| Attributes | Values |
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| rdf:type
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| Description
| - An organization’s HRM function focuses on the people’s side of management. Human resource planning helps managers to anticipate and meet changing needs related to the acquisition, deployment, and utilization of employees. Such information enables a company to plan its recruitment, selection, and training strategies. The aim of recruitment practices is to identify a suitable pool of applicants quickly, cost-efficiently, and legally. Selection involves assessing and choosing among job candidates. To be effective, selection processes must be both legally and technically sound. The main concern of the hiring phase, both for HR manager and applicants, is the transparency of the process. It is difficult to reasonably hire people based only on the experience and intuition when dealing with a large number of applicants in places with high volume of unemployment. This paper presents a model of selection of candidates with application of multiple attribute decision making (MADM) methods; in particular Analytic Hierarchy Process (AHP) for weight estimation and finding the optimal solution, Technique for the Order of Prioritization by Similarity to Ideal Solution (TOPSIS) and Complex Multicriteria Optimization and Compromise Solution (VIKOR) for job candidates’ ranking and selection. In the first phase the relevant criteria of the hiring process are structured and weights are estimated. Actual results of evaluation of particular applicant in all criteria are then summarized and the TOPSIS and VIKOR techniques are applied to determine the ranking of the whole list of candidates and both rakings are compared. Based on the results the HR manager can decide which candidates are the best and put them through the next phase of the recruiting process where selected applicants are pair-wise compared using AHP method to reveal the optimal solution i.e. the most suitable applicant. This model is tested in a medium-sized company in cooperation with the HR department.
- An organization’s HRM function focuses on the people’s side of management. Human resource planning helps managers to anticipate and meet changing needs related to the acquisition, deployment, and utilization of employees. Such information enables a company to plan its recruitment, selection, and training strategies. The aim of recruitment practices is to identify a suitable pool of applicants quickly, cost-efficiently, and legally. Selection involves assessing and choosing among job candidates. To be effective, selection processes must be both legally and technically sound. The main concern of the hiring phase, both for HR manager and applicants, is the transparency of the process. It is difficult to reasonably hire people based only on the experience and intuition when dealing with a large number of applicants in places with high volume of unemployment. This paper presents a model of selection of candidates with application of multiple attribute decision making (MADM) methods; in particular Analytic Hierarchy Process (AHP) for weight estimation and finding the optimal solution, Technique for the Order of Prioritization by Similarity to Ideal Solution (TOPSIS) and Complex Multicriteria Optimization and Compromise Solution (VIKOR) for job candidates’ ranking and selection. In the first phase the relevant criteria of the hiring process are structured and weights are estimated. Actual results of evaluation of particular applicant in all criteria are then summarized and the TOPSIS and VIKOR techniques are applied to determine the ranking of the whole list of candidates and both rakings are compared. Based on the results the HR manager can decide which candidates are the best and put them through the next phase of the recruiting process where selected applicants are pair-wise compared using AHP method to reveal the optimal solution i.e. the most suitable applicant. This model is tested in a medium-sized company in cooperation with the HR department. (en)
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| Title
| - Selection of Employees: Multiple Attribute Decision Making Methods in Personnel Management
- Selection of Employees: Multiple Attribute Decision Making Methods in Personnel Management (en)
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| skos:prefLabel
| - Selection of Employees: Multiple Attribute Decision Making Methods in Personnel Management
- Selection of Employees: Multiple Attribute Decision Making Methods in Personnel Management (en)
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| skos:notation
| - RIV/61989100:27510/13:86086955!RIV14-MSM-27510___
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| http://linked.open...avai/riv/aktivita
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| http://linked.open...avai/riv/aktivity
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| http://linked.open...vai/riv/dodaniDat
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| http://linked.open...aciTvurceVysledku
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| http://linked.open.../riv/druhVysledku
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| http://linked.open...iv/duvernostUdaju
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| http://linked.open...titaPredkladatele
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| http://linked.open...dnocenehoVysledku
| |
| http://linked.open...ai/riv/idVysledku
| - RIV/61989100:27510/13:86086955
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| http://linked.open...riv/jazykVysledku
| |
| http://linked.open.../riv/klicovaSlova
| - VIKOR; TOPSIS; AHP; personnel management; Employees’ selection (en)
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| http://linked.open.../riv/klicoveSlovo
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| http://linked.open...ontrolniKodProRIV
| |
| http://linked.open...v/mistoKonaniAkce
| |
| http://linked.open...i/riv/mistoVydani
| |
| http://linked.open...i/riv/nazevZdroje
| - The proceedings of the 9th European Conference on Management Leadership and Governance, ECMLG 2013 : Klagenfurt, Austria, 14-15 November 2013
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| http://linked.open...in/vavai/riv/obor
| |
| http://linked.open...ichTvurcuVysledku
| |
| http://linked.open...cetTvurcuVysledku
| |
| http://linked.open...UplatneniVysledku
| |
| http://linked.open...iv/tvurceVysledku
| - Dočkalíková, Iveta
- Kashi, Kateřina
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| http://linked.open...vavai/riv/typAkce
| |
| http://linked.open.../riv/zahajeniAkce
| |
| issn
| |
| number of pages
| |
| http://purl.org/ne...btex#hasPublisher
| - Academic Conferences and Publishing International
|
| https://schema.org/isbn
| |
| http://localhost/t...ganizacniJednotka
| |
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