Modeling and simulating for the treatment of subjectivity in the process of choosing personnel using fuzzy logic

Every day organizations pay more attention to Human Resources Management, because the human factor is preponderant in the results of it. One of the important policies is the Selection of Personnel, these are needed for their decision-making results, which in many organizations is done in a subjective manner and which brings consequences not very favorable to them. Taking this problem into account, it is decided to design and apply procedures and tools of fuzzy mathematics to reduce subjectivity and uncertainty in decision-making, creating work algorithms for this policy that includes multifactorial weights and analysis with measurement indicators that they allow tangible and reliable results. In this case of personnel selection, eight candidates were taken into account and by applying a diffuse evaluation system, the candidate with the highest rating of 98% was chosen. This indicates that subjectivity was reduced when choosing the best evaluated candidate

Lógica difusa aplicada a la evaluación de desempeño. caso del sector cafetalero Hondureño.

Every day organizations pay more attention to Human Resources Management, because this human factor is preponderant in the results of it. An important policy is the Performance Evaluation (ED), since it allows the control and monitoring of management indicators, both individual and by process. To analyze the results, decision making in many organizations is done in a subjective manner and in consequence it brings serious problems to them. Taking into account this problem, it is decided to design and apply diffuse mathematical procedures and tools to reduce subjectivity and uncertainty in decision-making, creating work algorithms for this policy, which includes multifactorial weights and analysis with measurement indicators that they allow tangible and reliable results. Statistical techniques (ANOVA) are also used to establish relationships between work groups and learn about best practices.Cada día, las organizaciones prestan más atención a la Gestión de Recursos Humanos, porque este factor humano es preponderante en los resultados. Una política importante es la Evaluación de Desempeño (ED), ya que permite el control y monitoreo de los indicadores de gestión, tanto individuales como por proceso. Para analizar los resultados, la toma de decisiones en muchas organizaciones se realiza de manera subjetiva y, en consecuencia, les trae serios problemas. Teniendo en cuenta este problema, se decide diseñar y aplicar procedimientos matemáticos difusos y herramientas para reducir la subjetividad y la incertidumbre en la toma de decisiones, creando algoritmos de trabajo para esta política, que incluyen pesos multifactoriales y análisis con indicadores de medición que permiten tangibles y confiables. resultados Las técnicas estadísticas (ANOVA) también se utilizan para establecer relaciones entre grupos de trabajo y aprender sobre las mejores prácticas