Weighting employee's performance appraisal indicators aiming intellectual capital development in public sector organizations

Intellectual capital (IC) was being recognized as a determining factor in success or failure of an organization and organizations are trying to find a good niche in competitive fields via the resource-based view. This paper's aim is weighting and prioritizing employee's performance appraisal indictors that have most effect on IC development in public sector organizations. For this, most important influential criteria for developing IC are investigated and a new hierarchical structure for this development is proposed. Then employed analytical hierarchical possess method to such goal. A sample (N=52) of scholars and practitioners involved in performance appraisal systems was used as expert poll in this research. Findings suggest that for develop human capital, the indicator of proficiency, for organizational human capital, the indicator of interpersonal relation and for develop relational capital, the indicator of customer service have most effective role. All in all indicator of proficiency was recognized as the most effective indicator for IC expansion.

Keywords:

Intellectual capital development , Employee's performance appraisal , Analytical hierarchy process , Public sector organizations