The Application of AHP Model in Recruiting Middle Managers for Enterprises――Taki

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Abstract. With the advertisement of the era of knowledge economy， human has become the core element in the enterprise competitiveness. It’s one of the problems for human resource managers to select the most suitable person among many candidates. Nowadays， most enterprises resort to the simple evaluation in hiring which is unfair for evaluating the abilities of applicants. AHP model is a method which combining qualitative and quantitative. This paper applies the AHP model to hiring the middle managers and takes the recruiting of project managers for example to analyze its effectiveness. Hope to provide scientific decision basis for recruiting middle managers.

Keywords： AHP model， Recruit， Middle managers

1. Introduction

Middle managers are important to enterprises decision-making power. They are not only the person to carry out the significant decisions formulated by the top managers， but also take the responsibilities for supervising and coordinating the first-line managers. They hold the essential link for top managers and lower managers. It is crucial for companies to own a group of middle managers whose working abilities are strong， stable， high comprehensive quality. Using analytic hierarchy process to study middle-level personnel recruitment and taking the different factors in consideration， we can ensure that we could hire the really excellent person according to establish an effective decision-making model.

1.1 Analysis traditional recruitment

Traditional recruitment evaluates the candidates according to the various performances presented by the person， and then compares all the candidates. Although this method has certain fairness for applicants， it may be lead to some degree to the evaluation of the applicant by some members of the team's guiding role and has a strong subjectivity. This method may lead to the loss of some excellent middle managers.

1.2 The characteristics of middle managers

Middle managers are in the middle position in the management layer. They play an important role in upload issued. So when we recruit middle managers， we should investigate the following aspects： （1） the basic information. The basic information of the applicants is the first impression for the enterprises. According to the recruitment information， we select eligible applicants. （2） Management ability. Middle managers are not only leaders， but also the executors of the command. The good management ability of fast directly affect the enterprise the order will be executed correctly， the requirements of the subordinates can accurately response to the top， more influence the work efficiency in the work. （3） Working experience. Work experience is also very important for managers， the managers with rich work experience in dealing with problems at work efficiency is much higher compared to less experienced staff. （4） The development in the future. Enterprise after our staff recruitment and training cost， the enterprise to recruit employees hope that it can be more create value for enterprises， especially management， grasp the important information， its so enterprise would prefer to keep its stability and creative and enthusiasm.

By examining those contents and abilities and evaluating it， we can elect the suitable personnel among numerous candidates， meeting the requirements of enterprises and reducing the cost of companies.

2. The middle managers recruitment model based on AHP

Analytic hierarchy process （AHP） is first introduced by T.L. Saaty in the 1970s. It is a method which is frequently used to solve the problem of complicated multi-criteria decision in system engineering. It can express and handle human subjective judgment by the form. It is an analysis method combined qualitative and quantitative. Using the AHP model to make decision， it can be divided into several steps： First of all， we must analyze each of the elements in the system. Secondly， according to experts' judgment on objective facts， identify each element of the same layer of a layer of a standard two compares the relative importance of two discriminates matrix. Finally， calculating and analysis he discriminant matrix elements for the relative weight of the upper standards， and then get all levels relative weights of the system target layer element. This method not only remedies the deficiency of the previous assessment， and has been proved to have practical value in complex structure target and lack of necessary data.

2.1 Structural hierarchy model

Understanding the middle management recruitment model in companies， integrating and analyzed it， we can get the following recruitment hierarchy model of enterprise middle managers：

2.2 Establish discriminant matrix

Judgment matrix stands for all factors within this layer for a layer of the relative importance of one factor assignment matrix， the commonly method is level 9 scaling. Specific scale method shows in table 2：

2.3 Consistency check

Discriminant matrix is a judgment matrix made by experts based on actual situation. So the judgment may not be accurate as we think and exit strong subjectivity， we need the consistency inspection requirements. In AHP model， we set as the maximum eigenvalue of the matrix discriminant， n stands for matrix dimension， the discriminant matrix consistency check index is . The bigger the CI is， the worse the matrix consistency. When the matrix dimension ， consistency check index of the discriminant matrix with order random consistency index random consistency ratio， . When ， judgment matrix meets the requirements of the consistency， it is reasonable. Then we can continue AHP integrated computation. Otherwise we should deal with discriminant matrix to make relative adjustment.

2.4 Determine different levels factor of the sort

The scheme was established from the highest to the lowest level step by step in selected total sorts of appraisal index system， namely calculate all elements in the same level relative to a level of relative importance weights. See table 4---table 9.

Table 4

Table 5

Table 6

Table 7

Table 8

Then we get that：

3. Examples

We take the project manager recruitment for example. The score of candidates A， B， C are as follows：

According to the formula （2.1）， we can get that the score of A， B ， C is 5.8895， 8.0726， 4.5083，respectively. Then B is the first one， A is the second one and C is the last one. So we choose B as project manager.

4. Conclusions

Recruitment is the first step to carry out the strategy of talent and improve core competitiveness. Applying analytic hierarchy process （AHP） into recruiting middle managers， we can not only select the most appropriate personnel among many applicants， but also can avoid bury talent for some individual factors.

In practice， we need to analyze the abilities scientifically in different positions. Analytic hierarchy process （AHP） can be widely used in other positions. It provides a great convenience for human resources by using this method.

References

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