Procedure of multicriterion choice in personnel management

The paper considers the methodology for multi-criteria selection in personnel management and, in particular, in the process of evaluating alternatives in the search and selection of high-quality staff. As well, the systems interaction of criteria in assessment of choosing alternatives noted by M. Sugeno is taken into account. Due to the fact that multiple criteria naturally come as a result of analysis of the operation purpose, in practice not all criteria of an optimization problem equally interact. The purpose of the operation is decomposed into a number of subgoals, where each subgoal induces its own system of criteria, evaluating the degree of its achievement for each alternative choice. Since the criteria serve to assess the degree of achievement of a common subgoal, than, on the one hand, it is natural to expect their interaction. On the other hand, the absence of interaction with the criteria of other subsets can be assumed. In this regard, an individual fuzzy measure of criteria values was introduced to display the interaction of criteria. A general fuzzy measure is constructed as an additive union of private measures. A scalarization indicator structure was chosen to use the constructed fuzzy measure for a reasonable assessment and ranking of alternatives, taking into account the system interaction of the criteria. M. Sugeno proposed a fuzzy integral as a scalarized construction, which allows us to obtain the desired scalar estimate. The disadvantage of this formula, in addition to the rather cumbersome calculation algorithm, is that it directly applies only to normalized criteria. An alternative structure of a scalarizing indicator is introduced to extend the applicability of the method and in cases where “natural” criteria are used. The considered methodology can be recommended as a means of decision support in personnel management.