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Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Book part
Publication date: 6 April 2021

Yeter Demir Uslu, Emre Yılmaz and Pakize Yiğit

In this study, it is aimed to correctly weigh the criteria for the selection of qualified manager in a healthcare facility and to make the right selection among candidates…

Abstract

In this study, it is aimed to correctly weigh the criteria for the selection of qualified manager in a healthcare facility and to make the right selection among candidates with an objective method. In this study, in which the health manager selection was carried out with fuzzy Analytical Hierarchy Process (AHP) and MULTIMOORA methods, 8 candidates were evaluated according to 12 personnel selection criteria. Comparative matrices of qualified health manager selection criteria were presented to the expert opinion and analyzed with the fuzzy AHP method. According to the analysis result, among the 12 criteria; The “Crisis Management Skill” criterion is in the first place with 12.5% weight; The “Social Responsibility Awareness” criterion was found to be in the last place with 3.2% weight. The MULTIMOORA method was applied by analyzing the interview scores and criterion weightings of the candidates evaluated by the jury. According to the results of MULTIMOORA, Candidate 1 first place and Candidate 6 ranked last.

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Strategic Outlook in Business and Finance Innovation: Multidimensional Policies for Emerging Economies
Type: Book
ISBN: 978-1-80043-445-5

Keywords

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Article
Publication date: 22 May 2020

Preeti Dwivedi, Vijit Chaturvedi and Jugal Kishore Vashist

This research focuses on suggesting an optimized model for selecting best employees using advanced multi-criteria decision making method to a supply chain firm, who is…

Abstract

Purpose

This research focuses on suggesting an optimized model for selecting best employees using advanced multi-criteria decision making method to a supply chain firm, who is planning to start a new cold chain business vertical.

Design/methodology/approach

Study has been conducted in a supply chain firm in North India, who wants to expand its business with the help of efficient team members. In total 38 applicants were considered for the study, as selected by the firm after initial screening from pool of talent. AHP-LP and TOPSIS-LP integrated approach were applied separately for evaluation and implementation of personnel selection model. Further, both the approaches were compared to find the best fit and optimized model.

Findings

As per the findings, both AHP and TOPSIS can be used to select the best candidate among the alternatives available. TOPSIS was found easier to implement as it involves ranking of applicants with respect to each skills required for respective job profile only once, whereas AHP involves pair-wise comparison among candidates with respect to each skills required for respective job profile and normalization of each comparison, resulting in the formation of number of comparison matrices. However, AHP is more reliable as it considers consistency check for each level of pair-wise comparison. Hence, there is a chance to avoid or revise the human judgment error. Integrated ranking and optimization approach minimizes the cost by suggesting the relevant positions to be filed to make an efficient team.

Research limitations/implications

Group of interviewers are involved in the decision-making process, hence there are chances of biasness in ranking method which can influence the group decision. Research is limited to a particular geography of North India therefore needs to be tested for other regions also in order to generalize. The research will help the third party logistics (3PL) and other related firms in efficient team selection.

Originality/value

The researcher focuses on formalizing a method for potential candidate selection by considering the constraints of the organization. It has been observed that limited researches have been done on the application of AHP-LP or TOPSIS-LP integrated approach for selection process. Hence, this research proposes two integrated ranking-optimization method and suggests the best fit by comparing both the approaches.

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Article
Publication date: 1 October 2002

Filip Lievens, Karen van Dam and Neil Anderson

The aim of this article is to identify recent developments in personnel selection and to review existing research with regard to these recent developments. To this end, 26…

Abstract

The aim of this article is to identify recent developments in personnel selection and to review existing research with regard to these recent developments. To this end, 26 human resource representatives were asked to list current or future trends in personnel selection. In addition, existing academic reviews of recent research in personnel selection were scrutinized. As a result, the following four main trends are identified: labour market shortages, technological developments, applicant perceptions of selection procedures, and construct‐driven approaches. Per trend, relevant existing research is reviewed and avenues for future research are discussed.

Details

Personnel Review, vol. 31 no. 5
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 13 February 2009

Arlise P. McKinney and Angela Miles

The purpose of this paper is to examine academic performance measures commonly used in personnel selection contexts and associated gender‐based differences in these…

Abstract

Purpose

The purpose of this paper is to examine academic performance measures commonly used in personnel selection contexts and associated gender‐based differences in these measures. This work specifically examines the extent to which gender‐based group differences exist in these data that may influence employment outcomes differentially for men and women.

Design/methodology/approach

Drawing on data available from academic institutions with a sample of nearly 4,000 prospective applicants, gender‐based group differences were evaluated in academic performance measures commonly used in personnel selection. Group differences were evaluated with a commonly used metric of a d‐value to reflect the magnitude of these differences.

Findings

Women and men yield differential scores on standardized vs non‐standardized assessments. Women consistently scored lower on standardized assessments yet scored highest on academic performance outcomes. Women are more likely to experience adverse impact when standardized assessments are used in selection decisions; however men are more likely to have adverse impact when academic performance is used.

Practical implications

Organizations may inadvertently create entry barriers depending on the assessment and the format used and whether or not group differences exist in measures.

Originality/value

Academic performance measures are frequently used in personnel selection, yet have received little attention in selection research and this study seeks to address this gap.

Details

Equal Opportunities International, vol. 28 no. 2
Type: Research Article
ISSN: 0261-0159

Keywords

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Article
Publication date: 2 November 2015

Ozkan Bali, Metin Dagdeviren and Serkan Gumus

One of the key success factors for an organization is the promotion of qualified personnel for vacant positions. Especially, the promotion of middle and senior managers…

Abstract

Purpose

One of the key success factors for an organization is the promotion of qualified personnel for vacant positions. Especially, the promotion of middle and senior managers play an important role in terms of organization’s success. In personnel promotion problem in which the candidates are nominated within the organization and they have been working for a specific period of time and are known in their organization, the candidates should be evaluated based on their recent as well as past performances to make right selection for the vacant position. For this reason, the purpose of this paper is to propose an integrated dynamic multi-attribute decision-making (MADM) model based on intuitionistic fuzzy set for solving personnel promotion problem.

Design/methodology/approach

The proposed model integrates analytic hierarchy process (AHP) technique and the dynamic evaluation by intuitionistic fuzzy operator for personnel promotion. AHP is employed to determine the weight of attributes based on decision maker’s opinions, and the dynamic operator is utilized to aggregate evaluations of candidates for different years. Atanassov’s intuitionistic fuzzy set theory is utilized to represent uncertainty and vagueness in MADM process.

Findings

A numerical example is presented to show the applicability of the proposed method for personnel promotion problem and a sensitivity analysis is conducted to demonstrate efficiency of dynamic evaluation. The findings indicate that the varying weights of years employed determined the best candidate for promotion.

Originality/value

The novelty of this study is defining personnel promotion as a MADM problem in the literature for the first time and proposing an integrated dynamic intuitionistic fuzzy MADM approach for the solution, in which the candidates are evaluated at different years.

Details

Kybernetes, vol. 44 no. 10
Type: Research Article
ISSN: 0368-492X

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Article
Publication date: 25 January 2013

Erkan Kose, Mehmet Kabak and Hakan Aplak

Personnel selection is an important process in management due to the high cost of unfavorable employee procurement. The multi criteria nature and the presence of both…

Abstract

Purpose

Personnel selection is an important process in management due to the high cost of unfavorable employee procurement. The multi criteria nature and the presence of both qualitative and quantitative factors make it considerably more complex. The purpose of this paper is to propose a grey theory‐based hybrid approach to solve personnel selection problems in uncertain environments.

Design/methodology/approach

The work procedure is as follows: first, grey analytic network process (GANP) is applied to calculate selection criteria weights and then candidates are ranked by using grey possibility degrees. Finally, an example of a selection problem of sniper for a military unit was used to illustrate the proposed approach.

Findings

The analyses of the results show that grey theory‐based methods have enormous chance of success for personnel selection problems in uncertain situations.

Originality/value

Although there are some applications for personnel selection problems that used grey system theory in the literature, the combination of GANP and grey possibility degrees is used for personnel selection problem in this study.

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Book part
Publication date: 2 October 2003

Walter C Borman, Jerry W Hedge, Kerri L Ferstl, Jennifer D Kaufman, William L Farmer and Ronald M Bearden

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the…

Abstract

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the observation that the world of work is undergoing important changes that are likely to result in different occupational and organizational structures. In this context, we review recent research on criteria, especially models of job performance, followed by sections on predictors, including ability, personality, vocational interests, biodata, and situational judgment tests. The paper also discusses person-organization fit models, as alternatives or complements to the traditional person-job fit paradigm.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84950-174-3

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Article
Publication date: 1 April 1986

Neil Anderson and Viv Shackleton

Developments in personnel recruitment and selection “technology” have been both varied and extensive in the 1980s, and a number of overlapping and simultaneous…

Abstract

Developments in personnel recruitment and selection “technology” have been both varied and extensive in the 1980s, and a number of overlapping and simultaneous developments are immediately apparent. Here, “technology” refers to methods, strategies, techniques, theories and practices of staff resourcing.

Details

Personnel Review, vol. 15 no. 4
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 1 February 1982

Richard Proctor

I approach this work in the knowledge that the recruitment and selection of staff is one of the most neglected areas of library management. I have been unable to trace any…

Abstract

I approach this work in the knowledge that the recruitment and selection of staff is one of the most neglected areas of library management. I have been unable to trace any monograph devoted to the subject published during the past 10 years and few general books on library management spare more than a cursory glance in its direction.

Details

Library Management, vol. 3 no. 2
Type: Research Article
ISSN: 0143-5124

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