Yazılım Sektöründe Nitelikli Personel Seçiminin Nötrosofik AHP ve TOPSİS Yöntemleri İle İncelenmesi

Amaç- Çalışmanın temel amacı, insan kaynakları yönetiminde firma performansına etki eden nitelikli personel seçimi için gerekli kriterlerin (niteliklerin) belirlenerek, bu kriterler altında başvuran adaylardan en uygun olanın belirlenmesi ve seçilmesidir. Ayrıca etkili ve kısa sürede sıralamanın yapılması için bir yöntem sunulmaktadır. Yöntem- Araştırmada kullanılan veriler, yazılım sektöründe yer alan 5 firmada çalışan 15 insan kaynakları uzamanı ve yöneticileri ile yapılan yüz yüze görüşmeler ve literatür taraması ile elde edilmiştir. Elde edilen veriler aralık değerli nötrosofik AHP yöntemi kullanılarak personel seçimine yönelik adaylarda aranacak kriterler sıralanmıştır. Daha sonra bu kriterlerin ağırlıkları nötrosofik TOPSIS yöntemi ile analiz edilerek proje yöneticisi olarak bavurana adaylar sıralanmaya çalışılmıştır. Bulgular- Kriter sıralaması sonucuna göre personel seçiminde yer alması gereken en önemli kriter 0,4900912 değeri ile “Eğitim Düzeyi” olarak karşımıza çıkmaktadır. Bu kriteri, sırasıyla “Yazılım Tecrübesi”, “Yabancı Dil”, “Kişisel Özellikler” ve “Sahip olunan Sertifikalar” izlemektedir. Daha sonra belirlenen bir yazılım firması için, aralıklı nötrosofik TOPSIS yöntemi kullanılarak, proje yöneticisi belirlenmiş ve adaylar; Aday2> Aday1> Aday3> Aday4 şeklinde sıralanmıştır. Tartışma- Yazılım ve bilişim alanında yer alan firmalar için en doğru ve en uygun personelin belirlenmesi firma başarısı ve sürdürülebilirliği açısından büyük önem taşımaktadır. Karar vericilerin klasik yaklaşımları kullanarak belirsizlik altında güvenilir tespitler yapması pek kolay olmamaktadır. Kullanılan aralık değerli nötrosofik yöntemler, özellikle adayların değerlendirilmesinde ağırlıklandırılan özelliklerin net değerler ile ifade edilemediği durumlarda oldukça başarılı olmaktadır. Ayrıca çalışma sırasında insan kaynakları ile yaptığımız görüşmelerde, insan kaynakları biriminin farklı mülakatlar ile adayı belirlemesi yerine, kullandığımız teknikler ile çok daha kısa sürede ve etkili olarak sıralanabildiği sonucuna varılmıştır.

Analysis of Qualified Personnel Selection in Software Sector With Neutrosophic AHP And TOPSIS Methods

Purpose- The aim of the study is to determine the necessary criteria for the selection of qualified personnel that affect the performance of the company in human resources management and to determine and select the most suitable candidate within the scope of these criteria. An effective and rapid method for ranking candidates is also provided. Design/methodology/approach- The data was obtained through face-to-face interviews in the research and literature review with 15 human resources experts and managers working in 5 different companies in the software industry. The criteria to be sought in candidates for personnel selection are listed by using the interval-valued neutrosopic AHP method. Then, the weights of these criteria were analyzed with the interval-valued neutrosophic TOPSIS method to create a ranking for the candidates. Findings- According to the criteria ranking result, the most important criterion to be mentioned in personnel selection is the "Education Level" with a value of 0.49009. This criterion is followed by "Software Experience", "Foreign Language", "Personal Characteristics" and "Owned Certificates", respectively. Then, for a designated software company, using the interval valued neutrosophic TOPSIS method, the project manager was determined and the candidates Candidate2> Candidate1> Candidate3> Candidate4 are listed. Discussions- For companies involved in software and informatics, determining the most accurate and suitable personnel is of great importance for company success and sustainability. It is very difficult for decision makers to make reliable evaluations with classical approaches under uncertainty. The intervalvalued neutrosophic AHP and TOPSIS methods are very successful, especially when the weighted properties in the evaluation of candidates cannot be expressed with clear values. In addition, as a result of the communications with the human resources during the study, the candidate determined by the human resources department as a result of different interviews was determined in a much shorter time and effectively by using proposed methods.

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