Abstract
In today’s competitive markets, the role of human resources as a sustainable competitive advantage is undeniable. Reliable hiring decisions for personnel assignation contribute greatly to a firms’ success. The Personnel Assignment Problem (PAP) relies on assigning the right people to the right positions. The solution to the PAP provided in this paper includes the introducing and testing of an algorithm based on a combination of a Fuzzy Inference System (FIS) and a Genetic Algorithm (GA). The evaluation of candidates is based on subjective knowledge and is influenced by uncertainty. A FIS is applied to model experts’ qualitative knowledge and reasoning. Also, a GA is applied for assigning assessed candidates to job vacancies based on their competency and the significance of each position. The proposed algorithm is applied in an Iranian company in the chocolate industry. Thirty-five candidates were evaluated and assigned to three different positions. The results were assessed by ten staff managers and the algorithm results proved to be satisfactory in discovering desirable solutions. Also, two GA selection techniques (tournament selection and proportional roulette wheel selection) were used and compared. Results show that tournament selection has better performance than proportional roulette wheel selection.
Highlights
The concept of globalization has deeply changed the traditional market dynamics
The contribution of this paper is to find a solution for Personnel Assignment Problem (PAP) by handling uncertainty using Fuzzy Inference System (FIS) and optimizing the solution applying a Genetic Algorithm (GA)
GA performance comparison is based on the Number of Function Evaluation (NFE) and the number of generation in which the solution with maximum profit is obtained
Summary
The concept of globalization has deeply changed the traditional market dynamics. Companies spread their markets based on competitive advantages, while others face aggressive competitors when trying to adapt to rapidly changing environments. For all the companies that intend to survive in today’s markets, establishing and maintaining a sustainable competitive advantage based on expertise and competition becomes a crucial need. According to Barney (1991), a firm preserves a sustainable competitive advantage provided that it benefits from resources which are valuable, rare, non-imitable, non-substitutable and non-transferable. Human resources are a source of sustainable competitive advantage for the firm according to those characteristics. Implementing a fast, efficient and effective system for personnel assigments to guarantee relief to save human lives is of vital importance
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