Providing a fuzzy inference system to identify the best candidates for command and management in the Islamic Republic of Iran Army

Identifying the best candidates for commanding and management jobs in military organizations is of double importance, considering their vital role in the management of the battlefield. Therefore, the present research aims to design an intelligent system for identifying the optimal candidates for the mentioned jobs with the help of fuzzy inference system. This research is of a developmental-applied type, which was done in an explanatory-case method. For this purpose, two main steps were taken, which include the systematic review of scientific texts in order to identify the optimal talent indicators and the design of a two-level intelligent system to identify the optimal candidates for command and management jobs by combining the theory of fuzzy sets and fuzzy logic. A sample of 15 commanders, managers and experts in the field of human resource management and talent management in the Islamic Republic of Iran Army was selected as a sample of experts to design and create fuzzy rules in a purposeful judgmental way. The validation of the system was also confirmed by examining its behavioral output and comparing it with the actual results of employee evaluation management.
The findings of the systematic review of scientific literature showed that the optimal indicators can be classified into three categories, including commitment combined with enthusiasm, competencies and alignment with the organization's goals and strategies, under which 12 indicators were placed. These 12 indicators were entered into the second-level fuzzy inference system as input indicators through the user interface, whose output models the level of commitment indicators combined with enthusiasm, competences and alignment with the goals and strategies of the organization. Also, at the next level, three indicators were entered into the system as input indicators, the output of which is the degree of optimization of talent for command and management jobs in five levels: high-risk talent, weak talent, equipping talent, misguided enthusiasm, and optimal talent. Modeled. The system designed with 90% accuracy has simulated the behavioral output of evaluation management to identify the optimal candidates at five levels.