An integrated fuzzy multi-attribute decision-making model for employees' performance appraisal

Evaluating and ranking the employees working in organisations are challenging tasks involving several factors. Each employee achieves certain skill levels in various factors and the resulting information can be overwhelming. This article demonstrates how an integrated tool like fuzzy multi-attribute decision making (FMADM), with fuzzy analytic hierarchy process (FAHP), fuzzy quality function deployment (FQFD), is applied as a fair evaluating and sorting tool to support the performance appraisal (PA) system. The fuzzy linguistic approach has the advantage of reducing distortion and losing of information. FMADM focuses on the best practices of employees for the purpose of improving overall performance. Unlike traditional PAs, FMADM searches for the highly skilled employees who will serve as peers. The FMADM process identifies employees who require improvements in certain factor(s), and the magnitude of improvements required. This study supports the ideas that rating formats need re-examination as an alternative to traditional rating methods. Earlier adopted methods have seldom identified and quantified the individual factors for improvement, whereas FMADM could overcome these shortfalls. Based on the results of FMADM, the improvement of employees' performance is possible by way of providing training, talent enhancement and further qualification wherever required.     

层次分析法在选择物流公司中的应用

在商品交易过程中,对物流企业的选择是一个非常复杂的决策问题,商家必须多方面权衡各种因素,全面考察潜在的物流企业,从中做出最优化的选择.文章应用层次分析法,研究了基于对商家运营能力的相关影响因素,建立选择物流企业评价模型,并且对各影响因素进行定量处理,能够帮助商家做出合理的决策.     

Introducing benchmarking in the Czech Republic and Slovakia

Abstract

In many cases the introduction of performance evaluation, performance management and performance financing schemes do not produce the expected results and even create perverse effects. The risks connected with their improper implementation are much higher in developing and transition countries, where the public sector is over-politicized, policy and management capacities are inadequate and resources and experience are limited or often almost absent.

Our study provides basic selected data on the use of benchmarking in public administration bodies in the Czech Republic and Slovakia. The findings are clear. In spite of its high potential, benchmarking is not used regularly and properly either in Slovakia or in Czechia. Subjective barriers of its implementation, for example lack of accountability, the rent seeking attitudes of elected politicians and ineffective public services schemes might be most important limits. The situation is slowly improving, but the progress will be naturally limited by territorial fragmentation.     

江西大江边矿区复杂地层钻探施工技术探讨

大江边矿区位于萍乐聚煤盆地的西南端。矿区内地质构造复杂,断层发育,施工难度大。文章通过对该矿区各类资料的总结和分析,从改变钻进工艺,选择合适的工艺参数和冲洗液配方等方面入手,有效维护孔壁稳定性,降低生产成本并提高钻探效率,为今后地层复杂矿区施工提供了理论依据。     

军工科研院所研究活动的项目管理

自主创新是国防科技工业的战略基点,军工科研单位想有技术进步,就必须进行研究与创新,该文从项目管理的角度,分析了研究团队成员的创新能力培养、团队效能提升与成果转化这三个军工单位研究活动的重点与难点,尝试使用项目管理工具提出了解决途径。     

大学生宿舍特色活动的开展及管理

大学生宿舍是校园文化的窗口,宿舍特色活动的开展与管理需要准确定位活动的宏观目的与具体活动的微观目的,并在此基础上策划阶段性的活动流程,并在活动结束后进行活动成效总结,三个步骤成为宿舍特色活动开展与管理的基本构成。     

发电机励磁系统参数测试及PSS参数整定

通过试验测出发电机励磁系统及PSS的数学模型及相关参数,并对参数进行优化,使励磁系统的各项性能指标均满足国标要求,保证了电网安全运行,具有重要的社会意义和经济效益。     

工程建设招投标全过程审计初探

在工程建设招投标活动中,存在着一些影响招投标公开、公平、公正的问题。要及时发现并纠正这些问题,一种行之有效的方式是对工程建设招投标活动进行全过程审计监督。本文介绍了工程建设招投标活动全过程审计监督的程序和内容,并提出了完善工程建设招投标全过程审计监督的配套措施。     

工作过程导向下高职《国际货代实务》课程改革实施效果评价分析

国际货代实务课程是国际贸易实务专业和物流专业的核心课程,本文以杭州万向职业技术学院为例,研究基于工作过程导向下高职国际货代实务课程体系改革的思路和课程设计方案,从介绍该课程的性质、特点、开发的必要性以及开发思路进行阐述到对考试进行改革,在实施了2年的教学改革后,对实施效果进行评价分析。以期对同行有所借鉴。     

Performance appraisal,employee development and organizational justice: exploring the linkages

Much has been written about performance appraisal (PA) in such a manner as to suggest that the process is politically driven, even though one of its primary purposes is said to be the development of the individual employee. Our examination of a cross-section of workers' perceptions of this process was therefore motivated by the need to determine whether they believed that they experienced fair outcomes from PA, and whether its usage was seen to contribute toward their career advancement.

Given the role unions are expected to play in shaping human resource outcomes, we hypothesized that workers in the non-union environment would experience lower levels of procedural and interactional justice than their trade-union counterparts. We also hypothesized that, since unions might be asked to walk a tightrope in contesting PA decisions affecting different persons who were union members, employers would be able to exercise much discretion in making those decisions, with the result that there would not be any appreciable difference in justice perceptions between union member and non-union member. A third hypothesis that informed the research was that workers' perceptions about the treatment received from performance appraisal were likely to influence their expectations regarding career advancement, as expressed through opportunities for training and development, pay for performance and promotions.

No significant differences in perception were found among union and non-union respondents' perceptions about the vast majority of procedural elements used in this study. Contrary to our hypothesis, non-union respondents expressed less unfavourable perceptions about the interactional elements than their trade-union counterparts. The results confirmed the hypothesis that workers who believed that performers were not treated fairly as a result of performance appraisal would also agree that their expectations regarding development and advancement were not being met. We found significant, but relatively moderate relationships between perceptions about treatment of performers and their expectations about career advancement.