Abstract
Overall competency of the working personnel is often observed to ultimately affect the productivity of an organization. The globalised competitive atmosphere coupled with technological improvements demands for efficient and specialized manpower for the industrial operations. A set of typical technological skills and attitudes is thus demanded for every job profile. Most often, these skills and attitudes are expressed imprecisely and hence, necessitating the support of fuzzy sets for their effective understanding and further processing. In this paper, a method based on fuzzy axiomatic design principles is applied for solving the personnel selection problems. Selecting a middle management staff of a service department for a large scale organization is demonstrated here as a real life example. Five shortlisted candidates are assessed with respect to a set of 18 evaluation criteria, and the selection committee with experts from the related fields also realizes the outcome of the adopted approach to be quite appropriate, befitting and in agreement with their expectations.
Highlights
Personnel selection for the present day manufacturing organizations is the specialized activity of appointing an employee with right set of skills and attitude according to the job’s requirements
The principles of fuzzy set theory are more suitably utilized to handle the imprecise and ambiguous type of information involved in dealing with the personnel selection problems
Independence axiom states that a particular functional requirements (FRs) should be fulfilled independently by a certain design parameters (DPs) without affecting the other FRs
Summary
Personnel selection for the present day manufacturing organizations is the specialized activity of appointing an employee with right set of skills and attitude according to the job’s requirements. Considering the strategic importance of purchasing function in a manufacturing organization, it is decided to select a Deputy Manager of purchase department for a large scale organization while exploring the potentiality of fuzzy axio matic design (FAD) principles For this purpose, a total of 18 relevant evaluation criteria under seven sub-groups, are identified for assessing the suitability of five alternative candidates. The application area of axiomatic design (AD) principles for personnel selection seems to remain unexplored and it is decided to validate its potentiality for selection of a critical post of Deputy Manager of a purchase department of an organization A representa tive problem of personnel selection is solved in Section 3, followed by the concluding remarks in the last section
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