Establishing Performance Appraisal Indicators for Dispatched Employees Based on Integrated Multiple Criteria Decision Making Methods – A Case Study of National Defense Scientific Research Institute

• Main Authors: Shin-Bang Lu, 盧欣邦
• Other Authors: Chiuh-Cheng Chyu
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/k5m6jg

碩士 === 元智大學 === 工業工程與管理學系 === 102 === The purpose of this thesis is to establish a performance appraisal system to evaluate the dispatched employees of National Defense Scientific Research Institute (NDSRI). The NDSRI is a government agency whose duty is to develop novel military weapons and equipments. As many enterprises intend to abridge their unnecessary personnel and, meanwhile, enhance the organizational performance, the NDSRI also follows this trend. According to stipulation enacted in 2010, Act Governing the Total Number of Personnel Headcounts of Central Government Agencies, the maximum number of employees in a government agency is 173,000. This act was initiated with the aim to abolish the civil official tenure system, and offer government agencies more flexibility and diversity on employment at various stages. In addition to traditional tenure system, the employment modes such as contract employment, employee dispatching, and business outsourcing are often adopted by many government agencies in consideration of cost and performance. Among these modes, employee dispatching is most widely used nowadays. A well-designed performance appraisal system can greatly assist organizations in controlling and guiding employees to perform well in many aspects, such as managing resource allocations, executing projects, achieving predetermined goals, etc. However, according to the regulations by Government Procurement Act, the government agencies cannot regard the employee dispatching as a bidding play, they must also consider the performance of dispatched employees so that the public funds are used effectively. This thesis presents a hybrid fuzzy analytic hierarchy process (FAHP) model to evaluate the dispatched employees for government agencies. The proposed model first forms an expert group and then employs fuzzy Delphi method to screen important performance appraisal indicators (also known as evaluation criteria) to form the AHP decision framework. The similarity aggregation method (SAM) was applied to aggregate the opinions of experts and calculate the indicator weights using pair-wise comparisons. The Centroid method was employed to defuzzify the aggregated fuzzy indicator weights. Our research findings conclude the following: Top five performance appraisal indicators (criteria) with weights given in the parentheses: (1) work outcome (0.4827); (2) personal traits (0.2566); (3) work attitude (0.1805); (4) work ability (0.0803). In addition, top five sub-criteria are as follows: (1) “work quality” (0.1738) in work performance; (2) “gregariousness” (0.1078) in personal traits; (3) “work execution” (0.1076) in work outcome; (4) “work efficiency” (0.1023) in work outcome; (5) “work reliability” (0.099) in work outcome.