Моделирование процессов подбора персонала
Аннотация
В статье даётся обоснование применения научных методов для формирования кадрового потенциала организаций, приведён обзор существующих математических моделей подбора кадров. Рассмотрено математическое моделирование процессов эффективного подбора кадров предприятиями. Показан пример иерархического представления требований к соискателям на основе дерева целей. Предлагается модель оценивания кандидатов по разным аспектам их компетенций, с учётом важности каждого аспекта, которая позволяет многогранно представить профиль каждого соискателя. Детально рассмотрен алгоритм оценки личностных компетенций на основе 16-факторного опросника Р. Б. Кеттелла. Описано применение метода Делфи; оценивалась оптимальная степень обладания каждым фактором по Р. Б. Кеттеллу и коэффициент «важности» каждого фактора. Показано применение метода нормирования для вычисления результирующих значений и формирования профиля «идеального» кандидата на основе экспертных данных. Представлено вычисление коэффициента вариации для оценки согласованности мнений экспертов. Приведены результаты апробации информационной системы подбора кадров на основе предложенной математической модели, а также анализ результатов практических экспериментов; сделан вывод о применимости предложенной математической модели оценки кандидатов.
Maqolada tashkilotlarning hodimlar salohiyatini shakllantirish uchun ilmiy usullarni qo’llash asosi keltirilgan, kadrlarni tanlash bo’yicha mavjud matematik modellar ko’rinishi berilgan. Tashkilotlar tomonidan kadrlarni samarali tanlash jarayonlarining matematik modellashuvi ko’rib chiqilgan. Da’vogarlarga maqsadlar daraxti asosida talablarni iyerarxik ravishda taqdim etish namunasi ko’rsatilgan. Nomodlarni, ularning turli qodirlik jihatlari bo’yicha, har bir jihatning muhimligini hisobga olgan holda, baholash modeli taklif qilingan, u har bir da’vogarning profilini har tomonlama taqdim etish imkonini beradi. R.B. Kettelning 16 omilli savolnomasi asosida shaxsiy qirralarni baholash algoritmi batafsil ko’rib chiqilgan. Delfi usulining qo’llanilishi tavsiflangan; R.B. Kettel bo’yicha har bir omilga ega bo’lish optimal darajasi va har bir omilning “muhimlik” koeffitsienti baholangan. Natijaviy qiymatlarni hisoblash va ekspertlar ma’lumotlariga asoslangan «ideal» nomzodning profilini shakllantirish uchun normalizatsiya usulidan foydalanish ko’rsatilgan. Ekspertlar fikrlarining birdamliligini baholash uchun juz’iy o’zgarish koeffitsientining hisoblanishi ko’rsatib berilgan. Taklif etilayotgan matematik model asosida kadrlar tanlash axborot tizimini sinovdan o’tkazish natijalari, shuningdek amaliy tajriba natijalari tahlili keltirilgan; nomodlarni baholashning taklif qilingan matematik modelining qo’llanilishi to’g’risida xulosa chiqarilgan.
The article provides a substantiation of the usage of scientific methods in the formation of human resources of organizations; a review of existing mathematical models of recruitment is given. The mathematical modeling of processes of effective staff selection by enterprises is considered. Hierarchical representation of the requirements for applicants is shown as an example on the basis of a goal tree. A model is proposed for evaluating candidates in different aspects of their competencies, taking into account the importance of each aspect, which allows presenting the profile of each applicant multifaceted. The algorithm for evaluating personal competencies was considered in detail, basing on the Cattell’s 16 Personality Factors Test. The application of the Delphi method is also described; the optimal degree of possession of each factor by R. B. Cattell and the coefficient of «importance» of each factor were estimated. The article highlights the use of normalization method for calculation the resulting values and formation the «ideal» candidate’s profile, based on expert data. The calculation of the coefficient of variation is shown to assess the consistency of expert opinions. The results of approbation of the personnel selection information system on the basis of the proposed mathematical model are suggested, as well as analysis of the results of practical experiments, are presented; the conclusion is drawn on the utilization of the proposed mathematical model for evaluating candidates.
Maqolada tashkilotlarning hodimlar salohiyatini shakllantirish uchun ilmiy usullarni qo’llash asosi keltirilgan, kadrlarni tanlash bo’yicha mavjud matematik modellar ko’rinishi berilgan. Tashkilotlar tomonidan kadrlarni samarali tanlash jarayonlarining matematik modellashuvi ko’rib chiqilgan. Da’vogarlarga maqsadlar daraxti asosida talablarni iyerarxik ravishda taqdim etish namunasi ko’rsatilgan. Nomodlarni, ularning turli qodirlik jihatlari bo’yicha, har bir jihatning muhimligini hisobga olgan holda, baholash modeli taklif qilingan, u har bir da’vogarning profilini har tomonlama taqdim etish imkonini beradi. R.B. Kettelning 16 omilli savolnomasi asosida shaxsiy qirralarni baholash algoritmi batafsil ko’rib chiqilgan. Delfi usulining qo’llanilishi tavsiflangan; R.B. Kettel bo’yicha har bir omilga ega bo’lish optimal darajasi va har bir omilning “muhimlik” koeffitsienti baholangan. Natijaviy qiymatlarni hisoblash va ekspertlar ma’lumotlariga asoslangan «ideal» nomzodning profilini shakllantirish uchun normalizatsiya usulidan foydalanish ko’rsatilgan. Ekspertlar fikrlarining birdamliligini baholash uchun juz’iy o’zgarish koeffitsientining hisoblanishi ko’rsatib berilgan. Taklif etilayotgan matematik model asosida kadrlar tanlash axborot tizimini sinovdan o’tkazish natijalari, shuningdek amaliy tajriba natijalari tahlili keltirilgan; nomodlarni baholashning taklif qilingan matematik modelining qo’llanilishi to’g’risida xulosa chiqarilgan.
The article provides a substantiation of the usage of scientific methods in the formation of human resources of organizations; a review of existing mathematical models of recruitment is given. The mathematical modeling of processes of effective staff selection by enterprises is considered. Hierarchical representation of the requirements for applicants is shown as an example on the basis of a goal tree. A model is proposed for evaluating candidates in different aspects of their competencies, taking into account the importance of each aspect, which allows presenting the profile of each applicant multifaceted. The algorithm for evaluating personal competencies was considered in detail, basing on the Cattell’s 16 Personality Factors Test. The application of the Delphi method is also described; the optimal degree of possession of each factor by R. B. Cattell and the coefficient of «importance» of each factor were estimated. The article highlights the use of normalization method for calculation the resulting values and formation the «ideal» candidate’s profile, based on expert data. The calculation of the coefficient of variation is shown to assess the consistency of expert opinions. The results of approbation of the personnel selection information system on the basis of the proposed mathematical model are suggested, as well as analysis of the results of practical experiments, are presented; the conclusion is drawn on the utilization of the proposed mathematical model for evaluating candidates.