Performance measurement considering the interdependence of evaluators and criteria

Chen, Sheu Hua; Wang, Pei Wen; Lee, Hong Tau

doi:10.1007/s11135-010-9330-z

Cited by 7 publications

(4 citation statements)

References 24 publications

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“…(14) Step 3 -Obtaining the weighted decision matrix Importance of criteria can differ thus Y matrix arises. Weights of criteria (Wi) should be specified by the decision maker and then normalized X matrix is multiplied by Wi as indicated in Equation 15 and weighted decision matrix is obtained and shown in Equation 16.…”

Section: Calculating Net Concordance and Discordance Indexesmentioning

confidence: 99%

Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Demirci

Kılıç

2019

International Journal of Advances in Engineering and Pure Sciences

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Personnel selection is the most important process in human resources management discipline since a right selection contributes to other human resources management functions directly. An effective match indicates the quality of human resources department in an establishment. The process of selecting the most matching personnel is regarded as a 'Multi Criteria Decision Making' problem because of various criteria (qualitative and quantitative) for specific business positions. Hence, 'Multi Criteria Decision Making' techniques are very suitable to solve recruitment problems via finding the optimal candidate for a job position. This paper proposes a model that includes Decision Making Trial and Evaluation Laboratory (DEMATEL), Analytical Network Process (ANP) and Elimination and Choice Expressing the Reality (ELECTRE) tools for the first time to overcome this problem. In the first step of the methodology, network relations of the job criteria are identified by DEMATEL method. Afterwards, the network relations are used as inputs in the ANP process and the importance weights of the job criteria are obtained via ANP method. Finally, ELECTRE method is implemented to rank the applicants. In all the steps, expert opinions are utilized and the integrated methodology is implemented in a corporation to show its applicability. Therefore, this study contributes to the literature both theoretically and practically. ÖzPersonel seçimi, doğru bir şekilde yapıldığında, diğer insan kaynakları fonksiyonlarına da katkı sağlayan insan kaynakları yönetim disiplininin önemli bir sürecidir. Uygun personel seçimleri bir işletmenin insan kaynakları bölümünün kalitesini de göstermektedir. Belirli iş pozisyonları için yapılan personel seçimi gerek nicel gerekse de nitel ölçütler içermesinden dolayı "Çok Kriterli Karar Verme" problemi olarak değerlendirilmektedir. Bu bağlamda, "Çok Kriterli Karar Verme" teknikleri en iyi adayın belirlenmesi noktasında uygun çözümler üretebilmektedir. Bu çalışmada DEMATEL, ANP ve ELECTRE tekniklerinin ilk defa bir arada kullanıldıkları bir metot önerilmektedir. Önerilen metodun ilk adımında personel seçim ölçütleri arasındaki ağ ilişkileri DEMATEL metodu ile belirlenmektedir. Sonrasında, ağ ilişkileri ANP sürecinde girdi olarak kullanılmakta ve ölçüt önem ağırlıkları bulunmaktadır. En son olarak da ELECTRE metodu başvuran adayları sıralamak da kullanılmaktadır. Bütün adımlarda uzman görüşleri alınmış ve önerilen metodun geçerliliğinin gösterilmesi için bir işletmede uygulama yapılmıştır. Böylece, bu çalışma ile literatüre gerek teorik gerekse de pratik katkı sağlanmaktadır.

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Section: Calculating Net Concordance and Discordance Indexesmentioning

confidence: 99%

Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Demirci

Kılıç

2019

International Journal of Advances in Engineering and Pure Sciences

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“…The basic steps in ANP include model construction and problem structuring, pairwise comparison matrices and priority vectors, super-matrix formation and finally selection of the best alternatives. ANP is applied extensively for various decision-making processes; however, its application in performance assessment is limited (Chen et al, 2010). In the present study, ANP is applied to develop a competency-based performance assessment model for teachers.…”

Section: Hypotheses Formulation and Research Techniquesmentioning

confidence: 99%

“…The approach of ANP is applied in performance management systems (Chen et al, 2010) and faculty selection (Rouyendegh and Erkan, 2012), though limited work is reported on competency-based performance management in the academic industry. In the current study, a competency-based performance mechanism is developed through the application of ANP according to the algorithm discussed in the subsequent section.…”

Section: No Hypothesis Literaturementioning

confidence: 99%

Performance management model for teachers based on emotional intelligence and social media competencies

Kaur¹,

Shri

Mital

2018

JAMR

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Purpose The technological advances worldwide are posing challenges for the teaching fraternity. However, certain competencies can enable the teachers to enhance their performance by managing self and adopting flexible teaching and learning tools. The purpose of this paper is to identify, analyse and model such competencies with special reference to emotional intelligence and social media competencies (SMCs). A competency framework is developed and a subsequent performance ranking system is derived in this study. Design/methodology/approach The statistical approach of multiple regression using partial least square based strucutural equation modelling is used for model development by estimating the impact of various competencies on performance. The technique of analytical network process is applied to derive a performance management system for ranking employees. Findings The paper estimates the relative impact of various competencies on superior performance of teachers, thus enabling to develop a competency model. A performance management and ranking system has also been developed. Practical implications A working practical model for performance management and ranking of teachers is developed on the basis of different criteria having different weightage. The ranking model can enable to develop suitable strategies for making effective recruitment and appraisal decisions. Originality/value The performance management model integrates emotional intelligence competencies, SMCs along with knowledge, skills and attitude, to develop fair and weightage-based performance ranking system.

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“…Whenever the problem is in multi-criteria decision making domain, ANP has facilitated the decision making process. Some of the ANP application areas studied are: maintenance strategy selection in mining industry (Pourjavad et al, 2013), knowledge management (Percin, 2010), performance measurement (Chen et al, 2012), Operational strategy selection job shop (Sharma and Garg, 2015), vendor-selection (Vinodh et al, 2011), supplier selection (Arunkumar et al, 2011), evaluation of alternative industrial robots (Rehman and Al-Ahamri, 2013), cellular manufacturing systems (Kodali et al, 2014) inventory management of items (Shamsaddini, 2015;Kabir and Hasin, 2013), supply-chain (Agarwal et al, 2006), vocational-education (Chen et al, 2004), manufacturing-systems (Dagdeviren, 2010) and civil-pilot selection (Yazgan and Ustun, 2011). In the present paper, ANP was found to be the most appropriate technique for determining the right priority structure for manufacturing growth in India.…”

Section: Anp and Its Applicationmentioning

confidence: 99%

Prioritising factors for manufacturing growth in India: an analytic network process approach

Ojha

Vrat

2018

IJISE

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The purpose of the paper has been to analyse the role, the impact and setting up right priorities of the 13 growth factors involved in accelerating India's manufacturing sector growth. An analytic network process (ANP) framework has been developed with a goal of accelerating Indian manufacturing growth which is influenced by eight key-drivers and five manufacturing industry-segments. In order to find the comparative weights of the factors, a questionnaire-based survey was carried out on 42 experts from the top-management of industry, consultancy and academia. In the current low manufacturing growth rate environment, the Indian manufacturing industry segments needing high priority are: resource-intensive, global technology and innovation and global innovation for local-market. The vital-few five key-drivers for fast-tracking manufacturing growth are: good-governance, technology-deployment, core-infrastructure, investment and financing and worker-skill. The application of ANP approach has provided some useful insights to the policy-makers on setting the priorities for the Indian manufacturing strategy.

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Performance measurement considering the interdependence of evaluators and criteria

Abstract: Human resource, Performance evaluation, Analytical network process, Multi-criteria decision making,

Cited by 7 publications

References 24 publications

Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Performance management model for teachers based on emotional intelligence and social media competencies

Prioritising factors for manufacturing growth in India: an analytic network process approach

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