scholarly journals Aplikasi Sistem Informasi Penilaian Kinerja Karyawan Menggunakan Metode Profile Matching Berbasis Web

2020 ◽  
Vol 12 (1) ◽  
pp. 59
Author(s):  
Mohamad Natsir ◽  
Yunita Sartika ◽  
Alamsyah .
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Data Storage ◽  
Employee Performance ◽  
Decision Makers ◽  
Sql Server ◽  
Profile Matching ◽  
Work Assessment ◽  
Long Time ◽  
Employee Data

Currently the work appraisal at the Company is still using a manual system. This makes it difficult for the Human Resources Department (HRD) to perform work assessment calculations more efficiently, because manual calculations take a long time and the HRD section also sometimes has difficulty finding employee data stored manually. In the problems faced by the Company, software development that supports the company's work assessment is done using the Profile Matching method, can help the HRD section oversee employee performance, and help decision makers at the Company based on work assessment. This application includes computerizing employee data, calculating employee work values according to criteria, and displaying work assessment reports. This application uses the PHP programming language and Microsoft SQL Server, as a data storage. Based on the results of tests conducted, 80% of users stated the features in the application were made useful in answering the needs of the company.Keywords: Performance appraisal, Work value calculation, HRD, Profile Matching, Application  Abstrak Saat ini penilaian kerja pada Perusahaan masih menggunakan sistem manual. Hal ini menyulitkan bagian Human Resources Department (HRD) untuk melakukan perhitungan penilaian kerja dengan lebih efisien, karena perhitungan manual memakan waktu lama dan bagian HRD juga terkadang kesulitan mencari data karyawan yang disimpan secara manual. Dalam permasalahan yang dihadapi oleh Perusahaan, maka dilakukan pembuatan perangkat lunak yang mendukung penilaian kerja perusahaan menggunakan metode Profile Matching, dapat membantu bagian HRD mengawasi kinerja karyawan, serta membantu pengambil keputusan pada Perusahaan berdasarkan penilaian kerja. Aplikasi ini meliputi komputerisasi data karyawan, penghitungan nilai kerja karyawan sesuai kriteria,dan menampilkan laporan report penilaian kerja. Aplikasi ini menggunakan bahasa pemrograman PHP dan Microsoft SQL Server, sebagai tempat penyimpanan data. Berdasarkan hasil pengujian yang dilakukan, 80% pengguna menyatakan fitur-fitur dalam aplikasi yang dibuat dinilai berguna dalam menjawab kebutuhan dari perusahaan.Kata kunci: Penilaian kinerja, Perhitungan nilai kerja, HRD, Profile Matching, Aplikasi

scholarly journals Employee Performance Assessment Decision Support Using Profile Matching Method Compared to Simple Additive Weight Addition at Dharma Buddhi University, Tangerang

bit-Tech ◽  
2019 ◽  
Vol 2 (1) ◽  
pp. 28-42
Author(s):  
Muhammad Subhana ◽  
Yakub Yakub
Keyword(s):  
Performance Evaluation ◽  
Decision Support ◽  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Ratings ◽  
Matching Method ◽  
Profile Matching ◽  
Weight Method ◽  
One Year

An employee performance evaluation of the Buddhist Dharma University is needed to see the potential of its human resources. To get an employee performance appraisal in one year requires a decision support system that is fast and measurable so that the information obtained is accurate. The method used in assessing employee performance uses profile matching and is compared with the SAW (simple additive weight) method so that the results can be properly compared. The purpose of employee appraisal is so that leaders can easily obtain information about employee performance ratings at Buddhii Dharma University. The results of the value using the profile matching method can be recommended for salary increases and positions of 4 employees. Which can be recommended for salary increases there are 17 employees and those who are not eligible for salary increases and positions are valued at 12 employees. And comparing with the Simple Additive Weight (SAW) method, there are 19 employees who are eligible to raise salaries and 14 employees who are not eligible to raise salaries and positions

scholarly journals Application for Employee Performance Assessment Using Profile Matching Method

SinkrOn ◽  
2019 ◽  
Vol 4 (1) ◽  
pp. 83
Author(s):  
Siti Aisyah ◽  
Windania Purba ◽  
Mawaddah Harahap ◽  
Amir Mahmud Husein
Keyword(s):  
Decision Support ◽  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Academic Research ◽  
Matching Method ◽  
Appraisal Process ◽  
Profile Matching ◽  
Calculation Results ◽  
Long Time

Human resources an important role for the agency. Good employee performance can provide a good image for the company. Many companies give rewards or rewards to their employees for their work performance. The assessment is done in addition to giving or appreciation as well as motivation for employees to work better. Problems that often occur in the employee appraisal process are the large number of employees and the criteria assessed and data processing are still in conventional process so that takes a long time and the results of the assessment are still not objective. To overcome, application was built could simplify the employee performance appraisal process. The method used is Profile Matching to assess and determine employees who excel. Factors or criteria used in the form of performance, discipline, honesty, years of service, cooperation. Profile matching is broadly the process of comparing the actual data value of a profile to be assessed with the expected profile value. Application is built based on web with PHP programming and MYSQL. To help the process of employee performance appraisal at Universitas Prima Indonesia. Collecting data in research using literature studies, observations, interviews, and sampling. Result the research is Profile Matching Method can be use for Decision Support System in determining employee achievement, with the highest calculation results in the sample data obtained by A3 and the lowest position obtained by A1. In academic, research can be an enrichment of teaching materials especially in subject of Decision Support Systems and information systems in general.

scholarly journals Identifikasi Kinerja Guru Dalam Menentukan Kualitas Mengajar Menggunakan Metode Profile Matching

2020 ◽  
Vol 1 (3) ◽  
pp. 172
Author(s):  
Fitri Pranita Basution
Keyword(s):  
Performance Appraisal ◽  
Teacher Performance ◽  
Educational Institution ◽  
Educational Institutions ◽  
Quality Of Education ◽  
Appraisal Process ◽  
Profile Matching ◽  
Long Time ◽  
Performance Appraisal Process

To determine the quality of teacher performance, an educational institution must conduct a process of evaluating the performance of its teachers. MTsS YASPI College Foundation Labuhan Deli is one of the educational institutions that always improves the quality of education in schools. Teacher performance appraisal at Labuhan Deli YASPI schools is still done conventionally, so there are many assessment criteria and it takes a long time to evaluate the teacher's performance. This study aims to optimize the teacher performance appraisal process to be faster and more precise. The method used is Profile Matching. The results of this study can determine the teacher's performance more precisely by 100%. So that this research can be recommended as an appropriate system in evaluating teacher performance in schools

scholarly journals Efektifitas Keputusan Manajemen Dalam Penilaian Kinerja Karyawan Menerapkan Metode Weigthed Product (WP)

2020 ◽  
Vol 4 (3) ◽  
pp. 612
Author(s):  
Tri Widayati ◽  
Nugroho Sumarjiyanto Benedictus Maria
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Government Agencies ◽  
Private Companies ◽  
Quality Of Work ◽  
The World ◽  
A Company ◽  
Business And Management

Performance appraisal of employees is an important thing to do by government agencies and private companies. It is useful to see, monitor the level and quality of work given by an employee to his company in order to create a company that is able to achieve the goals of each company by starting to do evaluation of HR (Human Resources) because in the business and management world says that a great company is a company that is able to manage its human resources. In employee performance appraisal, each company has their own way and certainly different in the actual practice of employee performance appraisal activities must be done properly and fairly as possible to eliminate social gaps in the world of work and reduce the occurrence of errors in granting an assessment of the performance of each each company employee and the results obtained after employees are given an assessment of their performance are expected to grow and influence the level of loyalty given by employees to the company and foster high self-motivation for the progress of the company itself. In evaluating employee performance, there are several tools that can be used, one of which is a decision support system that will process some of the criteria set by the company using the Weighted Product (WP) method

scholarly journals PENGARUH SELF EFFICACY TERHADAP KINERJA KARYAWAN

2016 ◽  
Vol 2 (2) ◽  
pp. 94
Author(s):  
Dila Agestian Cita LW
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Self Efficacy ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Strong Relationship ◽  
Interval Data ◽  
Research Use ◽  
Company Performance

Human resources have a major role in every activity of the company. The company's goal will be achieved by creating a good employee’s performance. One of the factors that affect the employee's performance is self-efficacy (a person's beliefs about the ability and chances to successfully achieve a certain task). Employees of the company should have high self-efficacy so it can improve the company performance because self-efficacy will encourage someone more eager to achieve optimal results in their performance. The good or poor employee performance can be determined by performance appraisal of employees based on the standard that has been set. The purpose of this research is to know employees self-efficacy, the employee's performance at PT Sandy Globlino (SND), and to determine the effect of self-efficacy to employees performance at PT Sandy Globlindo (SND). This research use probability sampling technique, with 101 samples and spreading questionnaire using a Likert scale with interval data (1-5) to get data. Methods of data analysis used in this research include the classic assumption test, descriptive analysis, correlation analysis, hypothesis testing, regression analysis, and coefficient determination. The results of this research is self-efficacy of employees at PT Sandy Globlindo (SND) has self-efficacy with levels of good or high, the performance of employees at PT Sandy Globlindo (SND) have levels of good or high, and the results show that there is a positive and strong relationship between self-efficacy to employees performance in PT Sandy Globlindo (SND) with a correlation value of 0.746. Other than that obtained results that Y = 31.328 + 0,746X which means that if self-efficacy increased one unit then the performance of employees will increase by 0.746 units. This research also obtained results that self-efficacy able to explain the performance of SND’s employees by 55.7% and 44.3% explained by other factors not examined in this study.

scholarly journals Clustering Kualitas Kinerja Karyawan Pada Perusahaan Bahan Kimia Menggunakan Algoritma K-Means

2021 ◽  
Vol 5 (2) ◽  
pp. 573
Author(s):  
Sandra Regina ◽  
Entin Sutinah ◽  
Nani Agustina
Keyword(s):  
Performance Appraisal ◽  
Clustering Algorithm ◽  
Employee Performance ◽  
Popular Method ◽  
Performance Quality ◽  
Optimal Partitions ◽  
Processing Data ◽  
Cluster 2 ◽  
Employee Data

Assessment of the quality of employee performance is one of the important things and is very much needed by the company, however, PT Clariant Adsorbents Indonesia does not currently have an employee performance quality system. This study aims to see the productivity of an employee and the effectiveness of an employee's performance in the future. Employee performance appraisal is divided into several clusters that are highly productive, moderately productive and less productive. The method used in this study is the K-means method, where the k-means method is the most popular method in the clustering algorithm. The k-means method looks for some of the most optimal partitions of the processed data by minimizing the error of the criteria using the optimal iteration. The variables used consist of employee names, work quality scores, responsibility values, cooperation values, attendance values, and discipline values. This research in processing data using Rapidminer Version 7.6.0.0.1 using the K-means method. The final result of this research is to get the grouping of the assessment into several categories that are very productive, quite productive and less productive and the clustering results are 0.42% for cluster 1, very productive category, which consists of 16 employee data, 0.47% for cluster 2 quite productive category, which consists of 18 employee data, 0.11% for cluster 3, less productive category, which consists of 4 employee data.

scholarly journals EMPLOYEE PERFORMANCE APPRAISAL SYSTEM BASED ON RANKING AND REVIEWS

2017 ◽  
Vol 10 (13) ◽  
pp. 495
Author(s):  
Ashish Modi ◽  
Sharath Kumar J ◽  
Sharath Kumar J ◽  
Sharath Kumar J ◽  
Muralidhar A ◽  
...  
Keyword(s):  
Decision Tree ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Human Intervention ◽  
Appraisal System ◽  
Good Decision ◽  
Performance Appraisal System ◽  
Using Data ◽  
Employee Needs ◽  
Employee Data

Objective: In many organizations, employee data have to be maintained and utilized for many purposes. Here, in this paper, we are going to use such data to calculate an employee’s performance.Methods: This employee data may be converted into useful information using data mining techniques such as K-means and decisions tree. K-means is used to find the rank of the employee means that the employee may come under in his criteria. Decision tree is used to find the review of an employee means that the employee needs improvement or he/she meets expectation.Results: This algorithm when utilized can identify the top employee who can be considered for appraisal or the eligible candidates for promotion. Hence, these algorithms such as K-mean and decision tree that help to find best employees for any association and help us to take a good decision in less time.Conclusion: There are various factors which should be considered and are limited to this algorithm, so human intervention is required to consider those factors. However, ranking and appraisal are seen in many companies, and this algorithm will definitely identify the potential candidates.

scholarly journals SISTEM SARANA PENILAIAN SASARAN KERJA PEGAWAI PADA KANTOR KOMISI PEMILIHAN UMUM PROVINSI RIAU BERBASIS WEB

2018 ◽  
Vol 7 (1) ◽  
pp. 7-14
Author(s):  
Suherman Sohor ◽  
Suri Handayani
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Unified Modeling Language ◽  
Assessment Process ◽  
Sequence Diagrams ◽  
Microsoft Excel ◽  
Unified Modeling ◽  
Existing Problems ◽  
Long Time ◽  
Election Commission

Based on observations made on the system of assessment of Employee Target (SKP) at the office of the election commission of Riau Province is still less than optimal because the data input and processed in a conventional way in the assessment of Employee Work Objectives (SKP), resulting in generating a valid report Take a long time and have trouble. In assessing the Employee Work Objectives (SKP) is still less effective because it requires a long and quite complicated calculation formula. This is because the absence of a system that can support the assessment process. For that required a system that can provide solutions to the problem, this system is made using the programming language PHP, HTML and MySQL as the database. For the design of the system using UML (Unified Modeling Language) which includes use case diagrams, activity diagrams, class diagrams and sequence diagrams. The purpose of making this system is to provide solutions from existing problems, simplify the process of employee performance appraisal, assessment of Employee Work Objectives (SKP) which initially only using Microsoft Excel assessment, with the system then the assessment process Employees Objectives (SKP) Done automatically to improve the performance of office agencies and optimize the performance of the officials of the Riau provincial election commission office.

scholarly journals Penerapan Metode Simple Additivie Weighting Untuk Mengefektifkan Penilaian Kinerja Karyawan

2021 ◽  
Vol 5 (3) ◽  
pp. 1068
Author(s):  
Neni Mulyani ◽  
Jeperson Hutahaean
Keyword(s):  
Performance Assessment ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Poor Performance ◽  
Simple Additive Weighting ◽  
Employee Data ◽  
Made In

In this study, the application of the Simple Additive Weighting (SAW) method is needed to generate preference values for 16 employee data which is used as an alternative employee performance appraisal. The application of the SAW method in this case also aims to improve the results of decisions made by managers. So that in one period of performance appraisal of employees at the end of the year the manager can make decisions on employees who have very good performance (0.80 – 1.00) to employees who have poor performance. The results of the preference value from the calculation using the SAW method will be made in the form of an assessment range, so that based on the value of the range the manager can provide an employee performance assessment.

scholarly journals HRM Practices and its Impact on Employee Performance: A Study on the Cement Industry in Bangladesh

2013 ◽  
Vol 2 (2) ◽  
pp. 192-199
Author(s):  
Mst. Momena Akhter ◽  
Md. Nur-E-Alam Siddique ◽  
Md. Asraful Alam
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource ◽  
Negative Impact ◽  
Positive Impact ◽  
Stock Exchange ◽  
Employee Performance ◽  
Cement Industry ◽  
Hrm Practices ◽  
The Impact

In present situation, companies can gain strong competitive advantage through applying effective and efficient human resource practices. If the human resources are managed properly, they can contribute to the success for the company. The effective management of human resource is possible through the implementation of sound HRM practices. . The main objective of this research is studying the impact of HRM practices on employee performance in the context of cement industry in Bangladesh.  For this purpose the researchers have tried to investigate impact of the various components of HRM practices on employee performance of a sample of 160 employees from seven cement companies listed in the Dhaka Stock Exchange. The data were analyzed by a regression analysis to determine the impact of HRM practices on employee performance. The result shows that training & development and opportunity for career development have a significant positive impact on employee performances. On the other hand, Performance appraisal, Compensation & Benefits, and Leadership Practices have a positive impact on employee performance but the impact is not significant in the context of cement industry in Bangladesh. Moreover, work life balance has a negative impact on employee’s performance. Furthermore, efficient management of human resources can increase the performance of the employees of the cement companies in Bangladesh. JEL Classification Code: M12; J53  

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