Decision model for allocating human resources in information system projects

Silva, Lúcio Câmara e; Costa, Ana Paula Cabral Seixas

doi:10.1016/j.ijproman.2012.06.008

Cited by 59 publications

(40 citation statements)

References 15 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Silva and Costa [21] focused on software development projects and presented a methodology based on dynamic programming for assigning human resources to the observed projects [24]. The methodology takes into account the complexity of each project and the existing capabilities of staff and the skills required for the project.…”

Section: Literature Reviewmentioning

confidence: 99%

Multicriteria HR Allocation Based on Hesitant Fuzzy Sets and Possibilistic Programming

Ćirić

Stojić

Sedlak

2015

APH

View full text Add to dashboard Cite

Section: Literature Reviewmentioning

confidence: 99%

Multicriteria HR Allocation Based on Hesitant Fuzzy Sets and Possibilistic Programming

Ćirić

Stojić

Sedlak

2015

APH

View full text Add to dashboard Cite

“…Proper resource evaluation and selection of human resources is an important decision in software project management. This decision is not just crucial for the generation of efficient software teams, but it is also of strategic importance in software development organizations since it can support them for developing a competitive advantage by exploiting long term competences of available personnel and implement successful projects [18]. Many approaches discussed in the literature, regarding resource selection and allocation, handle resources in a quantitative manner, where all resources are treated as equally skilled [1].…”

Section: Background and Literature Overviewmentioning

confidence: 99%

On Using Fuzzy Linguistic 2-Tuples for the Evaluation of Human Resource Suitability in Software Development Tasks

Gerogiannis

Rapti

Karageorgos

et al. 2015

Advances in Software Engineering

View full text Add to dashboard Cite

Efficient allocation of human resources to the development tasks comprising a software project is a key challenge in software project management. To address this critical issue, a systematic human resource evaluation and selection approach can be proven helpful. In this paper, a fuzzy linguistic approach is introduced to evaluate the suitability of candidate human resources (software developers) considering their technical skills (i.e., provided skills) and the technical skills required to perform a software development task (i.e., task-related skills). The proposed approach is based on qualitative evaluations which are derived in the form of fuzzy linguistic 2-tuples from a group of decision makers (project managers). The approach applies a group/similarity degree-based aggregation technique to obtain an objective aggregation of the ratings of task-related skills and provided skills. To further analyse the suitability of each candidate developer, possible skill relationships are considered, which reflect the contribution of provided skills to the capability of learning other skills. The applicability of the approach is demonstrated and discussed through an exemplar case study scenario.

show abstract

“…Karena keberhasilan perusahaan dalam proses bisnisnya tidak lepas dari sistem human resources (HR) yang baik yang ada di dalamnya. Alokasi HR merupakan proses inti dari sebuah sistem informasi (Silva dan Costa, 2013). Pada perkembangan ekonomi yang semakin pesat dewasa ini menyebabkan banyak perusahaan berlombalomba untuk meningkatkan keuntungannya, baik dari segi kualitas, kuantitas serta pelayanan yang diberikan kepada konsumen.…”

Section: Pendahuluanunclassified

“…Dengan demikian, variasi lain dapat dikembangkan untuk model ini. Diharapkan dengan variasi lain antara proyek dan tujuan alokasi bisa untuk memaksimalkan produktivitas (Silva dan Costa, 2013).…”

Section: Metodologiunclassified

Penerapan ANP-TOPSIS untuk Pengukuran Kinerja Human ResourcesProcurement Section

Kaluku

Jie²

2015

J. Sistem Info. Bisnis

View full text Add to dashboard Cite

One practice is important in a company's performance is in the process of procurement. Performance of human resources in a company shows a measure of the quality of work and is used as a measure to observe the performance levels of employees in a company. The level of underperformance will have an impact on the quality of jobs that will be performed that could have a serious impact on the company. It is necessary to develop a human resources performance measurement using ANP method and TOPSIS, the procurement section of the company. This study aims to assist in the decision making process and seek alternative solutions to address the issues in order to measure the level of performance of each employee. In this study, the method used to obtain the ANP normal weight that will be used for calculations on TOPSIS method. The input parameters in the weighting process ANP is also very affecting for ranking process to be performed on TOPSIS. The input parameter is the ratio of any existing KPI indicators on procurement section. The results showed that the proposed method can be used to build a predictive performance measurement on procurement human resources section. From the research the highest performance values obtained on procurement section is 0.6936 while the lowest value was 0.3584. Keywords: ANP; TOPSIS; KPI; Human Resources; Procurement Section AbstrakSalah satu praktek kinerja penting dalam suatu perusahaan adalah pada proses pengadaan. Kinerja human resources pada suatu perusahaan menunjukkan ukuran kualitas suatu pekerjaan dan digunakan sebagai ukuran untuk mengamati tingkat kinerja dari pegawai dalam suatu perusahaan. Tingkat kinerja yang kurang akan berdampak pada kualitas perkerjaan yang akan dilakukan yang bisa berdampak serius pada perusahaan. Maka perlu dikembangkan sebuah pengukuran kinerja human resources dengan menggunakan metode ANP dan TOPSIS, pada procurement section dalam perusahaan. Penelitian ini bertujuan untuk membantu dalam proses pengambilan keputusan dan mencari alternatif solusi untuk mengatasi permasalahan untuk mengukur tingkat kinerja dari setiap pegawai. Pada penelitian ini, metode ANP digunakan untuk memperoleh bobot normal yang nantinya akan digunakan untuk perhitungan pada metode TOPSIS. Parameter masukan pada proses pembobotan ANP juga sangat mempengaruhi untuk proses perangkingan yang akan dilakukan pada TOPSIS. Adapun parameter inputnya adalah perbandingan setiap indikator KPI yang ada padaprocurement section tersebut. Hasil penelitian menunjukkan bahwa metode yang diusulkan dapat digunakan untuk membangun sebuah prediksi pengukuran kinerja human resources padaprocurement section. Dari penelitian diperoleh nilai kinerja tertinggi pada procurement sectionadalah 0,6936 sedangkan nilai terendah adalah 0,3584.

show abstract

Decision model for allocating human resources in information system projects

Cited by 59 publications

References 15 publications

Multicriteria HR Allocation Based on Hesitant Fuzzy Sets and Possibilistic Programming

Multicriteria HR Allocation Based on Hesitant Fuzzy Sets and Possibilistic Programming

On Using Fuzzy Linguistic 2-Tuples for the Evaluation of Human Resource Suitability in Software Development Tasks

Penerapan ANP-TOPSIS untuk Pengukuran Kinerja Human ResourcesProcurement Section

Contact Info

Product

Resources

About