Extended hamming distance method for measuring the perfomance of academic staff
This research presents an extended Hamming distance method in measuring the performance of the academic staff. Generally, performance appraisal is responsible in determining the employee works, in which involving in making personnel decisions and employee development. As this process can be used to...
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| Format: | Thesis |
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| Language: | English |
| Subjects: | |
| Online Access: | http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78195/1/Page%201-24.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78195/2/Full%20text.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78195/4/Rasyida%20Md%20Saad.pdf |
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| Summary: | This research presents an extended Hamming distance method in measuring the performance of the academic staff. Generally, performance appraisal is responsible in determining the employee works, in which involving in making personnel decisions and
employee development. As this process can be used to identify the performance of the employee, a proper method has to be applied in selecting the best employee performance. Multi criteria decision making (MCDM) method is one of the solution for
this problem. In this research one of the existing MCDM methods which is a Hamming distance method is extended. Inspired by the Canós algorithm, the extension of the existing algorithm is done. The use of subjective weight and fuzzy linguistic variables
are introduced in the newly extended method. The use of criteria weight is essential in evaluating the performance of the alternative. In addition, Shannon’s entropy concept is also applied to determine the most important criteria. Meanwhile, the use of fuzzy linguistic variables will help in dealing with subjective assessment. The extended Hamming distance method is presented in a well-built framework which also depicted in this research. A study case in one of the institute in Universiti Malaysia Perlis, which
is Institute of Engineering Mathematics in determining the best academic staff for three years, which are 2010, 2011 and 2012 is presented to validate the extended method. By utilizing the extended method, the most important criteria, the ranking of the academic
staff and problems regarding the ranking process for three years are identified. The
comparison between the final results of the extended method and TOPSIS method is
also done. Based on the final results obtained, it can be concluded that the results for the
criteria weight and ranking of the academic staff for the years 2010 and 2011 are
different than the year 2012. For the years 2010 and 2011, A22 is declared as the best
academic staff. Meanwhile, for the year 2012, the best academic staff is belong to A3.
C11 is declared as the most important criteria for the years 2010 and 2011. However, for
the year 2012, C6 is declared as the most important criteria. The similarity in the final
results between the extended method and TOPSIS method is also identified. Through
the application of the extended method it is hope to ease the difficulty in decision
making process especially in determining the best performance of the academic staff. |
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