Performance Appraisal System using Multifactorial Evaluation Model
Performance appraisal of employee is important in
managing the human resource of an organization. With the change
towards knowledge-based capitalism, maintaining talented
knowledge workers is critical. However, management classification
of “outstanding", “poor" and “average" performance may not be an
easy decision. Besides that, superior might also tend to judge the
work performance of their subordinates informally and arbitrarily
especially without the existence of a system of appraisal. In this
paper, we propose a performance appraisal system using
multifactorial evaluation model in dealing with appraisal grades
which are often express vaguely in linguistic terms. The proposed
model is for evaluating staff performance based on specific
performance appraisal criteria. The project was collaboration with
one of the Information and Communication Technology company in
Malaysia with reference to its performance appraisal process.
[1] Moon, C., Lee, J., Jeong, C., Lee, J., Park, S. and Lim, S. (2007), "An
Implementation Case for the Performance Appraisal and Promotion
Ranking", in IEEE International Conference on System, Man and
Cybernetics, 2007.
[2] Adnan, S. and Minwir, A. (1998), "Fuzzy Logic Modeling for
Performance Appraisal Systems - A Framework for Empirical
Evaluation", Expert Systems with Applications, Vol. 14, No. 3, p. 323-
328.
[3] Khairul, A. R and Qiang, S. (2006), "Data-Driven Fuzzy Rule
Generation and Its Application for Student Academic Performance
Evaluation", Applied Intelligence, Vol. 25, Issue. 3. p. 305-319.
[4] Ab. Aziz Yusof. (2003), Performance Appraisal Issues, Challenges &
Prospects, Pearson.
[5] Dessler, G. (2000), Human Resource Management (8th Edition), New
Jersey, Pearson Education, Inc.
[6] Terrence, H. M. and Joyce, M. (2004), Performance Appraisals, ABA
Labor and Employment Law Section, Equal Employment Opportunity
Committee.
[7] Vicky, G. (2002), Performance Appraisals, Loss Control Services, Texas
Association of Counties.
[8] Jing, R.C, Cheng, C. H. and Chen, L. S. (2007), "A Fuzzy-Based
Military Officer Performance Appraisal System", Applied Soft
Computing, Vol. 7, Issue. 3, p. 936-945.
[9] Mehmed, K. (2003), Data Mining Concepts, Models, Methods, and
Algorithms, Wiley-Interscience.
[10] Tutmez, B., Kahraman, S. and Gunaydin, O. (2006), "Multifactorial
Fuzzy Approach to the Sawability Classification of Building Stones",
Construction and Building Materials, Vol.21, Issue 8, p. 1672-1679.
[11] Emma, B. and Bryman, A. (2003), Business Research Methods. US:
Oxford University Press.
[12] Guifeng, G., Luo, Y. and Yan, B. (2006), "Fuzzy Evaluation System of
Traffic Safety in Highway Tunnel"
http://lib.hpu.edu.cn/comp_meeting/PROGRESS%20IN%20SAFETY%
20SCIENCE%20AND%20TECHNOLOGY%20VOL.V1/1989.doc
[Accessed on 23th December 2008]
[1] Moon, C., Lee, J., Jeong, C., Lee, J., Park, S. and Lim, S. (2007), "An
Implementation Case for the Performance Appraisal and Promotion
Ranking", in IEEE International Conference on System, Man and
Cybernetics, 2007.
[2] Adnan, S. and Minwir, A. (1998), "Fuzzy Logic Modeling for
Performance Appraisal Systems - A Framework for Empirical
Evaluation", Expert Systems with Applications, Vol. 14, No. 3, p. 323-
328.
[3] Khairul, A. R and Qiang, S. (2006), "Data-Driven Fuzzy Rule
Generation and Its Application for Student Academic Performance
Evaluation", Applied Intelligence, Vol. 25, Issue. 3. p. 305-319.
[4] Ab. Aziz Yusof. (2003), Performance Appraisal Issues, Challenges &
Prospects, Pearson.
[5] Dessler, G. (2000), Human Resource Management (8th Edition), New
Jersey, Pearson Education, Inc.
[6] Terrence, H. M. and Joyce, M. (2004), Performance Appraisals, ABA
Labor and Employment Law Section, Equal Employment Opportunity
Committee.
[7] Vicky, G. (2002), Performance Appraisals, Loss Control Services, Texas
Association of Counties.
[8] Jing, R.C, Cheng, C. H. and Chen, L. S. (2007), "A Fuzzy-Based
Military Officer Performance Appraisal System", Applied Soft
Computing, Vol. 7, Issue. 3, p. 936-945.
[9] Mehmed, K. (2003), Data Mining Concepts, Models, Methods, and
Algorithms, Wiley-Interscience.
[10] Tutmez, B., Kahraman, S. and Gunaydin, O. (2006), "Multifactorial
Fuzzy Approach to the Sawability Classification of Building Stones",
Construction and Building Materials, Vol.21, Issue 8, p. 1672-1679.
[11] Emma, B. and Bryman, A. (2003), Business Research Methods. US:
Oxford University Press.
[12] Guifeng, G., Luo, Y. and Yan, B. (2006), "Fuzzy Evaluation System of
Traffic Safety in Highway Tunnel"
http://lib.hpu.edu.cn/comp_meeting/PROGRESS%20IN%20SAFETY%
20SCIENCE%20AND%20TECHNOLOGY%20VOL.V1/1989.doc
[Accessed on 23th December 2008]
@article{"International Journal of Engineering, Mathematical and Physical Sciences:51486", author = "C. C. Yee and Y.Y.Chen", title = "Performance Appraisal System using Multifactorial Evaluation Model", abstract = "Performance appraisal of employee is important in
managing the human resource of an organization. With the change
towards knowledge-based capitalism, maintaining talented
knowledge workers is critical. However, management classification
of “outstanding", “poor" and “average" performance may not be an
easy decision. Besides that, superior might also tend to judge the
work performance of their subordinates informally and arbitrarily
especially without the existence of a system of appraisal. In this
paper, we propose a performance appraisal system using
multifactorial evaluation model in dealing with appraisal grades
which are often express vaguely in linguistic terms. The proposed
model is for evaluating staff performance based on specific
performance appraisal criteria. The project was collaboration with
one of the Information and Communication Technology company in
Malaysia with reference to its performance appraisal process.", keywords = "Multifactorial Evaluation Model, performance
appraisal system, decision support system.", volume = "3", number = "5", pages = "290-5", }