Human Factors-Based Many-Objective Personnel Recruitment for Safety-Critical Work Environments

In spite of many improvements in industrial safety of the last decades, nowadays four people per minute die in the world for occupational illnesses and accidents at work. Besides equipping machines with the most advanced technologies, industrial safety has become more and more interested in human factors in recent years, since many accidents at work are proven to be blamed on dangerous behaviours of workers. Recruiting workers with proper risk perception and caution can increase how safely they will deal with the task assigned, thus reducing devastating events. This paper presents a many-objective optimization framework for personnel recruitment in safety-critical work environments. Four objectives are considered: cost and learning time (which are minimized), and risk perception and caution (which are maximized). A neural network-based module computes each candidate’s risk perception and caution for every single task he/she applies for. Pareto optimal solutions are generated using the Multi-Objective Particle Swarm Optimizer based on hypervolume (MOPSOhv). The best personnel recruitment is selected by the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS). The effectiveness of the proposed framework was validated on two real-world recruitment processes involving 100 and 300 candidates, respectively

Development of a model of indicators for the recruitment and selection process in the human resources area of Munich Re Colombia

La siguiente investigación tiene como objetivo central el desarrollo de un modelo indicadores para el proceso de reclutamiento y selección en el área de recursos humanos de Munich Re Colombia. Esta oportunidad de mejora se evidenció al analizar el desarrollo del proceso actual de reclutamiento y selección en la organización, en la cual se evidencio la falta de desarrollo de un debido registro de datos que hacían que el área de recursos humanos no tuviera indicadores, relacionados con la satisfacción del candidato, diversidad según el rango de posición y de tiempos del proceso. Para lo anterior, se realiza un análisis exhaustivo de los documentos para entender más sobre el proceso y se realizan entrevistas a los diferentes stakeholders para conocer sus interés y expectativas con la finalidad de poder obtener medidas claras para la creación de esta herramienta. Asimismo, se establecen los indicadores que son más relevantes para la organización que permiten llevar a cabo un análisis del proceso de reclutamiento y selección, con el fin de poder identificar de una manera óptima las oportunidades de mejora y tener un debido registro de datos del proceso.The following research has as its main objective the development of a model of indicators for the recruitment and selection process in the human resources area of Munich Re Colombia. This opportunity for improvement was evidenced by analyzing the development of the recruitment and selection process in the organization, in which the lack of development of a proper record of data that made the human resources area did not have indicators related to candidate satisfaction, diversity according to the range of position and time of the process was evidenced. For the above, an exhaustive analysis of the documents is carried out to understand more about the process and interviews are conducted with the different stakeholders to know their interests and expectations to obtain clear measures for the creation of this tool. Likewise, the indicators that are most relevant to the organization are established to carry out an analysis of the recruitment and selection process, to optimally identify opportunities for improvement and to have a proper record of process data.Administrador (a) de EmpresasPregrad