人力資源管理為國防管理之要務，而國軍軍官考績評鑑作業不僅為人事作業之核心，更是國防管理實務之重要課題。國軍績效考核制度行之多年，主要以續等的強迫分配、三級審核來進行績效評估的作業。續效評估的指標包含了一些具體可衡量的數量性指標，也不避免包含了難以具體衡量的定性評估其中或多或少涉及主觀的評價與判斷，再加上個人價值觀與認知的差異，都限制了績效評估制度的公平與公正性。本研究參考徐村和、楊宗欣，「大專院校新聘教師評選模式─模糊多準則決策」及張正文，「模糊多屬性決策分析─一種簡單群體決策方法評估武器系統」，加以修正，提出建立三角模糊數，以幾何平均數法求得次準則模糊評估集，其次，以模糊群體決策之方法求得準則模糊權重值，進而加以整合運算以模糊數排定績等。在個案研究上以四位軍官為例進行實證研究。研究結果顯示此一提出的方法可以做為決策者在實施軍官考績評鑑時的參考。

Human resource management is one of important affairs of national defense management. Furthermore, the operational tasks of military officer's evaluation are the core of personnel management that divided into two parts of compulsory distribution and three-level evaluation process based on some sort of evaluation credits. The index of performance evaluation contains some countable mathematical index; however, some problems about qualitative evaluation are inevitable in the process of evaluation. There are some reasons, for example, subjective judgement and preference from superior officer and the difference among individual's cognition. This research expects to Fuzzy multi-criteria decision making method, adapted to geometric mean method to get the fuzzy rating of sub-criteria, furtherrmore, using fuzzy group decision making method to get the fuzzy rating of criteria, for aggregating the operation to rank aggreated fuzzy numbers. For practical application, this research investigates military official performance evaluation for four officers, Finally , we propose the Fuzzy multi-criteria decision making method which can be applied by decision makers in military official performance evaluation