انتخاب پرسنل با استفاده از رویکردهای فرایند تحلیل شبکه ای و تحلیل پوششی داده های فازی

This paper develops a decision support tool using an integrated analytic network process (ANP) and fuzzy data envelopment analysis (DEA) approach to effectively deal with the personnel selection problem drawn from an electric and machinery company in Taiwan. The current personnel selection procedure is a separate two-stage method. The administration practice shows that the separation between stages 1 and 2 reduces the administration quality and may incur both the top manager’s displeasure and the decision-makers’ depression. An illustrative example by a simulated application demonstrates the implementation of the proposed approach. This example demonstrates how this approach can avoid the main drawback of the current method, and more importantly, can deal with the personnel selection problem more convincingly and persuasively. This study supports the applications of ANP and fuzzy DEA as decision support tools in personnel selection.

Human resources are one of the core competences for an organization to enhance its competitive advantage in a knowledge economy. Among the functions of human resource management, personnel selection significantly affects the character of employees and quality of administration, and hence it has attracted intensive attention and is an important topic for organizations. An effective personnel selection method should be able to assist the organization in selecting an appropriate person for a given job. Many studies have been conducted to help organizations make effective selection decisions. Further applications of effective techniques in the personnel selection field are still being developed. The personnel selection problem generally concerns with important and complex issues such as: (i) How to properly set the importance weights of criteria to reflect the situations in which not all personnel attributes/characteristics are equally important? (ii) How to use linguistic and/or numerical scales to evaluate the applicants under multiple criteria? (iii) How to aggregate the evaluation results and then rank the applicants? The inherent importance and complexity of the personnel selection problem require effective analytical methods to provide an operational/tactical decision framework. The personnel selection problem drawn from an electric and machinery company in Taiwan is addressed in this study. A decision support tool using an integrated ANP and fuzzy DEA approach with three phases is developed to effectively deal with the current problem. The rest of this paper is organized as follows. Section 2 provides the relevant literature review. Section 3 describes the current method. In Section 4, the proposed approach is presented. Section 5 provides an illustrative example by a simulated application. Section 6 discusses the results. Finally, conclusions are given in Section 7.

Personnel selection significantly affects the character of employees and quality of administration, and hence it has attracted intensive attention and has been an important topic for organizations. An effective personnel selection technique should be able to assist the organization to select the right person for a given job. Many studies have been conducted to help organizations make appropriate selection decisions. Since developing an effective approach to select the right person for a given job is very critical, further applications of effective techniques in the personnel selection field are still being developed. The current procedure for selecting personnel of an electric and machinery company in Taiwan is a separate two-stage method. The administration practice shows that the separation between stages 1 and 2 reduces the administration quality and may incur both the top manager’s displeasure and the decision-makers’ depression. This paper develops a decision support tool using an integrated ANP and fuzzy DEA approach with three phases to effectively deal with the current problem. In phase 1, a fuzzy scheme is utilized to appraise the applicants for taking into account the subjectiveness and vagueness of assessments. In phase 2, ANP technique is employed to obtain the global criteria weights by incorporating the decision–makers’ judgments about criteria with the top manager’s opinion about the aspects of staffing philosophy. In phase 3, a possibility DEA-CCR model with AR is developed to measure the relative effectiveness of applicants at different possibility levels considering both precision and confidence of assessment outcomes. Furthermore, each applicant shows his/her best relative effectiveness when the predetermined weight relationships remain unchanged. A simulated application illustrates the implementation of the proposed approach. The proposed approach can avoid the main drawback of the current method, and more importantly, can deal with the personnel selection problem more convincingly and persuasively. This study supports the applications of ANP and fuzzy DEA as decision support tools in personnel selection.