AHP and Extent Fuzzy AHP Approach for Prioritization of Performance Measurement Attributes

The decision to recruit manpower in an organization requires clear identification of the criteria (attributes) that distinguish successful from unsuccessful performance. The choice of appropriate attributes or criteria in different levels of hierarchy in an organization is a multi-criteria decision problem and therefore multi-criteria decision making (MCDM) techniques can be used for prioritization of such attributes. Analytic Hierarchy Process (AHP) is one such technique that is widely used for deciding among the complex criteria structure in different levels. In real applications, conventional AHP still cannot reflect the human thinking style as precise data concerning human attributes are quite hard to be extracted. Fuzzy logic offers a systematic base in dealing with situations, which are ambiguous or not well defined. This study aims at defining a methodology to improve the quality of prioritization of an employee’s performance measurement attributes under fuzziness. To do so, a methodology based on the Extent Fuzzy Analytic Hierarchy Process is proposed. Within the model, four main attributes such as Subject knowledge and achievements, Research aptitude, Personal qualities and strengths and Management skills with their subattributes are defined. The two approaches conventional AHP approach and the Extent Fuzzy Analytic Hierarchy Process approach have been compared on the same hierarchy structure and criteria set. Keywords—AHP, Extent analysis method, Fuzzy AHP, Prioritization.