改进的兼顾"功能性"与"均衡性"综合评价方法在管理者绩效考核中的应用

针对管理者绩效考核结果之间差异小而导致企业决策困难的问题,开展了综合评价方法的研究。兼顾“功能性”与“均衡性”综合评价方法对“功能性”评价与“均衡性”评价均选择相同的无量纲化方法和赋权法,使得评价结果之间差异较小。在利用MATLAB及SPSS进行仿真运算、用EX-CEL进行仿真分析的基础上,提出了改进的兼顾“功能性”与“均衡性”综合评价方法,它对“功能性”评价与“均衡性”评价分别合理地选择不同的无量纲化方法和赋权法。仿真算例表明,改进的兼顾“功能性”与“均衡性”综合评价方法具有评价过程透明、评价结果之间差异大且更符合实际等特点,为企业对管理者绩效评价提供了一种更加合理的考核方法。

Improving Multi-Evaluation Method for the Performance Evaluation of Project Managers

Purpose.The multi-evaluation method of Guo et al~(),which integrates functionality and proportionality,needs,in our opinion, to be improved so that the actual performance differences between project managers in an enterprise can be more realistically and markedly revealed.In the full paper,we explain in detail how to make the needed improvement;in this abstract,we just list the two topics of explanation:(A) introduction to and analysis of the method of multi-evaluation of Guo et al~(3]);under this topic,eqs.(1) and(2) are taken from Ref.3;also,under this topic,we give a three-point analysis;(B) our improved multi-evaluation method;under this topic eqs.(4) through(6) are taken from Ref.4;seven-step procedure is given for our improved method.Finally we give a simulation example to compare our improved method with that of Ref.3.Both methods start from the same performance data of 36 project managers listed in Table 1 of the full paper.The evaluation results are listed in Table 2 and shown in(Fig.1.) Fig.1 shows clearly that according to Ref.3's method,19 project managers receive almost the same non-dimensional evaluation of 5,whereas our improved method gives markedly different and more realistic non-dimensional results that vary from about-10 to about zero for these same 19 project managers.