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首页> 外文期刊>The International Journal of Productivity and performance management >Improved decision aiding in human resource management: A case using constructivist multi-criteria decision aiding
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Improved decision aiding in human resource management: A case using constructivist multi-criteria decision aiding

机译：改进的人力资源管理决策辅助：使用建构主义多准则决策辅助的案例

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摘要

Purpose - Identify the criteria/KPIs to support managers during human resource allocation based on knowledge demand, which serves as a decision support tool to help maintain organizational competitiveness. Design/methodology/approach - Human resource allocation in a project management model, based on knowledge demand and using a multi-criteria decision aiding method as an intervention instrument. Findings - Three major areas of concern were identified. In all, 76 KPIs to explain concerns associated with the values of the manager, and develop cardinal and ordinal scales for each descriptor and integrate compensation rate. Further, he was allowed to implement and evaluate the current performance of the analyzed engineer, with 44 points on a cardinal scale, and provide a model with improved actions that raised his assessment to 55,67. Originality/value - The Multi-Criteria Decision Aiding-Constructivist methodology (MCDA-C) emerges as a traditional MCDA method to support decision makers in the contexts where they have a partial understanding and wish to increase their knowledge of the consequences of their values and preferences. In addition, these managers will also need to utilize time management, as people issues in the place of other functions have been highlighted in numerous published articles over how the management of human resource allocation can influence the competitive performances of an organization.
机译：目的-确定基于知识需求在人力资源分配过程中为经理提供支持的标准/ KPI，这是帮助维持组织竞争力的决策支持工具。设计/方法/方法-基于知识需求并使用多准则决策辅助方法作为干预工具的项目管理模型中的人力资源分配。调查结果-确定了三个主要关注领域。共有76个KPI来解释与经理的价值观有关的问题，并为每个描述符制定基数和序数标度，并综合补偿率。此外，他被允许实施和评估被分析工程师的当前绩效，在主要方面获得44分，并提供了具有改进措施的模型，从而将其评估提高到了5567。独创性/价值-多准则决策辅助建构主义者方法（MCDA-C）作为一种传统的MCDA方法而出现，可在决策者具有部分了解并希望增加其价值后果的认识的情况下为决策者提供支持。偏好。此外，这些管理人员还需要利用时间管理，因为在许多有关人力资源分配管理如何影响组织竞争绩效的已发表文章中都强调了代替其他职能的人员问题。

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