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A Fuzzy TOPSIS+Worst-Case Model for Personnel Evaluation Using Information Culture Criteria

A Fuzzy TOPSIS+Worst-Case Model for Personnel Evaluation Using Information Culture Criteria

Rasim M. Alguliyev, Ramiz M. Aliguliyev, Rasmiyya S. Mahmudova
Copyright: © 2016 |Volume: 7 |Issue: 4 |Pages: 29
ISSN: 1947-9328|EISSN: 1947-9336|EISBN13: 9781466691315|DOI: 10.4018/IJORIS.2016100102
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MLA

Alguliyev, Rasim M., et al. "A Fuzzy TOPSIS+Worst-Case Model for Personnel Evaluation Using Information Culture Criteria." IJORIS vol.7, no.4 2016: pp.38-66. http://doi.org/10.4018/IJORIS.2016100102

APA

Alguliyev, R. M., Aliguliyev, R. M., & Mahmudova, R. S. (2016). A Fuzzy TOPSIS+Worst-Case Model for Personnel Evaluation Using Information Culture Criteria. International Journal of Operations Research and Information Systems (IJORIS), 7(4), 38-66. http://doi.org/10.4018/IJORIS.2016100102

Chicago

Alguliyev, Rasim M., Ramiz M. Aliguliyev, and Rasmiyya S. Mahmudova. "A Fuzzy TOPSIS+Worst-Case Model for Personnel Evaluation Using Information Culture Criteria," International Journal of Operations Research and Information Systems (IJORIS) 7, no.4: 38-66. http://doi.org/10.4018/IJORIS.2016100102

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Abstract

Personnel evaluation process is aimed at choosing the best alternative to fill the defined vacancy in an organization. It determines the input quality of personnel and thus plays an important role in human resource management. The multi criteria nature and the presence of qualitative factors make it considerably more complex. This paper proposes a hybrid fuzzy MCDM model for personnel evaluation. It combines the fuzzy TOPSIS method with fuzzy worst-case (or entropy) method for linguistic reasoning under group decision making. Fuzzy worst-case and entropy methods are used to get weights of criteria, while fuzzy TOPSIS is utilized to rank the alternatives. The weights obtained from fuzzy worst-case and entropy methods are included in fuzzy TOPSIS computations and the alternatives are evaluated. The fuzzy MCDM for group decision making enables to aggregate subjective assessments of the decision-makers and thus offer an opportunity to perform more robust personnel evaluation procedures. To evaluate the alternatives the authors have formed an executive group consisting of five decision-makers. For evaluation the group has decided to consider five information culture criteria expressed in linguistic variables. A numerical example demonstrated the possibilities of application of the proposed method.

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