A Systematic Approach to the Management of Military Human Resources through the ELECTRE-MOr Multicriteria Method

Personnel selection is increasingly proving to be an essential factor for the success of organizations. These issues almost universally involve multiple conflicting objectives, uncertainties, costs, and benefits in decision-making. In this context, personnel assessment problems, which include several candidates as alternatives, along with several complex evaluation criteria, can be solved by applying Multicriteria Decision Making (MCDM) methods. Uncertainty and subjectivity characterize the choice of personnel for missions or promotions at the military level. In this paper, we evaluated 30 Brazilian Navy officers in the light of four criteria and 34 subcriteria. To support the decision-making process regarding the promotion of officers, we applied the ELECTRE-Mor MCDM method. We categorized the alternatives into three classes in the modeling proposed in this work, namely: Class A (Promotion by deserving), Class B (Promotion by seniority), and Class C (Military not promoted). As a result, the method presented 20% of the officers evaluated with performance corresponding to class A, 53% of the alternatives to class B, and 26.7% with performances attributed to class C. In addition, we presented a sensitivity analysis procedure through variation of the cut-off level λ, allowing decision-making on more flexible or rigorous scenarios at the discretion of the Naval High Administration. This work brings a valuable contribution to academia and society since it represents the application of an MCDM method in state of the art to contribute to solving a real problem.info:eu-repo/semantics/publishedVersio

Development of a complementary fuzzy decision support system for employees’ performance evaluation

This study aims to improve employee evaluation system in one of the leading automobile manufacturers in Iran by designing a fuzzy decision support system (F.D.S.S.). Since this manufacturer is a large-sized company with over 35,000 employees, the number of managers regularly evaluated requires too much capacity from the human resource team and hence increases the rate of possible misjudgements. However, the proposed F.D.S.S. can reduce the rate of unfair or inconsistent assessments by converting qualitative assessments of the panel to linguistic variables. This action increases the precision of assessment and improves the quality of evaluations. The proposed F.D.S.S. is compared with a fuzzy TOPSIS method to confirm its reliability and validity in which the results show consistency with fuzzy TOPSIS. As a result, the F.D.S.S. is implemented for evaluation of managers in this auto-mobile company instead of the traditional method

Multicriteria Personnel Selection by the Modified Fuzzy VIKOR Method

Personnel evaluation is an important process in human resource management. The multicriteria nature and the presence of both qualitative and quantitative factors make it considerably more complex. In this study, a fuzzy hybrid multicriteria decision-making (MCDM) model is proposed to personnel evaluation. This model solves personnel evaluation problem in a fuzzy environment where both criteria and weights could be fuzzy sets. The triangular fuzzy numbers are used to evaluate the suitability of personnel and the approximate reasoning of linguistic values. For evaluation, we have selected five information culture criteria. The weights of the criteria were calculated using worst-case method. After that, modified fuzzy VIKOR is proposed to rank the alternatives. The outcome of this research is ranking and selecting best alternative with the help of fuzzy VIKOR and modified fuzzy VIKOR techniques. A comparative analysis of results by fuzzy VIKOR and modified fuzzy VIKOR methods is presented. Experiments showed that the proposed modified fuzzy VIKOR method has some advantages over fuzzy VIKOR method. Firstly, from a computational complexity point of view, the presented model is effective. Secondly, compared to fuzzy VIKOR method, it has high acceptable advantage compared to fuzzy VIKOR method

Internal and external auditors' evaluation and selection models

Διπλωματική εργασία--Πανεπιστήμιο Μακεδονίας, Θεσσαλονίκη, 2019.Ένα από τα δυσκολότερα και πιο απαιτητικά προβλήματα κατά την επιλογή προσωπικού είναι η αξιολόγηση των πολλαπλών χαρακτηριστικών που έχουν οι υποψήφιοι. Το πρόβλημα αυτό μεγεθύνεται στις διαδικασίες επιλογής και αξιολόγησης εκλεπτυσμένου προσωπικού, όπως οι εσωτερικοί ελεγκτές. Εξ ορισμού, ένας εσωτερικός ελεγκτής πρέπει να συνδυάζει μια σειρά αναλυτικών και μη αναλυτικών δεξιοτήτων, που αντιστοιχούν σε συγκεκριμένα γνωστικά και συμπεριφορικά χαρακτηριστικά. Στην παρούσα εργασία προτείνεται ένα πλαίσιο για την επιλογή των εσωτερικών ελεγκτών χρησιμοποιώντας την τεχνική TOPSIS, ενσωματώνοντας τις συμπεριφορικές και γνωστικές δεξιότητες, αλλά και την εκτιμώμενη απόδοση του υποψηφίου. Η τεχνική AHP έχει χρησιμοποιηθεί για τον προσδιορισμό των βαρών για κάθε κριτήριο. Αποδίδοντας διαφορετική σημασία στις δεξιότητες, το προτεινόμενο πλαίσιο μπορεί να κατατάξει τους υποψήφιους και να εντοπίσει τους κατάλληλους για πρόσληψη. Για να εξεταστεί ποιό είναι το ιδανικό βάρος (σημασία) ανάμεσα στις γνωστικές και τις συμπεριφορικές δεξιότητες που μεγιστοποιούν τις επιδόσεις των υποψηφίων, εφαρμόζεται μια μη γραμμική μέθοδος προγραμματισμού. Το προτεινόμενο μοντέλο εφαρμόζεται σε μια περίπτωση επιλογής εσωτερικών ελεγκτών σε μια πολυεθνική εταιρεί

A decision support tool for sustainable supplier selection in manufacturing firms

Purpose: Most original equipment manufacturers (OEMs) are strategically involved in supplier base rationalization and increased consciousness of sustainable development thus, reinforcing need for accurately considering sustainability in supplier selection to improve organizational performance. In real industrial case, imprecise data, ambiguity of human judgment, uncertainty among sustainability factors and the need to capture all subjective and objective criteria are unavoidable and pose huge challenge to accurately incorporate sustainability factors into supplier selection. Methodology: This study develops a model based on integrated multi- criteria decision making (MCDM) methods to solve such problems. The developed model applies Fuzzy logic, DEMATEL and TOPSIS to effectively analyze the interdependencies between sustainability criteria and to select the best sustainable supplier in fuzzy environment while capturing all subjective and objective criteria. A case study is illustrated to test the proposed model in a gear manufacturing company, an OEM to provide insights and for practical applications. Findings: Results show that social factors of sustainability ranks as the most important in supplier selection. However, the most influential sustainability sub- criteria are work safety (WS) and quality. Originality/Value: The model is capable of capturing all subjective and objective criteria in fuzzy environment to accurately incorporate sustainability factors in supplier selection. It is decision support tool relevant for providing insights to managers while implementing sustainable supplier selection.Peer Reviewe

A decision support tool for sustainable supplier selection in manufacturing firms

Purpose: Most original equipment manufacturers (OEMs) are strategically involved in supplier base rationalization and increased consciousness of sustainable development thus, reinforcing need for accurately considering sustainability in supplier selection to improve organizational performance. In real industrial case, imprecise data, ambiguity of human judgment, uncertainty among sustainability factors and the need to capture all subjective and objective criteria are unavoidable and pose huge challenge to accurately incorporate sustainability factors into supplier selection. Methodology: This study develops a model based on integrated multi- criteria decision making (MCDM) methods to solve such problems. The developed model applies Fuzzy logic, DEMATEL and TOPSIS to effectively analyze the interdependencies between sustainability criteria and to select the best sustainable supplier in fuzzy environment while capturing all subjective and objective criteria. A case study is illustrated to test the proposed model in a gear manufacturing company, an OEM to provide insights and for practical applications. Findings: Results show that social factors of sustainability ranks as the most important in supplier selection. However, the most influential sustainability sub- criteria are work safety (WS) and quality. Originality/Value: The model is capable of capturing all subjective and objective criteria in fuzzy environment to accurately incorporate sustainability factors in supplier selection. It is decision support tool relevant for providing insights to managers while implementing sustainable supplier selection.Peer Reviewe

Selection of non-financial sustainability indicators as key elements for multi-criteria analysis of hotel chains

Financiado para publicación en acceso aberto: Universidade de Vigo/CISUGNowadays, online information provided by corporate websites has a great impact on the hotel industry performance. According to existing studies, it is very likely that customers' and investors' decisions may change after consulting these portals. The environmental commitment of hotel companies is usually demonstrated to stakeholders by obtaining environmental quality certifications and eco-labels issued by specialised entities in compliance with certain requirements. However, the question of how to use the sustainable indicators that are usually scattered on the web or in company reports is a problemthat requires further research. The main objective of this study is to develop a robust and reliable model to assess the sustainability of hotel chains based on the information gathered from their websites and corporate reports. A literature review is carried out and specialists are consulted to determine the critical factors that affect hotel sustainability. Once the criteria based on nonfinancial indicators have been chosen, they are organised in a hierarchy according to their orientation. To achieve the objective of the study, a hybrid model is proposed that includes two multi-criteria decision-making approaches, namely the Analytic Hierarchy Process (AHP) and the Technique for Order Preference by Similarity to Ideal Solution (TOPSIS)method. AHP is used to weight the criteria, and the ranking of the alternatives is provided through TOPSIS. Subsequently, a sensitivity analysis is performed to determine the critical indicators. Finally, a numerical example is carried out with a case study of the largest Spanish hotel chains to illustrate the function and applicability of the proposed method. With the results obtained, it has been possible to establish a ranking or selection of hotel chains for the case study, since the hybrid AHP-TOPSIS method provides reliable and robust results for any qualitative or quantitative evaluation criterion, which is of great interest for the different actors involved.Xunta de Galicia | Ref. GRC-202

Identifying and Prioritizing of Readiness Factors for Implementing ERP Based on Agility (Extension of McKinsey 7S Model)

Studies conducted by many researchers indicate high failure rate of projects of implementing ERP systems. To penetrate in global competition market, it seems necessary to carry out studies to assess organizational readiness prior to system implementation to identify weaknesses and strengths points of the organization. Furthermore, organizations should be agile to be able to respond to market changes fast and effectively to survive in competitive environment. ERP and agility are two important tools for achieving competitive advantages. The main goal of the present study was to identify and prioritize organizational readiness factors for implementing ERP based on organizational agility. In this study, along with extension of McKinsey 7S model (strategy, structure, systems, skills, style, staff, shared values) to 9S (7S+ self-evaluation and supportive factors) model, agility criteria were weighted and rated using group AHP with fuzzy logic approach; so that accountability, speed and flexibility have obtained the maximum score. The nine organizational readiness factors were ranked using integrated FAHP and TOPSIS method based on five criteria of agility. The framework was proposed to a real case of Shiraz distribution cooperative firms. Results showed that among the nine organizational dimensions based on agility, the two added to McKinsey dimensions (self-evaluation and supportive factors) are ranked in the first and fourth places. The proposed framework help the firms “to implement ERP system with agility approach” concentrate on effective empowerments and develop strategies based on their own priority