Development of a complementary fuzzy decision support system for employees’ performance evaluation

Abstract

This study aims to improve employee evaluation system in one of the leading automobile manufacturers in Iran by designing a fuzzy decision support system (F.D.S.S.). Since this manufacturer is a large-sized company with over 35,000 employees, the number of managers regularly evaluated requires too much capacity from the human resource team and hence increases the rate of possible misjudgements. However, the proposed F.D.S.S. can reduce the rate of unfair or inconsistent assessments by converting qualitative assessments of the panel to linguistic variables. This action increases the precision of assessment and improves the quality of evaluations. The proposed F.D.S.S. is compared with a fuzzy TOPSIS method to confirm its reliability and validity in which the results show consistency with fuzzy TOPSIS. As a result, the F.D.S.S. is implemented for evaluation of managers in this automobile company instead of the traditional method.

How Can Personnel Performance Evaluation Systems Be Improved?

“…Employee evaluation is one of the soft topics that play a chief role in the total efficiency of human resource management (Nobari et al, 2019). Research support results in a reform process that minimizes "deadly combinations" and maximizes "powerful connections" rather than simply transplanting personnel practices from the private sector onto the public sector (Huff, 2011).…”

Fuzzy multicriteria model to support decision making during the selection process of teaching and research staff in higher education

“…‘The presented method was tested during the attempt of solving the real problem of selecting the best candidate among the applicants for the vacancies at the State Oil Company of the Azerbaijan Republic Human Resource Management Department’ (Mammadova & Jabrayilova, 2018, p. 52). The study (Nobari et al, 2019) presented a fuzzy decision support system for employee preference evaluation and applied the developed model to one of the leading automobile manufacturers in Iran. Furthermore, (Hadadian et al, 2020) presents some fundamental characteristics for effective leaders that can be used during leader selection.…”

Influence of human resource information systems and technology on firm performance: a qualitative comparative analysis

“…For this, information and communication technologies facilitate this transmission of knowledge throughout the organisation (Ribeiro-Soriano et al, 2014;Gururajan and Fink, 2010). The existing literature advocates the use of mediating variables to explain the impact of knowledge transmission technologies on firm performance (Chung and Tseng, 2019;Nobari et al, 2019). On the other hand, digital tools are 'significant economic drivers' (Mancha and Shankaranarayanan, 2020), as well as a relevant source of new entrepreneurial activities.…”

“…The main motivation of our paper was to identify how the digitisation of the human resources area impacts on firm performance. The literature reviewed in the theoretical framework pointed out that the transmission of information in the organisation is highly valued and in turn facilitates the transmission of knowledge (Ribeiro-Soriano et al, 2014;Chung and Tseng, 2019;Nobari et al, 2019). However, the use of technology had not been directly related to the firm's performance.…”