Yazılım Sektöründe Nitelikli Personel Seçiminin Nötrosofik AHP ve TOPSİS Yöntemleri İle İncelenmesi
Analysis of Qualified Personnel Selection in Software Sector With Neutrosophic AHP And TOPSIS Methods

Summary/Abstract: 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 interval-valued 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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