文档介绍：基于AHP的企业绩效考核系统
摘要:人们在进行社会的、经济的以及科学管理领域问题的系统分析中,面临的常常是一个由相互关联、相互制约的众多因素构成的复杂而往往缺少定量数据的系统。层次分析法为这类问题的决策和排序提供了一种新的、简洁而实用的建模方法。
层次分析法是对一些较为复杂、较为模糊的问题作出决策的简易方法,它特别适用于那些难于完全定量分析的问题。它是美国运筹学家T. L. Seaty 教授于70年代初期提出的一种简便、灵活而又实用的多准则决策方法。
用层次分析法,可以较好解决企业绩效考核中对象复杂、指标众多而难以平等评价的问题。本文针对某企业的实际情况,给出了使用层次分析法进行指标层次结构划分、指标量化与检验、建立合理的考核体系的具体过程,并给出了算法的程序实现,从而为企业绩效考核提供了一种新思路。
关键字:绩效考核层次分析指标量化
Design Of Enterprise Performance Appraisal System
Based On AHP
Abstract:When people systematically analyse the social,economic and scientific problems,we are facing plexity but always lacking of quantitative data system,which prised of many interrelated and mutual restrained provides a sort of new,simple and practical modeling method for these issues.
AHP is an easy way to make a decasion for plicated and ambiguous is particular effective for these issues ,which could not pletely quantitative was a simple,flexible and practical method of multi-criteria decision making,proposed by an . operational research expert, T. L. Seaty in the early 70s.
Using AHP,you can sought a better solution for the problems ,for example objects plex and the difficulty in equal assessment for the multiindex in corporate at a business reality,this article shows the specific procedure of using AHP to indicate the division of structual levels, quantitative indicators and inspection operations,the establishment of fair evaluation of specific procedure,and give a new algorithm to implement the procedures for the performance appraisal of a new thread.
Key Words:Performance appraisal Analytic hierarchy process indicator quantification
目录
1 概述 1
1
2
2系统分析 3
3
3
3
3系统设计 5
5
5
9
4 AHP在系统中的应用及实现 11
11
12
13
AHP算法的程序实现 14
5主要功能模块详细设计 18
18
18
19
19
22
24