Evaluation of employee performance is an important element in enhancing the quality of the work and
improves employees’ motivation to perform well. It also presents a basis for upgrading and enhancing of
an organization. Periodical employees’ performance evaluation in an organization assists management to
recognize its strengths and weaknesses.
This paper presents a design and implementation of a performance appraisal system using the fuzzy logic.
In addition to the normal process of performance evaluation modules, the system contains step by step
inference engine processes. These processes demonstrate several calculation details in relations
composition and aggregation methods such as min operator, algebraic product, sup-min and sup-product.
The system has foundation to add-on analysis module to analyze and report the final result using various
similarity measures. MS Access database was used to maintain the data, build the inference logic and
develop all setting user interfaces.
This document discusses a study on assessing the effectiveness of the performance appraisal system of Dhaka Electric Supply Company Limited (DESCO). The objectives of the study were to check the effectiveness of the performance appraisal system, its impact on employee performance, and employee perceptions of the system. The literature review discusses how performance appraisal methods are used to measure employee performance and manage it. It also discusses how factors like competence assessment, development, and performance-based pay can impact employee performance. The study aims to identify strengths and weaknesses of DESCO's performance appraisal system based on employee perceptions.
This document summarizes a research paper that developed a decision support system using the Analytic Hierarchy Process (AHP) and Profile Matching (PM) methods to help a company select the best prospective employees. The system was tested on four candidates applying for a position, and produced a ranking of the candidates based on their scores on 11 criteria such as work motivation, intelligence, and experience. Evaluation of the system found it to be well accepted by users and effective at integrating both qualitative and quantitative data to recommend the highest ranking candidates.
Running head cyber security competition framework cyber securiDIPESH30
This document proposes a cyber security competition framework using action research. It discusses action research methodology, which involves planning, taking action, observing results, and reflecting to improve solutions in iterative cycles. The framework aims to address cyber threats by protecting vital business assets and data, rather than just technological vulnerabilities. It will reorient security from devices/locations to roles and data, and introduce approaches to manage evolving business needs and threats. Implementing the cyber competition program through action research ensures the solutions framework continually improves after each research cycle.
Assessing Information System Integration Using Combination of the Readiness a...journalBEEI
Information system integration (ISI) is one of the development concerns for organizations to enhance business competitiveness. However, the implementations still present its failures. Despite the ISI may successful technically; but it still seems to be unsuccessful because of the human and management issues. The issues may relate to the readiness constructs of ISI. This study was aimed to know the status of the readiness and success of ISI and to assess the influential factors of the integration in the sampled institution. About 160 samples were purposely involved by considering their key informant characteristics. The data were analyzed using the partial least squares-structural equation modeling (PLS-SEM) method. The findings revealed only the user satisfaction variable that mediated the positive effects of the readiness variables towards variable of the system integration success. Besides, the findings may practically helpful for stakeholders in the sampled institution, but it may also theoretically useful for researchers in regard to the readiness and success issues of ISI.
The recruitment of new personnel is one of the most essential business processes which affect the quality of
human capital within any company. It is highly essential for the companies to ensure the recruitment of
right talent to maintain a competitive edge over the others in the market. However IT companies often face
a problem while recruiting new people for their ongoing projects due to lack of a proper framework that
defines a criteria for the selection process. In this paper we aim to develop a framework that would allow
any project manager to take the right decision for selecting new talent by correlating performance
parameters with the other domain-specific attributes of the candidates. Also, another important motivation
behind this project is to check the validity of the selection procedure often followed by various big
companies in both public and private sectors which focus only on academic scores, GPA/grades of students
from colleges and other academic backgrounds. We test if such a decision will produce optimal results in
the industry or is there a need for change that offers a more holistic approach to recruitment of new talent
in the software companies. The scope of this work extends beyond the IT domain and a similar procedure
can be adopted to develop a recruitment framework in other fields as well. Data-mining techniques provide
useful information from the historical projects depending on which the hiring-manager can make decisions
for recruiting high-quality workforce. This study aims to bridge this hiatus by developing a data-mining
framework based on an ensemble-learning technique to refocus on the criteria for personnel selection. The
results from this research clearly demonstrated that there is a need to refocus on the selection-criteria for
quality objectives.
Improving Productivity through Appropriate Performance Appraisal in Pakistan ...Muhammad Arslan
The purpose of this study is to analyze the impact of performance appraisal on productivity. Appraisal tools are
used to measure the output of workers which are compared with the given tasks with specific working
environment in designing these tools there is three step process define the job, appraise the performance and
providing the relative feedback. The manager should take keen in designing. Cross tabulation methods is used to
analyze this phenomenon. Face to face interview and questionnaire will be the research strategy and this will be
cross sectional study i.e. one time study; data collection method will be secondary data, primary data through
random sampling will be collected from the contractors of transport companies of Pakistan State Oil Limited
and general analytical method will be used for data analysis. The finding of study suggests that performance
appraisal system has significant effect on personal skill and by using the combination of two methods; rating and
narrative method leads us improvement in productivity of the organization.
The document discusses job analysis which is defined as the process of determining and recording all pertinent information about a specific job. It provides key inputs for HR activities like recruitment, selection, training and performance appraisal. The common methods of job analysis include observation, interviews, questionnaires, and the critical incident technique. The main outputs of job analysis are the job description which describes the tasks and responsibilities of a role, and the job specification which outlines required qualifications and competencies. Job analysis is used for various HR and business purposes such as staffing, training, compensation, and succession planning.
This document discusses a study on assessing the effectiveness of the performance appraisal system of Dhaka Electric Supply Company Limited (DESCO). The objectives of the study were to check the effectiveness of the performance appraisal system, its impact on employee performance, and employee perceptions of the system. The literature review discusses how performance appraisal methods are used to measure employee performance and manage it. It also discusses how factors like competence assessment, development, and performance-based pay can impact employee performance. The study aims to identify strengths and weaknesses of DESCO's performance appraisal system based on employee perceptions.
This document summarizes a research paper that developed a decision support system using the Analytic Hierarchy Process (AHP) and Profile Matching (PM) methods to help a company select the best prospective employees. The system was tested on four candidates applying for a position, and produced a ranking of the candidates based on their scores on 11 criteria such as work motivation, intelligence, and experience. Evaluation of the system found it to be well accepted by users and effective at integrating both qualitative and quantitative data to recommend the highest ranking candidates.
Running head cyber security competition framework cyber securiDIPESH30
This document proposes a cyber security competition framework using action research. It discusses action research methodology, which involves planning, taking action, observing results, and reflecting to improve solutions in iterative cycles. The framework aims to address cyber threats by protecting vital business assets and data, rather than just technological vulnerabilities. It will reorient security from devices/locations to roles and data, and introduce approaches to manage evolving business needs and threats. Implementing the cyber competition program through action research ensures the solutions framework continually improves after each research cycle.
Assessing Information System Integration Using Combination of the Readiness a...journalBEEI
Information system integration (ISI) is one of the development concerns for organizations to enhance business competitiveness. However, the implementations still present its failures. Despite the ISI may successful technically; but it still seems to be unsuccessful because of the human and management issues. The issues may relate to the readiness constructs of ISI. This study was aimed to know the status of the readiness and success of ISI and to assess the influential factors of the integration in the sampled institution. About 160 samples were purposely involved by considering their key informant characteristics. The data were analyzed using the partial least squares-structural equation modeling (PLS-SEM) method. The findings revealed only the user satisfaction variable that mediated the positive effects of the readiness variables towards variable of the system integration success. Besides, the findings may practically helpful for stakeholders in the sampled institution, but it may also theoretically useful for researchers in regard to the readiness and success issues of ISI.
The recruitment of new personnel is one of the most essential business processes which affect the quality of
human capital within any company. It is highly essential for the companies to ensure the recruitment of
right talent to maintain a competitive edge over the others in the market. However IT companies often face
a problem while recruiting new people for their ongoing projects due to lack of a proper framework that
defines a criteria for the selection process. In this paper we aim to develop a framework that would allow
any project manager to take the right decision for selecting new talent by correlating performance
parameters with the other domain-specific attributes of the candidates. Also, another important motivation
behind this project is to check the validity of the selection procedure often followed by various big
companies in both public and private sectors which focus only on academic scores, GPA/grades of students
from colleges and other academic backgrounds. We test if such a decision will produce optimal results in
the industry or is there a need for change that offers a more holistic approach to recruitment of new talent
in the software companies. The scope of this work extends beyond the IT domain and a similar procedure
can be adopted to develop a recruitment framework in other fields as well. Data-mining techniques provide
useful information from the historical projects depending on which the hiring-manager can make decisions
for recruiting high-quality workforce. This study aims to bridge this hiatus by developing a data-mining
framework based on an ensemble-learning technique to refocus on the criteria for personnel selection. The
results from this research clearly demonstrated that there is a need to refocus on the selection-criteria for
quality objectives.
Improving Productivity through Appropriate Performance Appraisal in Pakistan ...Muhammad Arslan
The purpose of this study is to analyze the impact of performance appraisal on productivity. Appraisal tools are
used to measure the output of workers which are compared with the given tasks with specific working
environment in designing these tools there is three step process define the job, appraise the performance and
providing the relative feedback. The manager should take keen in designing. Cross tabulation methods is used to
analyze this phenomenon. Face to face interview and questionnaire will be the research strategy and this will be
cross sectional study i.e. one time study; data collection method will be secondary data, primary data through
random sampling will be collected from the contractors of transport companies of Pakistan State Oil Limited
and general analytical method will be used for data analysis. The finding of study suggests that performance
appraisal system has significant effect on personal skill and by using the combination of two methods; rating and
narrative method leads us improvement in productivity of the organization.
The document discusses job analysis which is defined as the process of determining and recording all pertinent information about a specific job. It provides key inputs for HR activities like recruitment, selection, training and performance appraisal. The common methods of job analysis include observation, interviews, questionnaires, and the critical incident technique. The main outputs of job analysis are the job description which describes the tasks and responsibilities of a role, and the job specification which outlines required qualifications and competencies. Job analysis is used for various HR and business purposes such as staffing, training, compensation, and succession planning.
Selecting internal team members when implementing an ERP system 2012Trond Jarnes
This document discusses selecting internal team members for an ERP implementation project. It conducted case studies of three Norwegian companies that implemented ERP systems. The case studies found that none of the companies used a structured process for selecting team members. Required skills like technical, business, team and interpersonal skills were not criteria. All projects faced challenges ensuring team members could focus solely on the project. Replacing team members can reduce collective team knowledge. The document recommends using a structured selection process, assessing required skills, and ensuring team members can focus exclusively on the project.
The document discusses job analysis and defines it as the process of studying and collecting information about the tasks, duties, skills, and responsibilities of a specific job. It provides definitions of job analysis from several authors and notes that the goal is to precisely identify the tasks, knowledge, skills, and conditions required to perform a job. The document also states that job analysis is used to gather information about jobs and discusses several topics related to job analysis, including terminology, the process, uses, and methods of collecting job analysis data.
Performance Assessment of Faculties of Management Discipline From Student Per...Waqas Tariq
This paper deals with Faculty Performance Assessment from student perspective using Data Analysis and Mining techniques .Performance of a faculty depends on a number of parameters (77 parameters as identified) and the performance assessment of a faculty/faculties are broadly carried out by the Management Body ,the Student Community ,Self and Peer faculties of the organization .The parameters act as performance indicators for an individual and group and subsequently can impact on the decision making of the stakeholders. The idea proposed in this paper is to perform an analysis of faculty performance considering student feedback which can directly or indirectly impact management’s decision, teaching standards and norms set by the educational institute, understand certain patterns of faculty motivation, satisfaction, growth and decline in future. The analysis depends on many factors, encompassing student’s feedback, organizational feedback, institutional support in terms of finance, administration, research activity etc. The data analysis and mining methodology used for extracting useful patterns from the institutional database has been used to extract certain trends in faculty performance when assessed on student feedback.
Factors relating to the academic achievement and home environment in economic...prjpublications
This document discusses factors related to academic achievement and home environment of economics students in higher secondary school. It analyzes the relationship between academic achievement, gender, type of school (public or private, urban or rural), and aspects of home environment. The study uses surveys from 409 students in Namakkal district, Tamil Nadu, India. It finds significant differences in home environment scores between boys and girls, and between urban and rural school students. The document establishes several hypotheses about the relationships between these variables and analyzes them to understand factors influencing student achievement.
IRJET- Personality Prediction System through CV AnalysisIRJET Journal
The document proposes a personality prediction system through computer vision (CV) analysis to help improve the candidate recruitment process. The system would conduct online aptitude and personality tests to evaluate candidates. It would analyze candidates' CVs, test results, and predicted personalities to automatically rank and shortlist candidates. The top candidates would then be presented to recruiters for further review. The system aims to make recruitment more effective and consistent by introducing objective criteria to evaluate candidates, unlike existing e-recruitment systems that simply scan CVs. It would also save human resources time by shortlisting candidates through the automated process.
This document provides a literature review on the use of grounded theory in management research. It discusses:
1) Grounded theory was introduced in the 1960s by Glaser and Strauss as a qualitative research method to develop theories grounded in empirical data. It aims to close the gap between theory and research.
2) Grounded theory involves collecting and analyzing qualitative data through open, axial, and selective coding to develop conceptual categories and explore their relationships. It produces explanatory theories rather than testing existing hypotheses.
3) Grounded theory has evolved over time, with Glaser developing an emerging design approach and Strauss a more structured systematic design approach. It remains a useful method for developing new concepts and theories in management and
This document presents a study on the theoretical and empirical validation that has been done on aspect-oriented software maintainability metrics. It describes the methodology used, which involved searching literature sources and selecting papers related to aspect-oriented maintainability metrics. The results are discussed in tables, showing that most papers focus on empirical validation of metrics rather than theoretical validation. Several papers are described that empirically validated specific metrics related to maintainability. However, the study notes that more theoretical validation of metrics is still needed before empirical validation. Threats to validity, such as bias and limited data extraction, are also presented.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
Efficiency of Women’s Technical Institutions By Using Bcc Model Through Dea A...IOSR Journals
This paper conducts an application of the DEA Methodology in the assessment of the performance of JNTUH Colleges the indicators included the Faculty, Students, Infrastructure and Placements of the technical Institutions. The results reveal those institutions that more efficiently carry out these activities. The proposed method has been used for selection of quality attributes in technical education setting the performance of an institute is likely to be influenced by quality of teacher, quality of students, infrastructure administration, extent of training and placement and many others. It is felt that quality and performance evaluation is necessary not only for appraisal but it is also required to improve overall service quality. Finally we discuss about the existence of differences in the strengths and weaknesses between the technical institutions.
Automated competency management system an advanced approach to competence man...Alexander Decker
This document discusses competency management systems and proposes an automated competency management system model. Key points:
- It presents a structure for an automated competency management system that identifies competencies, evaluates them, matches competencies to projects, and tracks time spent on projects using competencies.
- Competencies are defined as the capabilities needed to successfully perform work tasks and include components like intelligence, education, experience, and ethics. Competencies can be behavioral, technical, or vocational.
- The system involves competency mapping to identify competencies for jobs, and competency identification draws from four sources: behaviors/attributes, standards, support, and human relations.
- Job models describe work performance
This document discusses opinion mining and sentiment analysis for business intelligence purposes. It provides an overview of related work on extracting opinions from text to classify sentiments. The paper surveys techniques like lexicon-based approaches and machine learning algorithms for sentiment classification. It also discusses how opinion mining can help business analysts extract relevant information from large amounts of unstructured data on the web to make informed decisions. Future work may involve applying techniques like neural networks and improving information retrieval from XML data sources.
The document provides a history of operations research, beginning with its origins during World War II when scientists were invited to study strategic and tactical military problems in England. It describes how linear programming was developed as a method to optimally allocate limited resources. After the war, operations research techniques were applied to industrial problems. Today, operations research is widely used across various domains to help managers make better decisions using quantitative modeling and analysis.
This document discusses job analysis, which involves systematically breaking down jobs into their component tasks and skills. It describes job-oriented, person-oriented, and trait-oriented approaches to job analysis. The purposes of job analysis include recruitment, performance evaluation, training, and job design. Common methods of job analysis include questionnaires, interviews, observation, and critical incidents. Specific techniques like the Job Components Inventory, Functional Job Analysis, Position Analysis Questionnaire, and Task Inventories are also outlined. The document concludes by explaining job evaluation methods like ranking, classification, factor comparison, and point systems.
International Refereed Journal of Engineering and Science (IRJES)irjes
International Refereed Journal of Engineering and Science (IRJES) is a leading international journal for publication of new ideas, the state of the art research results and fundamental advances in all aspects of Engineering and Science. IRJES is a open access, peer reviewed international journal with a primary objective to provide the academic community and industry for the submission of half of original research and applications
Hybrid Classifier for Sentiment Analysis using Effective PipeliningIRJET Journal
The document describes a hybrid approach for sentiment analysis of tweets that uses a pipeline of rules-based classification, lexicon-based classification, and machine learning classification. Tweets are first classified using rules and a lexicon, and only tweets that do not meet a confidence threshold are passed to a machine learning classifier. The hybrid approach aims to optimize performance, speed, accuracy, and processing requirements compared to using individual classification methods alone. The document provides background on sentiment analysis methods and evaluates the performance of the hybrid approach versus individual classifiers.
Analyzing the solutions of DEA through information visualization and data min...ertekg
Download Link > https://ertekprojects.com/gurdal-ertek-publications/blog/analyzing-the-solutions-of-dea-through-information-visualization-and-data-mining-techniques-smartdea-framework/
Data envelopment analysis (DEA) has proven to be a useful tool for assessing efficiency or productivity of organizations, which is of vital practical importance in managerial decision making. DEA provides a significant amount of information from which analysts and managers derive insights and guidelines to promote their existing performances. Regarding to this fact, effective and methodologic analysis and interpretation of DEA solutions are very critical. The main objective of this study is then to develop a general decision support system (DSS) framework to analyze the solutions of basic DEA models. The paper formally shows how the solutions of DEA models should be structured so that these solutions can be examined and interpreted by analysts through information visualization and data mining techniques effectively. An innovative and convenient DEA solver, SmartDEA, is designed and developed in accordance with the pro-posed analysis framework. The developed software provides a DEA solution which is consistent with the framework and is ready-to-analyze with data mining tools, through a table-based structure. The developed framework is tested and applied in a real world project for benchmarking the vendors of a leading Turkish automotive company. The results show the effectiveness and the efficacy of the proposed framework.
P REDICTION F OR S HORT -T ERM T RAFFIC F LOW B ASED O N O PTIMIZED W...ijcsit
Short term traffic forecasting has been a very impo
rtant consideration in many areas of transportation
research for more than 3 decades. Short-term traffi
c forecasting based on data driven methods is one o
f the
most dynamic and developing research arenas with en
ormous published literature. In order to improve
forecasting model accuracy of wavelet neural networ
k, an adaptive particle swarm optimization algorith
m
based on cloud theory was proposed, not only to hel
p improve search performance, but also speed up
individual optimizing ability. And the inertia weig
ht adaptively changes depending on X-conditional cl
oud
generator which has the stable tendency and randomn
ess property .Then the adaptive particle swarm
optimization algorithm based on cloud theory was us
ed to optimize the weights and thresholds of wavele
t
BP neural network, Instead of traditional gradient
descent method . At last, wavelet BP neural network
was
trained to search for the optimal solution. Based o
n above theory, an improved wavelet neural network
model based on modified particle swarm optimization
algorithm was proposed and the availability of the
modified prediction method was proved by predicting
the time series of real traffic flow. At last, the
computer simulations have shown that the nonlinear
fitting and accuracy of the modified prediction
methods are better than other prediction methods.
A HEURISTIC APPROACH FOR WEB-SERVICE DISCOVERY AND SELECTIONijcsit
This document proposes a new heuristic approach for web service discovery and selection using an algorithm inspired by honey bee behavior called the Bees Algorithm. The approach structures service registries by domain to simplify discovery. It uses the Bees Algorithm as an intelligent search method to efficiently find the optimal service matching a client's request and quality of service requirements from the relevant registry in least time.
Median Landscape in Indonesia
A 5-minute presentation material of Indonesian Contingent in Media and Information Discussion Group (DG-8) at the 41st Ship for Southeast Asian and Japanese Youth Programme (SSEAYP) 2014
Selecting internal team members when implementing an ERP system 2012Trond Jarnes
This document discusses selecting internal team members for an ERP implementation project. It conducted case studies of three Norwegian companies that implemented ERP systems. The case studies found that none of the companies used a structured process for selecting team members. Required skills like technical, business, team and interpersonal skills were not criteria. All projects faced challenges ensuring team members could focus solely on the project. Replacing team members can reduce collective team knowledge. The document recommends using a structured selection process, assessing required skills, and ensuring team members can focus exclusively on the project.
The document discusses job analysis and defines it as the process of studying and collecting information about the tasks, duties, skills, and responsibilities of a specific job. It provides definitions of job analysis from several authors and notes that the goal is to precisely identify the tasks, knowledge, skills, and conditions required to perform a job. The document also states that job analysis is used to gather information about jobs and discusses several topics related to job analysis, including terminology, the process, uses, and methods of collecting job analysis data.
Performance Assessment of Faculties of Management Discipline From Student Per...Waqas Tariq
This paper deals with Faculty Performance Assessment from student perspective using Data Analysis and Mining techniques .Performance of a faculty depends on a number of parameters (77 parameters as identified) and the performance assessment of a faculty/faculties are broadly carried out by the Management Body ,the Student Community ,Self and Peer faculties of the organization .The parameters act as performance indicators for an individual and group and subsequently can impact on the decision making of the stakeholders. The idea proposed in this paper is to perform an analysis of faculty performance considering student feedback which can directly or indirectly impact management’s decision, teaching standards and norms set by the educational institute, understand certain patterns of faculty motivation, satisfaction, growth and decline in future. The analysis depends on many factors, encompassing student’s feedback, organizational feedback, institutional support in terms of finance, administration, research activity etc. The data analysis and mining methodology used for extracting useful patterns from the institutional database has been used to extract certain trends in faculty performance when assessed on student feedback.
Factors relating to the academic achievement and home environment in economic...prjpublications
This document discusses factors related to academic achievement and home environment of economics students in higher secondary school. It analyzes the relationship between academic achievement, gender, type of school (public or private, urban or rural), and aspects of home environment. The study uses surveys from 409 students in Namakkal district, Tamil Nadu, India. It finds significant differences in home environment scores between boys and girls, and between urban and rural school students. The document establishes several hypotheses about the relationships between these variables and analyzes them to understand factors influencing student achievement.
IRJET- Personality Prediction System through CV AnalysisIRJET Journal
The document proposes a personality prediction system through computer vision (CV) analysis to help improve the candidate recruitment process. The system would conduct online aptitude and personality tests to evaluate candidates. It would analyze candidates' CVs, test results, and predicted personalities to automatically rank and shortlist candidates. The top candidates would then be presented to recruiters for further review. The system aims to make recruitment more effective and consistent by introducing objective criteria to evaluate candidates, unlike existing e-recruitment systems that simply scan CVs. It would also save human resources time by shortlisting candidates through the automated process.
This document provides a literature review on the use of grounded theory in management research. It discusses:
1) Grounded theory was introduced in the 1960s by Glaser and Strauss as a qualitative research method to develop theories grounded in empirical data. It aims to close the gap between theory and research.
2) Grounded theory involves collecting and analyzing qualitative data through open, axial, and selective coding to develop conceptual categories and explore their relationships. It produces explanatory theories rather than testing existing hypotheses.
3) Grounded theory has evolved over time, with Glaser developing an emerging design approach and Strauss a more structured systematic design approach. It remains a useful method for developing new concepts and theories in management and
This document presents a study on the theoretical and empirical validation that has been done on aspect-oriented software maintainability metrics. It describes the methodology used, which involved searching literature sources and selecting papers related to aspect-oriented maintainability metrics. The results are discussed in tables, showing that most papers focus on empirical validation of metrics rather than theoretical validation. Several papers are described that empirically validated specific metrics related to maintainability. However, the study notes that more theoretical validation of metrics is still needed before empirical validation. Threats to validity, such as bias and limited data extraction, are also presented.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
Efficiency of Women’s Technical Institutions By Using Bcc Model Through Dea A...IOSR Journals
This paper conducts an application of the DEA Methodology in the assessment of the performance of JNTUH Colleges the indicators included the Faculty, Students, Infrastructure and Placements of the technical Institutions. The results reveal those institutions that more efficiently carry out these activities. The proposed method has been used for selection of quality attributes in technical education setting the performance of an institute is likely to be influenced by quality of teacher, quality of students, infrastructure administration, extent of training and placement and many others. It is felt that quality and performance evaluation is necessary not only for appraisal but it is also required to improve overall service quality. Finally we discuss about the existence of differences in the strengths and weaknesses between the technical institutions.
Automated competency management system an advanced approach to competence man...Alexander Decker
This document discusses competency management systems and proposes an automated competency management system model. Key points:
- It presents a structure for an automated competency management system that identifies competencies, evaluates them, matches competencies to projects, and tracks time spent on projects using competencies.
- Competencies are defined as the capabilities needed to successfully perform work tasks and include components like intelligence, education, experience, and ethics. Competencies can be behavioral, technical, or vocational.
- The system involves competency mapping to identify competencies for jobs, and competency identification draws from four sources: behaviors/attributes, standards, support, and human relations.
- Job models describe work performance
This document discusses opinion mining and sentiment analysis for business intelligence purposes. It provides an overview of related work on extracting opinions from text to classify sentiments. The paper surveys techniques like lexicon-based approaches and machine learning algorithms for sentiment classification. It also discusses how opinion mining can help business analysts extract relevant information from large amounts of unstructured data on the web to make informed decisions. Future work may involve applying techniques like neural networks and improving information retrieval from XML data sources.
The document provides a history of operations research, beginning with its origins during World War II when scientists were invited to study strategic and tactical military problems in England. It describes how linear programming was developed as a method to optimally allocate limited resources. After the war, operations research techniques were applied to industrial problems. Today, operations research is widely used across various domains to help managers make better decisions using quantitative modeling and analysis.
This document discusses job analysis, which involves systematically breaking down jobs into their component tasks and skills. It describes job-oriented, person-oriented, and trait-oriented approaches to job analysis. The purposes of job analysis include recruitment, performance evaluation, training, and job design. Common methods of job analysis include questionnaires, interviews, observation, and critical incidents. Specific techniques like the Job Components Inventory, Functional Job Analysis, Position Analysis Questionnaire, and Task Inventories are also outlined. The document concludes by explaining job evaluation methods like ranking, classification, factor comparison, and point systems.
International Refereed Journal of Engineering and Science (IRJES)irjes
International Refereed Journal of Engineering and Science (IRJES) is a leading international journal for publication of new ideas, the state of the art research results and fundamental advances in all aspects of Engineering and Science. IRJES is a open access, peer reviewed international journal with a primary objective to provide the academic community and industry for the submission of half of original research and applications
Hybrid Classifier for Sentiment Analysis using Effective PipeliningIRJET Journal
The document describes a hybrid approach for sentiment analysis of tweets that uses a pipeline of rules-based classification, lexicon-based classification, and machine learning classification. Tweets are first classified using rules and a lexicon, and only tweets that do not meet a confidence threshold are passed to a machine learning classifier. The hybrid approach aims to optimize performance, speed, accuracy, and processing requirements compared to using individual classification methods alone. The document provides background on sentiment analysis methods and evaluates the performance of the hybrid approach versus individual classifiers.
Analyzing the solutions of DEA through information visualization and data min...ertekg
Download Link > https://ertekprojects.com/gurdal-ertek-publications/blog/analyzing-the-solutions-of-dea-through-information-visualization-and-data-mining-techniques-smartdea-framework/
Data envelopment analysis (DEA) has proven to be a useful tool for assessing efficiency or productivity of organizations, which is of vital practical importance in managerial decision making. DEA provides a significant amount of information from which analysts and managers derive insights and guidelines to promote their existing performances. Regarding to this fact, effective and methodologic analysis and interpretation of DEA solutions are very critical. The main objective of this study is then to develop a general decision support system (DSS) framework to analyze the solutions of basic DEA models. The paper formally shows how the solutions of DEA models should be structured so that these solutions can be examined and interpreted by analysts through information visualization and data mining techniques effectively. An innovative and convenient DEA solver, SmartDEA, is designed and developed in accordance with the pro-posed analysis framework. The developed software provides a DEA solution which is consistent with the framework and is ready-to-analyze with data mining tools, through a table-based structure. The developed framework is tested and applied in a real world project for benchmarking the vendors of a leading Turkish automotive company. The results show the effectiveness and the efficacy of the proposed framework.
P REDICTION F OR S HORT -T ERM T RAFFIC F LOW B ASED O N O PTIMIZED W...ijcsit
Short term traffic forecasting has been a very impo
rtant consideration in many areas of transportation
research for more than 3 decades. Short-term traffi
c forecasting based on data driven methods is one o
f the
most dynamic and developing research arenas with en
ormous published literature. In order to improve
forecasting model accuracy of wavelet neural networ
k, an adaptive particle swarm optimization algorith
m
based on cloud theory was proposed, not only to hel
p improve search performance, but also speed up
individual optimizing ability. And the inertia weig
ht adaptively changes depending on X-conditional cl
oud
generator which has the stable tendency and randomn
ess property .Then the adaptive particle swarm
optimization algorithm based on cloud theory was us
ed to optimize the weights and thresholds of wavele
t
BP neural network, Instead of traditional gradient
descent method . At last, wavelet BP neural network
was
trained to search for the optimal solution. Based o
n above theory, an improved wavelet neural network
model based on modified particle swarm optimization
algorithm was proposed and the availability of the
modified prediction method was proved by predicting
the time series of real traffic flow. At last, the
computer simulations have shown that the nonlinear
fitting and accuracy of the modified prediction
methods are better than other prediction methods.
A HEURISTIC APPROACH FOR WEB-SERVICE DISCOVERY AND SELECTIONijcsit
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Median Landscape in Indonesia
A 5-minute presentation material of Indonesian Contingent in Media and Information Discussion Group (DG-8) at the 41st Ship for Southeast Asian and Japanese Youth Programme (SSEAYP) 2014
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exhibits significant performance variations across repeated runs in spite of contention free hosting of a
single guest VM on a physical machine. Also, notable performance difference between guest VMs created
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involved in the request processing identifies disk I/O as the source of variations. Further investigation
establishes that the root cause of the variations is linked with how MySQL manages the storage of tables
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for performance modeling up to 80% CPU utilization. We validate our findings on the Amazon EC2 cloud
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Writers can market themselves through various methods including leaflets, print media, websites, blogging, and social networking sites. A survey found that 50% of people felt social networking sites were the best way for a new business to advertise as they provide worldwide reach and easy accessibility. While traditional print advertising is declining due to increased online options, print still targets specific audiences. Websites are also effective but require promotion so people know how to find the site. The most successful promotions utilize multiple methods rather than relying on just one.
Information security approach in open distributed multi agent virtual learnin...ijcsit
This paper presented the main information, security problems and threats in open multi-agent distributed
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virtual learning environment using service oriented architecture which based on multi-agent information
systems architecture, the solution on the multi-agent learning information system implementation based on
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security management and the second system with decentralized mobile agents security management, and
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Analysis of Performance Appraisal Systems on Employee Job Productivity in Pub...inventionjournals
Universities appraisal system is meant to enhance the performance of employees by integrating an individual’s goal with those of the organization. Despite the Universities Management having an appraisal system, performance in public universities in the country remains relatively poor. The purpose of the study was to analyze performance appraisal systems on employee job productivity in public universities. The main objective of the study was to determine the effect of self-assessment on the performance of employees in Public Universities. The research study was carried out in four universities namely Masinde Muliro University of Science and Technology, Maseno, Moi and Jaramogi Oginga Odinga University of Science and Technology. Data collection instruments used was mainly questionnaire. Both content and construct reliability was carried out through engagement of experts in preparing the questionnaire. Piloting was done in Laikipia University College, though the results were not used in the study. To ensure that the instrument is reliable, a Cronbach’s Alpha of Coefficient of 0.876, was attained, which is far way above the recommended 0.7 in social sciences. The study employed descriptive survey research design. The target population consisted of 11,296 employees and 4 Registrars in charge of Administration. Purposive sampling was used to select the four universities and four registrars. Data analysis was done using the statistical Package for Social Science (Version 20). Both descriptive and inferential statistics were used in data analysis. The results were presented in form of tables, charts and cross tabulations. From the findings, self-assessment was an important section in performance appraisal as it contributed to improvement in employee job productivity. The findings will contribute to the pool of knowledge in the field of Human Resource Management and will form the basis of reference by interested parties in future. The management of public universities will use the findings of this study to guide them in performance management. Furthermore, the findings will be a source of reference for academicians who intend to carry out studies in relation to the subject of performance appraisal systems.
Methods Of Program Evaluation. Evaluation Research Is OfferedJennifer Wood
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PUB 611Seminar in Public Human Resources Administration Questions &.docxwoodruffeloisa
PUB 611Seminar in Public Human Resources Administration: Questions & Key Terms [Day Four]
Critical Thinking Questions
1. Identify the relationship between training and strategic planning. Can you give an example from an organization you are familiar with that illustrates how training is or should be connected to strategic thinking about agency goals?
2. Distinguish between training, education, and staff development as part of the development function.
3. Briefly describe training needs assessment, design, and evaluation.
4. Describe four operational functions of a performance appraisal system. Do you think all four can be accomplished with one appraisal method? Are the four functions complementary?
5. Why is performance appraisal associated most closely with civil service systems? How has it contributed to public perceptions that civil service systems are inefficient or ineffective, in comparison with those systems based on employment at will?
6. Identify the contemporary challenges to performance appraisal. How is the tension between administrative efficiency and individual rights reflected in the appraisal function?
7. Identify the six characteristics of an effective rating system. Which of the six do you believe are the more difficult to implement?
8. Utilize an expectancy theory perspective and analyze the motivation of supervisors to rate the performance of subordinates honestly and accurately.
Key Terms: Please define and give one example
1. Basic skill development vs Continuous learning
2. Coaching and counseling
3. Development function / On-the-job training [OJT]
4. Organization development (OD)
5. Staff development vs Team building
6. 360-degree evaluation
7. Behaviorally anchored rating scale (bars)
8. Critical incident (work sampling)
9. Forced-choice techniques vs. Graphic-rating scale
10. Performance-based rating system vs Person-based rating system
Performance Appraisal
1
1
From Position Management to Performance Management….
Position Management:
emphasizing analyzing jobs,
establishing essential duties and responsibilities,
determining necessary knowledge, skills and abilities,
classifying jobs, setting a pay scale,
and using the position as a critical feature of financial management
It could all be done without a single reference to a real live person.
Any deliberate act intended to affect employee performance falls’ under the category of Performance Management.
Formal performance appraisal provides employees with feedback on their work.
Because this leads to organizational decisions regarding promotion and pay the process becomes more complicated:
As it is accompanied by heightened legal scrutiny for civil rights violations and demands for reasons behind the decisions.
2
Why Evaluate a Performance?
3
Performance appraisal is directed toward technical and management goals but rarely toward employee aspirations.
The technical part focuses on developing an instrument that accurately mea ...
Questionnaire on effectiveness of performance appraisalcoxdennis362
In this file, you can ref useful information about questionnaire on effectiveness of performance appraisal such as questionnaire on effectiveness of performance appraisal methods
This document discusses role-based performance appraisal. It begins with an introduction to performance appraisal and discusses using role-based appraisal as an alternative to traditional job-based appraisal given changing work environments. It then addresses four questions related to implementing role-based appraisal, discussing additional roles that could be evaluated, allowing employees flexibility in roles evaluated, and advantages for organizations and employees. It concludes by discussing applications of performance appraisal in Vietnam, including methods used like external evaluations and software.
This document is a synopsis submitted for a Master's degree in Business Administration. It discusses developing a cognitive expert system for evaluating employee performance in an industrial organization. The system aims to provide a more objective and accurate assessment compared to traditional appraisal methods. It will classify important evaluation features and use a cognitive inference methodology to calculate overall scores based on these weighted features. The methodology involves designing the feature dataset, developing the cognitive expert system to represent expert judgments, and testing the system using machine learning techniques.
This document presents a study that develops a model for evaluating the performance of virtual teams based on intelligent fuzzy rule and fuzzy signature methods. The study conducted an expert survey to develop a hierarchical set of 12 parameters across three categories (team, task, and interaction) to measure virtual team performance. These parameters were then used to analyze interaction data from three virtual software project teams. The results provide evidence that fuzzy analysis can be an effective tool for virtual project managers to improve leadership and evaluate team performance based on data from the virtual collaboration environment.
An Exploratory Study Of Performance Management Systems And Their Influence On...Andrew Molina
The document discusses various performance management systems (PMS) and their influence on employee performance. It reviews several PMS approaches, including management by objectives, balanced scorecard, total quality management, and productivity measurement and enhancement systems. The literature suggests that an effective PMS should align individual goals with organizational objectives, provide continuous feedback, and involve employees in the design process. When implemented properly with the right design that considers both internal and external factors, PMS can help improve overall organizational performance by motivating employees and linking their work to strategic goals.
Customer and Stakeholder Perspective using Analytical Hierarchy Process Metho...sececonf
The measurement of the higher education
performance is a complex issue and becoming
increasingly important. Currently, performance
measurements have been changed. It is no longer
evaluated from the classical financial indicators.
Instead, the customer satisfaction has been proposed
as the basis for a ‘management strategic’ within
organizational. This paper presents performance
measurement at the higher education concerning in
customers and stakeholders’ perspective using the
Analytic Hierarchy Process (AHP) method. AHP is a
quantitative method which can deal with complicated
decision-making problem for evaluation. Total of four
main criteria and 26 sub-criteria were identified as
significant to the customers and stakeholders’
perspective. This empirically finding is suggested to
be a good performance measurement for solving the
problem multi criteria and contributes strategic goal
in higher education.
Keywords— Analytic Hierarchy Process (AHP),
Performance Measurement, Customer and Stakeholders
Perspective
LEAN LEVEL OF AN ORGANIZATION ASSESSED BASED ON FUZZY LOGIC csandit
To determine the lean level of an organization a methodology was developed. It was based on a
qualitative assessment approach, including quantitative basis, whose development was
supported using fuzzy logic. Recourse to the use of fuzzy logic is justified by its ability to cope
with uncertainty and imprecision on the input data, as well as, could be applied to the analysis
of qualitative variables of a system, turning them into quantitative values. A major advantage of
the developed approach is that it can be adjusted to any organization regardless of their nature,
size, strategy and market positioning. Furthermore, the proposed methodology allows the
systematically identification of constraint factors existing in an organization and, thus, provide
the necessary information to the manager to develop a holistic plan for continuous
improvement. To assess the robustness of the proposed approach, the methodology was applied
to a maintenance and manufacturing aeronautical organization.
job_evaluation HUMAN RESIRCE MANAGEMENT. pptAdrineKing
Job evaluation is the process of analyzing and assessing jobs to determine their relative worth. The objectives are to maintain accurate job descriptions, set equitable wages, and determine pay based on the job rather than the individual. The key principles are rating the job, not the job holder, and involving senior managers. Common methods include ranking, classification, and point factor analysis where factors like skills, effort, responsibility, and conditions are rated. Advantages include uniform wages and using job information for other HR purposes. Levelling defines levels of work and fits jobs into those levels based on factors like decision-making authority. Computer programs can automate the job evaluation process but also raise issues around reliability.
This document discusses the objectives and scope of a project on performance appraisal systems.
The objectives of the project are to share experiences with performance appraisal, enhance understanding of the topic through research, explain different appraisal methods and their effective implementation, understand problems with performance appraisal and how to overcome them, and understand how to evaluate the effectiveness of performance appraisal systems.
The scope of the project covers defining performance appraisal, examining traditional and recent appraisal methods, highlighting concerns for those involved in the process and ways to overcome problems, providing guidelines for effective evaluation, and showing how appraisal can help management and career development. It aims to provide an understanding of key aspects of performance appraisal systems.
The document discusses evaluating a student evaluation form that was completed by 19 students to provide feedback on the teacher. The evaluations were mostly positive, noting the teacher's strength in expecting all students to learn. However, a few students commented that class could be more engaging at times. While the feedback was helpful, having more detailed comments would further improve the teacher's instruction. Obtaining student feedback through evaluations is important but should be done anonymously to encourage honesty.
In this file, you can ref useful information about designing performance appraisal system such as designing performance appraisal system methods, designing performance appraisal system tips
FOR MORE CLASSES VISIT
tutorialoutletdotcom
Many practitioners, as well as scholars
paid significant attention to the subject.
Designing a performance appraisal system
integrates several functions, such as:
employee monitoring, setting up objectives
and values, monitoring and evaluating hiring,
training and retaining strategies [1].
This document provides information about performance appraisal statistics, including definitions, methods, tips, and forms. It discusses how performance appraisals can help organizations measure employee performance, provide feedback, and identify ways to improve employee engagement and goal achievement. Specific statistics are presented showing areas where many employees feel undervalued or that opportunities are lacking. The document recommends using performance appraisal software to collect and analyze employee performance data over time to track improvements or declines.
The document provides information about performance appraisal systems. It discusses:
- The key characteristics of performance appraisal including that it is a systematic, periodic and impartial process to evaluate employee performance on their current and future jobs.
- The types of performance appraisal systems including individual methods like annual reports and checklists, and multiple person methods like paired comparisons and 360 degree feedback.
- The objectives and scope of a study on the performance appraisal system at SIMCO Engineering, including understanding employee satisfaction and identifying factors to improve performance and the appraisal process.
- The limitations of the study including some employee hesitation and a limited sample size of 120 employees.
Multi source feedback based performance appraisal system using Fuzzy logic de...ijsc
In Multi-Source Feedback or 360 Degree Feedback, data on the performance of an individual are collected systematically from a number of stakeholders and are used for improving performance. The 360-Degree Feedback approach provides a consistent management philosophy meeting the criterion outlined previously. The 360-degree feedback appraisal process describes a human resource methodology that is frequently used for both employee appraisal and employee development. Used in employee performance appraisals, the 360-degree feedback methodology is differentiated from traditional, top-down appraisal methods in which the supervisor responsible for the appraisal provides the majority of the data. Instead it seeks to use information gained from other sources to provide a fuller picture of employees’ performances. Similarly, when this technique used in employee development it augments employees’ perceptions of training needs with those of the people with whom they interact. The 360-degree feedback based appraisal is a comprehensive method where in the feedback about the employee comes from all the sources that come into contact with the employee on his/her job. The respondents for an employee can be her/his peers, managers, subordinates team members, customers, suppliers and vendors. Hence anyone who comes into contact with the employee, the 360 degree appraisal has four components that include self-appraisal, superior’s appraisal, subordinate’s appraisal student’s appraisal and peer’s appraisal .The proposed system is an attempt to implement the 360 degree feedback based appraisal system in academics especially engineering colleges.
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1. International Journal of Computer Science & Information Technology (IJCSIT) Vol 6, No 4, August 2014
EMPLOYEE PERFORMANCE APPRAISAL SYSTEM
USING FUZZY LOGIC
Adnan Shaout* and Mohamed Khalid Yousif**
*The Department of Electrical and Computer Engineering
The University of Michigan – Dearborn, MI, USA
**Collage of Computer Science and Information Technology
Collage of Post Graduate, Sudan University of Science and technology
ABSTRACT
Evaluation of employee performance is an important element in enhancing the quality of the work and
improves employees’ motivation to perform well. It also presents a basis for upgrading and enhancing of
an organization. Periodical employees’ performance evaluation in an organization assists management to
recognize its strengths and weaknesses.
This paper presents a design and implementation of a performance appraisal system using the fuzzy logic.
In addition to the normal process of performance evaluation modules, the system contains step by step
inference engine processes. These processes demonstrate several calculation details in relations
composition and aggregation methods such as min operator, algebraic product, sup-min and sup-product.
The system has foundation to add-on analysis module to analyze and report the final result using various
similarity measures. MS Access database was used to maintain the data, build the inference logic and
develop all setting user interfaces.
KEYWORDS
Employee Evaluation, Fuzz logic Controller, Performance Appraisal, Performance Criteria, Rating.
1. INTRODUCTION
As part of planning and preparation for this paper, a study of fundamental system of performance
assessment for employees working at some oil companies in Sudan was carried out. The
evaluation scale, criteria elements, relations between these elements, and overall process
workflow information were gathered and used to design and develop the employee performance
appraisal system presented in this paper.
The paper is organized as follows: the first part (sections II to IV) presents literature review, the
research Question/hypothesis/philosophy, and methodology. The second part (sections V to X)
contains the detailed system components, overall process workflow, data modeling (entity
relationship), recommended parts for future development and conclusion.
2. LITERATURE REVIEW
Majority of the occurrences that we encounter on a daily basis involve a certain level of
ambiguity and fuzziness in the description of their nature. “Khalid’s performance is unsatisfied”
& “The Weather is warm today”. These are examples fuzzy expressions. What degree of
performance is considered unsatisfied? By how much does performance have be increased to be
DOI:10.5121/ijcsit.2014.6401 1
2. International Journal of Computer Science & Information Technology (IJCSIT) Vol 6, No 4, August 2014
considered excellent, and not unsatisfying? Do we all have the same view about his performance?
This type of fuzziness associated with continuous phenomena is common in any field of study.
In the conventional mathematical methods, the logic of these methods is the precise Boolean
logic which has two states 1 or 0. That mean each proposition must either be false or true.
In 1965, Lotfi Zadeh introduced fuzzy logic as means to model and handle uncertainty in natural
language [1]. Fuzzy logic describes the qualitative nature aspects of the object while conventional
logic systems focus on their quantitative aspects.
Two fuzzy approaches can be used to construct performance appraisal. The first one is
conventional fuzzy approach, which evaluates overall rating from many linguistic fuzzy input
variables without any intermediate fuzzy reasoning using if-then rules. The conventional
approach generates too many rules and it is difficult for the expert to take into account all aspects
and formulates rules with accurate weight. Organization may need to weight some factor such as
employee safety observation over quantity and employee attitude or any other critical element. In
this situation, the whole process will become extremely complicated. Moreover, the functions of
designing inference rules needs to use customize high level language instead of using the simple
fuzzy toolbox. The second approach defines the relationship between the performance critical
elements and accordingly specifies new large groups [2]. Hence performance analysis can be
separated into multiple thought process such as ‘Quality of work’ and ‘Quantity of work’. These
groups are used in fuzzy reasoning to determine intermediate parameter ‘Work‘. Similarly,
‘Reliability’ and ‘Relationship’ are used in fuzzy reasoning to determine intermediate parameter
person’s ‘attitude’ and then both group ‘work’ and ‘attitude’ are combined in second stage to
build work–attitude analysis which is then finally combined with regulatory requirement like
‘safety’ to generate overall performance rating. This process is known as stage-wise fuzzy
reasoning where it will be possible & flexible to give different degree of weight to different
performance groups.
The proposed application of multifactorial evaluation was designed to be as a demonstrative
example that inspires the application of one of the fuzzy set theory in the multi-criteria
performance appraisal system [3]. Accordingly, a performance appraisal system has been
developed using performance appraisal criteria from information and communication based
company in Malaysia. The system uses multifactorial assessment model in helping top-level
management to evaluate their subordinates.
In [4], alternative technique of handling different kinds of vague data was proposed. It is
reasoning based on fuzzy models that replicate the way the people meditate and make judgments.
As result of evaluation, discrepancy in outcome is observed between classes using traditional
non-fuzzy method and the new proposed fuzzy method. As the non-fuzzy traditional methods
follow the exact mathematical rules, the assessment with fuzzy logic provides excellent flexibility
in the appraisal process. The fuzzy logic was utilized as calculating technique to appraise the
student’s academic performance.
Performance appraisal is essential for evaluating the employee’s contribution to the organization.
Most of performance appraisal criteria are based on both quantitative and qualitative elements.
The proposed fuzzy assessment methodology [5] specifies substantial assessment parameters and
presents system architecture that establishes a reliable assessment standard for smoothing a
decision process. It is comprehensive method for managing vagueness inherent in performance
appraisal.
Approach based on the fuzzy analytic hierarchy process (FAHP) and balanced scorecard (BSC)
was proposed to appraise the performance of IT department in the manufacturing industry in
2
3. International Journal of Computer Science & Information Technology (IJCSIT) Vol 6, No 4, August 2014
Taiwan [6]. In this proposed approach; the financial, customer, internal business process, and
learning and growth, and corresponding performance indicators were established as four major
perspectives of the BSC and the analytic hierarchy structure. Due to involvement of uncertainty,
fuzziness and ambiguity in human decision-making, the FAHP is accepted and utilized to solve
this problem. The solution was facilitated by developing a well-organized and efficient FAHP
information system. The results provide guidance to IT departments such as “internal business
process and customer have higher weightings”.
Employee performance assessment is originated to get an insight and understanding of the
employee contribution to the organization [7]. The main objectives of performance assessment
are to reward an employee who achieves the organizational goals and to determine which goals
are not fulfilled, and to maintain plans to make sure they are achieved in future. The analytic
hierarchy process (AHP) is used to calculate employee performance based on unquantifiable and
subjective criteria such as planning, discipline, thinking, communication, commitment and
teamwork. Each criterion has been divided into sub criteria and pairwise assessments are
performed. The overall ratings of the employees are acquired based on the results calculated from
AHP.
3. RESEARCH QUESTION/HYPOTHESIS/PHILOSOPHY
3.1 Question
The most important question that will be focused in this paper is how to accurately compute the
overall rating of employee performance using the objectives setting & appraisal method. There
are also extra sub-questions which are stated as follows:
1. What are the objective & subjective critical elements that will be used to measure the employee
performance?
2. What is the inference approach that will be utilized to calculate the overall rating according to
several critical elements weights?
3. What is the difference between overall rating using traditional evaluation approach and overall
rating using fuzzy logic approach?
3.2 Hypothesis
The fuzzy set theory offers a suitable solution to handle the subjective and qualitative critical
elements of human judgment. Multi hierarchy process can be used to distribute different critical
elements weight to generate the overall rating evaluation. The critical elements definition and
related distributed weights are based on the assumption that this information is available from
human experts in related area.
3.3 Philosophy
The philosophy behind the proposed model is to find a mechanism to improve the employee
performance by continuous employee evaluation [8]. The output information of this proposed
model is producing the following functions:
Between-person growth: such as Salary increase, promotion and termination.
Within-person growth: performance response, recognition of employee strengths/weaknesses,
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and recognition of employee training needs.
Systems maintenance: development of organization objectives, human resources planning,
and recognition of organizational training objectives)
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4. METHODOLOGY
The Type-1 fuzzy logic was used in this paper. This is a popular computing framework based on
the concepts of fuzzy set theory, if-then rules, and fuzzy reasoning. The basic structure of type-1
fuzzy inference system consist of three conceptual components: rule base, data base (defining
membership function), and reasoning mechanism as explained in details in the next sections.
Also, MS Access database was used to maintain the data, build the inference logic and develop
all setting user interfaces.
5. SYSTEM COMPONENTS
5.1 Structure of a fuzzy logic controller
In this paper we are using the Mamdani model [9] which is one of the most common fuzzy
inference techniques. It takes crisp inputs and produces crisp outputs. It performs this depending
on user-defined fuzzy rules on user-defined fuzzy variables. The philosophy behind using a
Mamdani rule base to model crisp system behavior is that the rules for many systems can be
easily described by humans in terms of fuzzy linguistic values. Thus we can effectively model a
complex non-linear system, with common-sense rules with fuzzy variables. Figure 1 shows our
fuzzy logic controller (FLC) structure. Below are the main steps in this model:
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Figure 1: FLC structure
Step 1: Fuzzification
The first step is to take the crisp inputs and determine the degree to which these inputs belong to
each of the appropriate fuzzy linguistic values (see Figure 18).
Step 2: Rules evaluation
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The fuzzified inputs are applied to the antecedents of the fuzzy rules. If a given fuzzy rule has
multiple antecedents, the fuzzy operator (AND or OR) is used to obtain a single number that
represents the result of the antecedent evaluation (see Figure 20).
Step 3: Aggregation of the rule outputs
The membership functions of all rule consequents previously clipped or scaled are combined into
a single fuzzy set (see Figures 10 and 11).
Step 4: Defuzzification: The most popular defuzzification method is the centroid technique (see
Figure 12).
5.2 System Components List
The implemented system shown in figure 2 has the following components:
- Inference System (Compute the output of the Mamdani model)
o Compute the Relations using MIN Operator. (method 1)
o Compute the Relations using algebraic product (method 2).
o Compute the outputs using the compositional rule of inference (Inputs o Relation)
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with Sup-min operator (method 1)
o Compute the outputs using the compositional rule of inference (Inputs x Relation)
with Sup-product operator (method 2)
o Compute the final output by aggregate the outputs using Max operator (method 1)
o Compute the final output by aggregate the outputs using the Additive operator
(sum) (method 2)
o Compute the final output defuzzification using centroid for both methods 1&2.
- Performance Criteria Setting
o Criteria
o Criteria type
o Linguistic Variable (Scale)
o Membership function
o FIS Methods Setting (aggregation, defuzzification, etc.)
- Define Functional Rules & rules Report
- Employee Performance assessment Sheet & Evaluation Report
- Employee Master data
o Employee Personal data
o Appraiser
o Position
o Nationality
o Position
o Division
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6. PROCESS WORKFLOW
Figure 2. Performance Appraisal System
The swim lanes process mapping technique (cross-functional flow map) is used in this
application. The process workflow of performance Appraisal System in figure 2 shows
who/where the processes will be performed. Therefore, it's simple to map out the whole process,
the roles, responsibilities and the inter dependencies of a given individual or department.
7. DATA MODELING
Figure 3 describes the general overview of the performance appraisal system application data
modeling (entities join relations, etc.).
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Figure 3. Data Modeling
8. DETAIL SYSTEM COMPONENTS
This section demonstrates the application sub programs as shown in figure 4 and related
functions. The software implementation for this system application consists of five main
modules. Each one of those module contains several applications as follows:
a. Inference Engine/System (Compute the output of the Mamdani model)
b. Performance Criteria Setting
c. Setting Functional Rules & Rules Report
d. Employee Performance Assessment Sheet & Evaluation Report
e. Employee Master Data: Performance Criteria Setting
Figure 4. Main Menu
More details will be presented for each one of these modules in the following sections.
8.1 Inference Engine/System
It consists of several sub-modules. Each sub-module computes one step in order to get the final
result of the Mamdani model. The inference engine module performs the following functions as
shown in figure 5:
i. Compute Relation (Min Operator): This process computes the relations using MIN Operator.
(method1, see figure 6 and figure 6.1) or
ii. Compute Relation (Algebraic product): This process computes the relations using algebraic
product (method2, see figure 7 and figure 7.1)
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iii. Compute Input (Input o R): This process computes the outputs using the compositional rule
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of inference (Inputs o Relation) with Sup-min operator (method1, see figure 8) or
iv. Compute Input (Input x R): Compute the outputs using the compositional rule of inference
(Inputs x Relation) with Sup-product operator (method2, see figure 9)
v. Aggregation (Max operator): This process calculates the final output by aggregating the
outputs using Max operator (method1, see figure 10) or
vi. Aggregation (Additive operator): This process calculates the final output by aggregating the
outputs using the Additive operator, the sum. (method2, see figure 11)
vii. Defuzzification: This process computes the final output defuzzification using centroid for
both methods (method1 & method2, see figure 12)
Figure 5. Inference Engine – main menu
Figure 6. Compute Relation for Rule1 (Min operator)
Figures 6 and 6.1 explain how the software application combine and compute more than one
antecedent in rules and how to use this result to compute the relation between linguistic values in
antecedents and consequent using the min operator to construct the Cartesian product.
Examples1 and 2 are given below to demonstrate the process of computing relations for rule1 and
rule10 from the fuzzy rule base shown in figure 20.
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Example 1, for rule 1 that was defined in the rule setting sub-module as shown in figure 20 as
follows: If (Achieving Work Target) is (E: Poor Performance/Unsatisfactory) THEN (Work
Achievement) is (E: Poor Performance/Unsatisfactory).
Step1: Computation of antecedent-1 AND Antecedent-2 - Since rule1 has only one antecedent
with value (E), then the combination of antecedents’ part is computed as follows:
{(1, 1) (2, 0.5) (3, 0) (4, 0) … (12, 0)}
Step2: Relation Computation (R)
In this step construct the relation between linguistic values in the antecedents and Consequence
using Cartesian product (min-max),
Then, the relation for rule1 =
({ (1,1) (2,0.5) (3,0) (4,0) (5,0) (6,0) (7,0) (8,0) (9,0) (10,0) (11,0) (12,0) } {
(1,1) (2,0.5) (3,0) (4,0) (5,0) (6,0) (7,0) (8,0) (9,0) (10,0) (11,0) (12,0) })
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1 2
= ଵଶ
ቂ 1 0.5
0.5 0.5
ቃ
Example 2, for rule10 that was defined in the rule setting sub-module as shown in figure 20 as
follows: IF (Achieving Work Targets) is (C: Meets Job Requirements-Average Performance)
AND (Contributing to teamwork) is (C: Meets Job Requirements-Average Performance) THEN
(Work Achievements) is [C: Meets Job Requirements-Average Performance)]
Step1: Computation of antecedent-1 AND antecedent-2 - Since rule1 has two antecedents with
value (C & D), then the combination of antecedents’ part will be computed as follows:
{(1, 0) (2, 0) (3, 0) (4, 0.5) (5, 1) (6, 0.5) (7,0) (8,0) (9,0) (10,0) (11,0) (12, 0)}
Step2: Relation Computation (R)
In this step construct the relation between the computation result of linguistic values in the
antecedents and Consequence using Cartesian product (min-max),
Then, the relation for rule10 =
({(1, 0) (2, 0) (3, 0) (4, 0.5) (5, 1) (6, 0.5) (7,0) (8,0) (9,0) (10,0) (11,0) (12, 0)} {(1, 0) (2,
0) (3, 0) (4, 0.5) (5, 1) (6, 0.5) (7,0) (8,0) (9,0) (10,0) (11,0) (12, 0)} =
4 5 6
456
0.5 0.5 0.5
0.5 1 0.5
0.5 0.5 0.5
൩
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Figure 6.1. Compute Relation for Rule10 (Min oper)
Figure 7. Compute Relation for Rule1 (Algebraic Product)
Figures 7 and 7.1 explain the same function using the algebraic product.
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Figure 7.1. Compute Relation for Rule10. (Algebraic Product)
Figure 8. Compute (Input o Relation)
Figure 8 uses the compositional rule of inference with sup-min operator to produce input for each
rule (i.e. y1 for rule1, y2 for rule2 etc.)
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Figure 8. Compute (Input x Relation)
Figure 8 uses the compositional rule of inference with sup-product operator, the output y1, y2,
y3… y32. From the first rule, second rule, etc.
Figure 10. Aggregation (Max Operator)
In figure 10, the application computes the final output for this model by aggregating all the
outputs from y1, y2… and y32 using max operator.
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Figure 11. Aggregation (Additive Operator)
Figure 11 explains the final output after aggregation of outputs from (y1, y2… y32) using the
additive operator (sum).
Figure 12. Defuzzificction
Figure 12 shows how the system computes and explains the defuzzification process to get the
final crisp result.
The system uses min operator and algebraic product to construct the Cartesian product in
method1 and method2, respectively. Also, the system computes the compositional rule of
inference with the sup-min operator and sup-product for method1 and method2 respectively. For
aggregation, the system uses the max operator for method1 and additive operator for method2.
8.2 Performance Criteria Setting
This module performs the following function as shown in figure 13:
i. Define Appraiser (Figure 14)
ii. Define Criteria Type (Figure 15)
iii. Define Evaluation Criteria (Figure 16)
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iv. Define Scale (Linguistic Values – Figure 17)
v. Define Membership function (Figure 18)
vi. Define Setting Functional Rules & rules Report (Figures 19 and 20)
Figure 13. Main Performance Criteria Setting
Figure 14. Appraiser
Figure 15. Criteria Type
In this application HR admin will be able to define Criteria type’s master data such as projects &
soft skill. Appraisal & objectives setting is one of the appraisal method uses to evaluate employee
where you need to define two types of criteria: the employee objectives/projects for the specific
period of time and the general requirements of employee soft skill. Figure 15, enables the HR
admin to define the criteria type.
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Figure 16. Evaluation Criteria
In this application HR admin will be able to define the both types of criteria: The first type is
fixed criteria and use for all employees (soft skill). The second one is related to specific employee
annual planned projects, which will be changed every year.
Figure 17. Scale (Linguistic Values)
In this application HR admin will be able to define the scale of the proficiency level which will
be used to evaluate the each criteria and the final employee evaluation.
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Figure 18. Membership functions
This part of application allows you to set the degree of membership for each linguistic value.
Also, it generates the required membership degree graph for all linguistic values as shown in
Figure 18.
Figure 19. FIS Methods Setting (aggregation, defuzzification, etc.)
Fuzzy inference system (FIS) method window in figure 19 allows you to set the calculation
methods.
8.3 Setting Functional Rules & Rules Report
The fuzzy inference engine (algorithm) combines fuzzy IF–THEN rules into a mapping from
fuzzy sets in the input space X to fuzzy sets in the output space Y based on fuzzy logic principles.
In this window, HR Admin will be able to maintain all fuzzy related rules that were defined by an
expert. In our design, we used stage-wise fuzzy reasoning (group related critical factors). For
example; the element like ‘Contributing to teamwork’ & ‘Achieving Work Targets’ are combined
to reflect ‘Work Achievement’.
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Figure 20. Rules setting main menu and Rules report
8.4 Employee Performance Assessment Sheet & Evaluation Report
Figure 21. Employee Performance assessment Sheet
Figure 21 shows the module that allows appraisers (managers/supervisors) to evaluate their
subordinates as per agreed criteria and setting planned objectives. Figure 22 shows a sample
appraisal report for an employee.
Figure 22. Appraisal Report
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8.5 Employee Master Data: Performance Criteria Setting
Personal Detail: In this part of the application, HR admin will be able to maintain the basic
employee information (Employee Detail, Position, Division, Nationality, Appraisers as can be
seen in figures 23-26).
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Figure 23. Position Detail
Figure 24. Division
Figure 25. Nationality
Figure 26. Employee Detail
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9. FUTURE WORK
Develop module to analysis the students’ outputs using similarity measures such as Cosine
similarity and max-min similarity measures. Also extend the system to use combination of more
than one input.
10. CONCLUSION
This paper presented a fuzzy logic controller system for performance appraisal. The system has
been implemented using MS Access database which was used to maintain the data, build the
inference logic and develop all setting user interfaces.
The system is fully parameterized where the user will be able to select and change several
parameters such as critical elements, fuzzy method and membership function.
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