Development of the Information System of Evaluation of Multifunctional Personnel

In the work presents the issues of evaluation of multifunctional personnel, and there have been developed: the methodology for evaluation of multifunctional personnel; the evaluation stages; the evaluation scheme; formulas allowing for computing the evaluation results and for forming the matrix of functional capabilities, which represents the input indicator for the algorithm of selection and deployment of multifunctional personnel.


INTRODUCTION
Multifunctional Operator (MFO) is called a specialist with a Functional abundance who has the ability to perform one definite f function in the timing of its functional capacities Fa = {fe /e [1,k] Compared to monofunctional operator, multifunctional operators allow us to create organizational structures of systems that have ability, in case of partial failure of any specialist, to re-adjust the whole system and facilitate its successful functioning [1,2,3].
The partial failure of the MFO is the case when he/she loses the ability to perform the function assigned to him/her but maintains the ability to perform other functions imposed on the system based on his/her functional capabilities and may be altered to perform other functions. [1][2][3][4][5][6] It has been shown in the work that multifunctional staff has a much higher performance indicator than a system composed by mono functional specialists.

Evaluation of Multifunctional Personnel
Evaluation of multifunctional personnel consists of the following stages: 1. Registration of candidates taking part in the contest and uploading of CV into the system; 2. CV review and primary selection; 3. Different tests by using the information system; 4. An interview with a selection panel; 5. Formation of matrix of functional capabilities of multifunctional personnel.
The first stage is necessary for collecting information about personnel.
At the second stage, based on the review of the CVs of the candidates, the human resource manager carries out primary selection of those candidates, who move on to the next stage.
Those candidates, who got past the primary selection round and acquired a right to participate in the stage of testing, move on to the stage of testing. The questions of test tasks must be prepared in accordance with the functions assigned to the system, by the appropriate competent expert or expert group. All the contestants have to go through testing regarding all functions, and that will enable us to specify the functional capabilities (multifunctionality) of each human-operator, and to fill in the matrix of functional capabilities.
The interview process is a penultimate stage, on to which those candidates are moving, who were selected by the system as a result of primary selection and testing.
At the stage of interviewing, the selection panel must determine the maximum score, which can be collected by the candidate with account for the particular evaluation criteria. Also, there must be specified the final result of interview in the form of score, and scores must be uploaded into the information system. Once the first three evaluation stages are over, it will be possible to move on to the fourth stage, which implies determining the matrix of functional capabilities of those candidates, who passed through the evaluation stages.
All above stated stages of personnel evaluation, except for the stage of interview, have been ensured by means of the programming system, but as for the interview, as we noted earlier, it is implemented by the selection panel, whose members are to determine the final result in the form of score, which must be uploaded into the system. A score obtained by each contestant in each test category is calculated in the following way: where: V მ -the number of right answers given by the contestants to the simple questions, and Q მ is a score of a simple task.
V ს -the number of right answers given by the contestants to the questions of average complexity, and Q ს is a score of a task of average complexity level. V რ -the number of right answers given by the contestants to the questions of high complexity, and, and Q რ is a score of a task of high complexity level. The formation of the matrix of functional capabilities should be carried out as follows: weighing of scores obtained by the contestant during the test pertained to the category with a "general" status must be carried out with a score obtained by the contestant during the test pertained to the category with a "professional" status, which is calculated by using the following formula where: -i is a score weighed with scores obtained by the contestant j during the tests pertained to the categories with a "general" status. -coefficient of a score obtained by the contestant during the tests pertained to the k category in the cumulative scores; -a maximum score of the test pertained to the k category; -a score obtained by the contestant j during the professional test i; -coefficient of a score obtained during the test pertained to the j category in the cumulative scores; -a maximum score of the test pertained to the j category; გ -a score obtained by the contestant i during the interview; გ -coefficient of a score obtained during the interview in the cumulative scores; გ -a maximum score of interview. The coefficients ∑ , გ in the formula (2) should satisfy the following condition: 1. A centralized database, which represents the system's information support; 2. A set of organizational and programmingtechnical tools, which are necessary for the operation of the system, and ensure the effectiveness of the system; 3. Software system, which contains the desktop and web applications, which in turn contain the different functional modules. The information system's generalized structural scheme is shown below in Fig. 1, which clearly illustrates how the information system's structure is organized, and which basic parts it is composed of:

Fig. 1 Structure of the Information System
The information system's database presented in this work has been developed on the Microsoft Sql Server 2014 management system of relational databases, which represents the client-server database management system.
As can be seen from the information system's structure in Fig. 1, its software system is composed of two main modules implemented as a Desktop Application and Web Application, which in turn, contain additionally two sub-modules. The Desktop Application is intended for the automated workstation of managers, but the Web Application has been developed for the contestants (hereinafter, the websystem users), involved in the evaluation and selection processes.

Desktop Application
The Desktop Application software comprises the following functional modules: 1. registration of the organization -the module provides registration of information on the organization (used by a system) and on the organization's responsible person;

Test Management
-the module provides test compilation on the basis of questions entered into the database. In order to compile the test, the following parameters should be determined: test category; number of questions by the level of complexity, that is, to establish how the questions will be redistributed in a particular testing category, the number of questions with simple, average complexity and complex levels. Also, here must be determined a score for a separate question, i.e. its quantitative evaluation in accordance with the levels of complexity. Also, we can change or delete the parameters of test, which have already been compiled;

Management For Evaluation
Results -this is one of the most important modules, which allows for determining results of evaluation of tested contestants, by category of evaluation, determining the scores collected by a particular contestant in the evaluation categories, and for providing their graphical analysis. The module of management for evaluation results implies also the function of accountability for the results of interview, which means that for individual contestant passed through the stage of interview, a score formed by a selection panel as a result of interview, is entered into the database; International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470 @ IJTSRD | Available Online @ www.ijtsrd.com | Volume -1 | Issue -6 | Sep -Oct 2017 Page: 583 Authorization -in order to log in, the registered cotestants have to authorize themselves, for which they have to know user's name and password, which were defined by conestants at the registration stage;

Fig. 16 authorization
3. CV -data management -this module allows the registered users for to handle easily their own data (profile data, information on education, work experience, computer and language skills, the capacity to change user's name and password in a system, and so on); 4. Evaluation -this is one of the most important modules, which allows for determining results of evaluation of tested contestants, by category of evaluation (which is defined by the manager in a system);  acquainting themselves with questions used in the performed tests, in the evaluation categories, and their answers to these questions;  if the user's answer was wrong, he/she has the opportunity to see which answer was correct to the appropriate question;  obtaining information on the results of interview; Fig. 19 Test results On the basis of the matrix of functional capabilities obtained as a result of evaluation of multifunctional personnel, we are afforded the opportunity to:  determine functional capacity of each humanoperator;  determine the indicator of reliability of the each human-operator, which is a probability of failurefree performance of a human-operator;  make optimal selection and redeployment of multifunctional personnel, by means of the algorithm developed specifically for this purpose.