「績效評估」是衡量員工的工作行為以做為往後員工發展的參考資訊。其中，績效評估方法被視為績效評估最關鍵的因素。當依照不同的工作屬性訂定出最適合的評估指標及程序後，必須要依據不同的指標進行人員績效的評估。一般而言，「績效評估」的程序通常會有多位主管對同一人員進行評估。當各級主管進行績效評估時，除非是員工直屬的主管才能較詳細的描述個別的績效表現，往上一級甚至二級的主管則較難詳細了解員工個別的績效。然而，大部份的績效評估表上，不同階級的主管均使用相同的評估尺度。因而，各級主管常常無法適切且有效的進行人員的績效評估。為此，本研究將運用「模糊二維語意變數」的運算法則，提出一個語意變數整合的模式，可讓績效評估者依照主觀判斷及實際情況選擇適合的評估語詞以有效進行人員績效評估，進而提高績效評估結果的可信度與接受度。

The employee performance evaluation is used to assess and criticize employee's work expression in a period. Performance evaluation is a duty for manager in human resource management. In general, managers are difficult to evaluate the performance of each worker under each criterion because the subjective judgments of managers are fuzziness in the evaluation process. A reasonable way for manager is to represent his judgment by semantic values in the systematic process of employee performance evaluation. Therefore, an integrated evaluation model of employee performance is proposed in this study by combining fuzzy set theory with linguistic variables. According to the results of demonstration analysis, the proposed model in this study is feasible and effective to evaluate the employee performance.