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).
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0622105-221054 |
| Date | 22 June 2005 |
| Creators | Tzeng, Jeng-tzeng |
| Contributors | Yi-Jung Chen, Shyh-Jer Chen, Chin-Ming Ho |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0622105-221054 |
| Rights | withheld, Copyright information available at source archive |
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