Abstract Due to the development and proliferation of information and communication technologies, people¡¦s daily lives are indispensably relied on these tools. Based on concepts of safety, energy conservation, convenience, and comfort, intelligent buildings¡¦ designs have gradually become the main stream of the present and future architectures. Taiwan introduced the idea of the intelligent building since 1989. With the push of the automatic idea of the building, the security and surveillance systems integrators had become the new popular industry and the competition of the industry is more and more fierce. Understanding the key successful factors objectively is important of making administrative decision to security and surveillance systems integrator managers. In view of this, this research adopts the expert focus group interview and analytic hierarchy process theory. The author interview 10 high-level experts of the security and surveillance systems integrators and 10 customer experts of intelligence building traders to develop a set of the key success factors appraisal procedure to the security and surveillance systems integrators for intelligent buildings. Based on enterprise factor, staffs factor, and products factor, the author calculate the ranks and weights of the criterion and sub-criterion of the key successful factors. This can offer the security and surveillance systems integrator managers for intelligent buildings to make administrative decision. The study chooses three companies as an example to do empirical study, and compares their advantage and performance of the key successful factors. The result of study finds as follows. In criterion, the most important is produce factor, the less is staffs factor, and the end is enterprise factor. In sub-criterion, the most important is staff's professional ability technology, the less are price, products diversification, and customize degree. In ranks and weights, the last are productions separately, organized scale, and popularity and impressions. The conclusion can offer the security and surveillance systems integrator managers for intelligent buildings to make administrative decision.

With the extension of the World Wide Web, more than 7 million new pages being exploited each day, the problem of information overload due to a large number of coping, spreading and sharing causes the decreasing information quantity, diverse format of information and low quality of information. More researchers research what methods including search and recommendation can help users gather the critical topics. Whatever methods use historical purchasing or browsing data to find the proper information usually, can not considering all attributes affecting decision results. Therefore, the research uses Analytic Hierarchy Process belonging Multiple Critical Decision Theory to develop recommendation system. Providing a single, easy understand model, using hierarchic structuring reflecting the nature tendency of the mind, considering all attributes affecting decision results, Analytic Hierarchy Process takes into consideration the relative priorities and select the best alternative. Furthermore, it can show the subjective consciousness of the user in a structure way and assist designer to determine a more rational and conformable judgment. Based on Analytic Hierarchy Process, the commerce recommendation system expects to help user to find more satisfactory merchandise. It is found that the recommendation system using Analytic Hierarchy Process finds the accurate products for user and gets the higher satisfaction. However, the operation satisfaction is not higher that rank-based but still in available and satisfaction scope.

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Paper industry in Taiwan is mainly focused on domestic demand. Its production and sales not only are related to economic growth but also serve as an index of a nation¡¦s economic situation. Due to the business model of this industry, production line workers compose the majority of employees of the enterprise. So production supervisors play a very important role in the effectiveness of first-line worker management and improvement of operation procedures. Therefore, production supervisors in Taiwan paper industry are focused as the subject of this research. The purpose of this study is to propose, by applying Analytic Hierarchy Process (AHP), an approach to construct Performance Evaluation Indicators and weights. Specific suggestions for the construction and modification of Performance Appraisal system for paper industry in Taiwan will also be made. The research method includes literature review and references made to industrial practice, by which performance appraisal criteria for production supervisors were drafted. Further, expert survey on the evaluation system in use was carried out among members of Taiwan Paper Industry Association. Based on the data gathered from the questionnaire survey, analysis of importance and the AHP approach were applied to construct the structure and weights of the Performance Appraisal Criteria for production supervisors. Also, validation was made in a manufacture of the paper industry. Empirical examination supports the practicality and fitness of the structure of this Performance Evaluation System. Finally, analysis results were concluded into suggestions for administrative practice and future studies. Findings of this research are as follows: I. Performance Appraisal Criteria and weights The Performance Appraisal Criteria includes the following three constructs: 1. Work achievement (Weight : 0.4092) ; 2. Professional capacity (Weight : 0.3383); 3. Work behavior and attitude (Weight : 0.2525). II. Secondary Performance Appraisal Criteria and weights 1. ¡§Work achievement¡¨ construct includes the following 6 items: (1) Occupational safety (Weight: 0.1598); (2) Product quality (Weight: 0.0739); (3) Cost control (Weight: 0.0536); (4) Discipline (Weight: 0.0409); (5) Production capacity (Weight: 0.0408); (6) Equipment utilization efficiency (Weight: 0.0400). ¡@2. ¡§Professional capacity¡¨ construct includes 6 items: (1) Executive skills (Weight : 0.0549); (2) Leadership (Weight : 0.0512); (3) Resourcefulness (Weight : 0.0423); (4) Professional knowledge and skills (Weight : 0.0404); (5) Interpersonal relationship skills (Weight : 0.0323); (6) Strategy-making (Weight : 0.0314). ¡@3. ¡§Work behavior and attitude¡¨ construct has 7 sub-items: (1) Teamwork and cooperation (Weight 0.0676); (2) Integrity (Weight 0.0577); (3) Responsibility (Weight 0.0545); (4) Proactivity (Weight 0.0439); (5) Cost-consciousness (Weight 0.0434); (6) Professional attitude (Weight 0.0403); (7) Self-control (Weight 0.0309).

If ¡§People¡¨ are the most important source of an enterprise, undoubtedly, the most important asset of hotel industry is its working staffs. The measurement of asset requires a perfect internal management system to operate it normally, in which an important management tool is to apply the system of performance management, which could introduce the operation of performance appraisal correctly and effectively, and to develop HR asset of hotel industry higher and have more competition value. This research starts from the discussion of literature theory and the expert interview of hotel industry, and then uses Analytic Hierarchy Process (AHP) to design questionnaire and makes questionnaire survey. It is expected to extract the important perspectives of performance appraisal of room attendant in hotel from the investigated statistic data, and then develop standards for performance appraisal. Finally is to collect performance appraisal indicator of hotel room attendant and the weight of each indicator, and propose to hotel industry as reference. This research established the framework and weight of performance appraisal indicator of room attendant in hotel industry, and discovered that the priorities of the second hierarchy level indicator of the performance appraisal of room attendant in hotel industry in turns are work result, behavior feature and personal feature; in which the work result almost made up half of the total weight. Therefore, it could be seen that work result is the most important one in the performance appraisal of room attendant in hotel industry; in particular, for the service oriented hotel industry, the work result presented by staffs is the critical factor to evaluate whether the working staffs offer the service quality comply with the requirements of the company or not.

A Study on Applying Analytic Hierarchy Process to Technician Performance Evaluation for the Paper Industry Abstract The papermaking business is one of the primary industries closely associated with people¡¦s livelihood. Its growth that shows a positive relationship with both Gross National Product and the education index serves as a major indicator of the economic progress and cultural level of a nation. For decades, with domestic economic growth and increment of national income, prosperity has been brought to the Taiwan Paper Industry. However, under the great impact from the society in recent years, enterprises with inappropriate business management and inferior performance may be struggling for survival, or even have been eliminated. In face of such challenges, to work out an approach to exert the maximum effect of human resources by employing an effective system for performance management to further enhance the competence of the organization has become an urgent issue for enterprise managers and human resource management professionals. Due to the skill-intensive feature of the paper industry, the performance evaluations of technicians who play a decisive role in the organizations are obviously significant. Analytic Hierarchy Process is adopted in this study in an attempt to discuss the critical elements of the technician performance evaluation for the paper industry and construct a hierarchical appraisal system, expecting to provide managers of the paper industry with an appropriate evaluation method to facilitate performance management. The achievements attained in this study are as follows: 1. Discussions on the present conditions of the performance evaluation for the paper industry. 2. Construction of the hierarchical appraisal system for technician performance evaluation. 3. The relative weights of the performance evaluation indicators with Analytic Hierarchy Process are applied. 4. The substance and significance of the performance evaluation indicators and relative weights. (1) Work achievement is a key factor to determine the quality of a technician. (2) Loyalty to the organization has received much attention, which facilitates innovation and improvement for the minorities. (3) Active professionals will be favored and valued. 5. Empirical applications. Three suggestions are proposed for the enterprises: (1) Constitute items and contents of the performance evaluation. (2) Integrate the performance evaluation into Human Resource Management. (3) Combine with the Human Resource Information System (HRIS).

To assist hotel manager better human-resources practices implement and enhance organization performance, the purpose of this study is to identify the key factors of performance appraisal for restaurant employee in the hotel industry. Starting from reviewing related references and interviewing industry experts to collect information both in theory & actual practice, an indicators list has developed in consensus as result of the first phase. Main factors and sub-factors have identified through AHP process and the weightings as well. Analysis is based on expert questionnaire, which 100 delivered to managers or supervisors of restaurant in hotel, and 26 are valid. The conclusions of the study are listed as below, 1. Established indicators list by reviewing related references, theories and experts interview which consisting 21 key indicators as most suitable indicators for restaurant employee in hotel industry. 2. Personal characteristic indicator is the main factor of performance appraisal in hotel industry identified by the study, followed are result oriented factor and behavioral factor. 3. Established assessment weighting system for the main and sub-indicators by using AHP. 4. Developed a new performance appraisal form for hotel management as a reference, which each indicator consist different weighting of assessment.

The hospitality industry is a service industry of multiple arts. Despite the various scales of hotels, they all aim at the same goal ¡V to provide various services to satisfy the demands of the public in the aspects of food, clothing, shelter, transportation, and entertainment. ¡§Human¡¨ is the most important resource of the hospitality industry, and the master of utilizing and manipulating other resources in this industry. But in practice, the performance of ¡§human¡¨ is volatile and unstable, so it is hard for managers to persistently maintain the service standard for a long term. In other words, in the service industries such as hotels, the improvement of service quality hinges on the management of employees¡¦ behaviors before they interact with clients. Thus, if performance management can be properly implemented, the employees can understand the correct service indices and provide satisfactory services to the clients. However, whether an enterprise has reasonable performance management indices and systems, the evaluation result and effectiveness are closely correlated. Therefore, this study aimed to provide a reference standard that the hospitality industry could use to evaluate their reception clerks and the clerks could use the evaluation model as a goal they work for, in hope of enhancing the competitiveness of the both parties. In the procedure of the research, the first stage was based on literature reviews to organize and analyze the performance indices for evaluating reception clerks in the hospitality industry. In the second stage, an interview with professional managers of the industry was conducted to verify the indices and hierarchy levels. At last, Analytic Hierarchy Process (AHP) was applied to derive the weight of indices for evaluating the reception clerks and establish a performance evaluation model for reception clerks in the hospitality industry. In terms of the derived weights, among the 3 constructs, ¡§work achievement¡¨ had the highest weight ratio, taking up as high as 42%. As a result, the property of a hotel reception clerk¡¦s work heavily relied on work achievement. According to the service characteristics of the hospitality industry, as the reception clerks were the most front personnel to contact and serve clients, their service quality, professional ability, problem-solving ability, and etc. would be promptly presented to the clients and represent the company in clients¡¦ first impression. So they were of high importance. This study also verified the application of the study results to the practice. Thus, in addition to building a ¡§Reception Clerk Performance Evaluation Scale¡¨ with derived indices and weights, the researcher also sought the assistance of managers of a hotel to conduct the empirical study. The results also showed that the study was in accordance with the current situation and could be practically applied to the industry. And in the survey, it was found that performance evaluation systems were not prevalent among the surveyed hotels. Less than 30% of the hotels implemented the evaluation system. Thus, if performance appraisal operations could be effectively implemented in the industry to reinforce management and motivate employees, it was believed that the overall business performance could be enhanced and the competitiveness of the industry could be strengthened too.

The purpose of this study is using Analytic Hierarchy Process (AHP) to inspect the evaluative criteria of performance and weighted model that are suit for nurse anesthetists. AHP not only can provide the supervisor a more effective, justifiable, and objective method in evaluation but also can indicate the personal achievement and development to nurse anesthetists themselves. To reinforce the employees¡¦ core abilities and assist the management of organization, AHP is anticipated to substitute for the traditional subjective impression-based evaluative method. The research method includes consulting the references and industrial practices, by which performance appraisal criteria for nurse anesthetists were drafted. Furthermore, expert survey on the evaluation system in use was carried out among managers of the department of anesthesiology of 17 medical centers. Based on the data gathered from the questionnaire survey, analysis of importance and the AHP approach were applied to construct the structure and weights of the Performance Appraisal Criteria for nurse anesthetists. Also, verification was made in the department of anesthesiology of a chosen medical center. The result of empirical examination supports the practicality and fitness of the structure of this Performance Evaluation System. Findings of this research are as follows: I. Performance Appraisal constructs and weights The Performance Appraisal Criteria includes the following three constructs: 1. Work achievement (Weight: 0.352) ; 2. Professional capacity and character (Weight: 0.246); 3. Work behavior and attitude (Weight: 0.402). II. Performance Appraisal Criteria and weights 1. ¡§Work achievement¡¨ construct includes the following seven items: (1) Crisis management (Weight: 0.085); (2) Particular contribution (Weight: 0.018); (3) Time arrangement (Weight: 0.0402); (4) Work efficiency (Weight: 0.056); (5) Maintenance of equipment (Weight: 0.046); (6) Cost control (Weight: 0.035);¡]7¡^Work quality (Weight: 0.069) 2. ¡§Professional capacity and character¡¨ construct includes five items: (1) Professional knowledge and skills (Weight: 0.029); (2) Executive skills (Weight: 0.043); (3) Responsive ability (Weight: 0.082); (4) Judgment (Weight: 0.064); (5) Confidence (Weight: 0.028). 3. ¡§Work behavior and attitude¡¨ construct has seven items: (1) Responsibility (Weight 0.061); (2) Devotion (Weight 0.047); (3) Teamwork and cooperation (Weight 0.042); (4) Attendance and Diligence (Weight 0.025); (5) Proactively (Weight 0.072); (6) Co-operation (Weight 0.084); (7) Pressure management (Weight 0.070).

¡§Research and Development¡¨ possess three major characteristics: (1) Lots of uncertainty will be encountered during the process of R&D; (2) Required for a certain of expenses and manpower; (3) Long pay back time; Therefore, the decision-making of R&D could be very complicated with far-reaching influence. Nevertheless, once the decision maker made an incorrect decision, it may cause lots of consequences that can't be remedied. For this reason, the key subject of this paper is to construct a decision-making model to help the decision maker to make RD decisions. While making the decisions of RD projects, its decision making environment is often: (1) subjective (2) quantized (3) group participated , or (4) uncertain, Therefore, this paper use T.L.SAATY¡¦s AHP-ANALYTIC HIERARCHY PROCESS to build a decision-making model for the equipment R&D project. The DM model use L- Company¡¦s ¡§R&D Planning Project¡¨ as an example. Analysis of characteristic and construction of Hierarchies Structure will be carried out to determine evaluating items of each hierachy and the relation of each hierachy. Moreover, the analysis will be correctly in accordance with AHP¡¦s evaluation scaling to make the Pair wise Comparison and get the maximum eigenvalue and eigenvector, to achieve the priority for decision making of L- Company¡¦s ¡§Equipment R&D Project¡¨, In the end, an AHP evaluation model was build to reinforce the quality and efficiency of decision making for Equipment RD and it¡¦s another field of AHP application.