Improving Human Resource Management in Banking A WASPAS-Based Evaluation Approach

HRM plays a key role in ensuring operational efficiency, employee performance and regulatory compliance in banks. Five alternatives (A1 to A5) were evaluated on the basis of four key criteria: metrics related to sales, debt ratio, return on assets and net profit. The performance values were normalized and weighted equally to ensure fairness and consistency in the evaluation. WASPAS coefficients and preference scores were calculated to determine the overall performance of each alternative. The findings showed that alternative A2 showed the highest performance, making it the most suitable HR strategy, while A5 performed strongly. In contrast, A1 ranked the lowest, indicating the need for strategic improvement. This study highlights the practical application of the WASPAS methodology in improving HR decision-making in banks and provides a systematic approach to improving HR practices in a competitive financial environment. In a highly competitive and regulated sector like banking, effective HRM is essential to drive productivity, improve employee performance, ensure compliance, and achieve strategic goals. However, the complexity of assessing multiple interdependent HR indicators often poses a challenge to decision makers. This research is important as it provides a quantitative and objective approach to identify the most effective HR strategies from the many alternatives, which is a critical requirement in modern banking. This study will not only help banks identify areas where improvement is needed, but also support the development of more effective, data-driven HR policies. Furthermore, these findings contribute to the growing field of multi-objective decision making (MCDM) applications in human resources, demonstrating how advanced analytical tools can improve the quality of decision-making and operational outcomes in banking organizations. This makes the research both valuable for practice and academically relevant. These metrics were selected for their relevance in assessing the effectiveness and impact of human resource strategies on overall bank performance. Each parameter contributes equally to the decision-making process, ensuring a fair and balanced assessment of alternative human resource approaches within banking institutions. The method involves normalizing performance data, assigning equal weights to each criterion, calculating preference scores, and deriving a WASPAS coefficient for each alternative. This approach ensures that both additive and multiplicative effects are considered, making it a useful tool for assessing complex HRM performance across various financial indicators. The use of the WASPAS method in assessing human resource management in banking provides a structured and reliable framework for decision-making. The analysis showed that alternative A2 outperformed the others, indicating it as the most effective HR strategy. This study confirms that WASPAS is a valuable tool for comparing HRM alternatives and supporting data-driven decisions that improve efficiency, employee performance, and overall organizational success in the banking industry. The bank's application of the WASPAS methodology to HRM revealed that alternative A2 received the highest performance score, ranking first among all options. This result shows that A2 is the most effective HR strategy, while A1 ranks the lowest, indicating areas for significant improvement in its HR practices.