<![CDATA[Selecting the best-performing honorary employee is a multi-criteria decision-making problem because employee performance is influenced by several criteria with different levels of importance. This study aims to conduct a comparative analysis of objective weighting approaches in the Weighted Aggregated Sum Product Assessment (WASPAS) method for evaluating honorary employee performance and examining the stability of the resulting rankings. Eight alternatives, namely HE-A to HE-H, were evaluated using five criteria: Work Performance, Discipline, Cooperative Ability, Initiatives and Problem Solving, and Communication Skills. Twelve objective weighting methods, namely Entropy, G2M, RECA, LOPCOW, CRITIC, MEREC, WENSLO, LOGSTA, LODECI, ITARA, SITDE, and DAM, were independently applied to determine criterion weights. The resulting weights were then integrated into WASPAS to generate alternative rankings under different weighting scenarios. The results show that HE-F consistently achieved the first rank across all objective weighting approaches, while HE-E consistently occupied the eighth position. The ranking comparison further indicates that most methods produce ranking patterns close to the original ranking, although MEREC introduces greater changes in several alternative positions. Spearman rank correlation analysis confirms a strong consistency of the resulting rankings, with the highest correlation obtained by LODECI, SITDE, and DAM at 0.9524, followed by G2M and CRITIC at 0.9286 and MEREC at 0.9048. Overall, the findings demonstrate that the combination of objective weighting approaches and WASPAS provides a reliable framework for employee performance evaluation, while comparative correlation analysis can be used to assess ranking stability and robustness across different weighting perspectives.]]>
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