目录
摘 要 III
ABSTRACT IV
第一章 文献综述 1
1 国内相关图书、期刊研究综述 1
2 国外相关期刊研究综述 2
3 国内相关学位论文研究综述 3
第二章 引言 5
1 研究背景与意义 5
1.1 背景 5
1.2 意义 5
2 研究思路与论文结构 5
2.1 研究思路 5
2.2 论文结构 6
第三章 相关理论与方法概述 7
1 企业员工绩效考核简介 7
1.1 绩效评估方法现状及存在的问题分析 7
2 层次分析法（AHP）简介 8
2.1 层次分析法一般步骤 8
3 模糊综合评价法简介 9
3.1 模糊综合评价法一般步骤 10
第四章 AHP模糊综合评价模型构建与应用 11
1 层次分析模型构建与应用 11
1.1 建立该企业员工绩效考核指标的评价体系 11
1.2 构造两两比较判断矩阵 12
1.3 确定各级指标权重 12
1.4 获得该企业员工绩效考核体系的权重排序表 13
1.5 一致性检验 14
2 模糊综合评价模型构建与应用 18
2.1 构建员工A的模糊综合评价模型并得出其在公司表现 18
2.2 构建员工B的模糊综合评价模型并得出其在公司表现 20
2.3 构建员工C的模糊综合评价模型并得出其在公司表现 22
3 对于AHP模糊综合评价模型的小结 24
第五章 结论与展望 26
1 结论 26
1.1 AHP模糊评价法的优势所在 26
1.2 AHP模糊评价法的局限性 26
2 展望建议 27
2.1 从员工思想上转变其对绩效评估考核的态度 27
2.2 从企业文化上提升企业凝聚力 27
2.3 完善企业绩效评估考核管理制度 28
参考文献 29 *51今日免费论文网|www.51jrft.com +Q: ^351916072# 

致 谢 31
目录
表31比例标度法的含义 8
表41某企业员工绩效考核指标表 11
表42判断矩阵V及权重表 12
表43判断矩阵V1及权重表 13
表44判断矩阵V2及权重表 13
表45判断矩阵V3及权重表 13
表46判断矩阵V4及权重表 13
表47员工绩效考核体系的权重排序表 14
表48 判断矩阵V与其权重以及一致性检验的结果表 15
表49 判断矩阵V1与其权重以及一致性检验的结果表 16
表410判断矩阵V2与其权重以及一致性检验的结果表 16
表411判断矩阵V3与其权重以及一致性检验的结果表 16
表412判断矩阵V4与其权重以及一致性检验的结果表 16
表413员工绩效考核体系的最终权重排序表 17
表414员工A单因素评价结果统计表 18
表415员工B单因素评价结果统计表 20
表416员工C单因素评价结果统计表 22
基于AHP模糊综合评价法的企业员工绩效考核研究
摘 要
引言
RESEARCH ON ENTERPRISE STAFF PERFORMANCE APPRAISAL BASED ON AHP FUZZY COMPREHENSIVE EVALUATION METHOD
ABSTRACT
The key point of enterprise management lies in the effective use of human resources, and the performance appraisal mechanism is an important way to evaluate the staff’s performance ability in the actual work and the ability to get along with colleagues, it can help companies figure out whether employees are the people they need and whether they meet current job requirements. It can also help employees to recognize their own disadvantages and advantages, develop their strengths and avoid their weaknesses, better selfimprovement, and promote the rapid development of enterprises. Based on the literature research and practice at home and abroad, this paper puts forward the most frequently used performance evaluation mechanism and the existing defects, such as: difficult to determine objectives, too single evaluation index, not in line with the actual situation of enterprises. This paper puts forward the method of analyzing the predicament: AHP Fuzzy Comprehensive Evaluation method. AHP fuzzy comprehensive evaluation method is a combination of AHP and fuzzy comprehensive evaluation method, which is based on qualitative analysis to further Quantitative analysis. By constructing the AHP Fuzzy Comprehensive Evaluation model, it provides a relatively objective basis for the performance evaluation mechanism of the enterprise staff, and eliminates the subjectivity of the appraiser in the evaluation process to some extent. In this paper, AHP Fuzzy Comprehensive Evaluation method is introduced to study the performance evaluation of specific cases in the process of practice, starting from the actual problems, through the establishment of the model, to find out the shortcomings and the main points that need to be modified, and to put forward suggestions for correction, in order to further improve the performance appraisal mechanism, so that the performance appraisal in the enterprise management plays the greatest role, to help enterprises optimize talent management, access to greater benefits.

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