The Application of Intuitionistic Fuzzy Set TOPSIS Method in Employee Performance Appraisal

Transcription

1 Vol.8, No.3 (05), pp The pplcato of Itutostc Fuzzy Set TOPSIS Method Employee Performace pprasal Wag Yghu ad L Welu * School of Ecoomcs ad Maagemet, Shazhuag Tedao Uversty, Shazhuag , Cha wag@63.com bstract Wth the rapd developmet of kowledge ecoomy, huma resources have bee oe of the most mportat strateges of all walks of lfe. The role of performace apprasal of huma resource maagemet the moder eterprse s becomg creasgly promet, ad has become the core ssue of huma resource maagemet. There are two basc methods, qualtatve ad quattatve apprasal, the employee performace apprasal. However, there are a large umber of ucertaty fuzzy cocepts the huma resource apprasal, whch make lots of dexes are dffcult to drect quatfy. So the artcle utlzes the tutostc fuzzy set TOPSIS method to evaluate the employee performace. Through the case study, the method ca evaluate the employee performace more comprehesve ad effectve. Therefore, the method ca provde strog support decso-makg, such as trag, promoto, rewards ad pushmets huma resource maagemet. d t s a effectve performace apprasal method. Keywords: the tutostc fuzzy set, the TOPSIS method, the employee performace apprasal. Itroducto Wth the rapd developmet of ecoomy ad the advet of bg data era, the competto amog eterprses s tesfed. However, the talet s the most crtcal asset eterprses, ad the role ad status of talet are becomg more ad more promet ecoomc actvtes. To some extet, huma resources have bee the frst core compettveess of eterprses. Therefore, huma resource maagemet has a pretty mportat sgfcace to the eterprse []. Performace apprasal s a mportat part of huma resource maagemet, ad t has a vtal role mprovg the employee productvty ad motvato ad retag talet. The purpose of employee performace apprasal s show Fgure. For the performace evaluato, the most crtcal part s to select the approprate apprasal method. lthough some compaes have establshed a performace apprasal system, the overall effect of the performace apprasal s ot deal due to some dexes are sometmes dffcult to quatfy. Therefore, huma resource maagers eed to cotue to explore the performace evaluato methods, ad mprove the performace apprasal system [-4]. Performace apprasal s oe of the focuses of maagemet theory research recet decades, so scholars ad maagers make useful explorato to the performace apprasal from dfferet pot of vew. The key ssue s how to buld a sutable eterprse performace apprasal system, whch scholars ad maagers have a cosderable debate o, ad they also preset a varety of performace apprasal systems [5]. Key performace dcators (KPI) are a evaluato tool for huma resources ad busess performace maagemet. It emphaszes ISSN: IJUNESST Copyrght c 05 SERSC

2 Vol.8, No.3 (05) the maagers must select -6 ob cotet tems as apprasal dexes whch are crtcal ad are more closely wth the orgazatoal obectves, so that the employees ca prortze the work. L Yqua appled the KPI to the performace apprasal of mddle maagers uverstes, ad establshed a performace apprasal system of mddle-level maagers uverstes [6]. Zhou Yucheg utlzed the KPI method to costruct the performace apprasal system of employee the fuctoal departmet from the customer perspectve [7]. 360 pprasal Method, also kow as the all-roud apprasal method, apprases the employee s work utlzg the dfferet ettes together, such as the employees themselves, the superor, colleagues, subordates, customers, etc. Yag Chuyg used the 360-degree apprasal method to the performace apprasal of core staff [8]. Zhao Fegchag appled the 360-degree performace apprasal method to the mddle maagers the eterprses [9]. The Balaced Score Card (BSC), based o the tradtoal facal dcators, establshes the four-dmesoal ratg dal from four basc dmesos whch are creatve learg, teral processes operatg, exteral customer servce ad ecoomc beeft, ad the sets the approprate performace evaluato dexes system based o the above framework. Therefore, maagers ca reflect the performace of the orgazato ad staff comprehesvely ad ca coduct the dyamc motor. Yag Yuqag appled the BSC to the performace evaluato of the sales team [0]. Su Qgl uses the BSC to evaluate the cvl servats performace []. The forced dstrbuto method s a method to revse ad adust the results of the performace evaluato. L Yume ad Sog Naru appled ths method to the staff performace apprasal study the state-owed eterprses []. Maagemet by Obectves (MBO), proposed by Peter Drucker, meas employees establsh ther persoal goals cosultato wth superors, whch are based o the compay's strategc goals ad obectves of the relevat departmet, ad these goals should be as cosstet as possble. Lag Zhedog used the MBO to evaluate the performace of maagers [3]. Feg Guohua evaluated the performace of the mddle maagers the state-owed busess, combg the KPI ad the 360-degree method [4]. Q Jg evaluated the performace of the mddle maagers the state-owed eterprses, combg the BSC ad 360-degree method [5]. I the applcato research of performace apprasal, the foreg scholar Clevelad beleved that performace apprasal ca provde related formato for persoel decso-makg, cludg salary, ob recommedato, trasfer, trag programs, staff developmet ad performace feedback [6]. Spageberg ad Herma proposed a performace evaluato model wth strategc tegrato, emphaszg the cetve ad costrat to the results of performace apprasal, to ecourage the employee wth hgh performace ad push the employees wth poor performace [7]. Boswell ad Boudreau cosdered that the value oretato ad developmet oretato were the two goal oretato of the performace apprasal. The value oretato focused o evaluatg the prevous performace of employees, regardg the results of the performace apprasal as the bass to employees reward or pushmet. Whereas the developmet oretato cosdered the results of apprasal as the bass to mprove the performace of staff the future [8]. Pettoh thought that the staff performace apprasal facltated other huma resource maagemet actvtes the actual ecoomc maagemet [9]. I summary, each performace apprasal method has ts advatages ad dsadvatages. However the huma resource apprasal s a mult-level, mult-factor comprehesve evaluato, there are a lot of fuzzy ucertaty employee performace apprasal, ot oly obectve factors, for example, may performace dexes are dffcult to quatfy, but also lots of subectve factors, such as huma resource maagers experece, kowledge ad values. Therefore, lots of dcators of performace apprasal are dffcult to aalyze by 330 Copyrght c 05 SERSC

3 Vol.8, No.3 (05) classcal mathematcal methods [0]. So the artcle uses the theory ad methods of tuto fuzzy set ad the TOPSIS method, tryg to establsh TOPSIS method based o tutve fuzzy set to evaluate the employee performace. The structure of the artcle s as follows: secto two, the artcle descrbes the relevat kowledge of tutve of fuzzy sets, ad bulds the employee performace apprasal dex system; secto three, the artcle establshes the evaluato model of tuto fuzzy set TOPSIS; there s case study the fourth secto. Staff trag Compesato maagemet Implemet rewards ad pushmet The purpose The promoto, trasfer, dsmss of employee Fgure. The Purpose of Employee Performace pprasal. The Theory of Itutostc Fuzzy Set ad the Establshmet of Employee Performace pprasal Idex System. The Theory of Itutostc Fuzzy Set I 983, the Bulgara scholar K.T.taassow proposed the cocept of tutostc fuzzy set. Itutostc fuzzy set s a successful promoto of fuzzy set, whch utlzes two scales (that s membershp ad o-membershp) to descrbe the ambguty. It ca dcate three states, amely support, opposto ad eutralty at the same tme. Thus, t ca descrbe the ucertaty of obectve pheomeo more delcate ad comprehesve... The Itutostc Fuzzy Set ad Operatos: Let X s a doma. If there are two maps the doma X : : X [0,] ad : X [0,], makg xx ( ) [0,] x d xx ( ) [0,] x I addto satsfy the codto 0 ( x) ( x) So ad determe a tutostc fuzzy set the doma X : x, ( x), ( x) x X I the defto above, ad are the membershp fucto ad o-membershp fucto respectvely. ( x ) d ( x) are the degree of membershp ad o-membershp of elemet x belogg to respectvely [].The tutostc fuzzy set ca be deoted as x,,. The set cosstg of all the tutostc fuzzy sets the doma X s recorded as IFS[ X ]. Help stuff progress Improve the relatoshp betwee stuff ad maagers Copyrght c 05 SERSC 33

4 Vol.8, No.3 (05) For the tutostc fuzzy set the doma X, ( x) ( x) ( x) s the vague dex or hestacy degree of elemet x. It s a measuremet of hestato degree whether x belogs to tutostc fuzzy set or ot. Obvously, for x X, there s 0 ( x ). Whe or 0, the tutostc fuzzy set degeerates to fuzzy set. Clearly, for ay fuzzy set the doma X, there s ( ) 0. For the tutostc fuzzy set, the membershp ( x ) [0,], o-membershp ( x ) [0,] ad the hestato degree ( x ) [0,] express support, opposto ad eutralty respectvely. Thus, tutostc fuzzy set ca descrbe "ether ths or that". Let ad B are ay two tutostc fuzzy sets the doma X, 0 s ay real umber. The defto of tutostc fuzzy set operatos s as follows: ()Cotamet relatoshp: For ay x X, f ad oly f there are ( x) B( x) ad, so B. The aga, we ca defe B. B ()Equalty relatoshp: For ay x X, f ad oly f there are ad B B, so B. c (3)Complemetary set: x, ( x), ( x) x X. (4)Itersecto set: B x, ( x) B( x), ( x) B( x) x X, amog whch, the symbol ad dcate the operatos of choosg small ad choosg bg respectvely, amely m ad max operators. (5)Uo set: B x, ( x) B( x), ( x) B( x) x X. (6)Sum: B x, ( x) B( x) ( x) B( x), ( x) B( x) x X. (7)Product: B x, ( x) B( x), ( x) B( x) ( x) B( x) x X. (8)Scalar multplcato: x, ( ( x)),( ( x)) x X. (9)Power: x,( ( x)), ( ( x)) x X... The Dstace betwee Itutostc Fuzzy Sets The dstace s a pretty mportat cocept the tutve fuzzy set theory. It ca reflect the dfferece betwee two tutve fuzzy sets. Let ad B are two tutve fuzzy sets the doma X, x, ( x), ( x) x X, B x, B(x), B(x) x X, ( x) ( x) ( x) ad B( x) B( x) B( x).the the Eucldea ormalzed dstace betwee ad B s: d,b x x x x x x ( ) [( ( ) B ( )) ( ( ) B ( )) ( ( ) B( )) ] Its weghted dstace s: d (,B) [( ( x ) ( x )) ( ( x ) ( x )) ( ( x ) ( x )) ] ' B B B I the defto above, s the weght of x ad satsfes 0 ad. It s easy to prove that the dstace has the followg propertes: () d(,b) 0 () d(,b) 0 f ad oly f B (3) d(,b) d( B,) (4) d(,b) d(,c) d( C,B) (5) C s closer to tha B f ad oly f d(,c) d(,b) 33 Copyrght c 05 SERSC

5 Vol.8, No.3 (05). The Establshmet of Employee Performace pprasal Idex System I ths part, we emphasze the desg of the dex system. I all the performace evaluato systems, the most dffcult part s to desg a dex system matchg the evaluato method. The matchg degree betwee the dex system ad evaluato method determes the outcome of the apprasal whether le wth the true performace of employee or ot... The Prcples of Establshg the Employee Performace pprasal Idex System The dex system s a scetfc ad complete system cosstg of a seres of mutually coected ad restrcted dex. Idexes ca reflect some characterstcs of the research obect, whle combg a umber of mutually coected ad restrcted dexes ca meet ad expoud the features ad regularty of complex pheomea from several aspects ad multple dmesos. The prcples of desgg ths evaluato dex system are as follows: Frst, the prcple of scetfc ad ratoal. The desg of dex system should be able to fully reflect the cootato ad propose of the employee performace apprasal, ad ca descrbe the characterstcs of performace apprasal reasoably; Secod, the prcple of practcal ad comparablty. The dex should be easy to be uderstood ad have wde applcablty. It also ca dstgush the employee's behavor. The basc data s easy to collect ad ca be compared wth hstorcal data; Thrd, the prcple of combg the qualtatve ad quattatve dexes. The dexes of performace apprasal should be as quattatve as possble. For some dexes whch are hard to quatfy but have great sgfcace ca also be descrbed by the qualtatve dexes; Fourth, the prcple of comprehesveess ad emphass. The dex system should reflect the whole stuato of employee ad cosder the varous factors fluecg the performace apprasal comprehesvely, whereas hghlght the key factors ad prortes... The Establshmet of Employee Performace pprasal Idex System Keepg to these prcples above ad referrg related lterature, the artcle establshes the evaluato dex system of performace apprasal from the followg four aspects, whch are show table below: Table.The dex System of Employee Performace pprasal The dex system of employee performace the frst class dex Talet qualtyu Persoal abltyu the secod class dex EterprseU ResposbltyU ItegrtyU 3 Professoal resposbltyu 4 Team sprtu 5 Professoal skllsu Coordato abltyu Learg abltyu 3 Decso-makg abltyu 4 Iterpersoal skllsu 5 The quatty of obu 3 The qualty of worku 3 Copyrght c 05 SERSC 333

6 Vol.8, No.3 (05) apprasal Work performace U 3 Work atttudeu 4 The effcecy of worku 33 The effect of worku 34 The ovato of worku 35 ctve learg ad trag U 4 The ethusasm of worku 4 ExecutoU 43 ttedace rateu 44 DscpleU 45 The rate of extra worku 46 Nowadays, talet qualty has become the frst dex to evaluate employees varous eterprses. It ca be dvded to fve secod dexes whch are the eterprse, resposblty, tegrty, professoal resposblty ad team sprt. The eterprse emphaszes the efforts of employee mprovg effcecy, creatg value ad shapg corporate mage, ad the dsposg of eterprse terests ad persoal gas or losses. The resposblty evaluates whether employees do ther work by heart. Itegrty evaluates whether employees get the work they promsed doe tmely ad correctly. Team sprt s proposed based o the complexty of the moder work, usg to evaluate the formato sharg ad cooperato teto of employee. It ca be measured by whether employee ca actvely cooperate wth the departmet or amog departmets the past. Persoal ablty evaluates employee performace from fve aspects whch are the professoal sklls, coordato ablty, learg ablty, decso-makg ablty, terpersoal sklls. The professoal sklls maly exame the professoal kowledge of employee. The coordato ablty evaluates the maagemet ad commucato sklls, ad the ablty of tegrato ad coordato of resources ad formato, whch ca be measured by the employee cooperato amog varous departmets. The learg ablty evaluates staff whether they ca obta accurate kowledge ad formato a quck, smple ad effectve way, ad covert them to ther ow capabltes. It ca be evaluated by whether employee ca lear ew kowledge effcetly ad the ablty of uderstadg, aalyss ad compreheso of work the past. The decso-makg ablty evaluates the sythetc abltes of makg decsos ad drecto. The terpersoal sklls exame the ablty of hadlg the relatoshps wth ad outsde the orgazato properly, cludg establshg extesve coecto wth the surroudg evromet ad the ablty of absorpto ad tegrato of the exteral formato, ad the ablty of dealg wth the relatoshp betwee superor ad subordate. For employee performace apprasal, the work performace ca be dvded to fve aspects, such as the quatty of ob, the qualty of work, the effcecy of work, the effect of work ad the ovato of work. The quatty of ob refers to the workload the employee completg a certa perod of tme. The qualty of work cosders the degree of realzg the employee work. The effcecy of work ca be measured by the umber of days o average to completg a partcular work. The effect of work cosders the cotrbuto of stuff s work to the compay. The ovato of work evaluates the ablty of proposg ew theory ad method at work. Work atttude s dvded to sx dexes, whch are actve learg ad trag, the ethusasm of work, executo, attedace rate, dscple ad the rate of extra work. The attedace rate ad the rate of extra work are easy to quatfy. The ethusasm of work cosders the completo status of the employee s work as well as whether employees 334 Copyrght c 05 SERSC

7 Vol.8, No.3 (05) cooperate wth other colleagues to fsh the work actvely. Executo refers to whether employees carry out the commad of superor well. Dscple ca be evaluated by the executo of the compay rules ad regulatos the past. Wth regard to the above dexes, some are easy to quatfy whle some are ot. For the qualtatve dexes the employee performace apprasal, the huma resource maagers ca use three methods to determe: () the employee self-evaluato; () the evaluato from the compay performace apprasal team; (3) the evaluato from the colleagues the same ad related departmet. The employee performace apprasal system s show the fgure below: Establshg the performace apprasal dex scetfcally Establshg the dex system Determg the weght ratoally pprasg the eterprse employee performace The performace apprasal model The feedback of performace apprasal result Evaluatg the employee comprehesvely The applcato of performace apprasal result Provdg obectve fact for maagers Fgure.The Eterprse Employee Performace pprasal System 3. The Ituto Fuzzy Set TOPSIS Method 3. Itroducto to TOPSIS Method I 98, Huag Qgla frst put forward the TOPSIS method (Techque for Order Preferece by Smlarty to a Ideal Soluto), to solve the mult-obectve problem of dvdual decso makers, amely the sortg method of closg to the deal soluto. It sorts accordg to the proxmty degree of the evaluated obect to the deal target. It has bee wdely used sce t was proposed ad t s a effectve method to solvg the mult-obectve decso. The prcple of TOPSIS method: Its basc prcple s sortg accordg to comparg the dstace of the evaluated obects to the optmal ad the worst scheme respectvely. If the evaluated obect s closest to the optmal scheme ad furthest away from the worst oe, the t s the optmal soluto, or s the worst. The basc dea of TOPSIS method s as follows: Based o the weghted decso matrx, we ca fd out the optmal scheme ad the worst oe the decso matrx, ad the calculate the dstace of the evaluated obect to the optmal ad the worst scheme respectvely. The we ca obta the relatve proxmty degree of the evaluated Copyrght c 05 SERSC 335

8 Vol.8, No.3 (05) obect to the optmal scheme, order to evaluate the advatages ad dsadvatages of each evaluato obect. 3. The Ituto Fuzzy Set TOPSIS Method Let,,..., m s a scheme set cosstg of m evaluated obects. The evaluato dexes of the evaluated obects areu U, U,..., U. The weght of evaluato dexu s, whch satsfes 0 ad. ()Establsh the tutostc fuzzy set evaluato matrx The evaluato of scheme regard to the evaluato dex U ca be expressed by the tutostc fuzzy set: F,,, whch [0,] deotes the mportace of the evaluato dex U U to the scheme ad [0,] meas the umportace of the evaluato dex U U to the scheme,satsfyg 0 ad. The evaluato value of scheme regard to dexes ca be deoted by: ( F, F,..., F ) (,,,,,,...,,, ) We ca obta the evaluato value of scheme about the dexu through the expert scorg method. Its tutostc fuzzy set evaluato matrx s:,,,,,,,,,,,, F (,, ) m =. m, m, m m, m, m m, m, m ()Determe the weght of each evaluato dex by tutostc fuzzy etropy method There are plety of methods to calculate the weght of dex, such as aalytc herarchy process ad the expert scorg method. Cosderg the characterstcs of the evaluato dex data, the artcle uses the tutostc fuzzy etropy weght method to calculate the weght of each evaluato dex. Gve a tutostc fuzzy set x,,, whch s the degree of membershp, s the degree of o-membershp, s the hestacy degree ad s the fuzzy degree. The the tutostc fuzzy etropy of evaluato dex U s: m EU ( ),,,..., m,,..., m The bgger the tutostc fuzzy etropy EU ( ) s, the hgher the ucertaty ofu wll be, amely the fuzzy degree of dex U s hgher, the the dex weght of U should be smaller. The weght of dexu s: EU ( ),,,..., ( EU ( )) The we ca obta the weght vector =(,,..., ) of evaluato dex. (3)Determe the tutostc fuzzy set postve deal soluto (the best soluto) ad the egatve deal soluto (the worst soluto). + The tutostc fuzzy set postve deal soluto ad the tutostc fuzzy set egatve deal soluto are: 336 Copyrght c 05 SERSC

9 Vol.8, No.3 (05) + =(,,,,,,,,, ) (,,,,,,,,, ) m, m max m m m whch, max,,,, m. (4)Calculate the weghted Eucldea ormalzed dstace of each scheme to the tutostc fuzzy set postve ad egatve deal soluto: d, ( ) [( ) ( ) ( ) ] d, ( ) [( ) ( ) ( ) ] (5)Calculate the relatve proxmty degree of scheme to the tutostc fuzzy set postve deal soluto: d(, ) C,,,..., m d(, ) d(, ) We sort accordg to the relatve proxmty degree of the scheme to the tutostc fuzzy set postve deal soluto. The bgger the C ( 0C )s, the closer the scheme to the postve deal soluto. Therefore the scheme s better ad vce versa. 4. Case Study ssumg a eterprse chooses fve employees to evaluate ther performace. The employees are,, 3, 4, respectvely, deoted by 5,, 3, 4, 5.ccordg to the characterstcs of the employee performace apprasal, the artcle chooses four frst class dexes, whch are talet qualtyu, persoal abltyu, work performaceu 3 ad work atttude U,deoted by the attrbute set U 4 U, U, U 3, U 4, to assess the employees performace. Each dex ca be dvded to several secod class dexes. Followg the steps of the tuto fuzzy set TOPSIS method above, the artcle sets up the tutostc fuzzy evaluato matrx of schemes frstly, the determes the weght of each dex by the tutostc fuzzy etropy weght method, defg the optmal scheme ad the worst oe, ad calculates the dstace of each scheme to the optmal soluto ad the worst oe. Fally, the artcle calculates the relatve proxmty degree of each scheme to the tutostc fuzzy postve deal soluto. ()We ca obta the degree of membershp, the degree of o-membershp ad the hestacy degree of scheme about the attrbute U U, accordg to the exstg kowledge, experece ad vestgato of the huma resource maagers. Therefore we ca obta the tutostc fuzzy evaluato matrx of scheme about the evaluato dexes: 0.6, 0.3, , 0.3, , 0.5, , 0.3, , 0.3, , 0.3, , 0., , 0., 0.5 F 3 0.8, 0., , 0., , 0., , 0.4, , 0., 0. 0., 0.6, , 0.3,0. 0.,0.5, , 0., , 0., , 0.4, , 0., 0. U U U U 3 4 Copyrght c 05 SERSC 337

10 Vol.8, No.3 (05) ()Determe the weght of each evaluato dex by the tutostc fuzzy etropy method m EU ( ) = ( ) m 5 =0.43 The aga, we ca obta EU ( )=0.58, EU ( 3)=0.57 ad EU ( 4)= Thus t ca be see that the tutostc fuzzy etropy EU ( ) s the smallest, ad the fuzzy degree ofu s the smallest, so the weght of U should be the bggest. Whle EU ( ) ad EU ( 3) are bgger, ad there s ot much dfferece ther values, the the weght of U ad U should be smaller ad the weght of 3 U may be ear to the value of U. 3 EU ( 4) s smaller ad the weght ofu should be bgger. We ca obta the weght of each dex by the tutostc 4 fuzzy etropy method: EU ( ) ( E( U ))+( E( U ))+( E( U ))+( E( U )) = ( 0.43) ( 0.58) ( 0.57) ( 0.547).878 EU ( ) ( E( U ))+( E( U ))+( E( U ))+( E( U )) = 0.3 ( 0.43) ( 0.58) ( 0.57) ( 0.547).878 EU ( 3) 3 ( E( U ))+( E( U ))+( E( U ))+( E( U )) = 0.9 ( 0.43) ( 0.58) ( 0.57) ( 0.547).878 EU ( 4) 4 ( E( U ))+( E( U ))+( E( U ))+( E( U )) = 0.4 ( 0.43) ( 0.58) ( 0.57) ( 0.547).878 Therefore, the weght vector of the evaluato dexes s 0.307,0.3,0.9,0.4. s the artcle says makg the dex system, the talet qualty has become the frst dex to evaluate employees varous eterprses. The weght =0.307 s the bggest the weght vector, fully reflectg ths dscourse. Work atttude reflects the employees' motvato ad the cogto of the eterprse, ad eterprses attach bgger mportace to t, so ts weght s a lttle bgger. The fuzzy degree of persoal ablty ad work performace s larger, ad the dfferece betwee the two fuzzy degrees s ot bg, so ther weghts are smaller ad the values are very close. (3)Calculate the tutostc fuzzy set postve deal soluto ad egatve deal soluto The tutostc fuzzy set postve deal soluto s: + =(,,,,,,,,, ) = 0.8,0.,0., 0.5,0.,0.4, 0.6,0.,0.3, 0.6,0.,0.3 The tutostc fuzzy set egatve deal soluto s: 338 Copyrght c 05 SERSC

11 Vol.8, No.3 (05) (,,,,,,,,, ) 0.5,0.3,0., 0.,0.6,0.3, 0.3,0.5,0., 0., 0.5,0.3 (4)Calculate the weghted Eucldea ormalzed dstace of each scheme tutostc fuzzy set postve ad egatve deal soluto: The weghted Eucldea ormalzed dstace of scheme postve deal soluto s: d, ( ) [( ) ( ) ( ) ] to the to the tutostc fuzzy set d(, ) [( ) ( ) ( ) ] { 0.307[( ) (0.3 0.) (0. 0.) ] 0.3[( ) (0.3 0.) (0.3 0.) ] 0.9[( ) (0.5 0.) (0. 0.) ] 0.4[( ) (0.3 0.) (0. 0.) ]} ( ) The aga, we ca obta (, ) 0. d( 5, ) 0.8. d, d( 3, ) 0.53, ( 4, ) d ad Therefore t ca be see that the scheme 3 s earest to tutostc fuzzy set postve deal soluto. d 5 are earer to the postve deal soluto whle ad 4 are far away from the deal soluto relatvely. The weghted Eucldea ormalzed dstace of scheme to the tutostc fuzzy set egatve deal soluto s: d, ( ) [( ) ( ) ( ) ] Copyrght c 05 SERSC 339

12 Vol.8, No.3 (05) d(, ) [( ) ( ) ( ) ] { 0.307[( ) ( ) (0. 0.) ] 0.3[(0.4 0.) ( ) ( ) ] 0.9[( ) ( ) (0. 0.) ] 0.4[( ) ( ) (0. 0.3) ]} ( ) The aga, we ca obta (, ) 0.96 d( 5, ) d, d( 3, ) 0.308, ( 4, ) 0.36 d ad Therefore t ca be see that the scheme 3 are farthest away from the tutostc fuzzy set egatve deal soluto., ad 5 are farther away from the t egatve deal soluto whle 4 s the earest to the egatve deal soluto. It ca be see from the result of the calculato that the scheme 3 s earest to tutostc fuzzy set postve deal soluto ad farthest away from the tutostc fuzzy set egatve deal soluto, satsfyg the defto of the optmal soluto the artcle. I order to determe the rakg of the employee performace, t s ecessary to calculate relatve proxmty degree of each scheme to the tutostc fuzzy set postve deal soluto. The dstace of each employee to the tutostc fuzzy set postve ad egatve deal soluto s show the table below: Table. The Dstace of Each Employee to the Itutostc Fuzzy Set Postve ad Negatve Ideal Soluto (5)Calculate the relatve proxmty degree of each scheme to the tutostc fuzzy set postve deal soluto: C C C C d(, ) 0.3 d(, ) d(, ) d(, ) 0.96 d(, ) d(, ) d(, ) d( 3, ) d( 3, ) d(, ) d( 4, ) d( 4, ) Copyrght c 05 SERSC

13 Vol.8, No.3 (05) C d(, ) d( 5, ) d( 5, ) By the results of the calculato, accordg to the relatve proxmty degree of each scheme to the tutostc fuzzy set postve deal soluto, we ca obta the rakg of the employee performace: C3 C5 C C C.The performace of employee 4 3 s the hghest these fve employees, coformg to the calculato results of dstace before. That s to say the employee 3 s earest to tutostc fuzzy set postve deal soluto ad farthest away from the tutostc fuzzy set egatve deal soluto. The eterprse ca gve prorty to employee 3 whe gvg promoto ad reward. Whle employee 4 s earest to the egatve deal soluto ad further away from the postve deal soluto, hs performace s the lowest the fve employees. The employee ad huma resource maagers should work together to mprove hs self-qualty ad the level of work, so as to mprove hs performace as a whole. Through the case aalyss above, the value of each dex of employee 3 s larger o average, ad whe determg the tutostc fuzzy evaluato matrx, the experts gve a hgher score to the persoal qualtes, work performace, work atttude, of whch the weghts are hgher, of employee 3. The experts scorg are cosstet wth the results of the calculato, showg that the model has the avalablty the employee performace apprasal ad ca provde the obectve fact for the decso-makg of the huma resource maagers. 5. Cocluso The effectve employee performace apprasal plays a pretty mportat role perfectg the teral maagemet, mprovg the market compettveess of the eterprse ad attractg ad retag the excellet employees. The artcle establshes a set of employee performace apprasal dex system accordg to the characterstcs of the eterprse employee performace apprasal, descrbg the performace apprasal of employees comprehesvely ad systematcally, the apples the dex system to the employee performace apprasal. The artcle proposes the tutostc fuzzy set TOPSIS method based o tutostc fuzzy set ad TOPSIS method, the establshes the tutostc fuzzy evaluato matrx of each evaluato dex, ad calculates the dstace of each employee to the tutostc fuzzy set postve ad egatve deal soluto usg the weght of each evaluato dex ad the dstace tutostc fuzzy set. Therefore we ca obta the comprehesve evaluato dex of employee performace apprasal ad the rakg of each employee performace. It ca provde the obectve fact for the decso-makg for huma resource maagers. The case study shows that the tutostc fuzzy set TOPSIS method s effectve ad feasble the employee performace apprasal. Through the above aalyss, the tutostc fuzzy TOPSIS method s beefcal to evaluate the performace of huma resources more comprehesvely ad reflect the qualty of employee as a whole. The tuto fuzzy set TOPSIS method ca avod the problem that the qualtatve dexes are dffcult to quatfy of the tradtoal performace apprasal methods, makg the evaluato results relatvely obectve ad far, ad has hgh accuracy ad operablty. It ca provde strog support for the decso-makg, such as trag, promoto, rewards ad pushmets, of huma resources maagemet ad t s a effectve method for performace apprasal. The prcple of the method s smple ad s easy to mplemet. The method ca provde a ew thought for the complex multple attrbute decso-makg problems actual ecoomc maagemet, ad s expected to be appled more smlar felds. Copyrght c 05 SERSC 34

14 Vol.8, No.3 (05) Refereces [] W. Xa, The dscourse of the mportace of huma resource for eterprses, Huma resource maagemet, vol. 4, o. 60, (04). [] Y. Lu, The research of the performace apprasal method of moder eterprses, Cha scece ad techology paorama magaze, vol.0, o. 33, (03). [3] Y. Xao, The research of eterprse employee performace apprasal method ad performace maagemet, Busess maagemet, vol. 7, o. 69, (03). [4] S. Yaa, The research of huma resource performace apprasal method, Reform ad opeg., vol.6, o. 35, (0). [5] L. Sogbo ad H. Habo, The comparso ad aalyss of the ROI, BSC ad SCOR performace apprasal system, Moder Maagemet Scece, vol. 4, o. 9, (00). [6] L. Yqua, The research of the establshmet of the performace apprasal system of mddle maagers uverstes based o KPI, Joural of Southwest grcultural Uversty, vol. 0, o., (0). [7] Z. Yucheg, The research of the establshmet of the performace apprasal system of the employees the fuctoal departmet based o KPI ad the customers perspectve, Chese ad foreg corporate culture, vol. 4, o.7, (04). [8] Y. Chuy, The desg of the performace maagemet system of the core staff eterprse Y based o the 360-degree method, Market Moderzato, vol. 5, o. 3, (03). [9] Z. Fegchag, The research of the performace apprasal of mddle maagers eterprses based o the 360-degree method, Maagemet observer, vol. 6, o. 6, (0). [0] Y. Yuqag, The research of the performace apprasal of the sales team based o the Balaced Score Card, Market moderzato, vol. 5, o. 9, (03). [] S. Qgl, The desg of the performace maagemet system of the cvl servat based o the Balaced Score Card, Ecoomc ad trade update, vol. 4, o.3, (04). [] L. Yuha ad S. Naru, The research of the employee performace apprasal the state-owed eterprses based o the forced dstrbuto method, Facal commucato, vol., o.7, (04). [3] L. Zhedog, The applcato of Maagemet by Obectves the maagers performace apprasal eterprses, Joural of Hebe eergy vocatoal ad techcal college, vol. 5, o. (009). [4] F. Guohua, The research of the mddle maagers performace apprasal the state-owed eterprses-based o the combato of KPI ad 360-degree method, Shag Qg, vol. 3, o. 48 (0). [5] Q. Jg, The performace apprasal system of the mddle maagers the state-owed eterprses based o the BSC ad 360-degree method, Maageralst, vol. 9, o. 5, (03). [6] J. N. Clevelad, K. R. Muphy ad R. E. Wllams, Multple Uses of Performace pprasal: Prevalece ad Correlates, Joural of ppled Psychology, vol. 7, o. 3, (989). [7] H. Spageberg, Uderstadg ad Implemetg Performace Maagemet, (994). [8] W. R. Boswell ad J. W.Boudreau, Employee Satsfacto wth the performace pprasal ad the ppraser: The role of Perceved pprasal Use, Huma Resource Developmet Quarterly, vol. 3, o., (000). [9] L.S. Pettoh, S.R. Parker, C.E. Pettoh ad J.L. Ket, Performace pprasal: Usage, Crtera ad Observatos. Joural of Maagemet Developmet, vol. 5, o. 3, (00). [0] Z. Ch ad Z. Qg, The applcato of the model of the multstage fuzzy comprehesve evaluato the huma resource performace apprasal, Moder ecoomy, vol. 6, o. 8, (007). []L. Degfeg, Ituto Fuzzy Set Decso ad Game alyss Methodologes, Natoal defese dustry press, Beg, vol., (003), pp Copyrght c 05 SERSC

15 Vol.8, No.3 (05) uthors Wag Yghu. He receved hs M.Sc. busess maagemet (000), ad PhD Maagemet Scece ad Egeerg (006) from uversty. Now he s full assocate professor of school of ecoomcs ad maagemet, Shazhuag Tedao Uversty. Hs curret research terests clude sttutoal ecoomcs ad logstcs. L Welu. She receved her M.Sc. busess maagemet (00), ad PhD maagemet (007) from uversty. Now she s full assocate professor of school of ecoomcs ad maagemet, Shazhuag Tedao Uversty. Her curret research terests clude marketg maagemet ad logstcs. Copyrght c 05 SERSC 343

16 Vol.8, No.3 (05) 344 Copyrght c 05 SERSC