A Hybrid AHP-ELECTRE I Multicriteria Model for Performance Assessment and Team Selection

2017 ◽  
pp. 115-127
Author(s):  
Ikram Khatrouch ◽  
Lyes Kermad ◽  
Abderrahman el Mhamedi ◽  
Younes Boujelbene
Keyword(s):  
Human Resources ◽  
Decision Maker ◽  
Human Resources Management ◽  
Real Data ◽  
Assessment Model ◽  
Team Selection ◽  
Proposed Model ◽  
Electre I ◽  
Multicriteria Model ◽  
Selection Of

Human resources management is essential to any health care system. This paper proposes an assessment model to help the decision maker in the selection of an optimal team. In the proposed model, AHP method is applied to identify the weights of each criterion in the decision model. ELECTRE I method is used to obtain the best team that satisfies most of the decision maker preferences. We test the effectiveness of the model on the real data collected from the ‘Habib Bourguiba' Hospital in Tunisia.

scholarly journals A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

2018 ◽  
Vol 6 (2) ◽  
pp. 694-716
Author(s):  
Yavuz ÖZDEMİR ◽  
Kemal Gökhan NALBANT
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Selection Criteria ◽  
Choquet Integral ◽  
Human Resources Management ◽  
Selection Problem ◽  
Resources Management ◽  
Selection For ◽  
Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources. 

scholarly journals A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

2018 ◽  
Vol 6 (2) ◽  
Author(s):  
Yavuz ÖZDEMİR ◽  
Kemal Gökhan NALBANT
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Selection Criteria ◽  
Choquet Integral ◽  
Human Resources Management ◽  
Selection Problem ◽  
Resources Management ◽  
Selection For ◽  
Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources. 

scholarly journals Determination of pedestrian displacement velocity for ground exploration programs

2017 ◽  
Vol 37 (2) ◽  
pp. 34-41
Author(s):  
Luis Hernán Ochoa Gutierrez ◽  
Orlando Hernandez Pardo ◽  
Luis Joel Martinez Martinez
Keyword(s):  
Cost Estimation ◽  
Physical Meaning ◽  
Real Data ◽  
Velocity Estimation ◽  
Displacement Velocity ◽  
Clear Physical Meaning ◽  
Proposed Model ◽  
Sampling Points ◽  
Selection Of

In Engineering and Geophysics field exploration, uncertainty for determination of the velocity of ground data acquisition due to extreme topographic conditions has been underestimated in the calculation of the displacement time between stations or sampling points. This lack of reliable models, negatively affects the determination of costs and planning of fieldwork activities. Known models of times and routes of displacement determination such as the “Smaller Cost Routes” are based on the effect of the type of land and the slope. However, these models consider the effect of the slope by means of subjective impedance values which has no a clear physical meaning. Furthermore, the upslope or downslope displacement is not considered to affect the reliability of velocity estimation. In this paper, a model of displacement velocity is proposed taking into account the upslope/downslope factor. The model was determined using real data from a topographical survey along a pipeline of 880 Km extended along terrains with changing climatic and topographic conditions. As a result, the proposed model improves the selection of optimal routes for a reliable time and cost estimation.

scholarly journals Optimizing the Use of Human Resources in Industrial-Service Enterprises

2018 ◽  
Vol 1 (1) ◽  
pp. 857-865
Author(s):  
Agnieszka Tychoniuk ◽  
Ryszard Wyczółkowski ◽  
Vladimír Stuchlý
Keyword(s):  
Human Resources ◽  
Task Completion ◽  
Technical Requirements ◽  
Use Of Resources ◽  
Team Selection ◽  
Completion Process ◽  
Manual Skills ◽  
Pressure Resistance ◽  
Physical Skills ◽  
Selection Of

Abstract The optimal use of resources available in the enterprise is important regardless of the size of the company and the industry in which it operates. Enterprises are therefore forced constantly to make alternative choices related to the allocation of available resources and to optimize these choices. The article addresses the problem of the approach to optimizing the use of human resources particularly, the use of extra employee qualifications e.g., manual skills, pressure resistance, work precision, the ability to read schematic diagrams, etc. in the context of technical requirements for a given task. This is extremely important in the situation when subsequent works are individual and the conditions in which they will be performed, cannot be predicted in 100%, they may differ from those that have been implemented so far, and at the same time numerous orders of various nature are being implemented. In this situation, an accurate prediction of the requirements posed by new tasks and the appropriate selection of teams executing them can have an impact on the effectiveness of the task completion process. In the article, this problem is presented on the example of a medium-sized service enterprise operating in the industry-related sector operating basically on tender procedures and tender contests. The works are carried out on the customer's premises, often with new customers or in new field conditions. Thus, the success of the undertaking depends mainly on the optimal selection of employees with appropriate qualifications and competences. The example of an investment task is used to show a method of identifying characteristics relevant to the task as well as selection of employees in order to use the capabilities of human teams better. Technical aspects of task implementation and an employees team selection with regard to the absolutely required technical qualifications as well as the behavioral and physical skills necessary for its implementation are taken into account. The described method can be used for future tasks regardless of the changing conditions of their implementation. The intention of the authors is to develop a tool supporting the decision-making process in this area, so that it can also be used by managers with lower technical competences.

scholarly journals The Concepts of Merit and Equal Opportunities in Law No. 30057, Civil Service Law [Los Conceptos de Mérito e Igualdad de Oportunidades en la Ley N° 30057, Ley del Servicio Civil]

2020 ◽  
Vol 3 (1) ◽  
pp. 1
Author(s):  
Fernando Luis Marquez Condeso
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Point Of View ◽  
Social Needs ◽  
Equal Opportunities ◽  
Public Servants ◽  
Resources Management ◽  
The Public ◽  
New Public ◽  
Selection Of

The human resources management of the public administration is of great importance corresponding to the purposes assigned to the State by constitutional mandate. Hence the need to develop a human resources policy in accordance with the attention to social needs. A State cannot be conceived that maintains within it a heterogeneity of labor regimes with different rights and obligations and, above all, without a single race regime. One of the most important factors raised by Law No. 30057 is merit as a condition for the incorporation of new public servants. However, the aforementioned norm does not adequately develop said factor, which implies the possibility of a discretionary interpretation of its content and, consequently, a selection of applicants who may not adequately meet the needs of suitable human resources. The purpose of this research is to investigate from a theoretical and factual point of view the concept of merit, in order to arrive at a tentative definition that allows us to provide objective elements for its evaluation.

Risk Assessment Model of Maritime Traffic in Time-Variant CPA Environments in Waterway

2012 ◽  
Vol 16 (7) ◽  
pp. 866-873 ◽  
Author(s):  
Jung Sik Jeong ◽  
◽  
Gyei-Kark Park ◽  
Kwang Il Kim
Keyword(s):  
Temporal Distribution ◽  
Real Data ◽  
Quantitative Model ◽  
Water Area ◽  
Assessment Model ◽  
Risk Indicator ◽  
Collision Risk ◽  
Traffic Characteristics ◽  
Maritime Traffic ◽  
Proposed Model

This paper proposes a quantitative model for assessing collision risk for maritime traffic in waterways. The proposed method reflects recent maritime traffic characteristics under in time-variant CPA environments in waterways and models a dynamic causation factor as a risk indicator. To eliminate an uncertainty by human factors causing maritime accidents, the proposed model combines maritime accident statistics and weather records with spatial and temporal distribution determined on the basis of recent and real data for ship movements. Because our method reflects the characteristics of recent ship movements in the water area, it can be complementarily used with the conventional model using Bayesian Belief Network (BBN).

scholarly journals Structural equations model to analyze the incidence of variables related to innovation management in organizations

2019 ◽  
Vol 11 ◽  
pp. 184797901985626 ◽  
Author(s):  
Reyner Pérez-Campdesuñer ◽  
Jenny Ruiz-de la Peña ◽  
Gelmar García-Vidal ◽  
Alexander Sánchez-Rodríguez ◽  
Rodobaldo Martínez-Vivar
Keyword(s):  
Human Resources ◽  
Integrated Management ◽  
Innovation Management ◽  
Human Resources Management ◽  
Innovation Process ◽  
Structural Equations ◽  
Resources Management ◽  
Proposed Model ◽  
Structural Equations Model ◽  
The Impact

Previous works have demonstrated the possibilities to influence the innovation process in organizations. Although the presented initiatives have their merits, they suffer from a lack of integrated perspective. They are focused on the evaluation of the link between the innovation process and only one of the subsystems of the administration, without considering the implications of the other subsystems. The aim of this article is to define a model of structural equations that summarizes the impact of the variables related to innovation management in organizations. This article first presents the identified variables according to the analyzed literature and then shows which variables were selected by consulting experts on the field. To measure the selected variables some questionnaires were elaborated. The questionnaires were applied in 111 entities of different production sectors. A confirmatory factorial analysis was developed with the obtained measures. Thanks to this analysis, it was possible to verify the incidence of the evaluated variables in the innovation management, allowing the elaboration of the model. The proposed model shows the link between the different variables that contribute to the innovation management process. The analysis confirmed that innovation, as a construct, has a multifactorial nature. The information used as input for the elaboration of the model allowed introducing a new sequence of innovation management from the integrated management of the variables that can influence it. This integrated management ensures effective human resources management, production, and marketing. The findings confirm that innovation needs to be managed in an integrated way with the rest of the administrative subsystems rather than as an isolated process. This way of working allows obtaining better results for the organizations. Based on the multisectorial nature of the research sample, it can be assumed that the obtained results can be corroborated in several fields.

scholarly journals Factors Affecting the Selection of Human Resources Management as an Area of Specialization: A Conceptual Model

2020 ◽  
Vol 11 (1) ◽  
pp. 45
Author(s):  
Fernando W.S.K ◽  
Jayasekara M.K.V.R ◽  
Sumanarathne W.G.G.M.J ◽  
Senevirathne H.B.M.C ◽  
Pathirana G.Y ◽  
...  
Keyword(s):  
Human Resources ◽  
Conceptual Framework ◽  
Human Resources Management ◽  
Influential Factors ◽  
Bachelor's Degree ◽  
Personal Factors ◽  
Academic Factors ◽  
Factors Affecting ◽  
Resources Management ◽  
Selection Of

In modern times, the trends in students’ choice of specialization in the bachelor’s degree are changing rapidly. Therefore, this research study attempts to build a conceptual framework to uncover the relationship between students’ choice of specialization in Human Resources Management (HRM) and the factors that influence students’ decision making when selecting the area of specialization. This concept paper examines the independent variables (influential factors) which impact the selection of HRM as an area of specialization. The conceptualization supports the theoretical framework created to identify the personal factors, academic factors and social factors which lead to the selection of the area of specialization. The primary importance of this paper is that the conceptual framework can be used in other countries for academic purposes.

scholarly journals The Methodical Bases of Statistical Analysis of the Labor Market in Ukraine and the Role of HR Management in Improving the Quality of Human Resources

2020 ◽  
Vol 10 (513) ◽  
pp. 220-227
Author(s):  
I. O. Lazebnyk ◽  
◽  
Y. А. Аrnаutоvа ◽  
Keyword(s):  
Labor Market ◽  
Statistical Analysis ◽  
Human Resources ◽  
Human Resources Management ◽  
Hr Management ◽  
Labor System ◽  
Methodological Principles ◽  
Selection Of

The article discusses topical issues of peculiarities of labor market analysis in Ukraine, efficiency of use and improvement of quality of personnel potential at the enterprise. The article is aimed at forming the methodological principles of statistical analysis of the labor market in Ukraine and studying the role of HR management in improving the quality of personnel potential on the basis of the use of the formed system of indicators and a detailed analysis of the efficiency of work and selection of candidates at different enterprises and organizations. The necessity of analyzing the personnel potential of the enterprise is substantiated, which is due to the importance of identifying the conformity of the qualitative characteristics of the enterprise’s personnel to its labor system, as well as forecasting the possibility of expanding the potential of available workers. The peculiarities of application in HR management of HRM systems (human resources management system) and HRIS (human resources information system) are covered. The main functions of HR-information systems, such as identifying potential workers, maintaining accounts of available workers and creating programs for the development of talents and skills of personnel, have been defined and analyzed. The main tasks that HRIS systems help to solve are considered. For a statistical analysis of the quality of personnel potential and efficiency of HR management of the company in the sphere of recruitment, a system of statistical indicators was formed and proposed for use, the main indicators are the following: number of employees, turnover of personnel per year (per quarter), the average age of personnel in the company, the average duration of work in the company, etc. On the basis of international data, mechanisms for improving the model of selection of candidates are defined. In the course of statistical analysis of the labor market in Ukraine, on the basis of official data of the State Employment Service, the processes of selection of candidates were investigated, the number of unemployed by professional groups and the number of vacancies and the number of unemployed by types of economic activity were analyzed.

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