Abstract:

Performance Evaluation is a process that measures the achievements of employees in a certain period of time, the attitudes and behaviors at work, to determine their personal qualities, the contributions of personnel to the success of the employer. Performance appraisal is one of the most important dimensions of performance management. As a result it is necessary for organizational managers to know the performance appraisal methods and to have necessary knowladge and skills to become as an effective organizations. Although performance appraisal is one of the most important functions of human resources management, it can not be said that the organizations have obtained the full benefit from performance appraisal system as they expected. A variety of performance evaluation methods have been defined and implemented in the literature. It has been observed that in traditional methods, employees are awarded points according to certain criteria and a evaluation is made in the form of a comparison of the averages or the totals of these points. In this study, the TOPSIS method, which is a different approach for calculating the performance score, is proposed. In this study, it is aimed to compare the effectiveness of the TOPSIS (Technique for Order of Preference by Similarity to Ideal Solution) of the multi-criteria decision making with the traditional evaluation method in the performance evaluation process. In this context, the ranking results obtained by the performance evaluation results of 16 employees working in the quality control department in the production operation in the automotive sector in 2016 according to the traditional evaluation method and the TOPSIS method were compared. There are some differences seen in the order in which the TOPSIS method reveals that the managers are doing with average scores. Instead of directly averaging, it would be more accurate to determine the ordering with TOPSIS.

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