Employee performance evaluation: a fuzzy approach

Abstract

Purpose -Managers encounter many decisions that require the simultaneous use of different types of data in their decision-making process. A critical decision area for managers is the performance evaluation of personnel, whether individually or as a member of a team. Performance evaluation is critically essential for the effective management of the human resource of an organization and evaluation of staff that help develop individuals, improve organizational performance, and feed into business planning. Design/methodology/approach -Performance evaluations require and often involve disparate types of information that are vague, incomplete, objective, and subjective. This paper proposes a performance evaluation system of employees considering various performance evaluation criteria using fuzzy logic. The main task in the proposed approach involves determining the performance indices of employees considering their respective performance in various qualitative and quantitative evaluation criteria and then selecting the best employee who holds highest performance index comparing all the indices. Findings -A model is developed for any kind of organization where performance evaluation is significantly important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Fuzzy control is used to determine the overall performance index by combining results of the performance in selected criteria and provided it in numerical values which will undoubtedly ensure convenience of the concerned human resource personnel during performance rating calculation. Originality/value -This is the first time, a performance evaluation model is developed using fuzzy approach for any kind of organization where performance evaluation is significantly important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff.

Ranking and selecting the best performance appraisal method using the MULTIMOORA approach integrated Shannon’s entropy

“…Espinilla et al (2013) proposed a PA modeling based on a heterogeneous framework for a 360-degree feedback approach and implemented it in a multinational clothing company. Ahmed et al (2013) developed a PA criteria-based system by using fuzzy logic. There are a few more studies which are similar to the research conducted by Ahmed et al (2013) (Chen 2015;Monsur and Akkas 2015;Ozkan et al 2014).…”

“…In the past few years, PA approaches have attracted considerable attention. Many quantitative and evaluative methods have developed and evolved, and there has been a considerable amount of research work in the PA field over the past few years (Ahmed et al 2013;Prowse and Prowse 2010;Shaout and Yousif 2014).…”

“…One of the structural factors in any organization is Human Resources (HR). Employees are one of the critical assets for organizations to sustain their competitive advantages by utilizing specific knowledge and skills (Ahmed et al 2013). Performance appraisal (PA) is a formal management procedure which provides an evaluation of the individual's performance quality in an organization (Macwan and Sajja 2013).…”

Designing a fuzzy approach for modelling the performance evaluation of education service providers

“…Alternatively, some of the earlier researches used the data envelope analysis approach of fuzzy modelling for measuring employees' performance index (Arabzad et al, 2013). Fuzzy control determines the concerned human resource personnel's overall performance index by combining results of the performance in selected criteria and converts it to numerical values during performance rating calculation (Ahmed et al, 2013). Therefore, FL has been proven and established to be an effective method of performance evaluation for employee promotion in such scalar rating system wherein administrators are asked to score an individual against a number of objectives/attributes.…”

“…But these numbers could not be used easily to rank the candidates. Recently, Ahmed et al (2013) used fuzzy concepts to develop a performance evaluation model for staff motivation, attitude and behaviour development, communicating and aligning individual and organisational aims, and fostering positive relationships between management and staff. Most of the popular methods such as graphic rating scale, group order ranking or individual ranking do not reflect on the uncertainty and fuzziness of factors involved in the service appraisal process (Manoharan et al, 2009).…”