Employee Performance Evaluation Using A New Preferential Voting Process

The purpose of this study was to determine the comprehensive performance evaluation criteria to improve the performance evaluation system of employees using a new model of data envelopment analysis based on 360-degree evaluation for employee ranking.

In this study, first, performance evaluation criteria were identified by studying the research background. Questionnaires designed based on the opinions of twenty-five staff of the organization, three senior managers, ten professors with university experience and ten active and selected students of the university (a total of 48 people in a 360-degree structure) are completed and then using A new model of designed data envelopment analysis, employee ranking, was performed. Twelve performance evaluation indicators extracted from the research background by experts in four categories with the titles of service compensation system in the first category; Job security, perceived organizational justice, perceived organizational support, and physical working conditions in the second category; Job characteristics, job clarity and ability of employees in the third category and job feedback, job stress, organizational citizen behavior and motivation in the fourth category were ranked and documented using a linear optimization model based on the goal programming and policy. Data envelopment analysis resulted in a complete ranking for the staff of a university unit with 25 staff members.

Interpretation and analysis of structured results obtained from the use of data envelopment analysis policy based on 360-degree evaluation can be the basis for improving human resources and continuing periodic evaluation to continuously improve employee performance in the organization.

Originality/Value:

The present study can help their evaluations by using various indicators comprehensively as well as 360-degree approach and considering the external and internal challenges of the organization.