دانلود ترجمه مقاله ارزیابی عملکرد کارکنان دانشگاه با فرآیند تحلیل سلسله مراتبی فازی

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دانلود رایگان مقاله انگلیسی + خرید ترجمه فارسی
عنوان فارسی مقاله: ارزیابی عملکرد کارکنان دانشگاه با فرآیند تحلیل سلسله مراتبی فازی
عنوان انگلیسی مقاله: Design Performance Appraisal Application for University Employee with Analytical Hierarchy Process and Fuzzy
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مشخصات مقاله انگلیسی (PDF)  و ترجمه مقاله (Word)
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رشته های مرتبط  مدیریت، فناوری اطلاعات و کامپیوتر
دانشگاه تهیه کننده  گروه مهندسی کامپیوتر دانشگاه پترا مسیحی، سورابایا(Computer Engineering Departement Petra Christian University, Surabaya)
کلمات کلیدی این مقاله  ارزیابی اجرایی – فازی/ نامعلوم ) پردازش تحلیلی داده های مراتبی

 

 


بخشی از ترجمه:

 

امروزه فشار رقابتی و تغییرات در سازمانها به طور مستمر باعث بهبودی و پیشرفت کیفیتی عملکرد کارکنان شده است. بیشتر سازمانهای ما مواجه با تلاشهای ارزیابی و کارایی با تواناییهای کارکنان می باشد بنابراین اجرای کاربردو ارزیابی نیازمند بررسی کارکنان می باشد . مثلا دانشگاه x نیازمند اجرای ارزیابی برای کارکنان می باشد.کارکنان دانشگاه شامل کارمندان و مدرسان ( اساتید ) می باشد . در این تحقیق پردازش تحلیلی و ساختار داده های مرتبی به طور تقریبی ارزیابی می شود. عوامل کمی و کیفی به کار گرفته شده توسط بخش کاروانی دانشگاه بررسی می شود. در این تحقیق شبیه سازی برای اساتید و کارکنان در نظرگرفته می شود که با استفاده از ارزیابی راهنماهاو خود ارزیابی صورت میگیرد. این نتایج نشانگر آن است که با توجه به آمار بدست آمده تفاوتی بین ارزیابی استادهاو خودارزیابی وجود ندارد پس می توان به این نتیجه رسیدکه طرح ارزیابی اجرائی می تواند در دانشگاهها مورد استفاده قرار گیرد.

 


بخشی از مقاله انگلیسی:

 

Abstract Nowadays, competitive pressures and changes have forced organization to continuously improve their performance quality employee. Many organizations are faced with trying to evaluate the the competence and capability of the employees. Thefore, The performance appraisal application is needed for checking and evaluating the employees .As the other organization, university ”X” needs to have the performance appraisal for the employees. The employees in this university are staffs and lecturers. In this research, the analytical hierarchy process and the fuzzy is applied to approximate the appraisal. The qualitative and quantitative factors that should be applied are weighted by considering the university’s policy. In this reasearch, the simulation is done for some lecturers and staffs in order to evaluate the performance of the proposed design. The simulation is applied by using the self assesments and the appraisal of the leader. The result shows there is no difference between self assesment and the appraisal of the leader statistically.It can be conclude that the design of the performance appraisal can be applied for this university. Keywords : Performance appraisal, Fuzzy, Analytical Hierarchy Process 1. Background Information technology has made the changes in every organization. It includes teaching and administration activity in education organization. University “X” is one of education organization that has applied information technology in order to support the teaching activity. Now, this university attempts to apply the information technology in human appraisal. The current performance appraisal for the employee that has been applied is Daftar Penilaian Pelaksanaan Pekerjaan (DP3). This performance appraisal is done for lecturers and staffs in this university. The performance factors of the appraisal are honesty, loyality, teamwork, communication skill, leadership. The appraisal has not yet accomodated the other factors such as reward and punishment. Beside that, the factors in DP3 are the same for lecturers and staffs. In the fact, lecturers should apply the tridharma perguruan tinggi. The reasearch deals with the performance appraisal problem in university”X”. The problem is to design the performance appraisal considering the job descriptions each unit/department. The proposed performance appraisal is built based on university policy, Analytical Hierarchy Process (AHP) and fuzzy method. 2. Performance Appraisal Performance appraisal is a system for evaluating and recognizing people related to their jobs (Mondy, 1993). Performance appraisal is a formal system to re-learn and evaluate the someone’s performance (Mayfield, 1984). Performance appraisal has some benefits as follows (Mondy, 1993) : ™ The result can be applied in allocating and replacement the employoee in the right place. ™ The result can predict the capability and competence the employee to allocate in the right job position. ™ The result can give the information about education and training’s needs for the employee. ™ The result can be apllied to determine the job promotion, hiring, firing and replacing the job. ™ The result can be applied as the proper basic compensation. ™ The result can show the weakness and the strength of the organization. 3. Analytical Hierarchy Process Analytical Hierarchy Process provides the objective mathematics to process the intuitive, rational, irrational factors and personal preference of the induvidual or a group in making a decision. The analytic hierarchy process does not require that judgments be consistent or even transitive. The degree of consistency (or inconsistency) of the judgment is revealed at the end of the analytic hierarchy process. The AHP works by developing priorities for the alternatives and the criteria used to judge the alternatives. Usually the criteria, whose choice is at the mercy of the understanding of the decision maker, are measured on different scales. The procedures of AHP are in the following : 1. Define the problem and determine what knowledge is sought. 2. Structure the hierarchy from the objectives from top level through the intermediate levels to the lowest level. 3. Construct a set of pairwise comparison matrices forr each of the lower levels, one matrix for each element in the level immediately above. 4. Having collected all the pairwise comparison data and entered the reciprocals together with n unit entries down the main diagonal. 5. Steps 3, 4, and 5 are performed for all levels and clusters in the hierarchy. 6. Calculate the eigenvectors by the weights of the criteria, and the sum is taken over all weighted eigenvector entries corresponding to those in the lower level of the hierarchy. 7. The consistency ratio of the entire hierarchy is found. AHP model can be shown as follows: Goal Kriteria Kriteria Sub Kriteria Sub Kriteria Sub Kriteria Sub Kriteria Alternatif Alternatif Alternatif Alternatif Goal Level 1 Level 2 Ffigure 1. Analytical Hierarchy Process Model 4. Fuzzy Set A fuzzy set is defined in terms of a membership function which is a mapping from the universal set U to the interval [0,1]. An element mapping to the value 0 means the number is not included in the given set, 1 describes a fully included member. Value strictly between 0 and 1 characterize the fuzzy members. The concept of a Fuzzy Logic is started the middle of 1960.


 

دانلود رایگان مقاله انگلیسی + خرید ترجمه فارسی
عنوان فارسی مقاله: ارزیابی عملکرد کارکنان دانشگاه با فرآیند تحلیل سلسله مراتبی فازی
عنوان انگلیسی مقاله: Design Performance Appraisal Application for University Employee with Analytical Hierarchy Process and Fuzzy

 

 

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