Ranking the Lack of Proper Conclusion of Employees’ Criteria by FAHP Method (Case Study: Iran Khodro Diesel Company)

Subject Areas : General Management

M. Panahi ¹ , M. Motaghi ² , A. Hamze Nejad ³

1 - Department of Management System and Productivity, Faculty of Industrial Engineering, Tehran South Branch, Islamic Azad University (IAU), Tehran, Iran.
2 - Department of Health Service Management, School of Management and Economics, Science and Research Branch, Islamic Azad University (IAU), Tehran, Iran.
3 - Department of Management System and Productivity, Faculty of Industrial Engineering, Tehran South Branch, Islamic Azad University (IAU), Tehran, Iran.

Received: 2013-09-30 Accepted : 2013-09-30 Published : 2013-01-01

Keywords: FAHP (Fuzzy Analytical Hierarc, EFQM, Employees results criteria, Employees’ criterion,

Abstract :

Introduction: human resource plays a very important role in the success or failure of a company. The weakness in conclusion of criteria of model EFQM (Employee's criteria and results) using FAHP method (Fuzzy Analytical Hierarchy Process) will be discussed here as Iranian organizations are usually weak in their results field. Method: the present study is an applied research. Procedure of doing this study was carried out in six main steps: in the first step, a questionnaire was distributed in a two- time sections, initial and final, among experts. In the second step, a graphic display of the subject is in form of hierarchy in which purpose, criteria and sub criteria are shown. In the third step, the obtained data from the experts was converted to pair matrix. In the forth step, incompatibility is calculated. In the fifth step, relative weight of criteria and sub criteria was measured and in the last step, final weight of criteria and sub criteria was measured. Findings: sub criteria of human resources which most affect the lack of proper conclusion for employees' criteria of results in model EFQM are as follow: Lack of proper assignment Decrease in attention and applying good knowledge management Low consideration to motivational systems proportioned to employee's groups Weakness in beliefs and support by superior management systems and performance management The most effective sub criteria of employee's results are: Weakness in measurement of motivational indices Lack of sufficient attempts to absorb trust of employees toward the organization (social capital) Results: Employees’ criterion influences the lack of proper conclusion of employees’ results in EFQM more than Employee's results criterion.