New Perspectives on Human Resource Management (HRM) in a Global Context Using the ELECTRE Method

Human Resource Management (HRM) encompasses the strategies and techniques organizations use to manage their workforce effectively. It involves activities such as recruitment, employee training and development, compensation management, and fostering strong employee relations—all aimed at improving individual performance and achieving business goals. HRM is crucial for maximizing the use of human capital and enhancing employee motivation and involvement. By creating a positive organizational culture and aligning HR policies with corporate objectives, HRM contributes significantly to long-term organizational success. Research in HRM enables organizations to understand the most effective practices for improving productivity, efficiency, and profitability. By studying industry trends, proven methods, and new technologies, HR research supports strategic decision-making that ensures human resources are aligned with broader organizational goals. Moreover, research sheds light on key factors influencing job satisfaction, motivation, and employee engagement, allowing HR professionals to implement initiatives that boost morale, reduce staff turnover, and foster a supportive work environment. Studying HRM is also essential for designing effective recruitment and employee retention strategies. It provides insights into how to attract top talent, assess candidates effectively, and implement retention programs that help maintain a skilled and committed workforce. Furthermore, HR research supports compliance with evolving labor laws, diversity and inclusion initiatives, and ethical standards—ensuring HR policies are fair, equitable, and legally compliant. Additionally, HR research facilitates long-term workforce planning by identifying demographic changes, skill shortages, and future staffing needs, enabling HR departments to plan proactively. ELECTRE (Elimination and Choice Expressing Reality) methods are widely applied in real-world decision-making contexts such as recruitment and transportation. These methods are also the focus of ongoing theoretical exploration. In evaluating various strategies, the chosen criteria include: Employee Satisfaction, Productivity Increase, and Talent Retention (all benefit criteria); along with Cost, Implementation Time, and Administrative Burden (all non-benefit criteria). Based on the analysis, Strategy A ranked highest, while Strategy D was placed at the bottom.