confidence: 99%

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An Innovative Job Evaluation Approach Using the VIKOR Algorithm

Alidrisi

2021

JRFM

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Fairness is a key issue that requires the attention of human resource management practitioners. Having a robust methodical procedure for identifying the value of job positions in an enterprise is essential. Consequently, there is a need for a job evaluation system that ensures fair compensation for each position. A poorly defined job evaluation system creates the dilemma of mismatches between employees and their competencies for their responsibilities and, accordingly, their wages. This results in employee dissatisfaction, which ultimately exacerbates attrition, which is costly because of the loss of talented employees. This paper proposes a VIKOR algorithm as an innovative approach to job evaluations. Engineering-related positions in an international aviation company were analyzed to illustrate the appropriateness of the proposed approach for managing the job evaluation dilemma. The results indicate that 29 job grades would be appropriate for this firm. In addition, the proposed algorithm was found to be superior to other multiple-criteria decision-making techniques at managing the job evaluation dilemma.

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“…Kilic et al [44] applied DEMATEL and ELECTRE methods to rank the air-filter manufacturing applicants. Krishankumar et al [45] used intuitionistic fuzzy set (IFS) to express the opinions of experts and combined VIKOR method with IFS to effectively handle personnel selection problem. Ozdemir and Nalbant [46] used five main criteria for evaluating the applicants in Turkey.…”

Section: Literature Reviewmentioning

confidence: 99%

A Two-Phase Model for Personnel Selection Based on Multi-Type Fuzzy Information

Chen

Hung²

2020

Mathematics

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From the viewpoint of human resource management, personnel selection is one of the more important issues for enterprises in a high-level competitive environment. In general, many influence factors, quantitative and qualitative, affect the decision-making process of personnel selection. For considering qualitative factors, decision-makers cannot always easily judge the suitable degree of each applicant. Under this situation, this research proposes a systematic decision-making method based on computing with linguistic variables. First, unsuitable applicants are filtered by considering the quantitative information of each applicant. At this stage, technique for order of preference by similarity to ideal solution (TOPSIS) and entropy methods are aggregated to eliminate unsuitable applicants in accordance with their closeness coefficient values. Second, experts (or decision-makers) use different types of 2-tuple linguistic variables to express their opinions of suitable candidates with respect to qualitative criteria. At this stage, we consider different preference functions in the preference ranking organization method for enrichment evaluation (PROMETHEE) method to calculate the outranking index of each suitable candidate. Next, we aggregate the closeness coefficient and outranking index of each suitable applicant to determine the ranking order. In order to illustrate the computational processes, an example demonstrates the practicability of the two-phase personnel selection method. The benefit of the proposed method is as follows. (1) It reduces the time for reviewing and evaluating the huge numbers of applicants. (2) It avoids subjective judgment by experts to determine the weights of all criteria. Finally, conclusions and contributions are discussed at the end of this paper.

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A novel extension to VIKOR method under intuitionistic fuzzy context for solving personnel selection problem

Cited by 60 publications

References 51 publications

Fermatean fuzzy CRITIC-EDAS approach for the selection of sustainable third-party reverse logistics providers using improved generalized score function

Fermatean fuzzy CRITIC-EDAS approach for the selection of sustainable third-party reverse logistics providers using improved generalized score function

An Innovative Job Evaluation Approach Using the VIKOR Algorithm

A Two-Phase Model for Personnel Selection Based on Multi-Type Fuzzy Information

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