Employment in the public sector is a multi-step process that requires strict compliance with all laws, regulations, acts and rights of each individual. Therefore, the decision on the most suitable candidate for vacancy, for the employment in the public sector is a complex process, which is despite all the given limitations, all too often left too individual organizations. The given restrictions must be taken into account in all countries in accordance with their laws, regulations and acts. Each country has its own employment procedures for public sector, and in particular, the decision-making procedures on the most suitable candidate. In the following, I have performed an international comparative analysis of selected countries of the European Union.
To unify the different procedures in deciding on the most suitable candidate, I decided to develop a model to support decision-making in public sector employment, which would allow the objective treatment of all applicants for employment on a vacant job. All too often it happens, that in the employment in the public sector, subjective criteria of previous acquaintances and family or friendship ties prevail. If there is a candidate for the post that doesn’t have those ties, then the candidate has unjustifiedly smaller opportunities for employment in the public sector. The developed multi-parameter model enables the equal treatment of all candidates and their comparison on the basis of a set of objective criteria. I developed a model in the DEXi decision support program. I have illustrated its use on the show case of a decision-making situation involving five candidates for a post in the public sector in Slovenia.
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