A New Hybrid MCDM Model for Personnel Selection Based on a Novel Grey PIPRECIA and Grey OCRA Methods

A MCDM-based measurement proposal of job satisfaction comprising psychosocial risks

Preserving human well-being has become challenging for businesses, which continue efforts to overcome managing business processes concurrently, due to the cumulative effects of psychosocial risks at work that may seriously impair one's health. By focusing on this need, this paper proposes a more effective and realistic way of measuring job satisfaction comprising psychosocial risks by integrating multi-criteria decision-making (MCDM) methodology. Simplified PIvot Pairwise RElative Criteria Importance Assessment (PIPRECIA-S), i.e. the selected MCDM method, is used for weighting domains based on the opinions of employees working for a company in Türkiye, who also provide their attitudes towards job satisfaction through 36 items of Job Satisfaction Survey (JSS). This paper uses nine subscales of JSS to represent domains relevant to psychosocial risks. Three developed scenarios discuss the effectiveness of the proposed subscale-weighted job satisfaction measurement by presenting the subscales having different ranges in standard scores relative to the subscale-weighted scores.

A methodology for personnel selection in business development: An interval type 2-based fuzzy DEMATEL-ANP approach

The employee selection procedure holds significant importance for every company or organization involved in current economic activities. It is vital to underscore staff selection since it plays a crucial role in determining a firm's success. When a corporation selects a suitable applicant for a position and initiates the recruiting process, it might mark a critical point for the firm and substantially impact its functioning. In the present study, I utilized the trapezoidal interval type-2 (IT2) fuzzy Decision-Making Trial and Evaluation Laboratory (DEMATEL) - Analytic Network Process (ANP) methodology to conduct person selection. Additionally, statistically significant values for both the primary and secondary criteria related to staff recruitment were determined. The employment of square comparison matrices is essential for implementing the DEMATEL-ANP approach. The number of subcriteria for this application is equal to that of the alternative. The approach was successfully executed without facing any obstacles. The aim of this research was to investigate the viability of employing IT2 Fuzzy Systems to handle and control uncertainty efficiently. In addition, the implementation of sensitivity analysis plays a vital role in the context of multicriteria decision-making (MCDM) techniques.

Exploring the critical factors influencing the outlying island talent recruitment and selection evaluation model: Empirical evidence from Penghu, Taiwan

The declining birth rate, population ageing and the outbound migration of young people in recent years have created obstacles for local companies in recruiting skilled personnel. Similar factors have also affected recruitment in the outlying island of Penghu, Taiwan. Multiple-attribute decision-making (MADM) techniques for evaluation model development were incorporated in the present research to investigate the key determinants of talent recruitment by the coffee house operators in the outlying island of Penghu. The decision-making trial and evaluation laboratory (DEMATEL) approach was first implemented to (i) examine the extent of mutual impact between evaluation predictors and (ii) develop an influential network relation map (NRM) for indicator and sub-indicator assessments. Subsequently, the DEMATEL-based analytic network process (DANP) technique was utilised to compute the weights of every indicator and sub-indicator. Additionally, the modified VlseKriterijumska Optimizcija I Kaompromisno Resenje or VIKOR (in Serbian) approach evaluated every indicator and sub-indicator performance gap for empirical data analysis with suggested conclusions and recommendations. The results showed that the first dimension that should be improved is past experience, followed by personality traits and professional competence, according to the causal diagram of the NRM. The weights acquired through the DANP indicated that professional competence was the most influential dimension, followed by personality traits, whereas past experience was the least influential. Past experience revealed that the highest gap value is the most important for development if coffee house operators want to attain the appropriate levels. Finally, the theoretical, managerial, and practical implications were discussed. Notably, the research outcomes could optimise talent recruitment, establish appropriate talent recruitment methods for coffee house operators, and enhance the human resource quality in the outlying island of Penghu.

An integrated decision making approach for selecting a sustainable waste water treatment technology

Growing global energy demand and the depletion of fossil fuels have highlighted the need for alternate and environmentally benign energy sources. The volume of untreated waste water being disposed of straight into fresh water is becoming a major concern. An integrated treatment method can address the problems of bio-energy generation and wastewater management as both processes can use wastewater as a substrate. Linear diophantine fuzzy sets help handle the uncertainty and difficulties that arise while deciding on an effective treatment technique. The use of control parameters makes these fuzzy sets unique and superior to other existing fuzzy sets. A modified strategy incorporating the Pivot pairwise relative criteria importance assessment and Interactive multi-criteria decision making methodologies is proposed for the linear diophantine fuzzy environment. The applicability and effectiveness of the developed model are established by choosing an appropriate wastewater treatment technology in the context of linear diophantine fuzzy sets. In addition, sensitivity analysis is used in this study to determine the stability of the developed framework. Further, comparison analysis is also addressed to assess the validity of the acquired results.

A Weighted Bonferroni-OWA Operator Based Cumulative Belief Degree Approach to Personnel Selection Based on Automated Video Interview Assessment Data

Asynchronous Video Interviewing (AVI) is considered one of the most recent and promising innovations in the recruitment process. Using AVI in combination with AI-based technologies enables recruiters/employers to automate many of the tasks that are typically required for screening, assessing, and selecting candidates. In fact, the automated assessment and selection process is a complex and uncertain problem involving highly subjective, multiple interrelated criteria. In order to address these issues, an effective and practical approach is proposed that is able to transform, weight, combine, and rank automated AVI assessments obtained through AI technologies and machine learning. The suggested approach combines Cumulative Belief Structures with the Weighted Bonferroni-OWA operator, which allows (i) aggregating assessment scores obtained in different forms and scales; (ii) incorporating interrelationships between criteria into the analysis (iii) considering accuracies of the learning algorithms as weights of criteria; and (iv) weighting criteria objectively. The proposed approach ensures a completely data-driven and efficient approach to the personnel selection process. To justify the effectiveness and applicability of the suggested approach, an example case is presented in which the new approach is compared to classical MCDM techniques.

Application of the Choquet Integral: A Case Study on a Personnel Selection Problem

Personnel selection plays a decisive role in human resource management since it determines the input quality of personnel. One approach, fuzzy decision-making methods, has become popular in decision making for personnel selection, considering those methods provide a wide range of tools for dealing with uncertainty. Choquet integral is an aggregation operator, frequently used to unite interrelated information. Choquet integral, with respect to fuzzy, allows consideration of the phenomenon of dependence between criteria. In this paper, personnel selection was performed using the Choquet integral, based on a fuzzy measure. The problem of the evaluation of employees is performed with respect to the personal characteristics of the employees, task performance, employee–employee relationship approaches, and effectiveness of communication.

A New Grey Approach for Using SWARA and PIPRECIA Methods in a Group Decision-Making Environment

The environment in which the decision-making process takes place is often characterized by uncertainty and vagueness and, because of that, sometimes it is very hard to express the criteria weights with crisp numbers. Therefore, the application of the Grey System Theory, i.e., grey numbers, in this case, is very convenient when it comes to determination of the criteria weights with partially known information. Besides, the criteria weights have a significant role in the multiple criteria decision-making process. Many ordinary multiple criteria decision-making methods are adapted for using grey numbers, and this is the case in this article as well. A new grey extension of the certain multiple criteria decision-making methods for the determination of the criteria weights is proposed. Therefore, the article aims to propose a new extension of the Step-wise Weight Assessment Ratio Analysis (SWARA) and PIvot Pairwise Relative Criteria Importance Assessment (PIPRECIA) methods adapted for group decision-making. In the proposed approach, attitudes of decision-makers are transformed into grey group attitudes, which allows taking advantage of the benefit that grey numbers provide over crisp numbers. The main advantage of the proposed approach in relation to the use of crisp numbers is the ability to conduct different analyses, i.e., considering different scenarios, such as pessimistic, optimistic, and so on. By varying the value of the whitening coefficient, different weights of the criteria can be obtained, and it should be emphasized that this approach gives the same weights as in the case of crisp numbers when the whitening coefficient has a value of 0.5. In addition, in this approach, the grey number was formed based on the median value of collected responses because it better maintains the deviation from the normal distribution of the collected responses. The application of the proposed approach was considered through two numerical illustrations, based on which appropriate conclusions were drawn.

Model of Evaluation and Selection of Expert Group Members for Smart Cities, Green Transportation and Mobility: From Safe Times to Pandemic Times

This paper presents the development of technologies to support the decision-making of local government executives and smart city concept managers in selecting and evaluating the competencies of new members for advisory groups for solving problems that are implemented in safe times in individual areas or in crises, such as pandemics. The reason for developing effective urban transformation strategies and for the transparent selection of independent experts (non-politicians) for policymaking, decision-making, and implementation teams is not only the heterogeneity of smart city dimensions together with the necessary complexity and systems approach, but also the nature of the capacities and tools needed for smart city concepts. The innovative hybrid competency assessment model is based on fuzzy logic and a network for neuro-fuzzy assessment. It is a technological model for evaluating the competencies of specialists, taking into account the influence of human factors on the processes of personnel selection and system management. An innovative web platform named “Smart City Concept Personnel Selection” has been designed, which can be adapted to various users of municipalities or regional institutions for the transparent selection of qualified personnel for effective decision-making and the use of public funds during safe times or emergencies, such as the COVID-19 pandemic.

A Novel Integrated Interval Rough MCDM Model for Ranking and Selection of Asphalt Production Plants

Asphalt production plants play an important role in the field of civil engineering, but also in the entire economic system since the construction of roads enables uninterrupted functioning within it. In this paper, the ranking of asphalt production plants on the territory of the Autonomous Province of Vojvodina has been performed. The modern economy needs contemporary models and methods to solve complicated MCDM problems and, for these purposes, it has been developed an original Interval Rough Number (IRN) Multi-criteria decision-making (MCDM) model that implies an extension of two methods belonging to the field with interval rough numbers. After forming a list of eight most significant criteria for assessing the efficiency of asphalt production plants, the Interval Rough Number PIvot Pairwise RElative Criteria Importance Assessment (IRN PIPRECIA) method was developed to determine the significance of the criteria. A total of 21 locations with asphalt mixture installation were considered. For that purpose, seven asphalt production plants were included, and for their ranking, the IRN EDAS (Evaluation based on Distance from Average Solution) method was created. The aim of this paper is to develop a novel interval rough model that can be useful for determining the efficiency of asphalt production plants. Averaging in group decision-making (GDM) for both methods was performed using an IRN Dombi weighted geometric averaging (IRNDWGA) aggregator. The obtained results show that (A15) Ruma (SP)–Mačvanska Mitrovica–Zasavica has the best characteristics out of the set of locations considered in this study. However, Alternatives A6 and A19 are also variants with remarkably good characteristics since there is very little difference in values compared to the first-ranked alternative. Also, the obtained results have shown that the developed model is applicable, which is proven through a comparative analysis.