績效考核是現今人事管理範疇中最具關鍵性的環節之一，其功能有協助管理者達成俸給決定、人員升調任免、人才發掘培育及促進溝通協調等。尤其績效考核可以達成特定行政目的，如俸給調整、轉調、升遷或遣離等的目標，並且績效考核更具備了發展性功能，即可以將考核成績作為員工生涯規劃或發展之用，使員工瞭解自身工作內容或上級主管期待，從而調整工作方式以達成工作標準。然而，評估人員工作績效的方法或技術對於考績的正確性與公平性具有一定的影響，因此，考核的方法或技術若不被認同，則考核的結果勢必會受到批評與質疑。在探討績效考核這類具多目標決策的評量問題，由於利用模糊層級分析法進行績效考核時，可依照不同鼓勵對象與鼓勵程度給予不同重視度與值的設定，亦可為管理者建立適當的應用模式，使得企業方面可以更公平、正確的考核間接人員的工作績效並作為企業職員的生涯規劃或發展之用，如此可使間接人員瞭解其工作內容或管理者方面之期待而調整工作方式以求更加符合需要，進而提昇工作績效，提高公司的獲利與競爭能力。所以，本研究旨在針對M公司的間接人員（Indirect-labor；IDL），利用德菲法（Delphi Method； DM）進行群體意見的整合，建立生產製造、維修工程、製程工程等單位之主準則項目，並利用模糊層級分析法（Fuzzy Analytic Hierarchy Process；FAHP）計算各評估者的因素相對權重搭配指標設定及評核準則，最後再以標準常態分配作為分數轉化與排序的工具，消彌不同主管評分標準的差異，構成完整的績效考核機制，進而使不同部門人員，在進行績效考核分數排名時能更公平、客觀。

　　Performance appraisal is a key point of human resource management, and it has some functions to assist managers in employee payment regulation, promotion and dismission, staff training, and increasing communication. Performance appraisal not only achieves the special administrant aim like payment regulation, job rotation, promotion and dismission, but also has development of human resource. So performance appraisal can be used as the staff career planning, and let staff know job content or their chiefs’ expectation, and then improve working method. However, the method of performance appraisal shall affect accuracy and fairness of performance. If the method of performance appraisal isn’t consented to, the result of performance appraisal shall be doubted and criticized. Using Fuzzy Analytic Hierarchy Process to appraise performance with multi-objectives that can set up different values form different encouraged staffs and degree of encouragement, and also establish suitable model to appraise performance. Besides, appraising performance of indirect-labors correctly can be used as staff career planning and let them know job content or their chiefs’ expectation, and then improve working method to raise performance and competition of company. Therefore the research is based on indirect-labor (IDL) of M company, firstly using Delphi Method (DM) to integrate mass opinions to make main regulation items of the departments of manufacture, machine engineering and process engineering. Secondly using Fuzzy Analytic Hierarchy Process (FAHP) to calculate the weight of factors index and appraisal rules. Finally using standard normal distribution to transfer scores and sort that can eliminate the difference from different chiefs’ appraisal, and establish more complete method of performance appraisal with fairness and objectivity for staffs from different departments.

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