Performance Evaluation of Human Resources Based on Linguistic Neutrosophic Maclaurin Symmetric Mean Operators

2022 ◽  
Author(s):  
Sui-zhi Luo ◽  
Li-ning Xing ◽  
Teng Ren
Keyword(s):  
Performance Evaluation ◽  
Human Resources ◽  
Maclaurin Symmetric Mean

scholarly journals An Empirical Study on Low-Carbon: Human Resources Performance Evaluation

2018 ◽  
Vol 15 (1) ◽  
pp. 62 ◽  
Author(s):  
Quan Chen ◽  
Sang-Bing Tsai ◽  
Yuming Zhai ◽  
Jie Zhou ◽  
Jian Yu ◽  
...  
Keyword(s):  
Performance Evaluation ◽  
Empirical Study ◽  
Human Resources ◽  
Low Carbon

Role of Human Resources in Change

2015 ◽  
pp. 216-229
Author(s):  
Mürşide Özgeldi
Keyword(s):  
Performance Evaluation ◽  
Literature Review ◽  
Human Resources ◽  
Organisational Change ◽  
Training And Development ◽  
Organisational Structure ◽  
The People ◽  
Strategic Element ◽  
Human Resources Strategies

Due to rapid, continuous and radical changes, today, the environment becomes more and more unpredictable and unclear. Thus, in order to be successful and continue to exist organisations are to live with the change, predict, benefit from and manage it. Organisational change could be defined as the process or existing organisational structure and operations as well as the effort to change the behaviours of the most members in the organisation to a great extent. It could also be said that change related issues are mostly about people and the success of the change depends on the attitudes and behaviours of the people and the Human Resources strategies, policies and operations developed considering the need of the change. The HR issues such as planning, staffing, performance evaluation, training and development, price and appraisal, motivation, culture, communication, involvement and commitment are all related to the areas in which change is needed. It could be said that HR is a strategic element in change and should be proactive. This chapter is on the role of HR in change. Change itself, the human characteristics of change, the importance and the role of HR in change, the literature review of some HR models used in change and what HR should do in change will be summarised.

Reward and Performance as a Key Element of Motivation

2017 ◽  
Vol 7 (1) ◽  
pp. 181-185
Author(s):  
Muhamet Kelmendi
Keyword(s):  
Performance Evaluation ◽  
Human Resources ◽  
Human Resources Management ◽  
Management Planning ◽  
Resources Management ◽  
And Performance ◽  
Balkan States ◽  
The Way

Abstract The crisis and the dramatic unemployment have had an inevitable impact in salary policy and development of organizations. Therefore, considering that every organization is interested for their employees to be more motivated to work, thus, this was for this reason and relying on literature, papers and research to know to what extend the reward influences motivation of the employees. Initially, we shall also understand the notion salary and performance and how important are they in carrying out the work in one organization, and how they have evaluated by the management of the same organization. Afterwards, we shall show the way and the best methods on how to pay employees, how the manager must decide on the level of salaries of the employees, and must decide that salaries are not the same for each employee based on their performance, etc. The time has shown that the performance evaluation provides information that serves the basis for all other important activities of human resources management planning, selection, reward and motivation, continuously leading to the formation of employees. It is worth mentioning the fact that companies in general still has much work to do in connection with programs for compensation of employees, and this relying on the fact that many companies, particularly in the Balkan states where they continue to give salary different bonuses in envelopes, while reducing the transparency of payment and reward in these companies-organizations.

scholarly journals Multi-Attribute Group Decision-Making Based on Interval-Valued q-Rung Orthopair Fuzzy Power Generalized Maclaurin Symmetric Mean Operator and Its Application in Online Education Platform Performance Evaluation

Information ◽  
2021 ◽  
Vol 12 (9) ◽  
pp. 372
Author(s):  
Jun Wang ◽  
Yang Zhou
Keyword(s):  
Decision Making ◽  
Performance Evaluation ◽  
Online Education ◽  
Group Decision Making ◽  
Group Decision ◽  
Aggregation Operators ◽  
Maclaurin Symmetric Mean ◽  
Special Cases ◽  
Education Platform ◽  
Interval Valued

This paper aims to propose a novel multi-attribute group decision-making (MAGDM) method based on interval-valued q-rung orthopair fuzzy sets (IVq-ROFSs). The IVq-ROFSs have been proved to be effective in handling MAGDM problems, and several novel decision-making methods have been proposed. Nevertheless, it is worth pointing out that these approaches still have some limitations, and there still exist some realistic situations that cannot be solved by existing MAGDM methods. Hence, the objective of this paper is to introduce a novel MAGDM method, which can overcome some of the drawbacks of existing approaches. To effectively and appropriately aggregate interval-valued q-rung orthopair fuzzy numbers (IVq-ROFNs), we combine the power average with generalized Maclaurin symmetric mean (GMSM), propose the power GMSM operator and extend it into IVq-ROFSs. Afterwards, a collection of new aggregation operators for IVq-ROFNs are developed. In this paper, we study definitions of these operators and investigate their characteristics as well as special cases. Then, based on the new aggregation operators, we present a new MAGDM method. Finally, we apply the proposed MAGDM method in online education platform performance evaluation to illustrate its effectiveness and validity. In addition, we also provide comparative analysis to explain why decision-makers should use our method instead of the others.

scholarly journals Employee Performance Assessment Decision Support Using Profile Matching Method Compared to Simple Additive Weight Addition at Dharma Buddhi University, Tangerang

bit-Tech ◽  
2019 ◽  
Vol 2 (1) ◽  
pp. 28-42
Author(s):  
Muhammad Subhana ◽  
Yakub Yakub
Keyword(s):  
Performance Evaluation ◽  
Decision Support ◽  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Ratings ◽  
Matching Method ◽  
Profile Matching ◽  
Weight Method ◽  
One Year

An employee performance evaluation of the Buddhist Dharma University is needed to see the potential of its human resources. To get an employee performance appraisal in one year requires a decision support system that is fast and measurable so that the information obtained is accurate. The method used in assessing employee performance uses profile matching and is compared with the SAW (simple additive weight) method so that the results can be properly compared. The purpose of employee appraisal is so that leaders can easily obtain information about employee performance ratings at Buddhii Dharma University. The results of the value using the profile matching method can be recommended for salary increases and positions of 4 employees. Which can be recommended for salary increases there are 17 employees and those who are not eligible for salary increases and positions are valued at 12 employees. And comparing with the Simple Additive Weight (SAW) method, there are 19 employees who are eligible to raise salaries and 14 employees who are not eligible to raise salaries and positions

scholarly journals IMPLEMENTATION OF TEACHER PERFORMANCE EVALUATION (A CASE STUDY AT MAHABODHI PRIMARY SCHOOL)

2019 ◽  
Vol 2 (2) ◽  
pp. 238-247
Author(s):  
Johanes JOHANES
Keyword(s):  
Performance Evaluation ◽  
Human Resources ◽  
Performance Management ◽  
Teaching And Learning ◽  
Teacher Performance ◽  
Performance Evaluations ◽  
Evaluation Program ◽  
Education Organization ◽  
Teacher Performance Evaluation ◽  
Important Position

Human resources have an increasingly important position in the state of dynamic society, especially in the current society condition, which is oriented towards professional work. On the other hand, at this time Indonesia has entered the era of globalization, which requires competent and qualified human resources in their respective fields. One of the elements of creating human natural resources is the teacher, so it is deemed necessary to have competent and qualified teachers in an education setting. The success of an education organization is very much determined by the readiness of the teachers in preparing their students through teaching and learning activities. Thus, the purpose of this study was aimed to determine the implementation of teacher performance evaluations at SD Mahabodhi Jakarta. Qualitative research methods were used to describe the implementation of teacher performance evaluation programs. The results showed that the performance and quality of a teacher increases with the implementation of performance management according to the prescribed standards. The performance evaluation program refers to management principles which includes four components, namely (1) Planning performance evaluation, (2) Organizing performance evaluations, (3) Implementation of performance evaluation, (4) Supervision of teacher performance evaluation. Thus, it can be concluded that the teacher performance evaluation program can improve teacher performance and quality.

Utility Analysis in Public Sector Personnel Management: Current Issues and Keys to Implementation

1996 ◽  
Vol 25 (3) ◽  
pp. 369-377 ◽  
Author(s):  
Kenneth S. Shultz
Keyword(s):  
Performance Evaluation ◽  
Public Sector ◽  
Human Resources ◽  
Personnel Management ◽  
Successful Implementation ◽  
Anecdotal Evidence ◽  
Utility Analysis ◽  
Training Performance ◽  
The Public ◽  
Critical Issues

While utility analysis is often encouraged as the “final step” necessary in any evaluation of a human resources intervention (e.g., selection, training, performance evaluation program), anecdotal evidence appears to suggest that, in practice, it is rarely done, particularly in the public sector. Therefore, a brief history and nontechnical explanation of utility analysis is provided. Several examples from the literature are given. In addition, current issues and keys to more successful implementation are discussed in order to acknowledge the realities of trying to incorporate utility analyses into the evaluation of human resources programs in applied settings. It is hoped that increased awareness of these critical issues and potential roadblocks to the use of utility analysis will increase its use and ultimately improve our ability to critically assess and continually improve the success of our human resources.

scholarly journals Pengaruh Sistem Pengendalian Manajemen Terhadap Peningkatan Performa Proses Kerja Dan Piutang Usaha Pada Perusahaan Pt. Astra International,Tbk-Tso (Studi Kasus Pada Pt Astra International Tbk-Tso Auto2000 Cab.Bogor)

2019 ◽  
Vol 7 (1) ◽  
pp. 179-187
Author(s):  
Andy Rahmat ◽  
Jasmadeti Jasmadeti ◽  
Heti Herawati
Keyword(s):  
Performance Evaluation ◽  
Control System ◽  
Problem Solving ◽  
Human Resources ◽  
Management Control ◽  
Performance Measurements ◽  
Working Process ◽  
Due Date ◽  
Management Control System ◽  
Collection Period

The purpose of this research is to learn and explain about the effect of management control system on the increasing of performance, working process and receivables. Management control system has significant impact in affecting company’s accomplishment and how it runs the productions ahead. It also covers management of receivables in determining credit policies, receivables turnover, and monitoring of receivables aging. Management control system contains supervising of human resources which undeniably important when running the production operational. Human resources give ideas and improvisations on upcoming issues faced by the company to achieve its targets and how it contributes to assist in problem solving. Based on the study, a conclusion can be made that management control system have significant impacts on supervision of human resources, monitoring activities, human resources performance measurements, performance evaluation, credit policies, receivables turnover and monitoring of receivables aging. The analysis uncovers the causes and obstacles that restricted company from achieving its goals. For instance, receivable turnover in 2014 had experienced a decline of 0.62% from previously 12.97% to 12.35% in 2015. Nonetheless, the average collection period can still be considered effective due to being collected before due date.  

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