Methodological Approach to the Human Resource Management in Virtual Organizations

Abstract

In each organization, the goal of human resource management (HRM) is to form, employ and develop human resources. The massive spread of Internet technologies and the globalization of the economy in the late twentieth century have allowed the enterprises to form a temporary partnership, and subsequently have led to the formation and expansion of virtual organizations (VO) by establishing these relationships over the Internet. Unquestionably, the success of VO depends on appropriate organization of HRM and selection, deployment, socialization, motivation and evaluation of employees and partners. In this regard, this paper analyzes the features of HRM in VO and proposes methods for the recruitment and assessment of the performance of virtual employees (contractors).The article analyzes the specific features of HRM in VO. The issues of HRM in VT are characterized as decision-making in fuzzy environment. Based on the peer comparison of expert estimates for the alternatives, including on the hierarchical analysis method, detection of the contradictions in the expert estimates and multiplicative aggregation methods, a decision making technique is proposed for the recruitment of the employees.Assessment of the virtual employees' performance to achieve overall objective of the organization is formulated as a decision-making process in distributed environment and appropriate decision-making methods are proposed.The proposed approach is a methodological framework for decision support for human resources management in virtual organizations. This system can support more objective and scientifically justified decision-making on presented task. It can also enable VO to be more "reliable" in relation to the "trust" component for the formation of VO, which is the key point for the increase of the effectiveness of VO.

The Principles of Developing a Management Decision Support System for Scientific Employees

“…The method proposed for the evaluation of activity of scientific employees requires an assessment of the alternatives, taking into account the hierarchical structure of the criteria and their diverse importance. In this regard, the additive aggregation method is referred and the problem is solved in the following sequence [19,20]:…”

“…3) Three-level SQMS is applied for the mathematical description of the sub-criteria that characterize labor activity. The approach described in [20] is applied to determine the final fuzzy value based on the individual values defined by the members of an expert group consisting of 5 experts. Table 4 presents a sequence of mathematical descriptions of the sub-criteria "Participation in the implementation of scientific research (SR)" of the criteria "scientific-theoretical activity" characterizing the labor activity of scientific workers.…”

Methods for Fuzzy Demand Assessment for It Specialties

“…Technological transformation of the IT sphere requires continuous updating of the professional knowledge and skills (competencies) of IT specialists. The opening of new jobs demanded by the digital economy, the expansion of digital labor markets and the growing number of virtual organizations determine the need for IT professionals with new professional competencies [13]. This causes the disappearance of some IT professions and specializations due to the obsolescence of a number of professional competencies and the emergence of others.…”