Designing a model for measuring the critical risk of human resources in the capital market based on fuzzy FMEA method and Pareto principle

Subject Areas : Journal of Investment Knowledge

alireza jafari doudaran ¹ , rouzbeh ghousi ² , ahmad makui ³ , mostafa jafari ⁴

1 - PhD student, Department of Systems and Productivity Management, Faculty of Industrial Engineering, University of Science and Technology, Tehran, Iran,
2 - Assistant professor, Department of Industrial Engineering, Faculty of Industrial Engineering, University of Science and Technology, Tehran, Iran
3 - Professor, Department of Industrial Engineering, Faculty of Industrial Engineering, University of Science and Technology, Tehran, Iran
4 - Associate Professor, Department of Systems Management and Productivity, Faculty of Industrial Engineering, University of Science and Technology, Tehran, Iran

Received: 2020-05-03 Accepted : 2020-05-31 Published : 2022-12-22

Keywords: Human Resource Risk.Critical Risk, Fuzzy FMEA Method, Pareto principle, capital market,

Abstract :

Working in financial institutions and the capital market is one of the most stressful and sensitive jobs in the world. Given the importance of the role of human resources in the performance and events of the capital market, in this study, an attempt has been made to provide a model for analyzing and measuring the critical risks of human resources based on fuzzy FMEA and Pareto principle in the capital market. For this purpose, in the first step, multiple dimensions of risk were identified by semi-structured interviews with HR experts in the capital market, and factors affecting HR risk were identified and fitted to the model by using structural equation modeling method with Smart-PLS software. In the next step, the risk factors of RPN number were determined by FMEA method, which also used the concept of fuzzy logic to solve this deficiency in order to eliminate the weaknesses of FMEA method and to avoid uncertainty. Finally, human resource risks were measured and identified by Pareto Critical Risks based on the fuzzy FMEA method. The results indicate that the critical human resource risks are unethical behaviors (financial fraud), poor leadership, and inadequate rules and policies in the capital market, respectively.

References:

• اندایش، علی، عبداللهی، بیژن، جعفری نیا، سعید، حسن پور، اکبر. (1398). طراحی الگوی توسعه استراتژی‌های منابع‌انسانی مبتنی بر مدیریت ریسک های منابع انسانی. پژوهش‌های مدیریت منابع انسانی، 11(1)، 1-25.


• ذوالفقاری، مهدی، جمشیدی، مهسا، اسکندری، حمید. (1395). نقش بازار سرمایه کشور در رشد اقتصاد و ایجاد اشتغال. مدیریت تحقیق و توسعه شرکت بورس و اوراق بهادار.


• عرفانی خانقاهی، معصومه، رفیعی مهر، رقیه. (1397). رابطه فرهنگ سازمانی با تناسب شخصیت شغل و کیفیت زندگی کاری در معلمان شهرستان ملارد. ششمین کنفرانس ملی توسعه پایدار در علوم تربیتی و روانشناسی، مطالعات اجتماعی و فرهنگی، تهران، 23-33.


• قلی پور، آرین، ابراهیمی، الهام. (1394.) مدیریت ریسک منابع انسانی، انتشارات کتاب مهربان، تهران، 110-160.


• قلی پور، آرین، ابراهیمی، الهام. (1395) مدیریت ریسک منابع انسانی: کاربرد رویکرد آمیخته. پژوهش های مدیریت عمومی، سال نهم، شماره سی و دوم، تابستان 1395، 96-73 .


• کردآبادی، سجاد، شاداب، مصطفی، (1396). اولویت بندی ابعاد ریسک منابع انسانی در صنعت بیمه، همایش ملی بیمه و توسعه، تهران، 31-43.


• محسنین، شهریار، اسفیدانی، محمد رحیم. (1393). معادلات ساختاری مبتنی بر رویکرد حداقل مربعات جزئی به کمک نرم‌افزار Smart-PLS:، آموزشی و کاربردی. تهران: موسسه کتاب مهربان نشر، 76-95.


• محمدی مقدم ، یوسف، سلگی، زهرا، دادفر، آذین. (1395). اولویت بندی ابعاد ریسک منابع انسانی با رویکرد مدل سازی ساختاری تفسیری. پژوهش‌های مدیریت منابع انسانی، 8(4)، 127-154.


• Anaraki, D, & Ganjali, A (2014). Human Resource Risk Management, Applied mathematics in Engineering, Management and Technology, 2 (6), pp, 129-142.


• Becker, k., & smidt, m. (2015). Workforce-related risks in projects with a contingent workforce. International journal of project management, 33(4), 889-900.


• Becker, K., & Smidt, M. (2016). A risk perspective on human resource management: A review and directions for future research. Human Resource Management Review, 26(2), 149-165.


• Calvard, T. S., & Jeske, D. (2018). Developing human resource data risk management in the age of big data. International Journal of Information Management, 43, 159-164.


• Cascio, W. F. (2012). BUSINESS LEADERSHIP-Be a Ringmaster of Risk-Manage the risks and opportunities that accompany talent management. HR Magazine-Alexandria, 57(4), 38.


• Ernst and Young (2008) Moving beyond compliance: Ernst & Young's 2008 global information security survey.5(12), 133-149.


• Huang, T. C. (2001). Succession management systems and human resource outcomes. International journal of manpower, 22(8), 736-747.


• Jääskeläinen, A. (2011). How to measure and manage the risk of losing key employees?. International Journal of Learning and Intellectual Capital, 8(1), 63-75.


• Kupi, E., Sillanpää, V., & Ilomäki, K. (2008). Risk management of intangible assets. International Forum on Knowledge Asset Dynamics, Third Edition on: Intellectual capital dynamics & innovation capabilities, June 26-27, 2008, Matera, Italy.


• Martin, W., & Gaby, O. S. van Oppen Claudia,(2009). Using PLS path modeling for assessing hierarchical construct models: guidelines and empirical illustration. MIS Quarterly, 33(1).


• Paul, C., & Mitlacher, L. (2008). Expanding risk management systems: human resources and German banks. Strategic Change, 17(1‐2), 21-33.


• Staehr, A. E. (2015). Human resource risk and succession planning: Implementing an integrated personal and financial consulting model in New York State. Agricultural Finance Review, 75(1), 133-139.


• Tenenhaus, M., Vinzi, V.E., Chantelinc. Y.M., and Lauro, C. (2005). PLS path modeling, Computational Statistics & Data Analysis, 48, 159-205.


• Young, M. B., & Hexter, E. S. (2011). Managing Human Capital Risk (Research Report No. 1477-11-RR). In The Conference Board, New York, NY.