Personnel Selection Using Multiple Criteria Decision Making- A Case Study of the Government-owned Enterprise

• Main Authors: Hui-Chen I, 易慧珍
• Other Authors: Yi-Chung Hu
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/4u7mpq

碩士 === 中原大學 === 企業管理研究所 === 99 === Abstract The quality of human resources has always been a priority, and seen as a part of the capital, by businesses. It is thus an important issue for a company to match people and jobs with effective selection tools to reach the goal of person-organization fit. This research is a case study on a government-owned Enterprise C, aiming to investigate strategies of effective selection in recruiting suitable employees to improve the performances of the enterprise. Past studies have shown that the Big Five personality traits in personality theory in Psychology have a significant relevance to work performances. Thus I chose to use the Big Five personality traits as the classification aspects in my research, and with modified Delphi method I tried to find the expert consensuses on the sub-items under these aspects. Considering the fact that there are dependencies among the aspects and criteria of personality traits, I used the Analytic Network Process to find the key aspects and criteria of selecting administrators and engineers. Last but not least, I verified the results of selection with performance assessments by managers to new employees. Through this empirical research, I have found that as far as selecting administrators is concerned, Enterprise C puts most emphasis on agreeableness and conscientiousness with respect to the aspects of personality traits, showing that it values interpersonal friendliness and teamwork; it puts most emphasis on “I usually do my best to be thoughtful and thorough” and “Most people I know like me” with respect to criteria, revealing that those with the qualities of thoughtfulness, thoroughness and good interpersonal relations are the wanted people. As for engineers, openness is most appreciated, showing that openness to experiences helps knowledge acquiring and R&D innovation; the most important criteria are “I am a happy and cheerful person” and “When I find the right way to do something, I’ll stick to it”, which means that those with outgoing, cheerful and open thinking traits can actively participate in investigative learning and are happy to share. The analysis on statistical data shows that the ranking of the Big Five personality traits are significantly consistent with the ranking of assessment of working performances. In the future, the evaluation framework proposed in this thesis, as personality tests for those who are qualified to the interviews, can be used in the personnel selection in other government-owned enterprises as a reference for employment.