Application of TOPSIS method in decision-making support of personnel management problems

Mammadova, Masuma; Jabrailova, Zarifa; Nobari, Sabina Mirzaei

doi:10.1109/icpci.2012.6486485

Cited by 11 publications

(8 citation statements)

References 2 publications

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“…This issue can be solved by considering the mandatory, optional, insignificance of the qualifications characterizing the vacancy [21]; by reducing the issue to collective decision [22]; by reducing the decision-making process to the issue of multi-criterion decision-making considering the competence of the participants in the subject matter [23]. The importance of such support is conditioned by a number of factors, such as the dynamics of medical knowledge, the deepening of specialization, the unequal geographical and territorial distribution of health workforce, and therefore, the differing requirements for them, the high cost of training the qualified staff, increase in the value of healthcare workforces depending on their experience, increased demand for health specialists in exchange for the tendency to decrease the supply and so on.…”

Section: Resultsmentioning

confidence: 99%

Methods Managing for Agreed Supply and Demand on the Medical Specialists

Mammadova¹,

Jabrayilova²

2017

JPIT

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Section: Resultsmentioning

confidence: 99%

Methods Managing for Agreed Supply and Demand on the Medical Specialists

Mammadova¹,

Jabrayilova²

2017

JPIT

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“…In addition, researchers used fuzzy technique for order preference by similarity to ideal solition (TOPSIS) based on the veto threshold for ranking job applicants [19]- [22].…”

Section: Personnel Selection Problemmentioning

confidence: 99%

“…Volume, quantitative and qualitative nature, complexity and contradictions of the information flow to be reached to the decision-makers, as well as the need to address the interrelationship of numerous factors, dynamic situation created difficulties in decision-making on human resource management. To overcome these difficulties, and consequently, more effective HRM of the organization the application of intelligent decision support technologies seems appropriate [7]- [9].…”

Section: Introductionmentioning

confidence: 99%

Application of Fuzzy Optimization Method in Decision-Making for Personnel Selection

Mammadova¹,

Jabrayilova²

2014

ICA

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The paper describes the necessity of application of intelligent technologies to support decisions of more objective problems in human resource management. In this paper, we describe the methodology for personnel selection problem for the vacancy with regard to the importance and nonequivalence of numerous indicators characterizing the alternatives. The specific features of the selection problem are highlighted, immersing the problem into a fuzzy environment. A fuzzy multicriterial model of the personnel selection problem is proposed. A technique of order preference by similarity to ideal solition (TOPSIS), was applied for evaluation and regulation of alternatives. This technique is based on criteria of qualitative character, which are hierarchically structured by multiple experts to intellectually support decisions made in personnel selection problem. Using TOPSIS method and generated criteria system an experiment was conducted for evaluation of the candidates during solution of hiring problems. The obtained and reviewed results were compared with results obtained using in reality.

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“…Automation greatly reduces the time for selection of skilled workers and decreases the amount of data that need processing; it leads to a decrease in the subjectivity influence regarding recommendations of qualified people to the position. Taking into account the level of competences of applicants during recruiting makes it impossible to hire unqualified professionals [14].…”

Section: A Methods For Constructing Recruitment Rules Based On the Anamentioning

confidence: 99%

A method for constructing recruitment rules based on the analysis of a specialist's competences

Lytvyn

Vysotska

Пукач

et al. 2016

EEJET

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4It is a multifaceted extensive subjective procedure, extended over time and dependent mainly on the level of training of recruiters [7]. Literature review and problem statementAs a rule, people who are not qualified or partially qualified in the field and the level of expertise required by the position that the candidates apply for are involved in the recruitment at the initial stages [8]. At the next stages, specialists in subject areas usually take part in job interviews in order to analyse the level of expertise of the applicants who have already been approved after the interview or testing at the initial stages [9]. But they spend a lot of time filtering the information about candidates and their competence [10]. All of this takes a lot of time and resources from companies that offer a job or recruitment companies (it is impossible to have specialists and experts in all possible fields) [11]. It is necessary to automate the partial sub-processes of analysis of expertise of candidates for the positions and to develop approaches to the analysis of the competence level of 4  V. Lytvyn, V. Vysotska, P. Pukach, I. Bobyk, B. Pakholok, 2016 IntroductionUnder conditions of active development of innovative information technologies and software development, human resources (IT-professionals) are turning into the main strategic resource of organizations [1], which ensures their long-term competitiveness and achievement of goals, set by the organization [2]. Therefore, development of new conceptual approaches to recruiting IT-professionals is becoming increasingly important and relevant [3]. Recruitment is the process of searching for and selecting personnel for vacant positions in the staff of a company [4]. It is the main function and responsibility of human resources managers and recruiters [1]. Different approaches and information sources are used for recruitment [5]. The main sources are the internal database of a company or an agency, websites for a job search, social capital (or searching for candidates among acquaintances), media, social networks, forums, blogs, etc., the employees of companies-competitors (attracting professionals from other companies), higher educational establishments (inviting young specialists from higher education institutions), and cooperation with recruiting agencies [6]. INFORMATION TECHNOLOGY A METHOD FOR CONSTRUCTING RECRUITMENT RULES BASED ON THE ANALYSIS OF A SPECIALIST'S COMPETENCES V . L y t v y nDoctor of Technical Sciences, Professor* E-mail: yevhen.v.burov@lpnu.ua V . V y s o t s k aPhD, Associate Professor* E-mail: victoria.a.vysotska@lpnu.ua P . P u k a c hDoctor of Technical Sciences, Associate Professor** E-mail: petro.y.pukach@lpnu.ua І . B o b y kPhD, Associate Professor** E-mail: igor.bobyk@gmail.com B . P a k h o l o kPhD, Associate Professor** E-mail: bogdanbp@ukr.net *Department of Information Systems and Networks*** **Department of Mathematics*** Lviv Polytechnic National University S. Bandery str., 12, Lvіv, Ukraine, 79013Виділені специфічні особливості задач упра...

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Application of TOPSIS method in decision-making support of personnel management problems

Cited by 11 publications

References 2 publications

Methods Managing for Agreed Supply and Demand on the Medical Specialists

Methods Managing for Agreed Supply and Demand on the Medical Specialists

Application of Fuzzy Optimization Method in Decision-Making for Personnel Selection

A method for constructing recruitment rules based on the analysis of a specialist's competences

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