Identifying and ranking the human resources management criteria influencing on organizational performance using MADM Fuzzy techniques

Saeed Safari,Ali Khosravi,Mohammad Vazin Karimian

doi:10.5267/j.msl.2014.5.030

Abstract

Article history: Received December 2, 2013 Accepted 8 May 2014 Available online May 28 2014 Human resources management plays essential role for the success of organizations. This paper presents an empirical investigation to determine human resource management main criteria and sub-criteria based on a survey on the existing literatures and theoretical principles. The study has been applied in a municipality organization in Iran. The study uses analytical hierarchy process as well as fuzzy technique for order preference by similarity to ideal solution (TOPSIS) for prioritizing decision tree criteria. The results indicate job design and human resource planning criteria are ranked as the highest ones. In addition, employee recruitment and selection, employee health and hygiene, training and development and compensation system criteria are other important criteria. © 2014 Growing Science Ltd. All rights reserved.

Highlights

Human resource management (HRM) is normally described as identifying, selecting, hiring, training, and developing human resource (HR) to reach organizational objectives
After taking the important step of identifying HRM criteria and sub-criteria affecting organizational performance, which is presented in Fig. 1 and after data collection, extraction and classification, fuzzy AHP and fuzzy TOPSIS are used to rank HRM criteria and sub-criteria affecting organizational performance which is referred in the following
Eight key HRM criteria as noted in the previous sections are job design, human resource planning, recruitment and selection, employee health and hygiene, training and development, employee communication, performance measurement and compensation system that were ranked based on the stages of fuzzy analytic hierarchy process

Summary

Introduction

Human resource management (HRM) is normally described as identifying, selecting, hiring, training, and developing human resource (HR) to reach organizational objectives. Managements' decisions and performance influence on all levels of organization and the overall performance of organization (Saadat, 2007). Human resource practices result in human resource outcomes, which in turn influence firm performance (Boselie et al, 2001; Tzafrir, 2006). There is a consensus that a wide range of HRMP has a positive impact on organizational performance, many studies have not determined the nature of these practices (Becker & Gerhart, 1996). After identifying the key HRM criteria influencing the organizational performance using fuzzy analytical hierarchy process (FAHP) (Chang, 1996) and fuzzy technique for order preference by similarity to ideal solution TOPSIS (Wang & Elhag, 2006) techniques, this study aims to rank these criteria and subcriteria and at the subsequent stage, the final ranking of these criteria and sub-criteria is determined using mean rank method

Objectives

Results

Conclusion