Designing a Mamdani Fuzzy Inference Expert System for evaluating Human Resources in the Iranian Construction Industry

Document Type : Research Paper


1 Department of Civil Engineering, Arak Branch, Islamic Azad University, Arak, Iran

2 Department of Construction Engineering and Management, Faculty of Civil Engineering, Khajeh Nasir Toosi University of Technology, Tehran, Iran

3 Department of Management and Construction Engineering, Faculty of Science and Research Branch, Islamic Azad University, Tehran, Iran


The importance of human resources is an inescapable issue that lack of proper management will reduce productivity in project-based organizations. human resources assessment is one of the complex processes in organizations that require explicit analysis by strategic, key, and operational jobs in order to periodically monitor, recruit and hire it according to the organizational position of employees. In recent years, various models for measuring human resources in project-based organizations have been proposed, but the important issue is to provide an expert system that can provide results with high reliability. To this end, the fuzzy inference system is felt like a response to this need. Due to the identified study gap, the present study seeks to design an expert system consistent with Mamdani fuzzy inference to measure manpower in a project-based organization in Iran. This system shows the final status of human resource assessment in the Iranian project-oriented organization and the status of each of its main dimensions. In order to show the potential and practical benefits of this system was implemented in a case study. Finally, by analyzing the system outputs, the optimal performance of the designed system is analyzed and finalized with the relevant information of the organization.


Main Subjects

Article Title [Persian]

طراحی یک سیستم خبره استنتاج فازی ممدانی برای ارزیابی منابع انسانی در صنعت ساختمان ایران

Authors [Persian]

  • احمدرضا دالوند 1
  • حمیدرضا عباسیان جهرمی 2
  • مهدی روانشادنیا 3
  • احسان الله ضیغمی 1
1 دانشکده مهندسی عمران، دانشگاه آزاد اسلامی واحد اراک، اراک، ایران
2 گروه مهندسی و مدیریت ساخت، دانشکده مهندسی عمران، دانشگاه صنعتی خواجه نصیر طوسی، تهران، ایران
3 دانشکده مدیریت و مهندسی ساخت، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران
Abstract [Persian]

اهمیت منابع انسانی موضوعی اجتناب ناپذیر است که عدم مدیریت صحیح آن سبب کاهش بهره­وری در سازمان های پروژه محور می شود. ارزیابی منابع انسانی یکی از فرآیندهای پیچیده در سازمان­هاست که نیازمند تحلیل صریح مشاغل استراتژیک، کلیدی و عملیاتی است تا به طور دوره ای و بر اساس موقعیت سازمانی بر جذب و استخدام کارکنان نظارت شود. در سال‌های اخیر مدل‌های مختلفی برای ارزیابی نیروی انسانی در سازمان‌های پروژه‌محور ارائه شده است، اما موضوع مهم ارائه یک سیستم خبره است که بتواند نتایجی با قابلیت اطمینان بالا ارائه دهد. برای این منظور، سیستم استنتاج فازی یک مدل مناسب به نظر می رسد. با توجه به شکافهای مطالعاتی موجود، پژوهش حاضر به دنبال طراحی یک سیستم خبره منطبق با استنتاج فازی ممدانی برای ارزیابی نیروی انسانی در یک سازمان پروژه محور در ایران است. این سیستم وضعیت نهایی ارزیابی منابع انسانی و همچنین وضعیت هر یک از ابعاد اصلی را در یک سازمان پروژه محور  نشان می دهد. به منظور نشان دادن مزایای بالقوه و کاربردی، سیستم مذکور در یک مطالعه موردی پیاده سازی شد. در نهایت، با تجزیه و تحلیل خروجی­های سیستم، عملکرد بهینه سیستم طراحی شده تحلیل و با استفاده از اطلاعات مربوطه در سازمان نهایی گردید.

Keywords [Persian]

  • منابع انسانی
  • سازمان پروژه محور
  • عدم قطعیت
  • سیستم خبره
  • استنتاج فازی ممدانی
Abbasi, F., & Khalilzadeh, M. (2021). The Model of Human Resource Management   Strategies for Iranian Project-based Construction Organizations. Jordan Journal of Civil Engineering, 15(2), 266-276.
Abbaspour, S., & Dabirian, S. (2020). Dynamic Modeling of Human Resource Development in Construction Projects.  Journal of Structural and Construction Engineering7(2), 246-266.‏
Abraham, E. (1989). Study of human resource development practices in Indian organizations. Unpublished Doctoral Dissertation, Gujarat University, Ahmedabad, 1989. (c. ref: Rao T.V. [2009] HRD audit: Evaluating the human resource function for business improvement. New Delhi: SAGE).
Ahmadi, M. H. E., Royaee, S. J., Tayyebi, S., & Boozarjomehry, R. B. (2020). A new insight into implementing Mamdani fuzzy inference system for dynamic process modeling: Application on flash separator fuzzy dynamic modeling. Engineering Applications of Artificial Intelligence90, 103485.‏
Armstrong, M. (2011). Armstrong's handbook of strategic human resource management. Kogan Page Publishers.‏
Asfahani, A. (2021). The Impact of modern strategic human resources management models on promoting organizational agility. Academy of Strategic Management Journal20(2), 1-11.‏
Birdi, K. S. (2005). No idea? Evaluating the effectiveness of creativity training. Journal of European industrial training.‏
Bloom, N., & Van Reenen, J. (2011). Human resource management and productivity. In Handbook of labor economics (Vol. 4, pp. 1697-1767). Elsevier.‏
Boxall, P. F. (1992). Strategic HRM: a beginning, a new theoretical direction. Human Resource Management Journal2(3), 61-79.‏
Buckley, J. J. (1985). Fuzzy hierarchical analysis. Fuzzy sets and systems17(3), 233-247.‏
Buckley, J. J., Feuring, T., & Hayashi, Y. (2001). Fuzzy hierarchical analysis revisited. European Journal of Operational Research129(1), 48-64.‏
Cania, L. (2014). The impact of strategic human resource management on organizational performance. Economia. Seria Management17(2), 373-383.‏
Chang, D. Y. (1996). Applications of the extent analysis method on fuzzy AHP. European journal of operational research95(3), 649-655.‏
Christiana, M., & Mahalakshmi, V. (2012). Influence of employee perception towards human resource practices and organisational support on their citizenship behaviour in private sector banks-An Indian perspective. ZENITH International Journal of Multidisciplinary Research, 2(10), 13-25.‏
Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331-358.‏
Dainty, A., & Loosemore, M. (Eds.). (2013). Human resource management in construction projects. Routledge.
Diaz‐Carrion, R., López‐Fernández, M., & Romero‐Fernandez, P. M. (2021). Constructing an index for comparing human resources management sustainability in Europe. Human Resource Management Journal, 31(1), 120-142.‏
Estiri, M., Dahooie, J. H., Vanaki, A. S., Banaitis, A., & Binkytė-Vėlienė, A. (2021). A multi-attribute framework for the selection of high-performance work systems: the hybrid DEMATEL-MABAC model. Economic Research-Ekonomska Istraživanja, 34(1), 970-997.‏
Farshad, M., Bagheri, M., & Ahmadi, A. (2020). Identifying Factors Influencing Human Resource Improvement in Education. The Journal of Modern Thoughts in Education, 16(1), 146-163.‏
Foong, K. C., Chee, C. T., & Wei, L. S. (2009, April). Adaptive network fuzzy inference system (ANFIS) handoff algorithm. In 2009 International Conference on Future Computer and Communication (pp. 195-198). IEEE.‏
Greer, C. R. (2021). Strategic human resource management. Pearson Custom Publishing.‏
Loosemore, M., Dainty, A., & Lingard, H. (2003). Human resource management in construction projects: strategic and operational approaches. Routledge.‏
McDowall, A., & Saunders, M. N. (2010). UK managers' conceptions of employee training and development. Journal of European Industrial Training, 34(7), 609-630.
Memarian, M. R. (2014, Jan). Targeting human resource management in urban construction projects and mass construction. In 2014The first national conference on civil engineering. architecture and sustainable development (pp.8-15). Yazd, Iran.
Mila, R. D., & Soodi, H. (2021). An evaluation human resource improvement programs among elementary school teachers in Salmas. Journal of Social Sciences and Humanities Research9(01), 54-68.‏
Moghaddam, A., Vishlaghi, M., & Jafari, M. (2021). Strategic Human Resources and Innovative Performance: Analysis of Mediating Role of Political Networking (Case: Imam Khomeini port staff). Journal of Research on Management of Teaching in Marine Sciences.‏
Pirzada, D. S., Hayat, F., Ikram, A. A., Ayub, M., & Waheed, K. (2013). Impact of human resources management practices on turnover, productivity and corporate financial performance. European journal of business and management5(10), 163-176.‏
Rajabi Jafarabad, J0., Daliri, R., Rohbakhsh, H., & Vazifeh Doost Nezami, M. (2019). Human Resources Management in the Construction Industry. Fourth International Conference on Research in Science and Engineering. (In Persian)
Rao, P., & Teegen, H. (2009). Human resource management.‏
Samimi, E., & Sydow, J. (2021). Human resource management in project-based organizations: revisiting the permanency assumption. The International Journal of Human Resource Management, 32(1), 49-83.
Susilowati, F., Prawent, H., & Puspitasari, E. (2021). HUMAN RESOURCE MANAGEMENT PATTERNS IN INDONESIA’S CONSTRUCTION COMPANIES. Journal of Applied Engineering Science, 19(3), 659-666.
Welmilla, I. (2020). Human resources challenges in apparel industry in Sri Lanka. Global Journal of Management and Business Research.‏ 20(2):44-55
Yarahmadi, M., Rezaeifar, O., & Khairuddin, A. (2013). Modeling human resource productivity in urban construction and construction industry by presenting the HR.P. S quality model. International Conference on Civil Engineering. Architecture and Sustainable Urban Development. Tabriz. (In Persian)
Ziaei Nafchi, M., & Mohelská, H. (2021). Strategic Challenges of Human Resources Allocation in Industry 4.0. Information12(3), 120.‏