Fuzzy subjective evaluation of Asia Pacific airport services

This paper presents a fuzzy decision-making model to determine the ranking of fourteen Asia Pacific airports based on the services provided to passengers. Airport services were represented by six attributes namely comfort, processing time, convenience, courtesy of staff, information visibility and security. Data for the attributes given by travel experts are in the triangular fuzzy number form. Based on fuzzy set and approximate reasoning, the model allows decision makers to make the best choice in accordance with human thinking and reasoning processes.The use of fuzzy rules which are extracted directly from the input data in making evaluation, contributes to a better decision and is less dependent on experts.Experimental results show that the proposed model is comparable to previous studies.The model is suitable for various fuzzy environments

Employee Quality of Life in Office Automation Through Service Innovation: A Fuzzy Approach

Managers have to make different decisions about using different types of information at the same time. Managing the performance of employees and quality of life in printing industries and Information Technology Parks, individually or collectively is an important aspect of decision making. Effectively managing an organization's human resources and evaluating employees to support personal development, improved organizational performance, and input into the organization's strategy depend on performance appraisals. This is due to the absence of quantitative and systematic techniques. The problems include improper data, qualitative and quantitative measurements, and the performance evaluation is the main task for the industrial sectors. Fuzzy control is used to calculate the overall achievement index by aggregating the performance results for some selected parameters and presenting them as numerical values, which will certainly facilitate the evaluation of the appraisal calculation of the human resources staff. Consequently, the current research utilizes the characteristics of data technologies and provides a method to quantitatively and automatically assess employee performance in office automation. The results show that an independent aspect of workplace performance appraisal is the automated employee performance appraisal system

Applying concepts of fuzzy cognitive mapping to model IT/IS investment evaluation factors

The justification process is a major concern for many organisations that are considering the adoption of Information Technology (IT) and Information Systems (IS), and is a barrier to its implementation. As a result, the competitive advantage of many companies is being put at risk because of management's inability to evaluate the holistic implication of adopting new technology, both in terms of on the benefit and cost portfolios. This paper identifies a number of well-known project appraisal techniques used in IT/IS investment justification. Furthermore, the concept of multivalent, or fuzzy logic, is used to demonstrate how inter-relationships can be modeled between key dimensions identified in the proposed conceptual evaluation model. This is highlighted using fuzzy cognitive mapping (FCM) as a technique to model each IT/IS evaluation factor (integrating strategic, tactical, operational and investment considerations). The use of an FCM is then shown to be as a complementary tool which can serve to highlight interdependencies between contributory justification factors

Study on Performance Appraisal Method of Vocational Education Teachers using PROMETHEE II

Evaluating vocational education teachers’ performance is an important link of teaching management and an important guarantee of improving teaching quality. In conducting teaching, research and community service, vocational education teachers should weight more on quality than quantity. In this context, individual habit reacts to the demanded jobs which are influenced by his/her knowledge, attitude, and skill. Teacher’s performance evaluation is nothing but a Multi Criteria Decision Making Problem (MCDM). There are several quality attributes that influence the efficiency of a potential vocational education teacher while guiding his/her students towards a positive and value added academic outcome. However, the importance of quality attributes may differ from individuals’ perspective. In other words, different attributes may have different weightage according to their priority of significance while evaluating quality/performance level of a vocational education teacher. This paper makes the vocational education teachers’ performance appraisal quantitative and determines the evaluation index based on academic performance. Criteria for performance are: teaching load, publication, research, conferencing, consultancy, services, teaching attitude, teaching content, teaching method, and teaching effect. The Analytic Hierarchy Process (AHP) and PROMETHEE (Preference Ranking Organisation METHod for Enrichment Evaluations) II analysis were used in performance appraisal. Application feasibility of this method approach and guidelines in solving such a multi-attribute decision making problem has been described illustratively in this paper. It is also observed that this MCDM approach is a viable tool in solving the teacher selection decision problems. It allows the decision maker to rank the candidate alternatives more efficiently and easily. Keywords: performance, teaching, Analytic Hierarchy Process, PROMETHEE II

Organizational energy: A behavioral analysis of human and organizational factors in manufacturing

This paper seeks to explore the behavior and embodied energy involved in the decision-making of information technology/information systems (IT/IS) investments using a case within a small- to medium-sized manufacturing firm. By analyzing decision making within a given case context, this paper describes the nature of the investment through the lens of behavioral economics, causality, input-output (IO) equilibrium, and the general notion of depletion of executive energy function. To explore the interplay between these elements, the authors structure the case context via a morphological field in order to construct a fuzzy cognitive map of decision-making relationships relating to the multidimensional and nonquantifiable problems of IT/IS investment evaluation. Noting the significance of inputs and outputs relating to the investment decision within the case, the authors assess these cognitive interrelationships through the lens of the Leontief IO energy equilibrium model. Subsequently, the authors suggest, through an embodied energy audit, that all such management decisions are susceptible to decision fatigue (so-called 'ego depletion'). The findings of this paper highlight pertinent cognitive and IO paths of the investment decision-making process that will allow others making similar types of investments to learn from and draw parallels from such processes

A Neural-CBR System for Real Property Valuation

In recent times, the application of artificial intelligence (AI) techniques for real property valuation has been on the increase. Some expert systems that leveraged on machine intelligence concepts include rule-based reasoning, case-based reasoning and artificial neural networks. These approaches have proved reliable thus far and in certain cases outperformed the use of statistical predictive models such as hedonic regression, logistic regression, and discriminant analysis. However, individual artificial intelligence approaches have their inherent limitations. These limitations hamper the quality of decision support they proffer when used alone for real property valuation. In this paper, we present a Neural-CBR system for real property valuation, which is based on a hybrid architecture that combines Artificial Neural Networks and Case- Based Reasoning techniques. An evaluation of the system was conducted and the experimental results revealed that the system has higher satisfactory level of performance when compared with individual Artificial Neural Network and Case- Based Reasoning systems

Teacher’s Performance Appraisal System Using Fuzzy Logic- A Case Study

Assessment of faculty performance is a significant element in enhancing the excellence of the work and improves their incentive to execute well. It also presents a basis for promotion and enhancing of an educational organization. Moreover teaching faculty are the most precious and active assets of an educational organization. This article presents a case study of a performance appraisal system, which deals the faculty’s qualitative actions in fuzzy parameters to evaluate their performance in an Institute. The method constitutes of collection of fuzzy appraisals from immediate supervisors/in-charges, then transforms the linguistic appraisals into fuzzy numbers and calculates a performance evaluation score of the faculty. This case study promotes understanding, further feasible modifications and usage of the fuzzy performance appraisal system in reputed Educational organizations which will surely satisfy the actual purpose of faculty self appraisal with complete, accurate and unbiased information

An Integrated Conceptual Model of Performance Appraisals and Succession Planning using Multi valued Evaluation

The quality of Human Resource and leadership are the two important determinants that determine the success of an organization. Though many organizations asserts that people are their most valuable asset, still very few organizations follows a structured approach for proper talent management i.e. the anticipation of needed human capital in organization, with appropriate system for retaining and rewarding their workforce. The paper proposes a model for performance based Succession Planning(SP) and Performance Appraisals (PA) on the basis of ordinal scale of measurements using expert opinion in terms of linguistic variables such as excellent performance high performance, Moderate and poor performance. The model presented in this paper is an attempt to help organizations in identifying and developing successors for the key position using data gathered through performance appraisals that will help in evaluating the performance of an employee using specific performance appraisals criteria. The proposed model will be beneficial for organizations in strategically identifying and developing required talent pool within the organization for internal promotions through performance appraisal reviews and competency assessments using fuzzy logic, multi valued evaluation model