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<p>The effectiveness of services provided by bus-based public transport relies on maintaining a healthy and vibrant workforce, where performance evaluation and monitoring are important. The first phase of the study employs a multi-criteria decision-making (MCDM) approach, where interval-valued triangular fuzzy numbers (IVTFNs) are used to determine the relative weights of various criteria used in performance evaluation. Here, it is observed that the weights derived using the IVTFNs and based on the conventional Fuzzy AHP are similar. The second phase focuses on the ranking of 22 employees of a bus depot using the Modified Fuzzy VIKOR, where the ranks of employees computed using the weights assigned to criteria based on the IVTFNs and the conventional Fuzzy AHP are found to be similar. The sensitivity analysis performed in the third phase employs a ranking-change indicator which reveals that the computed ranks are relatively stable. The present study provides a framework for performing a hybrid MCDM analysis using IVTFNs that can perform better than the Fuzzy AHP in handling uncertainties in determining the importance of various criteria, along with the conflict-resolution capabilities of the Modified Fuzzy VIKOR that can also handle uncertainties in ranking. This approach enhances workers’ confidence in performance evaluation procedures.</p>

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A decision-making framework for employee evaluation in public transport based on interval-valued Fuzzy AHP, and Modified Fuzzy VIKOR

  • 期刊论文

  • 发表日期：

    2026年3月12日

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  • Susan Varghese,
  • Thiyagarajan Radha Ramanan,
  • Sreejith Sivasankaran Sivadasan Thambi,
  • Varghese George

摘要

The effectiveness of services provided by bus-based public transport relies on maintaining a healthy and vibrant workforce, where performance evaluation and monitoring are important. The first phase of the study employs a multi-criteria decision-making (MCDM) approach, where interval-valued triangular fuzzy numbers (IVTFNs) are used to determine the relative weights of various criteria used in performance evaluation. Here, it is observed that the weights derived using the IVTFNs and based on the conventional Fuzzy AHP are similar. The second phase focuses on the ranking of 22 employees of a bus depot using the Modified Fuzzy VIKOR, where the ranks of employees computed using the weights assigned to criteria based on the IVTFNs and the conventional Fuzzy AHP are found to be similar. The sensitivity analysis performed in the third phase employs a ranking-change indicator which reveals that the computed ranks are relatively stable. The present study provides a framework for performing a hybrid MCDM analysis using IVTFNs that can perform better than the Fuzzy AHP in handling uncertainties in determining the importance of various criteria, along with the conflict-resolution capabilities of the Modified Fuzzy VIKOR that can also handle uncertainties in ranking. This approach enhances workers’ confidence in performance evaluation procedures.