Research Articles >
College of Science >
Please use this identifier to cite or link to this item:
|Title: ||The Fuzzy Logic Approach to Personnel Selection and Placement (A Case Study of L’aine Services Limited)|
|Authors: ||Hage, Regina|
|Keywords: ||SAW, Fuzzy numbers, Decision making, Ranking|
|Issue Date: ||12-Jul-2012|
|Abstract: ||A core competence within global competitive advantage is human capital, one of the most important activities carried out by human resource management. Traditional way of selecting personnel was through a group decision – making problem under multiple criteria containing subjectivity, imprecision and vagueness. To keep up with increasing competition of globalization and fast technological improvements and changes, world markets demand to have quality, minimize subjective value judgments, making more effective selection from the pool of applicants distinguishing between an appropriate and an inappropriate employee, the right person for the right position, to be very precise “the best fit” employee for a job vacancy.
A three level model proposed framework starts with a pool of job applications in a database, upon a requisition from an employer to minimize subjective judgment which implicitly defines the required qualifications for the job, applicants are short listed based on matching requisition attributes and preferences. At the second level imprecision is minimized, shortlisted candidates are invited to take certain test featuring (aptitude test, computer skills and temperament test). Fuzzy weights are assigned to linguistic variables using Simple Additive Weighting method.
A third and final level is to minimize vagueness by using the temperament fuzzy score to aid Decision – makers as to who is more suitable considering one’s natural abilities, before the oral interview factors (foreign language, Appearance, confidence level, composure etc) are pursued and candidates hired. A real case study is implemented to show the possible benefits of this proposed framework.
This research used a fuzzy approach to an applicant’s selection process from the time an application is sent to an agency to the time when the best applicant is selected to overcome the existing problems (subjective value judgement, biasness, vagueness, imprecision, complexity and
multivalencies of skills). This study thus presents a new dimension to aid in selecting personnel using a fuzzy logic by implementing the Fuzzy Simple Additive Method (FSAW) to overcome the problem of Decision-Makers Executive Judgement (DMEJ). Here the consideration of temperament to determine suitable applicants was paramount. A person with a combination of the right skills and natural tendencies or abilities will perform the job effectively, affecting the performance and competitive power of the organization. To increase the efficiency and ease-of-use of the proposed model a software system has been developed to overcome the limitations that come with using softwares such as MS Excel to evaluate the applicants based on criteria set forth by the employers.
Key words: SAW, Fuzzy numbers, Decision making, Ranking|
|Description: ||A Thesis submitted to the Department of Computer Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for degree of
Master of Philosophy, July-2012|
|Appears in Collections:||College of Science|
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.