Personnel selection using group fuzzy AHP and SAW methods

Abstract

Personnel evaluation and selection is a very important activity for the enterprises. Different job needs different ability and the requirement of criteria which can measure ability is different. It needs a suitable and flexible method to evaluate the performance of each candidate according to different requirements of different jobs in relation to each criterion. Analytic Hierarchy Process (AHP) is one of Multi Criteria decision making methods derived from paired comparisons. Simple Additive Weighting (SAW) is most frequently used multi attribute decision technique. The method is based on the weighted average. It successfully models the ambiguity and imprecision associated with the pair wise comparison process and reduces the personal biasness. This study tries to analyze the Analytic Hierarchy Process in order to make the recruitment process more reasonable, based on the fuzzy multiple criteria decision making model to achieve the goal of personnel selection. Finally, an example is implemented to demonstrate the practicability of the proposed method. PERSONNEL SELECTION BACKGROUND As in many decision problems, personnel selection problem is very complex in real life. Multi criteria decision making (MCDM) has been widely used to deal with decision-making problems involving multiple criteria selection of alternatives. To manage this personnel selection problem, various methods have been proposed to decide on the selection of human resources. Liang and Wang (1992) presented a model by using concepts of fuzzy set theory assess personnel fitness and job vacation. On the other hand, fuzzy sets decision theory suggested by Alliger, Feinzig, and Janak (1993) for the personnel selection problem. Liang and Wang (1994) developed a fuzzy MCDM methodology to find the final ranking values for candidates in personnel selection problem. Yaakob and Kawata (1999) used fuzzy methodology for solving workers' placement problem. Lovrich (2000) used fuzzy linguistic model for personnel selection. Capaldo and Zollo (2001) presented a model based on a case study in FIAT Research Centre (CRF) that is a major Italian company. Butkiewicz (2002) used fuzzy numbers for staff selection. Chen and Cheng (2005) combined Group decision support system (GDSS) with MCDM in fuzzy environment to solve the personnel selection problem. Golec and Kahya (2007) developed a hierarchical structure and used a fuzzy model for personnel selection. Zavadskas, Turskis, Tamošaitiene and Marina (2008) applied complex proportional assessment of alternatives with grey relations to select construction project manager. Liao and Chang (2009b) used ANP to choose public relations personnel for Taiwanese hospitals. Liao and Chang (2009a) applied ANP to select televised sportscasters for Olympic Games. Dağdeviren (2010) employed ANP and modified TOPSIS to select personnel. Dursun and Karsak (2010) used the principles of fuzzy information fusion, 2-tuple linguistic representation model, and