Abstract

Advances have occurred in incorporating fuzzy sets into decision theory but these advances have not been applied to the personnel selection process. Rating data obtained from employment interview or performance appraisal settings may, in fact, be particularly appropriate for such a fuzzy decision approach since these data are subjective. One fuzzy set decision approach allowing for importance estimates of various dimensions of a decision (Yager, 1981) is described and applied to two sets of employment interview rating data.

Talk to us

Join us for a 30 min session where you can share your feedback and ask us any queries you have

Schedule a call

Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.