人事考課へのAHPの応用について

Abstract

The result of the merit rating of an employee is used to determine not only his wage but also his task and role in his workshop. These will affect both the morale of the employee and the productivity of the workshop. Merit rating, therefore, is one of the most important job in any company, and every personnel should be accurately and fairly evaluated his ability and performance. However, the merit rating is not an easy task for managers, because of the difficulty of multifaceted evaluations of a person's ability and performance in his task. In some case, e.g. marketing or production department, the performance of an employee may not be so difficult to be evaluated if his own sales proceeds or production quantity are available. On the other hand, in the indirect department, it will be very difficult for he managers to evaluate an employee's performance. Because, the performance of the indirect labour are measured by some qualitative items, such as the responsibility to his job or ability to train his stuff members, which are difficult to be rated on the quantitative scales. AHP (Analytic Hierarchy Process), which was developed by T. L. Saaty, is one of most successful methods to solve such a qualitative decision making problem as an energy evaluation system or an investment planning system. In this paper, fundamental methodology to apply AHP to the merit rating is proposed, since the merit rating is one of the typical qualitative decision maping problem.