Modelagem de seleção de Recursos Humanos por Método Analítico Hierárquico

Abstract

Nowadays, human resources planning presents itself as an ally aiming to promote support alternatives to attend, within an increasingly competitive market in which the companies inserted in it are focused on an incessant process of exchanging information with each other. . Organizations are represented by the entry and exit of people (internal promotions, layoffs, loss of intellectual capital to competitors), causing staff turnover. To achieve the desired success, organizations need the right people at the right time. Chiavenato (1999, p. 9) is categorical when he addresses that "talking about people management is talking about people, the human component of organizations, culture and mentality, intelligence and vitality". an effective instrument within the organization, both for internal and external processes, as it ensures that the right people are performing their role in the place where they really should be allocated within the organization where they work. LOPES et al. (2018) attests that knowledge is the greatest competitive weapon that organizations have at hand. And that when this weapon is represented through the skills of its employees, it becomes a categorical competitive differential in the market. When one goes deeper into the companies and deals with promotions within the organization itself, complaints from managers and other people responsible for the process itself are recurrent. Linked to these complaints is disappointment and negative impacts within the institution. Normally, these impacts are linked to both the loss of time by making the selection process not so efficient, and the financial damage that this poorly done process can bring. In this situation, they are usually the same: the company, when carrying out the process incorrectly and suffering for it, and the person being promoted, who is often not ready to take on a new position, with more responsibilities and more specific knowledge. Even today, even with the almost unlimited amount of information at hand, it is clear that there are organizations that cannot keep up with the evolution of the market around them. This delay, when found in the HR sector, can be seen, for example, in the customary and obsolete techniques still used in hiring or internal recruitment of employees. Such a delay can lead to a bad choice of a professional to occupy an important position within the company and, consequently, cause damage in the medium and long term, since a poorly allocated employee (badly hired), can mean rework in activities, generating delays in deliveries of demands or even, depending on the function, bringing less profit to the company. Therefore, the objective of this study was to present what is the Analytical Hierarchical Method, using a support software and to show the relevance in how this method can demonstrate a rational and impartial choice during a decision-making process, proposing a new fast way for the selection of candidates to occupy a management position in a national Financial Institution (located in the city of Manaus, Amazonas, in the calendar year of 2022) focusing on the competences of the candidates. This decision model takes into account the importance of the criteria chosen by those in charge of the selection process. The result of the MAH application was obtained through a hypothetical situation, taking into account four qualified candidates for the process. With this method, it is believed that, firstly, the turnover of employees in positions will decrease, since the applied method is more efficient than those usually applied, where, currently, within the organization, the choice method is only based on two criteria : length of time in current position and availability to assume the vacancy. In addition, the level of interest of candidates for the vacancies presented will increase, since the comparison index between competitors and their respective criteria will be evaluated in a more coherent and efficient way, resulting in a fairer choice.