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Employee performance evaluation: a fuzzy approach

Author

Listed:
  • Imtiaz Ahmed
  • Ineen Sultana
  • Sanjoy Kumar Paul
  • Abdullahil Azeem

Abstract

Purpose - Managers encounter many decisions that require the simultaneous use of different types of data in their decision‐making process. A critical decision area for managers is the performance evaluation of personnel, whether individually or as a member of a team. Performance evaluation is critically essential for the effective management of the human resource of an organization and evaluation of staff that help develop individuals, improve organizational performance, and feed into business planning. Design/methodology/approach - Performance evaluations require and often involve disparate types of information that are vague, incomplete, objective, and subjective. This paper proposes a performance evaluation system of employees considering various performance evaluation criteria using fuzzy logic. The main task in the proposed approach involves determining the performance indices of employees considering their respective performance in various qualitative and quantitative evaluation criteria and then selecting the best employee who holds highest performance index comparing all the indices. Findings - A model is developed for any kind of organization where performance evaluation is significantly important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Fuzzy control is used to determine the overall performance index by combining results of the performance in selected criteria and provided it in numerical values which will undoubtedly ensure convenience of the concerned human resource personnel during performance rating calculation. Originality/value - This is the first time, a performance evaluation model is developed using fuzzy approach for any kind of organization where performance evaluation is significantly important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff.

Suggested Citation

  • Imtiaz Ahmed & Ineen Sultana & Sanjoy Kumar Paul & Abdullahil Azeem, 2013. "Employee performance evaluation: a fuzzy approach," International Journal of Productivity and Performance Management, Emerald Group Publishing Limited, vol. 62(7), pages 718-734, September.
    • Handle: RePEc:eme:ijppmp:v:62:y:2013:i:7:p:718-734
    DOI: 10.1108/IJPPM-01-2013-0013
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    Citations

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    Cited by:

    1. Donghun Yoon, 2021. "How Can Personnel Performance Evaluation Systems Be Improved?," SAGE Open, , vol. 11(1), pages 21582440209, January.
    2. Michael A. Mulvaney, 2019. "Examining the Role of Employee Participation, Supervisor Trust, and Appraisal Reactions for a Pay-for-Performance Appraisal System," Public Organization Review, Springer, vol. 19(2), pages 201-225, June.
    3. Wanke, Peter & Falcão, Bernardo Bastos, 2017. "Cargo allocation in Brazilian ports: An analysis through fuzzy logic and social networks," Journal of Transport Geography, Elsevier, vol. 60(C), pages 33-46.
    4. Sarker, Ruhul & Essam, Daryl, 2017. "A quantitative model for disruption mitigation in a supply chainAuthor-Name: Paul, Sanjoy Kumar," European Journal of Operational Research, Elsevier, vol. 257(3), pages 881-895.
    5. Muhammad Rajbul Asik bin Abdul Hamid & Noor Fareen Abdul Rahim & Yashar Salamzadeh, 2020. "Influence of Ethical Leadership and Talent Management on Employee Performance: Does Employee Commitment Matter in Malaysian Hotel Industry?," International Journal of Human Resource Studies, Macrothink Institute, vol. 10(3), pages 7797-7797, December.
    6. Chi-Yo Huang & Min-Jen Yang & Jeen-Fong Li & Hueiling Chen, 2021. "A DANP-Based NDEA-MOP Approach to Evaluating the Patent Commercialization Performance of Industry–Academic Collaborations," Mathematics, MDPI, vol. 9(18), pages 1-26, September.
    7. Abteen Ijadi Maghsoodi & Gelayol Abouhamzeh & Mohammad Khalilzadeh & Edmundas Kazimieras Zavadskas, 2018. "Ranking and selecting the best performance appraisal method using the MULTIMOORA approach integrated Shannon’s entropy," Frontiers of Business Research in China, Springer, vol. 12(1), pages 1-21, December.
    8. Wenjing Han & Yang Fu & Wen Sun, 2023. "Farmland Transfer Participation and Rural Well-Being Inequality: Evidence from Rural China with the Capability Approach," Land, MDPI, vol. 12(7), pages 1-21, June.

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