在分析架構評估模式的決策問題中,通常假設評估屬性間是互相獨立的,但是在實際的決策環境中,各構面與準則間又有存在著相依的關係,如果未考慮其間的影響,就會造成評估結果與實際決策過程的差異。為了降低兩者之間差異性,本研究利不同的組合分析其相互的影響關係,以期望達到合理性與有效性,作為「人才招募」評估策略的參考依據。本研究由相關文獻歸納出初步的評估構面與準則,請有實務經驗的專家協助,彙整出「人才招募」之構面及準則為重要因素。並使用詮釋結構模式(Interpretive Structural Modeling, ISM)、網絡層級分析程序法(Analytic Network Process, ANP)、模糊多準則決策(FMCDM)及總加量表法中Likert式量表(Likert scale),以不同的組合求出其權重的排序,協助決策者在進行人才招募的政策制定時能有所參考評估人才招募的選擇判斷。但若只以個別的分析法作出權重分析作比較,絶對是具有非常明顯的其差異性,無法使決策者有明確的選擇,所以在專家問卷將詮釋結構模式結合網絡層級分析程序法,而一般問卷加入模糊多準則決策方法,可以使本研究更進一步應用於「人才招募」之評選排序,提供企業決策者之實質依據。
In the analytical framework assessment model decision-making issues, the assumed attributes of assessment are usually independent of each other. In the actual decision-making environment, the assessment dimensions and Guidelines existed dependency relationships. We have to consider the effects of the relationship from assessment dimensions and Guidelines that could cause the differences in the results of assessment and the actual decision-making process. In order to reduce the differences, this study analyzes the mutual influence relationships to expects achieve rationality and effectiveness for assessing strategy as a " Criteria of Recruitment " reference. The preliminary assessment dimensions and Guidelines had assisted form the experts of practical experience to collect the important factor of the "Criteria of Recruitment" dimensions and guidelines. We also combined the Interpretive Structural Modeling(ISM), Analytic Network Process(ANP), Fuzy Multiple Criteria Decision Making(FMCDM) and Likert scale to find the weight Sort, which can assist decision-makers on conducting Recruitment with some choice judgment. The obvious differences existed in only comparing the analysis of individual the right that the dicision-makers can’t have a clear choice. We not only combine the Interpretive Structural Modeling and Analytic Network Process in expert questionnaire, but also join the Fuzzy Multiple Criteria Dicision-Making methods in general questionnaire to save this problem. It can be applied to the "Criteria of Recruitment" selection sort for providing a substantive basis on business decision-makers.