面對日趨複雜的決策環境，重要性的決策問題常需要藉由多位專家審慎評估多項準則後，再利用多準則群體決策方法幫助決策者找出最適的決策方案，而構成多準則群體決策方法的要素為建立準則評估值、給定準則權重、賦予專家權重以及決定方案排序法。考量決策者可能基於專業知識限制和決策時間壓力等因素影響，無法針對評估準則給予精確的偏好訊息，因此本研究使用區間值模糊數量化決策者意見，透過隸屬函數的概念建立決策矩陣，並結合TOPSIS折衷求解法的特點，提出一項新的模糊多準則群體決策技術。此外，過去群體決策方法常以簡易的算術平均法整合數位專家的主觀權重與意見，往往因不均勻的專家權重造成偏誤的決策結果。有鑑於此，本方法特別從專家意見相似度的角度決定專家的客觀權重，提出一個共識度係數整合專家的主觀權重與客觀權重，期望幫助決策者計算出最理想的決策方案。為驗證方法的有效性與可行性，本研究以一個招募管道評選的個案進行實證分析，決策者根據員工職能表現的七項準則予以評估，經由本研究方法的運算，最後獲得公司內部推舉為最佳的招募管道。本方法不僅適用於招募管道的遴選，只要決策者設立相關的評估準則，即可彈性應用此決策工具。 Under complicated decision-making environment, the optimal alternative of crucial decision-making problems is determined by criteria ratings provided by multiple experts and a multi-criteria group decision-making technique. The components of a multi-criteria group decision-making method are inclusive of establishing criteria ratings, giving criteria weights, distributing expert weights and determining alternative rankings. Considering that the decision makers are incapable of offering accurate preference information due to knowledge insufficiency and time pressure, this study uses the interval-valued fuzzy numbers to quantify decision maker'sopinions. Based on the membership function which is employed to construct decision matrices and a compromise TOPSIS, a new fuzzy multi-criteria group decision-making method is developed. In addition, previous group decision-making approaches often utilize the simple arithmetic averaging operator to integrate expert subjective weights and opinions. The easy integration may result in unfair decisional outcomes owing to uneven expert weights. Hence, this study proposes objective weights based on the similarity of expert opinions, and presents a consensus to integrate subjective and objective weights. Hope the method can assist decision makers in determining the ideal alternative. In order to manifest the effectiveness and feasibility of the proposed method, a case on the recruiting channel selection evaluated by seven criteria of employee competency is employed. According to the results, the best recruiting channel goes to the inner recommendation. The proposed method is not only suitable for the recruiting channel selection, but also can be regarded as a convenient decision-making instrument as long as the criteria are given.
