A method for job design in concurrent engineering

Stahl, Juergen; Muetze, Susanne; Luczak, Holger

doi:10.1002/1520-6564(200022)10:3<291::aid-hfm5>3.3.co;2-7

Cited by 1 publication

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“…However, these are usually different from knowledge, skills, and abilities (KSAs), which are considered as the product of the traditional job analysis (Rees & Doran, ). The purpose is to gather data on tasks, processes, and behaviors related to a certain job, and thereby explaining an individual's performance within a certain job (Stahl, Muetze, & Luczak, ). In the KSA model, “knowledge” is defined as a set of information required for performing a function, while “skill” indicates how much proficient is an individual to perform a certain task or group of tasks.…”

Section: Methodsmentioning

confidence: 99%

Competency‐based IT personnel selection using a hybrid SWARA and ARAS‐G methodology

Dahooie

Abadi

Vanaki

et al. 2017

Hum Ftrs & Erg Mfg Svc

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In the knowledge economy, human capital is a key factor in any organization to achieve a sustainable competitive advantage. Thus, selection of competent personnel is the most important function of human resource managers. However, because of a wide range of criteria and organizational factors that affect the process, personnel selection is often regarded as a complex problem that can be answered through multicriteria decision-making (MCDM) procedures. Despite the great importance of determining a comprehensive set of criteria, it has not gained enough attention in the literature. This study presents a competency framework with five criteria for choosing the best information technology (IT) expert from five alternatives. The stepwise weight assessment ratio analysis (SWARA) and grey additive ratio assessment (ARAS-G) methods are also used to derive the criteria weights and provide the final alternative, respectively. The results reveal that subject competency is the major criteria in IT personnel selection.

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Section: Methodsmentioning

confidence: 99%