Abstract
The selection process of appropriate Performance Appraisal (PA) methods for organizations in today’s dynamic and agile environments along with its funding scales is a complex problem. Performance appraisal in modern organizations has become a part of the strategic approach toward integrating business policies and human resource activities. The existence of multiple criteria in the decision-making procedure makes finding the optimal PA method more challenging. The current study tackles a PA method assessment by applying a multiple criteria decision analysis method i.e., MULTIMOORA integrated Shannon’s entropy significance coefficient. A case study on the optimal PA method selection is analyzed by identifying the criteria and alternatives based on the literature and expert comments of the case-study employing two approaches, that is, MULTIMOORA and Entropy MULTIMOORA. The final rankings of the suggested methods are compared to TOPSIS and TOPSIS integrated Shannon’s entropy methods utilizing correlation coefficients of the final ranks. Eventually, by identifying the optimal PA approach i.e., 360-degree feedback, the selected optimal method employed in the case study and results are demonstrated and described with a comprehensive example.
Highlights
In the 21st century, at the beginning of the post-industrial era, with the development of global trade and rapid rise in economic transactions, complex and competitive environments are formed (Dobbs 2014)
The focus of this paper is to identify the best criteria based on the validity of the literature and the practicality of real-world applications for analyzing an optimal Performance appraisal (PA)
Given that the success of performance appraisal (PA) methods in an organization is considered from the perspective of the human resources manager and high-level managers, the study population includes the specialists, experts, and officials of the implementation of the PA procedure in the proposed case-study
Summary
In the 21st century, at the beginning of the post-industrial era, with the development of global trade and rapid rise in economic transactions, complex and competitive environments are formed (Dobbs 2014). By identifying opportunities and threats, organizations can improve their reactions in these competitive environments. One of the structural factors in any organization is Human Resources (HR). Employees are one of the critical assets for organizations to sustain their competitive advantages by utilizing specific knowledge and skills (Ahmed et al 2013). Performance appraisal (PA) is a formal management procedure which provides an evaluation of the individual’s performance quality in an organization (Macwan and Sajja 2013). In the past few years, PA approaches have attracted considerable attention.
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