Research Article Hamming Distance Method with Subjective and Objective Weights for Personnel Selection R. Md Saad, 1 M. Z. Ahmad, 1 M. S. Abu, 1 and M. S. Jusoh 2 1 Institute of Engineering Mathematics, Universiti Malaysia Perlis, Pauh Putra Main Campus, 02600 Arau, Perlis, Malaysia 2 School of Business Innovation and Technopreneurship, Universiti Malaysia Perlis, Jalan Kangar-Alor Setar, 01000 Kangar, Perlis, Malaysia Correspondence should be addressed to M. Z. Ahmad; mzaini@unimap.edu.my Received 31 August 2013; Accepted 11 November 2013; Published 17 March 2014 Academic Editors: R.-M. Chen and H. Wu Copyright © 2014 R. Md Saad et al. Tis is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. Multicriteria decision making (MCDM) is one of the methods that popularly has been used in solving personnel selection problem. Alternatives, criteria, and weights are some of the fundamental aspects in MCDM that need to be defned clearly in order to achieve a good result. Apart from these aspects, fuzzy data has to take into consideration that it may arise from unobtainable and incomplete information. In this paper, we propose a new approach for personnel selection problem. Te proposed approach is based on Hamming distance method with subjective and objective weights (HDMSOW’s). In case of vagueness situation, fuzzy set theory is then incorporated onto the HDMSOW’s. To determine the objective weight for each attribute, the fuzzy Shannon’s entropy is considered. While for the subjective weight, it is aggregated into a comparable scale. A numerical example is presented to illustrate the HDMSOW’s. 1. Introduction Te rapid growth in globalization had created an intense competition between modern frms in global markets. Tese situations had urged the organization and frms to estab- lish a comprehensive procedure during personnel selection process. Te personnel selection can be defned as a process of selecting the individuals who match the requirement and qualifcation to perform a particular job in an excellent way [1]. Te main objective of this process is to assess the diversity among the alternatives that could pave a way of predicting the future performance [2]. Knowing the fact that personnel selection is not an easy task to be solved has awakened the conscience of decision makers to make decisive action to solve. Te decision makers have to consider all aspects that are needed in this process. Hence, some of the decision makers try to solve this problem by using any kind of methods that are available and suitable for them to use. Despite restructuring and reorganizing the personnel selection process, some of the frms had performed a so- called “strategic decision” to choose the best candidate during the selection process. Some decision makers try to utilize rigorous and costly selection procedure and some even used the traditional method which depends on only information stated on the application forms that turn out to be quickest and inexpensive methods [1]. However, these methods actually never bring satisfaction and their fnal results are sometimes deniable. Tus, when multicriteria decision making (MCDM) was introduced in the early 1970’s, it had become one of favorable and important methods in this area. Some of the decision makers took a chance and grabed this opportunity to apply this method in solving personnel selection problem [3]. MCDM is known for its capabilities in evaluating, electing, or ranking a fnite set of available alternatives with respect to multiple and conficting criteria [4]. A number of methods and theories had been introduced and extended based on the utilization of this approach and the continuing study of this feld had extended in a fxed rate. Preference Ranking Organization Method for Enrich- ment Evaluation (PROMETHEE) [5], linear programming techniques [6], Analytic Hierarchy Process (AHP) [7], Simple Additive Weighting (SAW) [8], and Technique for Order Hindawi Publishing Corporation e Scientific World Journal Volume 2014, Article ID 865495, 9 pages http://dx.doi.org/10.1155/2014/865495