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Performance evaluation is an important part of human resource management and the core of performance management, so the choice of evaluation methods is essential. The common methods are graphic rating scale, force distribution, behaviorally anchored rating scale, management by objectives, 360-degree evaluation method and so on. But these methods can not better handle the ambiguity and uncertainties of the data. To avoiding this problem, this paper applies fuzzy ID3 algorithm which integrates the different fuzzy degree to employee performance evaluation, so that to achieve a more effective and distinct classification in employee performance evaluation and provide a reasonable foundation for implementing effective classification.
Li et al. (Sun,) studied this question.