Personnel evaluation with AHP

Taylor, Frank; Ketcham, Allen F.; Hoffman, Darvin R.

doi:10.1108/00251749810245336

Cited by 50 publications

(28 citation statements)

References 3 publications

(3 reference statements)

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“…The process of MOB selection can be described by the following decision inputs ( Figure 13 Second Stage: Test of consistency: After analyzing data using the AHP method, the result of the selection process must be tested for consistency. The test of consistency is completed using Equations (1), (2), (3) and Table 4 (random consistency index) [24].…”

Section: Discussionmentioning

confidence: 99%

The Analytic Hierarchy Process in GIS-Driven Military Operation Base Selection: A Case Study in Sri Lanka

Stimers¹

2017

J Def Manag

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In a military context, the collection, analysis, and use of geographic data can provide leaders with timely and accurate information on which to base decisions. GIS systems are used to store, manipulate, analyze, and manage all types of geodata, and are widely used by many military organizations in military decision making processes (MDMPs). Apart from accuracy, usage of GIS in MDMPs has provided many advantages, becoming a powerful and popular tool in the militaries of developed countries. However, even though GIS is a sophisticated tool in MDMP, the Sri Lankan Army has not employed widespread use of these systems. Tactical operations in which covert movement is paramount to success depend on high quality data and information concerning enemy positions, as was the case in the Sri Lankan Civil War . A case study of base siting using GIS is explored here; in this research we attempt to introduce GIS as a powerful tool in MDMPs in the Sri Lankan military. Sri Lanka is a developing country that suffered from a terrorist war for more than 30 years. All decision making and data gathering was done manually, spending more money and man power that was realistically necessary. This research is focused on providing solid evidence for the use of GIS techniques in MDMPs, which can partially supplant slower, less reliable humanbased decision making processes. In selecting a suitable permanent or temporary military operation base in enemy territory, all parameters need to be evaluated accurately. Injecting logical and statistical data, thus more automated processes into command-level decisions, will minimize errors in MDMPs. The analytic hierarchy process (AHP) is utilized to structure commander's perceptions of important selection criteria, and optimal base selection procedures are described.

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Section: Discussionmentioning

confidence: 99%

The Analytic Hierarchy Process in GIS-Driven Military Operation Base Selection: A Case Study in Sri Lanka

Stimers¹

2017

J Def Manag

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“…Various applications of the AHP have been reported extending from airline industry applications (Garg, 2016;Delbari et al, 2016), healthcare (Yuen, 2014), climate policies (Castello-Branco et al, 2012) to reverse logistics model (Barker and Zabinsky, 2011), strategy evaluation (Ocampo and Clark, 2015), critical sustainability indicators identification , and sustainable manufacturing index computation (Ocampo, 2015;Ocampo et al, 2016) among several hundreds of applications. For the personnel promotion domain, the earliest adoption of the AHP can be traced back from Saaty and Ramanujam (1983) and the succeeding works were carried out by Taylor et al (2006), Islam and Rasad (2006), Mittal et al (2009) and Bali et al (2015). This development is rather slow when compared to other applications of the AHP.…”

Section: Analytic Hierarchy Processmentioning

confidence: 99%

Appropriate criteria set for personnel promotion across organizational levels using analytic hierarchy process (AHP)

Castillo

Gitgano

Loo

et al. 2017

Int. J. Prod. Manag. Eng.

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Currently, there has been limited established specific set of criteria for personnel promotion to each level of the organization particularly among retail industries. This study is conducted in order to develop a personnel promotion strategy by identifying specific sets of criteria for each level of the organization. The complexity of identifying the criteria set along with the subjectivity of these criteria require the use of multi-criteria decision-making approach particularly the analytic hierarchy process (AHP). Results show that for first line management, the specific criteria set are: trustworthiness, job involvement, creative and innovative skills, younger generation, and family of businesses. For the middle management, the specific criteria set are: job involvement, creative and innovative skills, trustworthiness, family of business, and education credentialing. And for the top management, the specific criteria set are: strategic and organizational skills, organizational commitment, creative and innovative skills, content specific knowledge and skills, and strategic entrepreneurial connections. These intend also to help avoid mismatch of employee skills and competencies and their job, and at the same time eliminate the issues in personnel promotion such as favoritism, glass ceiling, and gender and physical attractiveness preference. The contribution of this work is in identifying relevant criteria in developing a personnel promotion strategy across organizational levels.

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“…Chandra [9] cited several problems in employee evaluation, which in his opinion can be easily overcome by following his prescribed guidelines. Taylor III et al [10] have described a case study where AHP has been used to evaluate personnel for selection. Chan and Lynn [11] have used AHP to propose a model for evaluation of several branches of a firm.…”

Section: Introductionmentioning

confidence: 99%

DEAHP Approach for Manpower Performance Evaluation

Singh

Aggarwal

2014

J. Oper. Res. Soc. China

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The manpower in an organization constitutes an important and essential asset. Competent personnel endowed with individual academic and managerial strengths in specific disciplines and personal capabilities, who can undertake a variety of marketing or research assignments, are needed in any organization as they substantially credit to its performance. Development of rational techniques for capability assessment during recruitment of personnel is therefore vital. The techniques that are normally employed for decision making in identification of performance attributes including their weight assignments include techniques like Delphi and decision matrix, Analytic Hierarchy Process (AHP) etc. AHP converts qualitative opinion of experts into quantified values and generates a decision matrix. In this paper, we have integrated Data Envelopment Analysis (DEA) to generate local weights of alternatives from pair-wise comparison of judgment matrix used in the AHP for a three attribute system for measuring performance of personnel at entry level of managerial hierarchy. Multiple expert judgments have been considered for weight determination of the attributes. Thus, DEAHP (i.e., combined DEA-AHP approach) has been proposed in this paper as an alternative to the traditional methods of weight derivation in AHP.

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Personnel evaluation with AHP

Abstract: Analytical Hierarchy Process as a means of dealing with these difficulties. We will also discuss some of the practical problems encountered in applying the method.

Cited by 50 publications

References 3 publications

The Analytic Hierarchy Process in GIS-Driven Military Operation Base Selection: A Case Study in Sri Lanka

The Analytic Hierarchy Process in GIS-Driven Military Operation Base Selection: A Case Study in Sri Lanka

Appropriate criteria set for personnel promotion across organizational levels using analytic hierarchy process (AHP)

DEAHP Approach for Manpower Performance Evaluation

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