Personel Selection based on Talent Management

Aksakal, Erdem; Dağdeviren, Metin; Eraslan, Ergün; Yüksel, İhsan

doi:10.1016/j.sbspro.2013.02.021

Cited by 17 publications

(12 citation statements)

References 4 publications

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“…It is assumed that the indirect impact matrix reaches to the null matrix and it is demonstrated in Equation 6. =0 (6) 0 is the null matrix and I is an n x n identity matrix. formulation is shown in Equation 7.…”

Section: D= λ*Z (4)mentioning

confidence: 99%

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Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Demirci

Kılıç

2019

International Journal of Advances in Engineering and Pure Sciences

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Personnel selection is the most important process in human resources management discipline since a right selection contributes to other human resources management functions directly. An effective match indicates the quality of human resources department in an establishment. The process of selecting the most matching personnel is regarded as a 'Multi Criteria Decision Making' problem because of various criteria (qualitative and quantitative) for specific business positions. Hence, 'Multi Criteria Decision Making' techniques are very suitable to solve recruitment problems via finding the optimal candidate for a job position. This paper proposes a model that includes Decision Making Trial and Evaluation Laboratory (DEMATEL), Analytical Network Process (ANP) and Elimination and Choice Expressing the Reality (ELECTRE) tools for the first time to overcome this problem. In the first step of the methodology, network relations of the job criteria are identified by DEMATEL method. Afterwards, the network relations are used as inputs in the ANP process and the importance weights of the job criteria are obtained via ANP method. Finally, ELECTRE method is implemented to rank the applicants. In all the steps, expert opinions are utilized and the integrated methodology is implemented in a corporation to show its applicability. Therefore, this study contributes to the literature both theoretically and practically. ÖzPersonel seçimi, doğru bir şekilde yapıldığında, diğer insan kaynakları fonksiyonlarına da katkı sağlayan insan kaynakları yönetim disiplininin önemli bir sürecidir. Uygun personel seçimleri bir işletmenin insan kaynakları bölümünün kalitesini de göstermektedir. Belirli iş pozisyonları için yapılan personel seçimi gerek nicel gerekse de nitel ölçütler içermesinden dolayı "Çok Kriterli Karar Verme" problemi olarak değerlendirilmektedir. Bu bağlamda, "Çok Kriterli Karar Verme" teknikleri en iyi adayın belirlenmesi noktasında uygun çözümler üretebilmektedir. Bu çalışmada DEMATEL, ANP ve ELECTRE tekniklerinin ilk defa bir arada kullanıldıkları bir metot önerilmektedir. Önerilen metodun ilk adımında personel seçim ölçütleri arasındaki ağ ilişkileri DEMATEL metodu ile belirlenmektedir. Sonrasında, ağ ilişkileri ANP sürecinde girdi olarak kullanılmakta ve ölçüt önem ağırlıkları bulunmaktadır. En son olarak da ELECTRE metodu başvuran adayları sıralamak da kullanılmaktadır. Bütün adımlarda uzman görüşleri alınmış ve önerilen metodun geçerliliğinin gösterilmesi için bir işletmede uygulama yapılmıştır. Böylece, bu çalışma ile literatüre gerek teorik gerekse de pratik katkı sağlanmaktadır.

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Section: D= λ*Z (4)mentioning

confidence: 99%

“…See Tables 12, 13 and 14 0.900 YES D(6,7) 0.112 YES CND6 >>CND7 C (7,1) 0.529 NO D(7,1) 1.000 NO NO C (7,2) 0.529 NO D(7,2) 1.000 NO NO C (7,3) 0.679 NO D(7,3) 1.000 NO NO C (7,4) 0.529 NO D(7,4) 1.000 NO NO C (7,5) 0.778 YES D(7,5) 1.000 NO NO C (7,6) 0.628 NO D(7,6) 1.000 NO NO Cavg 0.722 Davg 0.569…”

Section: Appendixunclassified

Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Demirci

Kılıç

2019

International Journal of Advances in Engineering and Pure Sciences

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“…In 2013, Aksakal and colleagues introduced a new method for selecting employees in a production system based on talent management [15]. In this research, a model for employee selection process is presented based on talent management.…”

Section: Related Workmentioning

confidence: 99%

Designing a Multi-Purpose Fuzzy Model for Human Resource Management in Production Systems

Emami¹

2018

IJCA

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In today's industrialized world, production is one of the key pillars of the country's progress and plays a decisive role in the economy of nations. Proper management of production systems can dramatically increase system productivity and create a good economic benefit for the manufacturing system. Human resources are one of the most important sources in each production system that play an important role in the productivity and efficiency of the production system. Also, human resources can boost other resources in a production system. So human resource management is very important and necessary. In this paper, a multifunctional fuzzy model for human resource management in production systems is presented. This multipurpose fuzzy model has been implemented by MATLAB software and the results have been implemented on a real production system.

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“…Creativity, problem solving, negotiation, strategic planning, communication skill, experience, and education are among the managerial skills as criteria and fuzzy TOPSIS is implemented to rank alternatives [14]. Aksakal et al [15] applied TOPSIS method for personnel selection process by considering following criteria: communication, decision making, teamwork, leadership, interpersonal skills, and technical and functional qualifications.…”

Section: Human Resource Managementmentioning

confidence: 99%

Human resources management using interval valued intuitionistic fuzzy analytic hierarchy process

Fahmi

Derakhshan

Kahraman

2015

2015 IEEE International Conference on Fuzzy Systems (FUZZ-IEEE)

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Human resource management (HRM) is a function in organizations designed to maximize employee performance in service of their employer's strategic objectives. Linguistic evaluations rather than numerical evaluations are preferred when making comparative assessments. These assessments can be expressed by interval-valued intuitionistic fuzzy sets easier than ordinary fuzzy sets. In this paper, we used a fuzzy analytic hierarchy process (AHP) method based on interval-valued intuitionistic fuzzy sets for the selection among the people applying for a position at a university.

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Personel Selection based on Talent Management

Cited by 17 publications

References 4 publications

Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Designing a Multi-Purpose Fuzzy Model for Human Resource Management in Production Systems

Human resources management using interval valued intuitionistic fuzzy analytic hierarchy process

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