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A New Procedure of Criteria Weight Determination Within the ARAS Method

100%
Ghram M., Moalla Frikha H.
Multiple Criteria Decision Making
|
2018
|
vol. 13
56-73
EN
In most of multicriteria aggregation methods, we need to elicit parameters that are generally determined directly by the decision-maker (DM). Direct assigning of parameters and criteria weights presents a crucial and difficult step in the decision-making process. However, this kind of information is too subjective and may affects the reliability of the results. To overcome this issue, we suggest a weighting method based on mathematical programming to incorporate the DM’s preferences indirectly within the ARAS method.
2

Ocenianie pracowników : kreatywność czy rutyna

84%
Serda M.
Zeszyty Naukowe Wyższej Szkoły Ekonomii i Informatyki w Krakowie
|
2012
|
issue 8
53-66
PL
Ocenianie stanowi od wielu lat przedmiot zainteresowania teoretyków i praktyków zarządzania. Celem niniejszego opracowania jest przedstawienie wybranych zagadnień związanych z ocenianiem, tworzeniem systemu ocen pracowniczych oraz procedurą. Problematyka badawcza dotyczyła wskazania, co w ocenianiu pracowników jest działaniem rutynowym, a gdzie widoczna jest kreatywność.(fragment tekstu)
EN
Performance appraisal of the employees is currently one of the most important elements affecting the human resource management. The issue is a broad one, hence only selected problems have been addressed in the present paper. Evaluation of individual employee's job performance is commonly used in companies nowadays and a major advantage of this approach consists in its individualism, i.e., the evaluation system is specifically constructed for a given firm. The use of ready-made performance appraisal systems is quite rare. Concerning employee performance appraisal in international corporations, it is prone to culturally induced errors. Cultural differences may significantly affect the interpretation of observed features, behaviour, and the accomplishments of an employee.(original abstract)
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