scholarly journals Optimasi Metode AHP dengan SAW untuk Seleksi Penerimaan Karyawan Baru : Studi Kasus Verint System

2021 ◽  
Vol 13 (1) ◽  
pp. 63
Author(s):  
Muhammad Saipul Rohman
Keyword(s):  
Human Resource ◽  
Human Error ◽  
Exact Match

Proses rekrutmen karyawan baru merupakan hal yang penting bagi perusahaan. Dengan memilih kandidat yang tepat sebagai karyawan maka kegiatan operasional perusahaan bisa berjalan dengan lancar sehingga bisa bersaing dengan perusahaan lain. Bagian Human Resource merupakan salah satu bagian yang vital karena melakukan proses rekrutmen karyawan baru. Kemungkinan terjadinya resiko human error, faktor penilaian subjektivitas dan pemeriksaan berkas yang masuk satu persatu  sehingga membutuhkan waktu yang tidak sebentar merupakan permasalahan utama saat proses seleksi penerimaan karyawan baru di Verint System.Metode AHP adalah salah satu metode sistem pendukung keputusan untuk menghitung bobot setiap kriteria dan metode SAW adalah salah satu metode sistem pendukung keputusan untuk merangking setiap alternatif berdasarkan setiap kriteria. Metode Exact Match digunakan untuk mengecek ketepatan kata jika ada yang sama maka kata tersebut tepat dan jika tidak ada yang sama maka kata tersebut Not Match, sedangkan Flag adalah penanda apabila benar diberi flag 1 (true) Exact Match jika tidak benar maka diberi flag / tanda 0 (not match). Metode yang digunakan dalam penelitian ini yaitu metode AHP dan optimasi metode AHP dengan SAW serta metode menghitung persentase akurasi dari metode tersebut menggunakan exact match. Berdasarkan hasil pengujian yang sudah di olah dan telah di analisis, hasil penelitian optimasi metode AHP dengan SAW menghasilkan persentase akurasi sebesar 90% lebih baik dari persentase akurasi metode AHP sebesar 10% yang membuktikan bahwa optimasi metode AHP dengan SAW membuat sistem menjadi lebih baik daripada dengan menggunakan metode AHP

scholarly journals Perancangan Human Resource Management System pada Perusahaan Daerah Air Minum (PDAM) Kabupaten Lingga Berbasis Web

KOMTEKINFO ◽  
2021 ◽  
pp. 202-211
Author(s):  
Rizky Rianda ◽  
Febri Hadi ◽  
Rima Liana Gema
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Human Error ◽  
Web Based ◽  
Human Resource Management System ◽  
Resource Management System ◽  
A Company ◽  
Employee Data

Human Resource Management System (HRMS) is a system that can simplify the process of handling various human resource management activities in a company in a structured and comprehensive manner. HRMS can assist management in carrying out their duties and assist companies in achieving goals and minimizing the risk of loss due to errors in managing employee data, especially in terms of payroll. The number of components in managing employees in a company will make the management in carrying out their duties a little more complicated and complex. So it is necessary to have a system that can manage all components of employee management in one centralized system. In this study, a web-based HRMS has been designed that can be used by employee management and also the employees themselves. From the results of the study, it is known that the implementation of HRMS at the Regional Drinking Water Company (PDAM) of Lingga Regency can assist employee management in managing all employee data including data collection, planning, management, and directing activities effectively and efficiently and can minimize the human error factor.

How Can Personnel and Training Requirements Have an Influence on Design of Systems?

1982 ◽  
Vol 26 (10) ◽  
pp. 895-895
Author(s):  
George N. Graine ◽  
James D. Baker ◽  
Merlin K. Malehorn ◽  
John M. Richardson ◽  
Lawrence M. White ◽  
...  
Keyword(s):  
Human Resources ◽  
System Design ◽  
Human Resource ◽  
Human Error ◽  
Point Of View ◽  
Military Capability ◽  
Training Requirements ◽  
Training Resources ◽  
The Military ◽  
And Training

During the next decade and beyond, the ability to maintain a meaningful level of military readiness will be severely tested. Simply increasing the Defense budget is not sufficient. Modern weapon and support systems are increasing in sophistication and user-system interface complexity, while the human resources pool to operate and maintain these systems is decreasing in terms of both numbers of individuals and the aptitudes, abilities, and skills these individuals bring into a military organization. This situation leads to the necessity of considering human resources as a parameter of system design, but such an effort is severely handicapped by a lack of efficient and reliable techniques that can be used by designers to estimate the human resource implications of their designs. The complexity of the systems on the drawing boards means that their contribution to the military capability and readiness will be critically influenced by (1) the extent to which new system designs are sensitized to the militaries available human and training resources and (2) the military ability to synchronize the planning, programming, and budgeting of these resources with systems development. Acquisition of new systems is a multi-billion dollar process, that is, the Weapon System Acquisition Process or WSAP. Determination of personnel and training requirements are usually considered so far downstream in the WSAP that the human resource requirements have been totally reactive to the fixed system design rather than being interactive with design engineering to influence the design for people. The results of this way of integrating people into a system means that hardware design has driven personnel and training requirements, rather than being a part of a procedure in which these requirements are used to influence equipment design or choices. Cost of personnel and training, low human reliability and increased human error in system failures are also valid reasons for now considering the topic question. The result is often predictable, that is, a large requirement for extremely limited technical personnel, inadequate training and, in many cases, degradation in operational effectiveness and personnel readiness. The four panelists take different and interesting approaches to the topic question. A case study; the utilization of a computer (for greater efficiency) during the development of a human aptitude/assessment technique; a discussion and update of the HARDMAN (hardware acquisition/manpower integration) project; and a response to the topic question from a policy point of view and asks another question, Why should personnel and training requirements have an influence on design?

Performance assessment of human resource by integration of HSE and ergonomics and EFQM management system

2017 ◽  
Vol 30 (2) ◽  
pp. 160-174 ◽  
Author(s):  
Mohsen Sadegh Amalnick ◽  
Mansour Zarrin
Keyword(s):  
Performance Assessment ◽  
Human Resource ◽  
Management System ◽  
Human Error ◽  
Statistical Tests ◽  
Aviation Industry ◽  
European Federation ◽  
Inference System ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to present an integrated framework for performance evaluation and analysis of human resource (HR) with respect to the factors of health, safety, environment and ergonomics (HSEE) management system, and also the criteria of European federation for quality management (EFQM) as one of the well-known business excellence models. Design/methodology/approach In this study, an intelligent algorithm based on adaptive neuro-fuzzy inference system (ANFIS) along with fuzzy data envelopment analysis (FDEA) are developed and employed to assess the performance of the company. Furthermore, the impact of the factors on the company’s performance as well as their strengths and weaknesses are identified by conducting a sensitivity analysis on the results. Similarly, a design of experiment is performed to prioritize the factors in the order of importance. Findings The results show that EFQM model has a far greater impact upon the company’s performance than HSEE management system. According to the obtained results, it can be argued that integration of HSEE and EFQM leads to the performance improvement in the company. Practical implications In current study, the required data for executing the proposed framework are collected via valid questionnaires which are filled in by the staff of an aviation industry located in Tehran, Iran. Originality/value Managing HR performance results in improving usability, maintainability and reliability and finally in a significant reduction in the commercial aviation accident rate. Also, study of factors affecting HR performance authorities participate in developing systems in order to help operators better manage human error. This paper for the first time presents an intelligent framework based on ANFIS, FDEA and statistical tests for HR performance assessment and analysis with the ability of handling uncertainty and vagueness existing in real world environment.

An Alternative Method for Identifying a Failed Engine in Twin-Engine Propeller Aircraft

2020 ◽  
Vol 10 (2) ◽  
pp. 103-111
Author(s):  
Andrey K. Babin ◽  
Andrew R. Dattel ◽  
Margaret F. Klemm
Keyword(s):  
Human Error ◽  
Flight Simulator ◽  
Traditional Group ◽  
Aircraft Accidents ◽  
Alternative Method ◽  
Indicator Group ◽  
Group A ◽  
The Dead ◽  
Engine Failure ◽  
And Performance

Abstract. Twin-engine propeller aircraft accidents occur due to mechanical reasons as well as human error, such as misidentifying a failed engine. This paper proposes a visual indicator as an alternative method to the dead leg–dead engine procedure to identify a failed engine. In total, 50 pilots without a multi-engine rating were randomly assigned to a traditional (dead leg–dead engine) or an alternative (visual indicator) group. Participants performed three takeoffs in a flight simulator with a simulated engine failure after rotation. Participants in the alternative group identified the failed engine faster than the traditional group. A visual indicator may improve pilot accuracy and performance during engine-out emergencies and is recommended as a possible alternative for twin-engine propeller aircraft.

Cast-Off Youth: A Found Human Resource

1989 ◽  
Vol 34 (6) ◽  
pp. 596-597
Author(s):  
Irwin L. Goldstein
Keyword(s):  
Human Resource
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