Decision Support System Case Study

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CHAPTER 1 INTRODUCTION

1.1 Background of the Study
The evolution of computer use by organizations as information system started early 1960’s. Computers were mainly used to cut down cost of administrative work and handling accounting activities (Timo Saarinen, 1989). Rapid improvement in Technology has sky rocketed the transformation of how organizations operates by automating manual process to electronic system (Vijay et al., 1991). Computer technology as one of the modern technology is gaining so much importance as it provides platform for sharing information, storage and enables decision making process within reasonable cost. These technologies provide new services and opportunities
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ER, 1988). This feature raises the need for business applications that can provide predefined management report to be used by managers in decision making process. However, as time goes on, these predefined management reports become insufficient to meet many of the decision making requirements. To overcome such problems, the concept of decision support system (DSS) comes to existence. The main essence here is to provide managerial end users with interactive support to their decision making processes (M.C. ER,…show more content…
In fact, it does not make the decision, it support the decision making process. Most real life decision making situation involve multi-alternatives and multi-criteria for example the decision of purchasing a car which has many brands and features (criteria) to be considered before making final selection.
In this research, selected MCDM methods are used to enable the possibility of successful human resource selection. Human Resource selection (HRS) is one of the complex issues faced by organizations because it involve selection of the best among alternatives in respect to multi-criteria. In other words, it simply refers to the process followed to attract best talents from the job market by offering very attractive compensation packages.
Many DSS has been developed and reshuffled over the years to tackle difficulties faced during the HRS process. The recruitment process is usually segmented into various steps such as Shortlisting of applications, Examination (aptitude test) and finally oral interview, the preferable method depends on organizations strategy. Previously mentioned phases are carried out by committee formed (panels) and conducting HRS manually may result to unfair judgement among applicants. Humans have limitation when dealing with crisp data, imprecise preferences and cannot estimate such circumstances with an exact numerical value (Hwang and Yoon,

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