A hybrid mathematical model for 360-degree performance appraisal; (Case study: National Iranian Productivity Organization)

Initially, Performance appraisal process was just carried out by the executive managers, but recently it has evolved into an evaluation process based on the opinion of different reviewers including: supervisors, collaborators, customers (subordinates) and the employees themselves (360-degree method). Therefore, it seems necessary to develop a unified model in which subjective assessments are weighted and aggregated based on different appraisal resources. So, the main purpose of this paper is to determine the criteria and to present the 360-degree appraisal mathematical model of the national productivity organization of Iran based on de Andrés et al. (2010). This paper is also designed to answer the following questions: 1) what is the type of 360 degree appraisal mathematical model? And 2) is there a significant difference between performance evaluation criteria of different organizational levels of national productivity organization of Iran? To answer stated questions, first the performance appraisal criteria are derived from the literature and are classified into four major categories composed of technical skills, human skills, conceptual skills (Katz’s classification) & individual characteristics,. Then, fuzzy AHP technique is utilized to calculate the importance of each appraisal criterion and each evaluation resource. Finally, personnel’s performance score is calculated on three scenarios through the aggregation mathematical model (using 816 models).The findings of this study indicate that the 360-degree appraisal mathematical model is a linear programming (LP) model. Yet, due to the various weights, performance appraisal criteria are different in each organizational level.