Multi criteria optimization of human resource management problems based on the modified topsis method

Mamedova, Masuma G.; Джабраилова, Зарифа Гасым кызы

doi:10.15587/1729-4061.2015.40533

Cited by 4 publications

(3 citation statements)

References 17 publications

(25 reference statements)

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“…A series of works [35][36][37] are devoted to intellectual management of human resources. However, these studies do not take into account the diversity of situations and subjectivity of assessments occurred in a real situation.…”

Section: Discussion Of the Results Obtained In The Study Of Managing mentioning

confidence: 99%

Development of a multi-scenario approach to intelligent management of human resources in the field of medicine

Mammadova

Jabrayilova

2017

EEJET

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Досліджено проблеми управління людськими ресурсами в медичній сфері. Показано особливос-ті попиту і пропозиції на ринку праці медспеціа-лістів, що ідентифікують завдання управління як слабоструктуровану. Запропонована нечітка ситу-аційна модель попиту і пропозиції на медспеціаліс-тів, постановка задачі інтелектуального управлін-ня їх узгодженням. Розроблено методику прийняття рішень для найму медспеціалістів, що базується на нечіткому розпізнавання образів Ключові слова: медспеціалісти, модель попиту, модель пропозиції, нечіткі ситуації, нечітка схо-жість Исследованы проблемы управления человечески-ми ресурсами в медицинской сфере. Показаны осо-бенности спроса и предложения на рынке труда медспециалистов, идентифицирующие задачу уп-равления ими как слабоструктурируемую. Предло-жены нечеткая ситуационная модель спроса и пред-ложения на медспециалистов, постановка зада-чи интеллектуального управления их согласовани-ем. Разработана методика принятия решений для найма медспециалистов, базирующаяся на нечетком распознавании образов Ключевые слова: медспециалисты, модель спроса, модель предложения, нечеткие ситуации, нечеткое сходство UDC 004.836

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Section: Discussion Of the Results Obtained In The Study Of Managing mentioning

confidence: 99%

Development of a multi-scenario approach to intelligent management of human resources in the field of medicine

Mammadova

Jabrayilova

2017

EEJET

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“…The closeness coefficient is calculated for each compared alternative as the ratio of the distance calculated for it from the ideal worst solution to the sum of the distances to the best and worst solutions [25]. Thus, the efficiency index of alternatives ( ), on the basis of which the rating of alternatives is formed, is calculated by formula ( 12):…”

Section: Very Weakmentioning

confidence: 99%

Selection of Accounting Software for Small and Medium Enterprises Using the Fuzzy Topsis Method

Vysochan¹,

Yasinska²,

Hyk³

2021

TEM Journal

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In the article, the authors analyse the types of accounting software available on the market, in order to identify the most effective programs in terms of meeting the needs of the accounting service of small and medium enterprises. Alternatives for the choice were: large software packages of corporate type, universal programs for automation of financial accounting, programs for the formation and submission of tax reporting, document automation systems, small programs with an emphasis on financial management. The ranking of types of accounting software in terms of compliance with the requirements of accounting services of small and medium enterprises was led by universal programs focused primarily on the implementation of financial accounting functions with maximum support of the accounting process.

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“…At the next stages, specialists in subject areas usually take part in job interviews in order to analyse the level of expertise of the applicants who have already been approved after the interview or testing at the initial stages [9]. But they spend a lot of time filtering the information about candidates and their competence [10].…”

Section: Literature Review and Problem Statementmentioning

confidence: 99%

A method for constructing recruitment rules based on the analysis of a specialist's competences

Lytvyn

Vysotska

Пукач

et al. 2016

EEJET

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4It is a multifaceted extensive subjective procedure, extended over time and dependent mainly on the level of training of recruiters [7]. Literature review and problem statementAs a rule, people who are not qualified or partially qualified in the field and the level of expertise required by the position that the candidates apply for are involved in the recruitment at the initial stages [8]. At the next stages, specialists in subject areas usually take part in job interviews in order to analyse the level of expertise of the applicants who have already been approved after the interview or testing at the initial stages [9]. But they spend a lot of time filtering the information about candidates and their competence [10]. All of this takes a lot of time and resources from companies that offer a job or recruitment companies (it is impossible to have specialists and experts in all possible fields) [11]. It is necessary to automate the partial sub-processes of analysis of expertise of candidates for the positions and to develop approaches to the analysis of the competence level of 4  V. Lytvyn, V. Vysotska, P. Pukach, I. Bobyk, B. Pakholok, 2016 IntroductionUnder conditions of active development of innovative information technologies and software development, human resources (IT-professionals) are turning into the main strategic resource of organizations [1], which ensures their long-term competitiveness and achievement of goals, set by the organization [2]. Therefore, development of new conceptual approaches to recruiting IT-professionals is becoming increasingly important and relevant [3]. Recruitment is the process of searching for and selecting personnel for vacant positions in the staff of a company [4]. It is the main function and responsibility of human resources managers and recruiters [1]. Different approaches and information sources are used for recruitment [5]. The main sources are the internal database of a company or an agency, websites for a job search, social capital (or searching for candidates among acquaintances), media, social networks, forums, blogs, etc., the employees of companies-competitors (attracting professionals from other companies), higher educational establishments (inviting young specialists from higher education institutions), and cooperation with recruiting agencies [6]. INFORMATION TECHNOLOGY A METHOD FOR CONSTRUCTING RECRUITMENT RULES BASED ON THE ANALYSIS OF A SPECIALIST'S COMPETENCES V . L y t v y nDoctor of Technical Sciences, Professor* E-mail: yevhen.v.burov@lpnu.ua V . V y s o t s k aPhD, Associate Professor* E-mail: victoria.a.vysotska@lpnu.ua P . P u k a c hDoctor of Technical Sciences, Associate Professor** E-mail: petro.y.pukach@lpnu.ua І . B o b y kPhD, Associate Professor** E-mail: igor.bobyk@gmail.com B . P a k h o l o kPhD, Associate Professor** E-mail: bogdanbp@ukr.net *Department of Information Systems and Networks*** **Department of Mathematics*** Lviv Polytechnic National University S. Bandery str., 12, Lvіv, Ukraine, 79013Виділені специфічні особливості задач упра...

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Multi criteria optimization of human resource management problems based on the modified topsis method

Cited by 4 publications

References 17 publications

Development of a multi-scenario approach to intelligent management of human resources in the field of medicine

Development of a multi-scenario approach to intelligent management of human resources in the field of medicine

Selection of Accounting Software for Small and Medium Enterprises Using the Fuzzy Topsis Method

A method for constructing recruitment rules based on the analysis of a specialist's competences

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