News

 Statistics

Number of Journals34
Number of Issues1,306
Number of Articles9,428
Article View9,191,233
PDF Download5,622,143
Azar, A., Shafie Nikabadi, M., Moghaddam, A., sanghi, M. (2017). Designing a Smart Model for the Compatibility between Job and Job-Holders Based on Talent through Data Analysis. Electronic and Cyber Defense, 8(4), 1-34.
Adel Azar; Mohsen Shafie Nikabadi; Alireza Moghaddam; mohammad sanghi. "Designing a Smart Model for the Compatibility between Job and Job-Holders Based on Talent through Data Analysis". Electronic and Cyber Defense, 8, 4, 2017, 1-34.
Azar, A., Shafie Nikabadi, M., Moghaddam, A., sanghi, M. (2017). 'Designing a Smart Model for the Compatibility between Job and Job-Holders Based on Talent through Data Analysis', Electronic and Cyber Defense, 8(4), pp. 1-34.
Azar, A., Shafie Nikabadi, M., Moghaddam, A., sanghi, M. Designing a Smart Model for the Compatibility between Job and Job-Holders Based on Talent through Data Analysis. Electronic and Cyber Defense, 2017; 8(4): 1-34.

Designing a Smart Model for the Compatibility between Job and Job-Holders Based on Talent through Data Analysis

پژوهش‌های مدیریت منابع انسانی
Article 1, Volume 8, Issue 4 - Serial Number 26, March 2017, Pages 1-34    PDF (514.48 K)
Document Type: Research Paper
Authors
Adel Azar* ; Mohsen Shafie Nikabadi; Alireza Moghaddam; mohammad sanghi
Receive Date: 03 January 2017,  Revise Date: 19 February 2017,  Accept Date: 19 February 2017 
Abstract
This study is conducted in three phases. The first phase is devoted to the study of talent. It contains four repetitive patterns of thought, behavior and emotions, knowledge, experience and personal characteristics for prioritization. Using Shannon Entropy, the researchers selected 22 experts from the Statistical Center of Iran to prioritize the criteria and determine the weight of the parameters. According to the weights of parameters, the degree of the compatibility of the jobs and job holders with regard to 193 employees of Statistical Center of Iran who hold 139 exclusive jobs at three operational, intermediate and high levels. In the third phase, using the results of the previous phases, a database was established for data analysis and 21 models were analyzed through Decision Tree Analysis, which resulted in 147 rules. Finally, 14 rules with higher probabilities were selected to increase the compatibility between jobs and job holders. The results indicated that although the experts emphasized on the importance of other criteria, in reality the compatibility between job and job holders were most fitted by knowledge and experience.
Keywords
Compatibility between Jobs and Job Holders; Smart Model; Data Analysis; Decision tree; Talent
References

آذر، عادل؛ احمدی، پرویز و سبط، محمدوحید (1389)، طراحی مدل انتخاب نیروی انسانی با رویکرد داده‌کاوی (مورد: استخدام داوطلبان آزمون‌های ورودی یک بانک تجاری در ایران)، نشریه مدیریت فناوری اطلاعات، دورۀ 2، شمارۀ 4: 3-22.

حسینی، میرزاحسن؛ رحمانی، زین‌العابدین و حبیبی، فتانه (1388)، شناسایی و اولویت‌بندی شاخص­های تناسب شغل و شاغل در جذب نیروی انسانی متخصص، مجلۀ مدیریت توسعه و تحول، شمارۀ 3:
34-25.

خائف الهی، احمدعلی؛ متقی، ایمان و سبط، محمدوحید (1386)، بررسی تأثیر به‌کارگیری مدل استخدام مبتنی بر داده‌کاوی بر نرخ جابه‌جایی کارکنان، دانشگاه امیرکبیر، کنفرانس IDMC07.

رونق، یوسف (1380)، مطالعهکارواستانداردشغل، تهران، انتشارات مرکز آموزش مدیریت دولتی.

صادقی مال‌امیری، منصور (1392)، الگوی تحلیل چیستی استعداد، فصلنامۀ پژوهش‌های مدیریت منابع انسانی، دانشگاه امام حسین، سال پنجم، شمارۀ 2: 53-80.

صادقی، منصوره (1375)، تجزیه‌تحلیلشغلدرشرکتسپادخراسان، مشهد: سپاد.

مومنی، منصور (1385)، مباحث نوین تحقیق در عملیات، تهران: انتشارات دانشگاه تهران.

نوع‌پسند اصیل، سید محمد؛ ملک‌اخلاق، اسماعیل و عاشق‌حسینی مهروانی، مجید (1393)، بررسی رابطه بین مدیریت استعداد و عملکرد سازمانی، فصلنامۀ پژوهش‌های مدیریت منابع انسانی، دانشگاه امام حسین، سال ششم، شمارۀ 1: 31-51.

Antall, Gloria, F, (2008), Assessing Job Candidates for Fit, Merlin Press.

Bethke-Langenegger, P., (2012), The differentiated workforce: Effects of categorization in talent management on workforce level, unpublished working paper, No.18. Switzerland: Department of Business Administration, University of Zurich.

Boon, C., Den Hartog, D.N., Boselie, P., & Paauwe, J., (2011), The relationship between perceptions of HR practices and employee outcomes: Examining the role of person–organisation and person–job fit, The International Journal of Human Resource Management, 22, 138–162.

Bozbura, F.T., A. Beskese, and C. Kahraman, (2007), Prioritization of human capital measurement indicators using fuzzy AHP, Expert Systems and Applications, 32(4): p. 1100-1112.

Buckingham, M., & Vosburgh, R. M., (2001), The 21st century human resources function: It's the talent, stupid!, Human Resource Planning, 24(4), 17–23.

Chien, C.F. and L.F. Chen, (2008), Data mining to improve personnel selection and enhance human capital: A case study in high-technology industry, Expert Systems and Applications, 34(1): p. 380-290.

Cheese, P., Thomas, R. T., & Craig, E., (2008), The talent powered organization: Strategies for globalization, talent management and high performance, London: Kogan Page.

 

Chinoy, E., (2008), Automobile workers and the American Dream, New York: Beacon press.

David, T., (2007), A quantitative review of the relationship between person–organization fit and outcome,Journal of Industrial Teacher Education, Vol44, No2.

Decenzo, D.A. and S.P. Robbins, (2005), Fundamentals of Human Resource Management, 8th Ed. ed., New York: John Wiley & Son.Inc.

Gagné, F., (2000), Understanding the complex choreography of talent development through DMGT-Based analysis, In K. A. Heller (Ed.), International handbook of giftedness and talent (2nd ed.), Oxford: Elsevier.

Gallardo, G.E, Dries, N, Gonzalez Cruz, T.F, (2013), What is the meaning of ‘talent’ in the world of work?, Human Resource Management Review, 23 (4), p 290-300.

González-Cruz, T., Martínez-Fuentes, C., & Pardo-del-Val, M. (2009), La gestión del talento en la empresa industrial española, Economía Industrial, 374, 21–35.

Hinrichs, J. R., (1966), High-talent personnel: Managing a critical resource, Vermont: American Management Association.

Hooper, R.S., et al., (1998), Use of an Expert System in a personnel selection process, Expert Systems and Applications, 14(4): p. 425-432.

Huang, L.C., et al., (2004), Applying fuzzy neural network in human resource selection system, In Proceeding NAFIPS '04, IEEE Annual Meeting of the Fuzzy information 2004.

Huang, M.J., Y.L. Tsou, and S.C. Lee, (2006), Integrating fuzzy data mining and fuzzy artificial neural networks for discovering implicit knowledge, Knowledge-Based Systems, 19(6) pp. 396-403.

Lewis, R. E., & Heckman, R. J., (2006), Talent management: A critical review,Human Resource Management Review, 16(2), 139–154.

Lu, C., Wang, H., Lu, J., Du, D., Bakker, B., A., (2014), Does work engagement increase person–job fit? The role of job crafting and job insecurity, Journal of Vocational Behavior, 84,142–152

‎Mehrabad, M.S. and M.F. Brojeny, (2007), The development of an expert ‎system for effective selection and appointment of the jobs applicants in ‎human resource management,Computers & Industrial Engineering, 53(2): p. ‎‎306-312.‎

Michaels, E., Handfield-Jones, H., & Axelrod, B., (2001), The war for talent, Boston: Harvard Business School Press.

Sekiguchi, T., (2007), A contingency perspective of the importance of PJ fit in employee selection, Journal of Managerial Psychology, vol.22, NO.2, pp.18-131.

Sekiguchi, T., Haber, L., V., (2011), The use of person–organization fit and person–job fit information in making selection decisions, Organizational Behavior and Human Decision Processes, 116, 203–216

Silzer, R., & Dowell, B. E. (Eds.)., (2010), Strategy-driven talent management: A leadership imperative, San Francisco: John Wiley & Sons.

Smart, B. D., (2005), Top grading: How leading companies win by hiring, coaching, and keeping the best people, New York: Portfolio (Penguin Group).

Stahl, G., Björkman, I., Farndale, E., Morris, S., Paauwe, J., Stiles, P., et al., (2007), Global talent management: How leading multinationals build and sustain their talent pipeline, Faculty & Research Working Paper, INSEAD Working Paper Series.

Tai, W.S. and C.C. Hsu, (2006), A Realistic Personnel Selection Tool Based on Fuzzy Data Mining Method, Join Conference on Information Sciences.

Tansley, C., Harris, L., Stewart, J., & Turner, P., (2006), Talent management: Understanding the dimensions. Change Agenda, London: Chartered Institute of Personnel and Development (CIPD).

Tansley, C., Turner, P., Carley, F., Harris, L., Sempik, A., Stewart, J., et al., (2007), Talent: Strategy, management, measurement, London: Chartered Institute of Personnel and Development (CIPD).

Tansley, C., (2011), What do we mean by the term “talent” in talent management?, Industrial and Commercial Training, 43, 266–274.

Ulrich, D., (2007), The Talent Trifecta, Workforce Management, 86(15).

Ulrich, D., & Smallwood, N., (2012), What is talent?, Leader to Leader, 63, 55–61.

Williams, M., (2000), The war for talent: Getting the best from the best, London: Chartered Institute of Personnel and Development (CIPD).

 

 

Statistics
Article View: 2,948
PDF Download: 3,663