Personnel selection is an important business process for companies. Training, experience information and personal characteristics are important qualities for employee to be recruited. The most accurate result of the personnel selection is obtained from the qualified personnel by determining the personnel who is most suitable for the job requirements. The basic idea of personnel selection is to choose the best candidate for a job. Personnel selection is crucial in human resources management. A solution to the Multi Criteria Decision Making (MCDM) problem is Personnel selection. The main goal of this paper is to find the best personnel using the integrated Consistent Fuzzy Preference Relations (CFPR) and Fuzzy Analytic Hierarchy Process (FAHP) methodology. CFPR is used to obtain the importance weight of personnel selection criteria (22 sub-criteria are categorized under 5 main criteria). Then, the importance weights of personnel selection criteria are integrated with a FAHP model to prioritize the personnel alternatives. For a case study in Turkey, the ranking of the alternatives (17) is calculated using the integrated CFPR-FAHP model, and the best personnel is selected for promotion. This methodology makes it easier for managers/human resources department to decide on recruitment and personnel promotion. The proposed methodology provides the consistent results owing to the integrated methods. The main contribution in this study is the reduction of judgments for a preference matrix using the proposed methodology. To the authors' knowledge, this study will be the first to integrate CFPR and FAHP methods for personnel selection.
The Metaverse will have a variety of effects on marketing. Businesses need to maintain their identities in the Metaverse realm. Generation Z and Generation alpha will have an easier time adjusting to virtual realms. The augmented reality environment allows buyers to interact with products without leaving the comfort of their own homes. Realization of in-store experiences is possible in the universe of the Metaverse. In addition, there will be an increase in the number of options for branding in the Metaverse. Virtual billboards and the virtual clothing consumers choose to wear will also influence brand awareness. Additionally, Non-Fungible Tokens (NFTs) will be used to produce branded virtual content for end users. Examining the influence that technologies powered by artificial intelligence have had on digital marketing and branding will be the primary focus of this research project. In addition, research will be conducted into the applications of the Metaverse, artificial intelligence, and other digital technologies in the marketing field and studies about these subject areas. The research investigated several digital technologies, including the Metaverse, artificial intelligence, blockchain, virtual reality, and augmented reality. It is of the utmost importance for businesses to be able to compete in digital and virtual environments within the context of digital transformation to thrive in an increasingly competitive world. Companies need to invest in the Metaverse, artificial intelligence, and various other forms of digital technology to expand their marketing awareness in virtual environments, expand their customer portfolios, and become brands to take the lead in their respective markets.
The basic idea of personnel selection is to choose the best candidate for a job. Personnel selection is crucial in human resources management and also it is very important for both academicians and industrialists. Personnel selection can be a solution to a Multi Criteria Decision Making (MCDM) problem.The aim of this paper is to determine the best personnel by integrating Fuzzy Analytic Hierarchy Process (FAHP) and Grey Relational Analysis (GRA) methodology. FAHP is used to determine the importance weights of personnel (17 alternatives) according to personnel selection criteria (22 subcriteria are categorized under 5 main criteria). Then, obtained fuzzy importance weights are defuzzified by centroid method. After that, defuzzified importance weights of personnel according to personnel selection criteria are integrated with a GRA model to prioritize the personnel alternatives. For a case study in Turkey, the ranking of the alternatives is calculated using the integrated FAHP-GRA model, and the best-performing personnel is selected for promotion. According to this methodology, managers/human resources department can easily predict how they can evaluate and promote employees.The proposed methodology requires less data and analyzes many factors by removing complexity of statistics methods in the literature. The main contribution of this study is to reduce data for a preference matrix using the integrated methodology. As a result, the number of transactions decrease. To the authors' knowledge, this will be the first study which integrates Fuzzy Analytic Hierarchy Process (FAHP) and Grey Relational Analysis (GRA) methodologies for human resources in the area of industrial engineering.
University campuses bring together individuals from different socio-cultural backgrounds. At the same time, university campuses contribute to the personal and intellectual development of individuals and serve as a socialization area. Campuses create vitality with their social, cultural, economic, and spatial effects. In this paper, we study for evaluating inclusive campus environment design criteria using the Fuzzy Analytical Network Process (FANP) and Consistent Fuzzy Preference Relations (CFPR) techniques, which are two Multi- Criteria Decision Making (MCDM) methods. Seven Inclusive Campus Environment Design Criteria are “Land Use Organization”, “Compactness”, “Connectivity”, “Configuration”, “Living campus”, “Greens” and “Context”. The major contribution of our study is to prioritize inclusive campus environment design criteria by using numerical methods from the decision maker's perspective. According to the authors’ knowledge, this will be the first interdisciplinary study to use MCDM methods for evaluating inclusive campus environment design criteria. Additionally, the results of both methodologies are compared
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.
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