An Analytical Employee Performance Evaluation Approach in Office Automation and Information Systems

An Analytical Employee Performance Evaluation Approach in Office Automation and Information Systems

Maryam Kalhori (University of Science and Culture, Iran) and Mohammad Javad Kargar (University of Science and Culture, Iran)
DOI: 10.4018/978-1-5225-0654-6.ch016
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With the extension of information technology, human resource management has experienced fundamental changes. One of the most important issues in human resource management is performance evaluation. Unlike number of studies in employee performance evaluation, there is a lack for systematic and quantitative approaches. Issues such as incomplete information, subjective and qualitative metrics, and also the difficulty of evaluating the performance are the main problems of this field. Hence, the current study exploits the capabilities of information systems and presents an approach for quantitative and automatic evaluation of employee performance in office automation systems. The results reveal the automatic employee performance evaluation system is a discrete dimension for employee performance evaluation systems.
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In general, recent researches attempt to remove the drawbacks of traditional evaluation methods (Deming, 1986; Manoharan, Muralidharan, & Deshmukh, 2009; Nudurupati, et al., 2011; Waldman, 1994) by implementing TOPSIS (Yue, 2014a), VIKOR (Park, Cho, & Kwun, 2013), non-parametric methods (Manoharan, et al., 2009), fuzzy neural network (Macwan & Sajja, 2013) and other ranking methods. Given that, evaluating and ranking performance evaluation systems are concerned with individual and personal factors, behavioral factors or the results; One of the difficulties of performance evaluation process is related to subjective judgment of the evaluators (Avazpour, et al., 2013) that is based on the past presuppositions. In this way some part of the data is always ignored either inadvertently or sometimes deliberately.

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