Selection of Employees: Multiple Attribute Decision Making Methods in Personnel Management

Kód výsledku v IS VaVaI

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Výsledek na webu

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DOI - Digital Object Identifier

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Jazyk výsledku

angličtina

Název v původním jazyce

Selection of Employees: Multiple Attribute Decision Making Methods in Personnel Management

Popis výsledku v původním jazyce

An organization?s HRM function focuses on the people?s side of management. Human resource planning helps managers to anticipate and meet changing needs related to the acquisition, deployment, and utilization of employees. Such information enables a company to plan its recruitment, selection, and training strategies. The aim of recruitment practices is to identify a suitable pool of applicants quickly, cost-efficiently, and legally. Selection involves assessing and choosing among job candidates. To be effective, selection processes must be both legally and technically sound. The main concern of the hiring phase, both for HR manager and applicants, is the transparency of the process. It is difficult to reasonably hire people based only on the experienceand intuition when dealing with a large number of applicants in places with high volume of unemployment. This paper presents a model of selection of candidates with application of multiple attribute decision making (MADM) methods; in part

Název v anglickém jazyce

Selection of Employees: Multiple Attribute Decision Making Methods in Personnel Management

Popis výsledku anglicky

An organization?s HRM function focuses on the people?s side of management. Human resource planning helps managers to anticipate and meet changing needs related to the acquisition, deployment, and utilization of employees. Such information enables a company to plan its recruitment, selection, and training strategies. The aim of recruitment practices is to identify a suitable pool of applicants quickly, cost-efficiently, and legally. Selection involves assessing and choosing among job candidates. To be effective, selection processes must be both legally and technically sound. The main concern of the hiring phase, both for HR manager and applicants, is the transparency of the process. It is difficult to reasonably hire people based only on the experienceand intuition when dealing with a large number of applicants in places with high volume of unemployment. This paper presents a model of selection of candidates with application of multiple attribute decision making (MADM) methods; in part

Druh

D - Stať ve sborníku

CEP obor

AE - Řízení, správa a administrativa

OECD FORD obor

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Projekt

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Návaznosti

S - Specificky vyzkum na vysokych skolach

Rok uplatnění

2013

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název statě ve sborníku

The proceedings of the 9th European Conference on Management Leadership and Governance, ECMLG 2013 : Klagenfurt, Austria, 14-15 November 2013

ISBN

978-1-909507-86-9

ISSN

2048-9021

e-ISSN

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Počet stran výsledku

9

Strana od-do

367-375

Název nakladatele

Academic Conferences and Publishing International

Místo vydání

Reading

Místo konání akce

Klagenfurt

Datum konání akce

14. 11. 2013

Typ akce podle státní příslušnosti

EUR - Evropská akce

Kód UT WoS článku

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