TWMS J. Pure Appl. Math., V.9, N.1, 2018, pp.52-72 DECISION-MAKING SUPPORT IN HUMAN RESOURCE MANAGEMENT BASED ON MULTI-OBJECTIVE OPTIMIZATION M.H. MAMMADOVA 1 , Z.G. JABRAYILOVA 1 Abstract. The objective of this research is to develop a methodological approach to making managerial decisions in human resource management tasks. The paper substantiates the expe- dience of using multi-objective optimization, based on the Technique for Order of Preference by Similarity to Ideal Solution, to (or “intending to”) improving the efficiency and transparency of human resource management decisions. A modified Technique is suggested to ensure the adaptability of multi-criteria decision-making in human resource management tasks. This mod- ification consists in the integration of additional components into the decision algorithm. The method was tested during the solution of the real problem of selecting the best candidate among the applicants for the vacancies at the State Oil Company of the Azerbaijan Republic Human Resource Management Department. The results of the experiment showed the practical appli- cability and efficiency of the suggested approach for the objective and adequate evaluation of professional, qualification, and personal qualities of applicants, and for the support of managers during decision-making in the selection of personnel by the long-term tasks of the organization. Keywords: decision making support, human resource management, TOPSIS, fuzzy environment, multi-objective optimization. AMS Subject Classification: 68U35, 90B50. 1. Introduction During the transition to a knowledge-based economy, the organization’s (enterprise’s, com- pany’s, firm’s) efficient activity and competitiveness becomes significantly dependent on the human factor and the correct choice of the human resource management (HRM) policy [30, 38]. At the same time, globalization and rapid change of technologies precondition changes in the labor market, which, in its turn, causes considerable transformations in personnel relations, and requires the development of new conceptual approaches and scientifically substantiated methods in the policy that regulates these relations, depending on a specific HRM task. According to this concept, HRM is a special type of managerial activity. In this case, the main managed object is the human and his competencies, including knowledge, skills, and professional abilities, personal and behavioral qualities, motivational principles, intellectual and qualification potential, while HRM is aimed at supporting the organization’s activity strategy under the growing role and importance of the human factor [5]. Therefore, in order to make decisions that are adequate to the new conditions with regard to personnel planning, selection, recruitment, adaptation to the changing market environment, retention, dismissal, promotion, development, training, and motivation of personnel, the decision-maker should evaluate and consider a wide range of in- formation regarding the competencies of employees, be able to compare applicants, based on a multiple heterogeneous attributes (criteria), select the optimal solution (candidate) with the 1 Institute of Information Technology of the Azerbaijan National Academy of Sciences, Azerbaijan e-mail: depart15@iit.ab.az Manuscript received October 2016. 52