A Multi-Criteria Approach to Administrator Selection in the Tourism Sector

Year 2021, Volume: 26 Issue: 3, 955 - 968, 31.12.2021

Rahmi Baki

https://doi.org/10.17482/uumfd.926118

Cited By: 2

Abstract

Managing an operation effectively is only possible if the personnel employed as managers have job-appropriate features. In the tourism sector, where competition is intense and the conditions are constantly changing, the qualifications that the people in the managerial position should have should be known. The aim of this study is to determine the characteristics that are important for the success of managers in the tourism industry and to realize the candidate evaluation process in this direction. For this purpose, the studies conducted on the subject in the literature were examined, eight criteria were determined and these criteria were evaluated by five decision makers who are experts in their fields. Six candidates applying for the managerial position are listed according to these criteria. For this purpose, the weights of the criteria were determined using the SWARA technique, and then the candidates were listed with the fuzzy VIKOR technique. As a result of the research, criteria according to their importance; problem solving and decision making, leadership and communication skills, crisis management, goal setting, self-reliance, originality and creativity, ethical values and innovative services. The findings of the study will provide useful information to businesses operating in the tourism sector, students that aim to become the tourism manager of the future, academics and educational institutions.

Keywords

Multi criteria decision making, Tourism management, Personnel selection, SWARA, Fuzzy VIKOR, Multi criteria decision making

TURİZM SEKTÖRÜNDE YÖNETİCİ SEÇİMİNE YÖNELİK ÇOK KRİTERLİ BİR YAKLAŞIM

Abstract

Bir işletmeninin etkin bir biçimde yönetilebilmesi, yönetici olarak istihdam edilen personelin işe uygun özelliklere sahip olmasıyla mümkündür. Rekabetin yoğun olduğu ve koşulların sürekli değiştiği turizm sektöründe yönetici pozisyonundaki kişilerin sahip olması gereken niteliklerin bilinmesi gerekmektedir. Bu çalışmanın amacı, turizm endüstrisinde yöneticilerin başarısı için önemli olan özelliklerin belirlenmesi ve aday değerlendirme sürecinin bu doğrultuda gerçekleşmesidir. Bu amaç doğrultusunda literatürde konu ile ilgili yapılan çalışmalar incelenip sekiz kriter tespit edilmiş ve bu kriterler alanlarında uzman beş karar verici tarafından değerlendirilmiştir. Yönetici pozisyonu için başvuran altı aday bu kriterlere göre sıralanmıştır. Bunun için öncelikle SWARA tekniği kullanılarak kriterlerin ağırlıkları belirlenmiş, ardından bulanık VIKOR tekniği ile adaylar sıralanmıştır. Araştırmanın sonucunda önem derecelerine göre kriterler; problem çözme ve karar verme, liderlik ve iletişim becerileri, kriz yönetimi, hedef belirleme, özgüven, özgünlük ve yaratıcılık, etik değerler ve yenilikçi hizmetler şeklinde sıralanır. Çalışmanın bulguları, turizm sektöründe faaliyet gösteren işletmelere, geleceğin turizm yöneticisi olmayı hedefleyen öğrencilere, akademisyenlere ve eğitim kurumlarına yararlı bilgiler sağlayacaktır.

Keywords

Turizm yöneticiliği, Personel seçimi, SWARA, Bulanık VIKOR, Çok kriterli karar verme

References

• 1. Akıllı, K., & Cetin, E. I. (2020). Scholarship selection in higher education with VIKOR method. International Journal of Assessment Tools in Education, 7(3), 379-391. https://doi.org/10.21449/ijate.684360
• 2. Aktaş, A., & Kabak, M. (2020). VIKOR yöntemi ile araştırma görevlisi adaylarının değerlendirilmesi. Çok Kriterli Karar Verme Yöntemleri: MS Excel ® Çözümlü Uygulamalar, Nobel Akademik Yayıncılık, 143-156.
• 3. Avcı N. (2015). Otel işletmelerinde yönetici yetkinliklerinin analizi: İzmir örneği, Anatolia: Turizm Araştırmaları Dergisi, 26(1): 7-16. https://doi.org/10.17123/atad.vol26iss110961
• 4. Aydın, M., Avcı, S., & Aladağ, Z. (2021). Futbolcu performanslarının VIKOR yöntemi ile değerlendirilmesi. Akdeniz Spor Bilimleri Dergisi, 4(1), 24-39. doi: 10.37021/asbid873554
• 5. Ayouni, S., Menzli, L. J., Hajjej, F., Madeh, M., & Al-Otaibi, S. (2021). Fuzzy VIKOR application for learning management systems evaluation in higher education. International Journal of Information and Communication Technology Education (IJICTE), 17(2), 17-35. doi:10.4018/ijicte.2021040102
• 6. Baki, R. (2016) Personnel selection through Fuzzy ELECTRE I Method. The Journal of MacroTrends in Applied Science, 4(1), 38–54.
• 7. Baki, R. (2021). An integrated, multi-criteria approach based on environmental, economic, social, and competency criteria for supplier selection. RAIRO: Recherche Opérationnelle, 55, 1487-1500. https://doi.org/10.1051/ro/2021041
• 8. Blayney C. (2009). Management competencies: Are they related to hotel performance? International Journal of Management and Marketing Research, 2(1): 59-71.
• 9. Brownell J. (2008). Leading on land and sea: Competencies and context. International Journal of Hospitality Management, 27(2): 137-150. doi:10.1016/j.ijhm.2007.11.003
• 10. Chen, C. T. (2000). Extensions of the TOPSIS for group decision-making under fuzzy environment. Fuzzy Sets and Systems, 114(1), 1-9. doi:10.1016/s0165-0114(97)00377-1
• 11. Çizel B. Anafarta N. Ve Sarvan F. (2007). An analysis of managerial competency needs in the tourism sector: The case of Turkey. Tourism Review, 62(2): 14-22. doi:10.1108/16605370780000310
• 12. Ecer, B., Aktas, A., & Kabak, M. (2019). Green supplier selection of a textile manufacturer: A hybrid approach based on AHP and VIKOR. MANAS Journal of Engineering, 7(2), 126-135.
• 13. Elidolu, G., Uyanık, T., & Arslanoğlu, Y. (2020 Ekim). Seafarer personnel selection with Fuzzy AHP. 5th International Mediterranean Science and Engineering Congress. 632-636.
• 14. Gul, M., Ak, M. F., & Guneri, A. F. (2017). Occupational health and safety risk assessment in hospitals: A case study using two-stage fuzzy multi-criteria approach. Human and Ecological Risk Assessment: An International Journal, 23(2), 187-202. doi:10.1080/10807039.2016.1234363
• 15. İnan H. E. (2017). Şehir otellerinde üst düzey yönetici seçiminde öncelikli görülen yetkinliklerin AHP yöntemi ile değerlendirilmesi: Eskişehir örneği (Yüksek Lisans Tezi). Eskişehir: Turizm İşletmeciliği Anabilim Dalı.
• 16. Jeou-Shyan H. Hsuan H. Chih-Hsing L. Lin L. ve Chang-Yen T. (2011). Competency analysis of top managers in the Taiwanese hotel industry. International Journal of Hospitality Management, 30(4): 1044-1054. doi:10.1016/j.ijhm.2011.03.012
• 17. Keršuliene V. Zavadskas E. K. ve Turskis Z. (2010). Selection of rational dispute resolution method by applying new step‐wise weight assessment ratio analysis (SWARA). Journal of Business Economics and Management, 11(2): 243-258. doi:10.3846/jbem.2010.12
• 18. Kwok, A. P. K., Yan, M., Zhao, Y. X., Zhi, H., Zhong, R. B., Yang, C., & Li, N. H. (2021 Ocak). An empirical comparison of the usefulness between TOPSIS method and fuzzy TOPSIS method for personnel selection. In International Conference on Decision Science & Management. 589-595. https://doi.org/10.1007/978-981-16-2502-2_60
• 19. Lam, W. S., Lam, W. H., Jaaman, S. H., & Liew, K. F. (2021). Performance evaluation of construction companies using integrated entropy–fuzzy VIKOR model. Entropy, 23(3), 320-336. doi:10.3390/e23030320
• 20. Lin, C. T., Yeh, C. C., & Ye, F. (2020). Applying the multi-criteria decision-making approach for lawyer selection from law firms’ perspective in China. Mathematics, 8(8), 1370. doi:10.3390/math8081370
• 21. Luo, S. Z., & Xing, L. N. (2019). A hybrid decision making framework for personnel selection using BWM, MABAC and PROMETHEE. International Journal of Fuzzy Systems, 21(8), 2421-2434. doi:10.1007/s40815-019- 00745-4
• 22. Mediouni, A., & Cheikhrouhou, N. (2019). Expert selection for humanitarian projects development: A group decision making approach with incomplete information relations. IFAC-PapersOnLine. 52(13), 1943–1948. doi:10.1016/j.ifacol.2019.11.487
• 23. Nalbant, K. G., & Ozdemir, Y. (2018). Personnel selection using fuzzy VIKOR methodology. International Journal of Management Science, 5(2), 10-17.
• 24. Opricovic, S. (2011). Fuzzy VIKOR with an application to water resources planning. Expert Systems with Applications, 38(10), 12983-12990. doi:10.1016/j.eswa.2011.04.097
• 25. Opricovic, S., & Tzeng, G. H. (2004). Compromise solution by MCDM methods: A comparative analysis of VIKOR and TOPSIS. European Journal Of Operational Research, 156(2), 445-455. doi:10.1016/s0377-2217(03)00020-1
• 26. Opricovic, S., & Tzeng, G. H. (2007). Extended VIKOR method in comparison with outranking methods. European Journal Of Operational Research, 178(2), 514-529. doi:10.1016/j.ejor.2006.01.020
• 27. Örgün, E., & Solunoğlu, A. (2021). Restaurant personnel selection with ARAS method: The case of Cappadocia. The Conference on Managing Tourism Across Continents. 181-182.
• 28. Öztürk, F., & Kaya, G. K. (2020). Bulanık VIKOR ile personel seçimi: Otomotiv yan sanayinde uygulama. Gazi Üniversitesi Fen Bilimleri Dergisi Part C: Tasarım ve Teknoloji, 8(1), 94-108. DOI: 10.29109/gujsc.595288
• 29. Petkovski K. (2012). Required skills and leadership characteristics of a modern manager in tourism and hospitality. UTMS Journal of Economics, 3(1): 91-96.
• 30. Pirnar İ. (2014). Specifications for effective hotel managers: View of İzmir hotels' managers. Journal of Yaşar University, 9(33): 5583-5596.
• 31. Stanujkic D. Karabasevic D. ve Zavadskas E. K. (2015). A framework for the selection of a packaging design based on the SWARA method. Inzinerine Ekonomika-Engineering Economics, 26(2): 181-187. http://dx.doi.org/10.5755/j01.ee.26.2.8820
• 32. Suh E. West J. J. ve Shin J. (2012). Important competency requirements for managers in the hospitality industry. Journal of Hospitality, Leisure, Sport & Tourism Education, 11(2): 101-112. doi:10.1016/j.jhlste.2012.02.005
• 33. Tavitiyaman P. Weerakit N. ve Ryan B. (2014). Leadership competencies for hotel general managers: The differences in age, education, and hotel characteristics. International Journal of Hospitality & Tourism Administration, 15(2): 191-216. doi:10.1080/15256480.2014.901069
• 34. Urosevic S. Karabasevic D. Stanujkic D. ve Maksimovic, M. (2017). An approach to personnel selection in the tourism industry based on the SWARA and the WASPAS methods. Economic Computation & Economic Cybernetics Studies & Research, 51(1): 75-88.
• 35. Uslu, Y. D., Yılmaz, E., & Yiğit, P. (2021). Developing qualified personnel selection strategies using MCDM approach: A university hospital practice. In Strategic Outlook in Business and Finance Innovation: Multidimensional Policies for Emerging Economies. Emerald Publishing Limited, 195-205. https://doi.org/10.1108/978-1-80043-444-820211018
• 36. Zolfani S. H. ve Banihashemi S. S. A. (2014 Mayıs). Personnel selection based on a novel model of game theory and MCDM approaches. Proc. of 8th International Scientific Conference Business and Management, 15-16. http://dx.doi.org/10.3846/bm.2014.024
• 37. Zolfani S. H. ve Saparauskas J. (2013). New application of SWARA method in prioritizing sustainability assessment indicators of energy system. Engineering Economics, 24(5): 408-414. https://doi.org/10.5755/j01.ee.24.5.4526
• 38. Zolfani S. H. ve Zavadskas E. K. (2013). Sustainable development of rural areas’ building structures based on local climate. Procedia Engineering, 57(1): 1295-1301. doi:10.1016/j.proeng.2013.04.163