Human Resources Manager Selection Based on Fuzzy and Intuitionistic Fuzzy Numbers for Logistics Companies

Abstract

Qualified managers are needed for the systematic functioning of logistics management applications. In logistics companies, the human resources manager takes part in determining the amount of personnel needed, supplying personnel, and creating personnel task forms. For successful human resources management, a qualified human resources manager should be selected. In the literature, it is seen that the manager selection problem is handled with multi criteria decision making (MCDM) methods. The aim of this research is to determine the problem criteria of human resources manager selection for logistics companies and to apply them with hybrid MCDM methods. With the in-depth literature review, ten criteria were determined for the logistics company human resources manager selection problem. The intuitionistic fuzzy weighted averaging (IFWA) method was used to weight the criteria. The fuzzy multi attribute ideal-real comparative analysis (F-MAIRCA) method was applied for the ranking of the four candidate managers. The application was made on a logistics company operating in Turkey. Research methods are based on fuzzy and intuitionistic fuzzy numbers. As a result of the study, the most important criterion in the selection of logistics human resources manager was determined as the experience criterion. Among the four candidates, the first candidate was seen as the best manager candidate. Suggestions have been developed for logistics companies, human resources manager candidates and researchers based on the research outputs. In addition, with this research, the IFWA and F-MAIRCA hybrid method has been brought to the literature.

Personnel selection system based on the selection algorithm

“…One of the most significant problems in personnel selection is the presence of bias and discrimination [6]. Recruiters may be influenced by biases based on age, gender, race, ethnicity, or other personal characteristics, which can lead to unfair and inequitable hiring decisions [7].…”

“…Personnel selection systems are decision support systems that generate a result showing a ranking for each potential employee, so that management decision makers can see the capability of each potential employee based on the ranking [5,6,14]. Generally speaking, it can be stated that personnel selection systems are among the most complex organizational and intellectual processes and of necessary precision [15,16] There are organizations that already apply personnel selection systems in order to optimize this activity [9]; something that as a result of the pandemic contingency has forced other organizations to use and implement this type of systems [17], in this way the use of personnel selection systems is beginning to become widespread around the world.…”

“…There are several types of personnel selection systems used by organizations to identify and hire the most suitable candidates, such as filtering systems which can perform an initial filtering of candidates based on the criteria established by the company [6]. Analytics systems that can scan and analyze a large number of resumes quickly and automatically and virtual interviews using chatbots or virtual assistants [18], these systems can ask predefined questions and analyze candidate responses in real time, evaluating factors such as consistency, language used and communication skills [16,17].…”

Optimizing Personnel Selection in Transportation: An Application of the BWM-CoCoSo Decision-Support Model

“…This section foregrounds the intricacies of personnel selection across various logistical roles, drawing upon diverse MCDM methodologies. In a study conducted within the Turkish context (Kara et al, 2022), a set of ten criteria were distilled for the selection of HRM managers. Here, a hybrid decision-making approach was adopted, entailing the application of the Intuitionistic Fuzzy Weighted Averaging (IFWA) technique for the determination of criteria weights, succeeded by the implementation of the Fuzzy Multi-Attribute Ideal-Real Comparative Analysis (F-MAIRCA) for candidate ranking.…”

“…The criteria for evaluation were established through an examination of pertinent literature and an analysis of the competencies delineated in job descriptions for the role. Some criteria emerged independently, while others were refined based on the aforementioned literature (Cvetić et al, 2019;Jakeš, 2016;Kara et al, 2022;Karabasevic et al, 2015) Seven criteria were identified for the selection process:…”