人力资源绩效考核中的分析模型与意义  

The Analysis Model for Personnel Merit Assessment in HRM and its Importance

作　　者：唐林炜[1] 麻兴斌[2] 张来亮[1] 樊铭渠[3] 刁柏青[4] 

机构地区：[1]山东科技大学公共课部,山东济南250031 [2]山东科技大学经管学院,山东济南250031 [3]山东科技大学信电学院,山东济南250031 [4]山东电力集团公司,山东济南250001

出　　处：《运筹与管理》2003年第5期110-114,共5页Operations Research and Management Science

摘　　要：在大型企业对人力资源绩效考核时,被考核人员众多,如何更快,更好,更准确地做出评价是人事部门面临的一个重大问题。本文利用人事考核中的原始信息,建立了两个模糊数学模型,不仅能用计算机处理得到考核等级,而且产出更有意义的分析结果,为领导,人事部门预测,决策提供重要依据。Big enterprises often feel it uneasy to evaluate their personnel merits because of the large number of employees.Then how to make quick and accurate assessment is a big problem for personnel administration departments to cope with. In this paper, two fuzzy mathematical models are built to process and analyze the original data in personnel assessment so as to obtain the assessment grades from the computer.And the analysis results will provide important evidence for the proper decision of managers and personnel administration departments.

关 键 词：企业 人力资源管理 绩效考核 综合评价空间 模糊贴近度 人事考核 

分 类 号：F272.92[经济管理—企业管理]