Employee Assessment Applications Using the Graphic Rating Scale and Profile Matching Methods at XYZ University

2021 ◽  
Vol 5 (2) ◽  
pp. 73-84
Author(s):  
Kukuh Ujianto ◽  
Indra Gita Anugrah
Keyword(s):  
Performance Appraisal ◽  
Rating Scale ◽  
Assessment Process ◽  
Combined Method ◽  
Matching Method ◽  
Scale Method ◽  
Profile Matching ◽  
Average Accuracy ◽  
Graphic Rating Scale ◽  
Standard Values

Performance appraisal is an evaluation and assessment carried out to employees to find out what their abilities are and measure productivity during work. XYZ University has an employee performance appraisal which is conducted annually to determine employee promotions. The assessment process is still using the manual method and using the Graphic Rating Scale method. Graphic Rating Scale is a performance appraisal method in which an employee is assessed based on criteria that are considered important and relevant to performance and productivity. To determine a promotion, the Graphic Rating Scale method cannot do it because it takes standard values, core factors and secondary factors that are used as standards to determine promotions. Therefore, In this employee appraisal application there is a combined method used to assist the assessment process, namely the Graphic Rating Scale method and the Profile Matching method. The Profile Matching method is used because there are standard values, core factors and secondary factors that can be used as standards to determine promotions. The results of this study are on testing the Graphic Rating Scale method with the combined method of Graphic Rating Scale and Profile Matching, the combined method of Graphic Rating Scale and Profile Matching has a higher average accuracy of 78,18%, while the Graphic Rating Scale method has an average accuracy of 68,45%.

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 Decision Support System for Rewarding Courier Employees in North Jakarta Using Profile Matching

2021 ◽  
Vol 13 (1) ◽  
pp. 26-31
Author(s):  
Randy Teguh Waluya Nugraha ◽  
Budi Arifitama ◽  
Yaddarabullah Yaddarabullah
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Alternative Solution ◽  
Research Focus ◽  
Matching Method ◽  
Perfect Score ◽  
Behavioral Aspect ◽  
Profile Matching ◽  
Standard Values

Courier employees in an expedition company are an important asset for the company. Each Courier has a daily productivity performance to aim with a perfect score (100%) to gain a reward. However, an assessment based only on productivity performance cause problems, where it is impossible to achieve a perfect productivity score to get a reward. This research focus to improve the rewarding system using a decision support system by adding other aspects than productivity which is the behavioral aspect. Absentee, successful delivery, cash on delivery, status update, attendance, and lateness are the behavioral aspect criteria used. Profile Matching method is conducted to compare employee profiles with the standard values and calculate its GAP. The smaller the GAP, the greater the weight results for the best alternative solution. The results, from 150 employees, 5 employees were selected as the best employees and granted rewards with the highest position scored 4,733, second scored 4,725, third scored 4,7234, fourth scored 4,722, and fifth scored 4,721. Profile matching has proven to be excellent as a method for a decision support system to reward employees based on ranking.

scholarly journals Maksimalisasi Penggunaan Metode Profile Matching dalam Menentukan Kandidat Terbaik

2019 ◽  
Vol 4 (3) ◽  
pp. 95
Author(s):  
Zainal Abidin ◽  
Indra Gita Anugrah ◽  
Ryco Puji Setyono
Keyword(s):  
Matching Method ◽  
The Core ◽  
Profile Matching ◽  
Standard Values ◽  
Main Factors ◽  
A Company

Determine the best candidate in a company is something that is natural. There are several methods to determine the best candidate. One of them using the "Profile Matching" method. The method will rate employees from the highest to the lowest value, the assessment is carried out with several aspects of assessment which are categorized into two categories, namely core factors and scondary factors. Core factor is an assessment of the main factors in an assessment and the scondary factor is the supporting factors in an assessment. In weight determining the core factor and scondary factors greatly influence the results of the assessment. With the use of the "Profile Matching" method, it is expected that employee assessment can be maximized and provide results as expected. But in the calculation, there are several factors that are very influential so that the results obtained are unsuitable. Normal calculation using the Profile Matching method with standard values is the middle value produces the best candidate that is not appropriate. Requires modification of the weighting gap table so that the results produced can be maximized and appropriate.

scholarly journals Performance Appraisal Design In The Grand Mutiara Hotel Housekeeping Division Using BARS Assessment Model

2021 ◽  
Vol 5 (01) ◽  
pp. 65-77
Author(s):  
Muhammad Fachrurrozi Akbar
Keyword(s):  
Performance Appraisal ◽  
Rating Scale ◽  
Assessment Model ◽  
Factors Affecting ◽  
Scale Method ◽  
Factors Influencing ◽  
Five Factors ◽  
Front Office ◽  
The Subject ◽  
Working Performance

Frequently receiving customers complaints makes the Grand Mutiara Hotel decrease in monthly guests number, caused by customer’s dissatisfaction with the hotel’s facilities and services. It occurs due to the crew’s disappointment, especially in the housekeeping division dealing with their working-performance assessment to be an indicator of salary payment. Redesigning the assessment was carried out by paying attention to factors affecting the working performances. The subject of this research was the Grand Mutiara Hotel. This research utilized the BARS (Behavior Anchor Rating Scale) method that was an effort to diagnose and reveal individual behavior to be suitable with the company’s objectives. This method aimed to determine which factors influencing the working-performance and delivering the assessing guideline containing clear indicators should be in those factors. Sampling used a purposive random sampling by taking two respondents in each sub-group consisting of housekeeping, security, F&B, engineering, and front office divisions. Further, other samples were coming from supervisors of each sub-group, managers, and HRD. This study indicates five factors affecting the working-performance, such as tangibility, reliability, assurance, responsiveness, and empathy.

scholarly journals PENGGUNAAN METODE PROFILE MATCHING UNTUK PEMILIHAN EOSH CAPTAIN TERBAIK PADA PT.COCA-COLA INDONESIA

2019 ◽  
Vol 15 (2) ◽  
pp. 235-240
Author(s):  
Riduan Syaiful Mashyur ◽  
Frieyadie Frieyadie
Keyword(s):  
Decision Making ◽  
Occupational Safety ◽  
Assessment Process ◽  
Decision Making Process ◽  
Matching Method ◽  
Profile Matching ◽  
Subjective Factor ◽  
Safety Officer ◽  
Selection Of

Environment, Occupational, Safety and Health (EOSH) Captain is an activity created by the Safety Officer at PT. Coca-Cola Indonesia. To determine the best EOSH Captain for the first time and is still influenced by the Subjective factor in assessing the prospective EOSH Captain, the safety officer is sometimes difficult to determine the best EOSH Captain, due to the lack of criteria so that the inaccuracy of assessment results in errors in determining the selection of EOSH Captain, constraints Another factor is the search for supporting data for the EOSH captain selection criteria is hampered, because the safety officer must focus on the job desk of his work, resulting in the length of the decision-making process. In this study, to overcome the above constraints, a method called the Profile Matching method is used. This Profile Matching method can process and compare the actual data value of a profile to be assessed with the expected profile value so that competency differences can be known. The purpose of this research is to accelerate the decision-making process. The assessment process will be more accurate, resulting in the determination of the selection of EOSH to be more precise and correct. The assessment process will be more accurate, resulting in the determination of the selection of EOSH to be more precise and correct. The results of calculations using the Profile Matching method above have obtained the greatest value and become the best EOSH captain is employee 17.

Sistem Pendukung Keputusan Kenaikan Jabatan Menggunakan Metode Profile Matching

2018 ◽  
Vol 1 (2) ◽  
pp. 97-108
Author(s):  
Putu Sugiartawan ◽  
Heruzulkifli Rowa ◽  
Nurul Hidayat
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Visual Basic ◽  
Assessment Process ◽  
Matching Method ◽  
Profile Matching ◽  
Weight Value ◽  
Visual Basic 6.0

 Decision Support System is a system that can assist managers in making decisions that are based on the criteria set by the company. Decision Support System helps in the assessment process so it does not happen to be subjective judgment in decision making. Ratings are based on the criteria that have been determined are expected to determine the employee is entitled to a promotion. Many methods can be used in making a decision support system. One method that can be used in making a decision support system that the method Profile Matching. Profile Matching is the process of comparing the profiles of employees with occupational profiles so that the known value of the gap. The smaller the value gap is generated, then the weight value will be even greater gap so that employees the opportunity to get a promotion will be even greater. The results of the calculation with profile matching method in the form of value which ranked based on the largest value. The results of this ranking value will be used as a reference in helping managers to make decisions. Software used in the manufacture of these decision support systems applications with Microsoft Visual Basic 6.0 with MySQL databases.

scholarly journals PENERAPAN METODE GRAPHIC RATING SCALE (GRS) DALAM PENILAIAN KINERJA KARYAWAN

Kilat ◽  
2018 ◽  
Vol 6 (2) ◽  
pp. 139-144
Author(s):  
Redaksi Tim Jurnal
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Rating Scale ◽  
Employee Performance ◽  
Objective Assessment ◽  
Individual Performance ◽  
Valuation Method ◽  
Graphic Rating Scale ◽  
The Individual

Competition increasingly competitive business trigger Muliadana company to be more innovative in improving the quality of the company. One technique used by management companies in improving the quality of human resources is to conduct employee performance appraisal. To the authors try to establish a scoring system using the Graphic Rating Scale (GRS), which is a methodology for assessing the scale of the graph by comparing the individual performance against an absolute standard. The purpose of this valuation method is to minimize the less objective assessment and can determine the development of the employee's performance over several periods. The results of the performance appraisal company can provide feedback to the employees so they can decide the steps taken in making decisions such as: promotion, promotion or class, mutation, degradation as well as training for employees in need.

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.

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