毕业设计(论文)-基于AHP的企业绩效考核系统.docVIP

潍 坊 学 院 本 科 毕 业 论 文 摘 要 PAGE 34 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 an complexity but always lacking of quantitative data system,which is comprised of many interrelated and mutual restrained factors.AHP provides a sort of new,simple and practical modeling method for these issues. AHP is an easy way to make a decasion for some complicated and ambiguous problems.It is particular effective for these issues ,which could not be completely quantitative analysed.AHP was a simple,flexible and practical method of multi-criteria decision making,proposed by an U.S. operational research expert, T. L. Seaty in the early 70s. Using AHP,you can sought a better solution for the problems ,for example objects in complex and the difficulty in equal assessment for the multiindex in corporate performance.Targeting 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 潍 坊 学 院 本 科 毕 业 设 计 目录 TOC \o 1-2 \h \z \u HYPERLINK \l _Toc263317824 1 概述 PAGEREF _Toc263317824 \h 1 HYPERLINK \l _Toc263317825 1.1前言 PAGEREF _Toc263317825 \h 1 HYPERLINK \l _Toc263317826 1.2开发及运行环境 PAGEREF _Toc263317826 \h 2 HYPERLINK \l _Toc263317827 2系统分析 P