大多數的企業,為了降低人員培育的成本與避免管理觀念差異,在基層主管的人選,都會傾向由企業內部挑選表現優秀的作業人員。本研究以基層主管為研究對象,主要目的在於瞭解企業進行基層主管績效評估時,要以哪些構面與指標來進行評估,權重部份應該如何分配。藉由相關文獻探討與專家問卷,建立評估構面與評估指標,並以幾何平均值法整合專家意見,再運用模糊層級分析法(Fuzzy Analytic Hierarchy Process, FAHP),求取各構面與指標的權重值。研究結果顯示,基層主管評估構面的權重值以為人際關係構面(0.3840)為最高,依序為特質(0.2860)、概念(0.1468)、動機(0.0947)與技術(0.0884)。
In order to decrease the personnel cultivation costs and to avoid the differences in administrational concepts, most of the enterprises are apt to select internally the outstanding operational staff for the candidates of primary level supervisors. This study takes the primary level supervisors as the research target, and the main purpose is to understand when an enterprise in the process of performance evaluation for the primary level supervisors what are those phases and norms would be used and the weight-scale value be allocated. By way of exploration of both the relevant documentation archives and questionnaires from the experts to establish the evaluation phases and norms, this study uses the geometric mean to integrate opinions from the experts, and further using the Fuzzy Analytic Hierarchy Process to retrieve the weight-scale value for each phase and norm. This study result appears that the interpersonal relationship scored the highest (0.3840) for the weight-scale value of the primary level supervisors, and the followings in orders are trait (0.2860), concept (0.1468), motive (0.0947) and skill (0.0884).