基于格序理论的管理者绩效评价方法

在绩效评价过程中,对于各级指标评价结果的处理,传统的方法均以打分后线性加权来比较评价对象的优差,以此确定其是否合格.一般的多层次多目标评价体系,不仅包括定性指标还包括定量指标,由于不同的量纲同时存在而无法用这种简单的线性加权方法得出合理的评价结果.文章引入格序决策理论,为解决这个缺陷进行了积极的探索,初次将模糊多目标多层次格序决策方法应用到管理者绩效评价中,以国有独资企业中7家有代表性的制造公司的总经理为例进行了算例分析.结果显示,这种方法克服了多目标之间的“不可公度性”和“矛盾性”特点,是一种客观合理、准确性较高的评价方法.

Performance appraisal method of managers based on lattice order theory

In performance assessment, conventional ways adopt linear weighting to deal with the results of questionnaires or other data, then, to evaluate appraisees and judge them qualified or not. An multi-objective and multi-level rating system, including qualitative elements and quantitative ones, is difficult to use this simple linear weighting method to achieve appraisal results because of different dimensions of the index co-existing. The study introduced Lattice-order decision theory to investigate general managers' performances under the fuzzy multi-objective and multi-level environment. The authors conducted research on the performances of 7 general managers selected from seven State-owned large and medium enterprises in manufacturing industry. The empirical process shows that this appraisal method overcomes the characters of “incommensurability” and “contradiction” among multi-objectives, and the results show that it is an objective, rational and effective assessment method.