Knowledge Management System for the Personnel Selection”

Topics: Expert system, Qualitative research, Fuzzy logic Pages: 12 (2597 words) Published: September 5, 2013
ΤΕΙ ΠΕΙΡΑΙΑ

MSc IN ELECTRONIC COMMERCE

COURSEWORK

MODULE: Knowledge Management “Knowledge Management System for the Personnel Selection”

Module Co-ordinator: Stavroula Mparmpounaki

Date of Module: 26/06/2009

Name of Student: SIDIROPOULOS IOANNIS

Introduction
Our aim is to create an expert management system of knowledge which will set the candidates to the appropriate working positions in various enterprises and organizations. This expert system will be used by a corporation which co-operate with enterprises and organizations as well as with candidates aiming at coverage vacancies to informing relevant to labor market and the support of the young seeking for work. The system will be based on registry specific information both for the candidates and the enterprises. The expert system with the help of Rule-Based System will be able to suggest candidates for specific positions in the enterprises.

Methodology
The methodology practice of the selection and positioning candidates mechanism to the appropriate employment positions initially includes the collection of information. 1 Definition of the enterprises in which candidates have been engaged in so far. 2 Definition of the sensible topics, skills that have been offered from the enterprises so far. 3 Definition of the skills that have been requested from the candidates so far. We select the enterprises with which the corporation has been co-operated in the past with the employment of the candidates and we categorize them based on the activation as well as the specialties. Afterwards, there should be a setting of knowledge, abilities and skills required per position for sensible topics and specialties. Moreover, it is defined whether particular skills are required according to the qualifications of the innervation of the enterprise. The setting of skills and qualifications that are required for every specialty is done by the people in charge of the enterprise. The grade of significance for skills and qualifications are defined by the enterprise.(Appendix 1). The evaluation of the significance will be general sense. Candidates should apply for the position to the enterprise in order to express their interest for the suggesting working positions. The setting of abilities and skills of the candidate required per position will be evaluated by the CV (curriculum vitae). Next, those elements for clearly defining the profile of officials must be introduced into the system. Apart from the personal data inventory (name, surname, certified education professional experience etc.) other data could be included both qualitatively and quantitatively. Qualitative data could be obtained after an interview with candidates of the 3 officers of the company and filling out a form that contains a personality test (Appendix 2). Then the managers will complete a questionnaire (Appendix 3) drawn up for the extraction of qualitative information of each candidate (hence responsibility creativity etc). Moreover, the profile of the company which wants to employ the official candidate should be identified by completing a prescribed brochure. Having set all the above there should be the choice of placement the officers to establish the rules matching between candidates and job offers. The initial placement of candidates in working positions is done by a person responsible for placement. Depending on the satisfaction of the requirements of the staff member's job in the company recruited as well as the satisfaction of the requirements of the company's performance by the official responsible for placement, the right and successful matching of the position offered and the employee can be

considered for and will be scored out of 20. Both the employee and the business will rate the requirements with the best 10. The rating of the controller placement will be calculated from the sum of the two scores. The satisfaction of the company will have greater significance in relation to employee...

References: Berkan R.C. (1997): Fuzzy systems design principles, IEEE Press Klir G.J. & Yuan B (1995): Fuzzy sets and Fuzzy logic – Theory and applications, Prentice HallJang Kartalopoulos S.V.(1996): Understanding neural networks and fuzzy logic, IEEE Press Supjarerndee, S.; Temtanapat, Y.; Phalavonk, U.(2002) Recruitment filtering with personality-job fit model Page(s):46 – 51 Dafoulas, G.A.; Pateli, A.G.; Turega, M.(2002): Business-to-employee cooperation support through online job interviews: Database and Expert Systems Applications, Page(s):286 - 292
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