Akademik Veri Yönetim Sistemi
Joint International Symposium on "The Social Impacts of Developments in Information, Manufacturing and Service Systems" 44th International Conference on Computers and Industrial Engineering, CIE 2014 and 9th International Symposium on Intelligent Manufacturing and Service Systems, IMSS 2014, İstanbul, Türkiye, 14 - 16 Ekim 2014, ss.1774-1780
Performance evaluation is becoming more important due to the raising of criteria and greater awareness of personnel attributes affected by the business approach. Although there have been several approaches on performance evaluation in the literature, many of these are applied with the same weight on the criteria. But the weights of the performance evaluation criteria may change according to the department, expectations and needs. Several performance evaluation methods have been used according to the structure and culture of the organizations. While classical performance evaluation methods that focus on only the degree of success on the job, have been used in the past, nowadays the modern performance evaluation methods are implemented to consider ability, social behaviour, and learning capacity for future self-development of the employee, besides knowledge. In this study, the weights of performance evaluation criteria are determined with Fuzzy AHP (Analytical Hierarchical Process) for each department of a company. Firstly, the criteria are determined by considering each department manager and human resource manager. Three main criteria are defined for performance evaluation: skill, knowledge and behaviour. Skill is an extension of competence, innate or is attained by experience such as a tendency for team working, problem solving or decision-making; a capacity for planning, organizing and communication; becoming the focus on result, analyzing and projection. Knowledge is defined as any proficiency having some degree in a specific area. Behaviour includes motivation, work discipline, customer centered behaviour, loyalty and interest, and work quality. Fuzzy AHP methods are used to calculate the weights of the main and the sub criteria due to a linguistic response by evaluating the criteria emanating from managers. It can be seen that the weights of performance evaluation criteria are different for each department due to the requirements of different skills, knowledge and behaviour. In addition, three employees are selected to the human resources, R&D (Research and Development) and production planning departments with Fuzzy AHP.