Outline

  • Abstract
  • Keywords
  • 1. Introduction
  • 2. Related Works
  • 3. the Fuzzy Ahp-Topsis Method
  • 3.1 Fuzzy Ahp
  • 3.2 Fuzzy Topsis
  • 4. Assessment Criteria and Data Processing
  • 4.1 Candidate Assessment
  • 4.2 Data and Data Processing
  • 5. Results and Discussion
  • 6. Conclusion
  • References

رئوس مطالب

  • چکیده
  • 1.مقدمه
  • 2. آثار مرتبط
  • 3. روش AHP-TOPSIS فازی
  • 1.3 AHP فازی
  • 4. معیار ارزیابی و پردازش اطلاعات
  • 1.4 ارزیابی کاندید
  • 2.4 داده ها و پردازش داده ها
  • 5. نتایج و بحث
  • 6. نتیجه گیری

Abstract

This paper investigates the use of the Fuzzy AHP-TOPSIS method to the problem of human resource selection. Results are reported on the application of this hybrid method to the case of manager selection process in a prominent telecommunication company in Indonesia which has a robust human resource management process, including for assigning its employees to different roles in the compationny. However, our experiments results seem to indicate that although there is a set of commonly known values in the company, the process of manager selection might not strictly adhere to these values. Emphasis on the evaluation aspects shows some varia in different regions, indicating that local values might also influence the selection process.

Keywords: - - -

Conclusions

We have seen from the results that in general the priorities in candidate selection in the telecommunication company is quite similar from one evaluator to the others. This reflects the existence of a set of values that are known to be important in the company in selecting its employees for certain positions. The Fuzzy AHP-TOPSIS has succeeded in capturing this by consistently selecting the candidate who actually gets the HR Manager position in 4 out of the 7 regions across the five evaluators and their aggregation.

However, there are some regions in which the priorities given to the importance of the selection criteria seems to differ than the general norm, resulting in a miss for the Fuzzy AHP-TOPSIS. Therefore, we can conclude that the Fuzzy AHP-TOPSIS is in general give satisfactory results when applied in candidate selection process. However, it comes with the limitation that the person whose opinion is used as the input must have excellent understanding or values similar to the committee in charge of the selection process. On the other hand, the Fuzzy AHP-TOPSIS could serve as an excellent tool in giving inputs to a selection process which is expected to comply to a certain set of values, as it is more thoroughly objective when compared to humans.

For future works, it will be interesting to study the effect of local values as demonstrated in the results of this research. In that case, beside respondents who work at a national level, it is also necessary to gather the importance input from respondents working in the same region as the location of the position to be filled. The results from both types of respondents could then be compared to study what might be the differences of value between both.

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