Personnel Selection Criteria in Tourism Business: An Application by the Method of ARAS

Introduction

The basic concept of HRM is the human. All efforts to ensure that employees get the most out of their skills constitute the HRM's field of study. The employees might be those working in the business as a technical service person, a sales person or a front office person. However, this situation does not affect the objectives and tasks of the HRM. Thus, the decisions and measures to be taken regarding the functions and the policies to be followed in this regard are called “HRM” (Alpugab, 1998).

Finding, selecting, and recruiting employees consist of a process which covers how they will be employed and what methods will be followed during the recruitment. The process of recruitment can be defined as the whole of the activities consisting of preliminary work, finding and selecting human resource, and job placement. Preliminary work includes activities related to the determination of the quality and quantity of new employees to be recruited. Determination of human resources for replacing the vacant places in the business place, finding human resources and attracting them to the business are included the activities of finding human resource. Selection of employees is composed of a number of actions to be completed to make sure the best employee candidate is recruited for the business place. Helping the recruited employee get accustomed to the job completes the process of recruitment. In short, the recruitment process involves a series of stages starting with the need to employ personnel and ending with the adaptation of the selected employee to the job (Tütüncü, Tarlan, & Mamyrklov, 2003).

Human Resources are indispensable part of the hotel operations, which have labor-intensive activities and where the guest satisfaction depends on the continuous provision of product and service quality (Bilici, 2012: p. 3). For this reason, in the business places in the tourism sector, it is of utmost importance that human resources are selected correctly in order that the employees can satisfy the customers and provide quality and efficient service (Bilgiçli, 2010: p. 50).

For all these reasons, the main point in selecting the recruitment criteria for employees is to determine the criteria of hiring. People differ in terms of age, gender, physical qualities, speed of work, intelligence, reasoning and patience. It is important for the increased productivity of the business that everyone is directed to the right department for their own qualities and talents, character and enthusiasm.

One of the reasons why human resources emphasize the issue of the selection of employees is that it is best for them to recruit an employee who performs at high standards, works with others and motivates them, keeps working for the same place for a long time, and reduces workforce turnover and its costs. The human factor in tourism business gives direction to the success of the organizations with its dynamic structure. Unless appropriate personnel are selected, incompatibilities and conflicts, increases in occupational accidents, increase in personnel circulation will occur. Selection of personnel involves the process of recruiting an employee for an open position among the other candidates who has necessary qualifications according to the job requirements. This adaptation is necessary not only for the high level of performance of employees but also for their willingness and satisfaction in their job.

In this research, ARAS method which is one of the multi-criteria decision‐making methods is used. In this method, the utility function values of the alternatives to be used for the selection process are compared with the value of the optimal alternative added to the decision problem by the researcher. The ARAS method is practiced in almost all areas, but it is also frequently observed and used in human resources management.