Simple Additive Weighting approach to Personnel Selection problem

Ali Reza Afshari · Majid Mojahed · Rosnah Mohd Yusuff

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Multi-Criteria Decision Making Decision Support System Applications Game Theory and Voting Systems

Abstract

Selection of qualified personnel is a key success factor for an organization. The complexity and importance of the problem call for analytical methods rather than intuitive decisions. In literature, there are various methods regarding personnel selection. This paper considers a real application of personnel selection with using the opinion of expert by one of the decision making model, it is called SAW method. This paper has applied seven criteria that they are qualitative and positive for selecting the best one amongst five personnel and also ranking them. Finally the introduced method is used in a case study. Personnel selection directly and significantly affects the quality of employees, and hence, it has always been an important topic for organizations, including public agencies and private enterprises. Various approaches have been developed to help organizations make best personnel selection decisions to place the right people in the right jobs. Many studies have reported a positive association between various human resources practices and objective and perceptual measures of selecting human resources, some authors have expressed concern that results may be biased because of methodological problems. Traditional methods for selection of human resources are mostly based on statistical analyses of test scores that are treated as accurate reflections of reality. Modern approaches, however, recognize that selection is a complex process that involves a significant amount of vagueness and subjectivity (1). In general, personnel selection, depending on the firms specific targets, the availability of means and the individual preferences of the decision makers (DMs), is a highly complex problem. The multi criteria nature of the problem makes Multi- Criteria Decision Making (MCDM) methods and copes with this, given that they consider many criteria at the same time, with various weights and thresholds, having

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2004Analytic hierarchy process: An overview of applications

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