Development of a Personnel Database in Terms of Multi-Criteria Analysis and Data Classification

Abstract

Today, many organizations face challenges finding and selecting specialists who can meet their specific requirements. This is due both to a general shortage of qualified personnel in the market and the need for modern approaches to human resource management. The traditional recruitment model is based on a linear selection principle. This approach, despite its simplicity and low labor intensity, has a significant drawback: it ignores the multidimensionality of human resources. Application of multicriteria analysis will allow for a more accurate candidate selection, based not only on basic criteria such as education or work experience but also on other factors, including personal qualities and fit with corporate culture. This article proposes a personnel database based on the "All-Russian Classifier of Workers, Employee Positions, and Wage Grades OK 016-2025 (OKPDTR) (approved by Order of the Federal Agency for Technical Regulation and Metrology dated May 16, 2025, No. 423-st)." This study defined a system of criteria for employee assessment. Taken the "quality engineer" specialty as an example, pairwise criteria comparisons within each group were performed. Calculations showed that the method allows for identifying the degree of consistency between expert assessments. Various skill groups were proposed: professional-communicative, personal-business, and value-motivational, which together yield 12 key criteria. This enables a transition from subjective personnel assessment to a formalized, measurable approach that takes into account both the professional and personal-motivational characteristics of the specialist.