التفاصيل البيبلوغرافية
| العنوان: |
Multi-Criteria Personnel Evaluation and Selection Using an Objective Pairwise Adjusted Ratio Analysis (OPARA). |
| المؤلفون: |
KESHAVARZ-GHORABAEE, Mehdi1 m.keshavarz@gonbad.ac.ir, RASTEGAR, Abdolghani1 rastegar@gonbad.ac.ir, AMIRI, Maghsoud2 amiri@atu.ac.ir, ZAVADSKAS, Edmundas Kazimieras3 edmundas.zavadskas@vilniustech.lt, ANTUCHEVICIENE, Jurgita4 jurgita.antucheviciene@vilniustech.lt |
| المصدر: |
Economic Computation & Economic Cybernetics Studies & Research. 2024, Vol. 58 Issue 2, p23-45. 23p. |
| مصطلحات موضوعية: |
*EMPLOYEE reviews, *EMPLOYEE selection, *RATIO analysis, *PERSONNEL management, *MULTIPLE criteria decision making |
| مستخلص: |
In Human Resource Management (HRM), personnel evaluation and selection is essential because they create the groundwork for developing a skilled and productive staff. Organisations can find people that have the requisite knowledge, abilities, and attitudes to support the aims and objectives of the business by using efficient evaluation and selection procedures. Organisations can evaluate and select individuals for different positions with greater knowledge by applying Multi-Criteria Decision-Making (MCDM) approaches. This ensures a more thorough and comprehensive evaluation process, leading to better selection outcomes. In this study, an Objective Pairwise Adjusted Ratio Analysis (OPARA) is introduced as an approach for multi-criteria personnel evaluation and selection. Unlike traditional decision-making methods, OPARA avoids information loss by not using any normalisation techniques. The method focuses on preserving the original data characteristics to ensure a comprehensive evaluation of each alternative by employing pairwise adjusted ratios. Two adjusting parameters are used in OPARA: the first adjusts the ratios based on the range of each criterion, reducing the impact of high-range criteria, while the second parameter accounts for the linearity of the criterion, mitigating the negative effect of nonlinear data. The method is exemplified through an initial illustration, followed by a comparative analysis, an efficiency assessment using simulated data, and a practical example in personnel evaluation and selection, which is examined for credibility through analytical scrutiny. The results show that the proposed method provides reliable results, has stability in presenting results, and is applicable and efficient in dealing with MCDM problems, including the personnel evaluation and selection. [ABSTRACT FROM AUTHOR] |
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| قاعدة البيانات: |
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