Research On The Performance Appraisal Of Investigation & Design Employees Based On Multi-level Fuzzy Methods

Along.with the organizational reform's unceasing deepening of investigation & design enterprises in our country, and the profession competition pattern's unceasing transformation, setting up a scientific and fair performance appraisal system of investigation & design employees, gaining the best methods to urge the core specialized technology talented persons have been the key point for the investigation & design enterprises to attract detain the talented persons in keen competition.But there are many problems about the performance appraisal of investigation & design employees in our country at present, for instance, there aren't daily records, the assessment lacks the objective basis, the assessment indicator are not scientific and perfect, and the evaluation enforcer is unitary. These questions have seriously restricted the investigation & design enterprises'development.This article is based on the reality and massive textual research, in hope of establishing the scientific performance appraisal system of investigation & design employees, and solving the current problems of the investigation & design employees' performance appraisal by means of combining the qualitative method with the quantitive method. The main research work of this article is as follows:(1)The article analyzed the present situation of investigation & design industry's development, summarized the problems about the performance appraisal of investigation & design employees, and discussed the related theories and methods.(2)By means of massive job analysis and textual research, the article setted up a scientific and fair performance appraisal system of investigation & design employees. There are both rigid indicators and flexible indicators, which can reflect the whole factors affecting the job performance of investigation & design employees.(3)This article made use of analytic hierarchy process to determine the weight of each indicator, and determined the relative importance of different indicators by ways of comparing one with another. It dealt with and expressed the human's subjective judgment with quantitive methods, so as to get more objective and complete performance appraisal result.(4)The article improved the traditional performance appraisal system which only had one kind of evaluation enforcer. It proposed to form the appraisal group by the leader, the colleague and the customer, determined the weight of each evaluation enforcer to different indicators reasonably, and took them as the quite important factors affecting the performance appraisal result of investigation & design employees.(5)The article setted up a performance appraisal system of investigation & design employees based on multi-level fuzzy methods. It used the fuzzy mathematics theory to quantify the fuzzy and indefinite indicators, so as to obtain the correct, scientific, objective, and believable appraisal result. Little of the information is lost in the process to quantify it, so the appraisal system is quite scientific and feasible. (6)Took use of the system based on multi-level fuzzy methods to appraise the investigation & design employees' performance, and obtained the scientific, reasonable, and practicable appraisal result.