Skilled Manpower Selection for Micro, Small and Medium Enterprises: A Fuzzy Decision Making Approach

Abstract

Supply of skilled manpower is a major strategy for entrepreneur to run the production process smoothly. Skilled manpower categorization, selection and performance evaluation are decisions of strategic importance to micro, small and medium enterprises. Global competition, mass customization, high customer expectations and harsh economic conditions are forcing enterprises to rely on external skilled manpower to contribute finished products and to manage a growing number of processes and functions that were once controlled internally. Thus skilled manpower performance evaluation is very important to choose the right manpower for the right enterprises. In this paper a fuzzy manpower selection algorithm (FMSA) is implemented to rank the technically efficient manpower according to the both predetermined performance criteria and additional skilled-related performance criteria. The algorithm is based on calculating fuzzy suitability indices for the efficient manpower alternatives, and then, ranking the fuzzy indices to select the best skilled manpower alternative. A comprehensive example is provided to illustrate the decision making procedure.

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

“…The strategic assignment of the right individuals to job positions in a firm can result in an inimitable competitive advantage (Ensslin et al., ). According to De Boer (), the personnel selection process can be divided into four stages: i) to find what we exactly want to attain by selecting the workforce, ii) to select the criteria, iii) to preevaluate the suitable workforce, and iv) to determine the final selection (Pattnaik, ). The process of final selection includes making decisions with multiple criteria, and it is not easy to select a right person who will meet all the requirements of different criteria.…”

“…The process of final selection includes making decisions with multiple criteria, and it is not easy to select a right person who will meet all the requirements of different criteria. Hence, there are various MCDM models in the literature for different personnel selection problems (Bufardi, Kiritsis, & Hirouchakis, 2004;Daneshvar & Turan, 2012;Mergias, Moustakas, Papadopoulos, & Loizidou, 2007;Pattnaik, 2013). Table 1 provides a summary of the most important studies conducted in this field.…”