Multicriteria Personnel Selection by the Modified Fuzzy VIKOR Method.

Rasim M Alguliyev,Ramiz M Aliguliyev,Rasmiyya S Mahmudova

doi:10.1155/2015/612767

Rasim M Alguliyev, Ramiz M Aliguliyev + Show 1 more

Open Access

https://doi.org/10.1155/2015/612767

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Abstract

Personnel evaluation is an important process in human resource management. The multicriteria nature and the presence of both qualitative and quantitative factors make it considerably more complex. In this study, a fuzzy hybrid multicriteria decision-making (MCDM) model is proposed to personnel evaluation. This model solves personnel evaluation problem in a fuzzy environment where both criteria and weights could be fuzzy sets. The triangular fuzzy numbers are used to evaluate the suitability of personnel and the approximate reasoning of linguistic values. For evaluation, we have selected five information culture criteria. The weights of the criteria were calculated using worst-case method. After that, modified fuzzy VIKOR is proposed to rank the alternatives. The outcome of this research is ranking and selecting best alternative with the help of fuzzy VIKOR and modified fuzzy VIKOR techniques. A comparative analysis of results by fuzzy VIKOR and modified fuzzy VIKOR methods is presented. Experiments showed that the proposed modified fuzzy VIKOR method has some advantages over fuzzy VIKOR method. Firstly, from a computational complexity point of view, the presented model is effective. Secondly, compared to fuzzy VIKOR method, it has high acceptable advantage compared to fuzzy VIKOR method.

Highlights

Personnel evaluation is a complex process in the scope of which many factors should be evaluated simultaneously in a decision-making process
Personnel selection is the process of choosing individuals who match the qualifications required to perform a defined job in the best possible way
The fuzzy VIKOR method is based on the aggregating fuzzy measure Q that represents distance of an alternative to the ideal solution

Summary

Introduction

Personnel evaluation is a complex process in the scope of which many factors should be evaluated simultaneously in a decision-making process. The conventional personnel evaluation techniques that are developed on the basis of static job characteristics will no longer suffice. These methods generally come to a conclusion on the basis of the subjective judgment of decision-maker, which makes the accuracy of the results highly questionable. These methods take into consideration some classical criteria (age, experience, etc.) in the decision-making process [1, 2]. Various new technologies, like computer-based testing, internet-based testing, telephone-based interviews, video-conference job interviews, and multimedia simulation tests, allow organizations to test large numbers of applicants at the same time and help in saving time and money and make better personnel evaluation decisions [8]

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