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SAVUNMA TEDARİK SÜRECİNDE ÇALIŞANLARDA ETKİLİ KRİTERLERİN ÖNEMLİLİK DÜZEYİNİN BULANIK DEMATEL YÖNTEMLERİYLE BELİRLENMESİ

Yıl 2023, Cilt: 2 Sayı: 43, 269 - 294, 03.11.2023
https://doi.org/10.17134/khosbd.1216154

Öz

Günümüz küresel rekabet ortamında, sektör yöneticileri her geçen gün çeşitli sorunlarla karşı karşıya kalmaktadır. Bu sorunlardan biri de bir organizasyonun en önemli unsuru olan personelin nitelik ve nicelik olarak işe ve işyerine uygun seçilmesidir. İşe alım süreci, seçimi yapacak uzman grubunun belirlenmesi, değerlendirmede kullanılacak kriterlerin belirlenmesi ve kriterleri değerlendirerek karar verilmesi aşamalarından oluşmaktadır. Bu süreçteki en önemli adım sektörün ihtiyaçları doğrultusunda kriterlerin belirlenmesidir. Bu durum savunma sanayi gibi uzun vadeli ve stratejik özelliklere sahip sektörler için daha özel hale gelmektedir. Bu çalışmada, savunma sektörünün temel taşlarından biri olan savunma tedarik personeli için grup karar verme yöntemi ile seçim kriterlerinin belirlenmesi ve kriterlerin birbirleri ile etkileşiminin incelenmesi amaçlanmıştır. Uzmanların kriterlere ilişkin karşılaştırmaları, işçi sınıfı (beyaz, mavi, gri vb.) ayrımı yapılmadan Çok Kriterli Karar Verme (ÇKKV) yöntemi ile yapılmıştır. Bulanık DEMATEL (Karar Verme Deneme ve Değerlendirme Laboratuvarı) yöntemi, savunma edinim süreci için belirlenen kriterlere ilişkin uzman görüşlerinin sübjektif ifadelerle yapılması ve literatürde çeşitli alanlarda kriter analizinde kullanılması nedeniyle çalışmada kullanılmıştır.

Kaynakça

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DETERMINING THE IMPORTANCE LEVEL OF EFFECTIVE CRITERIA IN THE EMPLOYEES IN THE DEFENSE ACQUISITION PROCESS VIA FUZZY DEMATEL METHODS

Yıl 2023, Cilt: 2 Sayı: 43, 269 - 294, 03.11.2023
https://doi.org/10.17134/khosbd.1216154

Öz

Today's global competitive environment, sector managers are faced with various problems day by day. One of these problems is the selection of the personnel, which is the most important element of an organization, in accordance with the job and workplace in terms of quality and quantity. The recruitment process consists of the stages of determining the expert group that will make the selection, determining the criteria to be used in the evaluation, and making a decision by evaluating the criteria. The most important step in this process is to determine the criteria in line with the needs of the sector. This situation becomes more special for sectors with long-term and strategic features such as the defense industry. In this study, the determination of the selection criteria with the group decision-making method for the defense acquisition personnel, which is one of the keystones of the defense sector, and the examination of the interaction of the criteria with each other. Comparisons of the experts on the criteria were made with Multi-Criteria Decision Making (MCDM) method without discrimination of the working class (white, blue, gray, etc). The fuzzy DEMATEL (Decision Making Trial and Evaluation Laboratory) method was used in the study, since the expert opinions on the criteria determined for the defense acquisition process are made with subjective expressions and it is used in the criteria analysis in various fields in the literature.

Kaynakça

  • Acikgoz, Y. (2019). Employee recruitment and job search: Towards a multi-level integration. Human Resource Management Review, 29(1), 1-13. https://doi.org/10.1016/j.hrmr.2018.02.009
  • Aguado, D., Rico, R., Rubio, V. J., & Fernández, L. (2016). Applicant reactions to social network web use in personnel selection and assessment. Revista de Psicología del Trabajo y de las Organizaciones, 32(3), 183-190. https://doi.org/10.1016/j.rpto.2016.09.001
  • Altunok,T., Korkmazyürek. H., Sığrı, Ü. ve Hazır, K. (2010). Stratejik Savunma Yönetimi: Yeni Perspektifler/Yeni Yaklaşımlar. Bizim Büro Yayınları.
  • Baležentis, A., Baležentis, T., & Brauers, W. K. (2012). Personnel selection based on computing with words and fuzzy MULTIMOORA. Expert Systems With Applications, 39(9), 7961-7967. https://doi.org/10.1016/j.eswa.2012.01.100
  • Bankston, B., & Key, T. (2006, March). White paper on capabilities based planning. In Military Operations Research Society’s Capabilities-based Planning II Workshop: Identifying, Classifying and Measuring Risk in a Post.
  • Begenirbaş, M. (2022). Savunma Yönetimi ve Planlaması. Nobel Akademik Yayıncılık.
  • Ben-Gal, H. C., Forma, I. A., & Singer, G. (2022). A flexible employee recruitment and compensation model: A bi-level optimization approach. Computers & Industrial Engineering, 165. https://doi.org/10.1016/j.cie.2021.107916
  • Bingöl, D. (2019). İnsan Kaynakları Yönetimi, (11. Basım). Beta Yayınevi.
  • Borman, W. C., Hanson, M. A., & Hedge, J. W. (1997). Personnel selection. Annual Review of Psychology, 48(1), 299–337. https://doi.org/10.1146/annurev.psych.48.1.299
  • Bucur-Marcu, H., Fluri, P., & Tagarev, T. (2010). Defence management: An introduction. Univerza v Ljubljani, Fakulteta za družbene vede.
  • Canós, L., & Liern, V. (2008). Soft computing-based aggregation methods for human resource management. European Journal of Operational Research, 189(3), 669-681. https://doi.org/10.1016/j.ejor.2006.01.054
  • Celik, M., Kandakoglu, A., & Er, I. D. (2009). Structuring fuzzy integrated multi-stages evaluation model on academic personnel recruitment in MET institutions. Expert Systems with Applications, 36(3), 6918-6927. https://doi.org/10.1016/j.eswa.2008.08.057
  • Chanakira, D. K., Mujere, J., & Spiegel, S. (2019). Traditional leaders and the politics of labour recruitment in Zimbabwe’s platinum mining industry. The Extractive Industries and Society, 6(4), 1274-1281. https://doi.org/10.1016/j.exis.2019.09.007
  • Chang, B., Chang, C. W., & Wu, C. H. (2011). Fuzzy DEMATEL method for developing supplier selection criteria. Expert Systems with Applications, 38(3), 1850-1858. https://doi.org/10.1016/j.eswa.2010.07.114
  • Chen, C. T. (2000). Extensions of the TOPSIS for group decision-making under fuzzy environment. Fuzzy Sets And Systems, 114(1), 1-9. https://doi.org/10.1016/S0165-0114(97)00377-1
  • Chen, L. S., & Cheng, C. H. (2005). Selecting IS personnel use fuzzy GDSS based on metric distance method. European Journal of Operational Research, 160(3), 803-820. https://doi.org/10.1016/j.ejor.2003.07.003
  • Chien, C. F., & Chen, L. F. (2008). Data mining to improve personnel selection and enhance human capital: A case study in high-technology industry. Expert Systems with Applications, 34(1), 280-290. https://doi.org/10.1016/j.eswa.2006.09.003
  • Chim, L., Nunes-Vaz, R., Prandolini, R. (2010). Capability-Based Planning for Australia's National Security, Security Challenges, 6(3), 79-96. https://doi.org/10.1016/j.eswa.2006.09.003
  • Cortina, J. M., Goldstein, N. B., Payne, S. C., Davison, H. K., & Gilliland, S. W. (2000). The incremental validity of interview scores over and above cognitive ability and conscientiousness scores. Personnel Psychology, 53(2), 325-351. https://doi.org/10.1111/j.1744-6570.2000.tb00204.x
  • Demirci, A. E., & Kılıç, H. S. (2019). Personnel selection based on integrated multi-criteria decision making techniques. International Journal of Advances in Engineering and Pure Sciences, 31(2), 163-178. https://doi.org/10.7240/jeps.505970
  • DOD Directive 5000.01. (2020). The Defense Acquisition System, https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/dodd/500001p.pdf
  • Doverspike, D., Flores, C., & VanderLeest, J. (2019). Lifespan Perspectives on Personnel Selection and Recruitment. In Work Across the Lifespan (pp. 343-368). Academic Press. https://doi.org/10.1016/B978-0-12-812756-8.00014-1
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  • Ji, P., Zhang, H. Y., & Wang, J. Q. (2018). A projection-based TODIM method under multi-valued neutrosophic environments and its application in personnel selection. Neural Computing and Applications, 29(1), 221-234. https://doi.org/10.1007/s00521-016-2436-z
  • Jiarakorn, H., Suchiva, S., & Pasipol, S. (2015). Development of recruitment and selection process for assistant teachers using multiple approaches. Procedia-Social and Behavioral Sciences, 191, 783-787. https://doi.org/10.1016/j.sbspro.2015.04.717
  • Kabak, M., Burmaoğlu, S., & Kazançoğlu, Y. (2012). A fuzzy hybrid MCDM approach for professional selection. Expert Systems with Applications, 39(3), 3516-3525. https://doi.org/10.1016/j.eswa.2011.09.042
  • Karabasevic, D., Zavadskas, E. K., Stanujkic, D., Popovic, G., & Brzakovic, M. (2018). An approach to personnel selection in the IT industry based on the EDAS method. Transformations in Business & Economics, 17, 54-65.
  • Kaymaz, Ç. K., Çakır, Ç., Birinci, S., & Kızılkan, Y. (2021). GIS-Fuzzy DEMATEL MCDA model in the evaluation of the areas for ecotourism development: A case study of “Uzundere”, Erzurum-Turkey. Applied Geography, 136, 102577. https://doi.org/10.1016/j.apgeog.2021.102577
  • Korkmazyürek, H. (2018). Stratejik Savunma Yönetimi Temel Kavramları ve Esasları, İstanbul, Hiperyayın.
  • Krishankumar, R., Premaladha, J., Ravichandran, K. S., Sekar, K. R., Manikandan, R., & Gao, X. Z. (2020). A novel extension to VIKOR method under intuitionistic fuzzy context for solving personnel selection problem. Soft Computing, 24(2), 1063-1081. https://doi.org/10.1007/s00500-019-03943-2
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  • Maghsoodi, A. I., Riahi, D., Herrera-Viedma, E., & Zavadskas, E. K. (2020). An integrated parallel big data decision support tool using the W-CLUS-MCDA: A multi-scenario personnel assessment. Knowledge-Based Systems, 195, 105749. https://doi.org/10.1016/j.knosys.2020.105749
  • Michaud, R., Durivage, A., & Stamate, A. N. (2016). L’appariement personne-organisation au service de la sélection du personnel. Psychologie du Travail et des Organisations, 22(2), 99-109. https://doi.org/10.1016/j.pto.2016.02.002
  • Mirmousa, S., & Dehnavi, H. D. (2016). Development of criteria of selecting the supplier by using the fuzzy DEMATEL method. Procedia-Social and Behavioral Sciences, 230, 281-289. https://doi.org/10.1016/j.sbspro.2016.09.036
  • Muhammad, M. N., & Cavus, N. (2017). Fuzzy DEMATEL method for identifying LMS evaluation criteria. Procedia Computer Science, 120, 742-749. https://doi.org/10.1016/j.procs.2017.11.304
  • Oostrom, J. K., Van Der Linden, D., Born, M. P., & Van Der Molen, H. T. (2013). New technology in personnel selection: How recruiter characteristics affect the adoption of new selection technology. Computers in Human Behavior, 29(6), 2404-2415. https://doi.org/10.1016/j.chb.2013.05.025
  • Opricovic, S., & Tzeng, G. H. (2003). Defuzzification within a multicriteria decision model. International Journal of Uncertainty, Fuzziness and Knowledge-Based Systems, 11(05), 635-652. https://doi.org/10.1142/S0218488503002387
  • Oralhan, B. (2019). Sosyal Medya Platformu Seçimini Etkileyen Kriter Ağırlıklarının Bulanık DEMATEL Yöntemiyle Belirlenmesi. IBAD Sosyal Bilimler Dergisi, 408-420. https://doi.org/10.21733/ibad.615528
  • Organ, A. (2013). Bulanık Dematel yöntemiyle makine seçimini etkileyen kriterlerin değerlendirilmesi. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 22(1), 157-172.
  • Orlando C. Richard and Nancy Johnson, “Strategic Human Resource Management Effectiveness and Firm Performance”, International Journal of Human Resource Management, 12(2), 299-310. https://doi.org/10.1080/09585190121674
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  • Pessach, D., Singer, G., Avrahami, D., Ben-Gal, H. C., Shmueli, E., & Ben-Gal, I. (2020). Employees recruitment: A prescriptive analytics approach via machine learning and mathematical programming. Decision Support Systems, 134. https://doi.org/10.1016/j.dss.2020.113290
  • Robertson, I. T., & Smith, M. (2001). Personnel selection. Journal of Occupational and Organizational Psychology, 74(4), 441–472. https://doi.org/10.1348/096317901167479
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  • Sang, X., Liu, X., & Qin, J. (2015). An analytical solution to fuzzy TOPSIS and its application in personnel selection for knowledge-intensive enterprise. Applied Soft Computing, 30, 190-204. https://doi.org/10.1016/j.asoc.2015.01.002
  • Santiago, Z. C., Luis, E. R., & Ricardo, L. N. (2019, April). Selection of Personnel Based on Multicriteria Decision Making and Fuzzy Logic. In Science and Information Conference (pp. 1-10). Springer, Cham. https://doi.org/10.1007/978-3-030-17798-0_1
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  • Shih, H. S., Shyur, H. J., & Lee, E. S. (2007). An extension of TOPSIS for group decision making. Mathematical and Computer Modelling, 45(7-8), 801-813. https://doi.org/10.1016/j.mcm.2006.03.023
  • Spain, R. D., Hedge, J. W., Ohse, D., & White, A. (2022). The need for research-based tools for personnel selection and assessment in the forensic sciences. Forensic Science International: Synergy, 4. https://doi.org/10.1016/j.fsisyn.2021.100213
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  • Wan, S. P., Wang, Q. Y., & Dong, J. Y. (2013). The extended VIKOR method for multi-attribute group decision making with triangular intuitionistic fuzzy numbers. Knowledge-Based Systems, 52, 65-77. https://doi.org/10.1016/j.knosys.2013.06.019
  • Wu, W. W., & Lee, Y. T. (2007). Developing global managers’ competencies using the fuzzy DEMATEL method. Expert Systems with Applications, 32(2), 499-507. https://doi.org/10.1016/j.eswa.2005.12.005
  • Yazdi, M., Khan, F., Abbassi, R., & Rusli, R. (2020). Improved DEMATEL methodology for effective safety management decision-making. Safety Science, 127, 104705. https://doi.org/10.1016/j.ssci.2020.104705
  • Yeni, F. B., & Özçelik, G. (2019). Interval-valued Atanassov intuitionistic Fuzzy CODAS method for multi criteria group decision making problems. Group Decision and Negotiation, 28(2), 433-452. https://doi.org/10.1007/s10726-018-9603-9
  • Zavadskas, E. K., Turskis, Z., Tamošaitiene, J., & Marina, V. (2008). Multicriteria selection of project managers by applying grey criteria. Technological and economic development of economy, 14(4), 462-477. https://doi.org/10.3846/1392-8619.2008.14.462-477
  • Zhang, S. F., & Liu, S. Y. (2011). A GRA-based intuitionistic fuzzy multi-criteria group decision making method for personnel selection. Expert Systems with Applications, 38(9), 11401-11405. https://doi.org/10.1016/j.eswa.2011.03.012
Toplam 75 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Memduh Beğenirbaş 0000-0003-0917-0973

Kemal Gürol Kurtay 0000-0003-4268-2401

Hakan Ayhan Dağıstanlı 0000-0003-2205-183X

Aygün Altundaş 0000-0002-0461-6780

Yayımlanma Tarihi 3 Kasım 2023
Gönderilme Tarihi 8 Aralık 2022
Yayımlandığı Sayı Yıl 2023 Cilt: 2 Sayı: 43

Kaynak Göster

IEEE M. Beğenirbaş, K. G. Kurtay, H. A. Dağıstanlı, ve A. Altundaş, “SAVUNMA TEDARİK SÜRECİNDE ÇALIŞANLARDA ETKİLİ KRİTERLERİN ÖNEMLİLİK DÜZEYİNİN BULANIK DEMATEL YÖNTEMLERİYLE BELİRLENMESİ”, Savunma Bilimleri Dergisi, c. 2, sy. 43, ss. 269–294, 2023, doi: 10.17134/khosbd.1216154.