论文部分内容阅读
在绩效评价过程中,对于各级指标评价结果的处理,传统的方法均以打分后线性加权来比较评价对象的优差,以此确定其是否合格.一般的多层次多目标评价体系,不仅包括定性指标还包括定量指标,由于不同的量纲同时存在而无法用这种简单的线性加权方法得出合理的评价结果.文章引入格序决策理论,为解决这个缺陷进行了积极的探索,初次将模糊多目标多层次格序决策方法应用到管理者绩效评价中,以国有独资企业中7家有代表性的制造公司的总经理为例进行了算例分析.结果显示,这种方法克服了多目标之间的“不可公度性”和“矛盾性”特点,是一种客观合理、准确性较高的评价方法.
In the process of performance appraisal, the traditional method is to compare the superiority of appraisal object by the linear weighting after scoring in order to determine whether it is qualified or not, and the general multi-level and multi-objective appraisal system not only includes Qualitative index also includes quantitative indicators, due to the existence of different dimensions at the same time can not use this simple linear weight method to obtain a reasonable evaluation results.This article introduces the theory of order decision making, to actively address the shortcomings, for the first time will be The fuzzy multi-objective and multi-level decision making method is applied to the managers’ performance evaluation, taking the example of the general manager of seven representative manufacturing companies in the wholly state-owned enterprises as an example. The results show that this method overcomes more Objectives between “Incommensurability ” and “” “contradictory ” characteristics, is an objective and reasonable, high accuracy evaluation method.