scholarly journals Measurement of Employees on Human Resources with Fuzzy Logic

2021 ◽  
Vol 11 (2) ◽  
pp. 1-7
Author(s):  
Zehra Demirel ◽  
Ceren Çubukçu
Keyword(s):  
Artificial Intelligence ◽  
Decision Making ◽  
Fuzzy Logic ◽  
Human Resources ◽  
Human Resources Management ◽  
Rule Base ◽  
Resources Management ◽  
Fuzzy Logic Method ◽  
Increase Productivity ◽  
The Right

Artificial intelligence, which is the indispensable technology of our age, has started to gain a place in many institutions. Institutions give great importance to human resources management because hiring the right employee for the job will increase productivity within the organization. When recruiting personnel for the position, human resources face difficulties such as measuring the success levels of applicants and deciding whether they are suitable. In this study, in order to provide solutions to the difficulties encountered, a decision-making mechanism is created by using the fuzzy logic method, which is one of the artificial intelligence techniques. This decision-making mechanism measures the performance of people applying for recruitment. While measuring performance, all applications are taken into consideration, and a rule base is formed according to graduation status and experience. The system, which is based on this rule base, evaluates people according to the inputs and finds out their success levels in return. According to the results, it is decided whether the persons are suitable for the position sought. When human resources departments in corporations are combined with artificial intelligence technologies, an advantage will be achieved in the competitive environment between corporations.

Artificial Intelligence Inroads Into HR

2022 ◽  
pp. 231-246
Author(s):  
Swati Bansal ◽  
Monica Agarwal ◽  
Deepak Bansal ◽  
Santhi Narayanan
Keyword(s):  
Artificial Intelligence ◽  
Decision Making ◽  
Human Resources ◽  
Generation Y ◽  
Industry 4.0 ◽  
Career Aspirations ◽  
Work Life ◽  
Human Decision ◽  
The Right ◽  
Talent Acquisition

Artificial intelligence is already here in all facets of work life. Its integration into human resources is a necessary process which has far-reaching benefits. It may have its challenges, but to survive in the current Industry 4.0 environment and prepare for the future Industry 5.0, organisations must penetrate AI into their HR systems. AI can benefit all the functions of HR, starting right from talent acquisition to onboarding and till off-boarding. The importance further increases, keeping in mind the needs and career aspirations of Generation Y and Z entering the workforce. Though employees have apprehensions of privacy and loss of jobs if implemented effectively, AI is the present and future. AI will not make people lose jobs; instead, it would require the HR people to upgrade their skills and spend their time in more strategic roles. In the end, it is the HR who will make the final decisions from the information that they get from the AI tools. A proper mix of human decision-making skills and AI would give organisations the right direction to move forward.

Including Client Opinion and Employee Engagement in the Strategic Human Resource Management

2015 ◽  
Vol 6 (3) ◽  
pp. 20-33 ◽  
Author(s):  
Rachid Belhaj ◽  
Mohamed Tkiouat
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Employee Engagement ◽  
Swot Analysis ◽  
Fuzzy Inference ◽  
Human Resources Management ◽  
Strategic Human Resource Management ◽  
Inference System ◽  
Resources Management ◽  
Strategic Human Resources

The trend in the Human Resources Management is to enhance it to the strategic level, this paper intends to provide an advanced decision making tool in the field of the Strategic Human Resources Management applying a combination of an augmented SWOT analysis approach to evaluate and to rank strategies and a Fuzzy Inference System (FIS) to eliminate the vagueness in the expressed opinions. The version of SWOT utilized here includes the client opinion and employee engagement besides to the traditional experts' assessment, while the FIS is an instrument that treats the data coming from SWOT analysis with the goal of avoiding the uncertainty that may come from the opinions expressed in the SWOT analysis and so to improve the ranking of the strategies. The results show improvements in prioritization of strategies in the way that besides knowing the decision to make for each, the model shows us also what to do regarding every strategy (what to maximize and what to minimize while talking about strengths, weaknesses, opportunities and threat).The proposed model can be applied for strategies prioritization and decision making problems in all fields.

Pushing the Right Buttons?

2013 ◽  
Vol 4 (3) ◽  
pp. 16-37 ◽  
Author(s):  
Anthony Lewis ◽  
Brychan Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Resources Management ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This paper explores effects and issues associated with Social Media and Recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting appropriate employees for enterprises from a multi stakeholder perspective. Human Resources Management professionals have been using different methods of Social Media in their recruitment strategies with varying degrees of success. By examining social media and its effect this can support the development of a more effective Human Resources Recruitment strategy. Additionally increased communication channels might enable the development of a more positive internal enterprise culture. The research was conducted using both primary and secondary data. Professionals, recruiters and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This paper provides a framework that can be used by enterprises in order to create their own Social Media recruitment cycle.

Including Client Opinion and Employee Engagement in the Strategic Human Resource Management

Fuzzy Systems ◽  
2017 ◽  
pp. 647-662
Author(s):  
Rachid Belhaj ◽  
Mohamed Tkiouat
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Employee Engagement ◽  
Swot Analysis ◽  
Fuzzy Inference ◽  
Human Resources Management ◽  
Strategic Human Resource Management ◽  
Resources Management ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management

The trend in the Human Resources Management is to enhance it to the strategic level, this paper intends to provide an advanced decision making tool in the field of the Strategic Human Resources Management applying a combination of an augmented SWOT analysis approach to evaluate and to rank strategies and a Fuzzy Inference System (FIS) to eliminate the vagueness in the expressed opinions. The version of SWOT utilized here includes the client opinion and employee engagement besides to the traditional experts' assessment, while the FIS is an instrument that treats the data coming from SWOT analysis with the goal of avoiding the uncertainty that may come from the opinions expressed in the SWOT analysis and so to improve the ranking of the strategies. The results show improvements in prioritization of strategies in the way that besides knowing the decision to make for each, the model shows us also what to do regarding every strategy (what to maximize and what to minimize while talking about strengths, weaknesses, opportunities and threat).The proposed model can be applied for strategies prioritization and decision making problems in all fields.

The Importance of Administrative Leadership in The Context of Development of Human Resources: A Descriptive Analytic Study

2021 ◽  
Vol 4 (3) ◽  
pp. 248-273
Author(s):  
Asem Ali Hasan Al-sharafi ◽  
Ibrahim Fahad Sulaiman
Keyword(s):  
Decision Making ◽  
Communication Network ◽  
Human Resources ◽  
Human Resources Management ◽  
Administrative Leadership ◽  
Decision Making Process ◽  
Sociological Research ◽  
Resources Management ◽  
Leadership Impact ◽  
Different Levels

Sociological research in the field of human resources management focuses on identifying mechanisms that determine worker’s behaviour. Leadership can be noticed only on this level, as it plays a major role in organising relationships between individuals in a given society. We attempt in this article to expose some methods that could allow a better leadership impact on human resources and a perfect cooperation in order to accomplish tasks, to organize and bring workers into decision making process and to set a communication network on different levels in addition to motivating workers in order to achieve the set goals.

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